The HR Specialist: Minnesota Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 30
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

The HR Specialist: Minnesota Employment Law

Using a $3 million federal grant, the Minnesota Department of Human Services will implement new practices for running background checks on employees who work with children and vulnerable adults. The new procedures will begin in January, implementing new fingerprinting and photographing legislation Gov. Mark Dayton signed in May.

{ 0 comments }

Having employees out on FMLA leave is a hassle. But even worse trouble is certain if bosses make a big deal out of routine FMLA leave re­­quests.

{ 0 comments }

In employment law, the adage that two wrongs don’t make a right is true. Don’t make the mistake an em­­ployer recently made when a super­­visor apparently favored members of his religion in hiring. It terminated them without providing a legitimate, performance-related reason.

{ 0 comments }

Employers sometimes think it’s too dangerous to fire a worker who has recently returned from FMLA leave. But don’t let fear of a lawsuit keep you from making a reasonable and necessary business decision. Just make sure the employee’s use of FMLA leave didn’t motivate the discharge.

{ 1 comment }

Under Minnesota’s workers’ compensation laws, employees who file workers’ comp claims are protected from retaliation. The law says employers can’t punish employees for seeking benefits. But some employers have been trying to preempt so-called protected activity when an em­­ployee is injured at work.

{ 1 comment }

You can’t prevent every lawsuit over a discharge, but you can be prepared. That preparation includes making sure you can point to solid, performance-based reasons for every termination. Lay the groundwork first with a performance improvement plan (PIP) and you will be well on your way to showing the court your decision was based on objective, measurable business reasons rather than some kind of prejudice or discrimination.

{ 1 comment }

Q. We have an employee with a disability who has requested to work from home part time as an accommodation for her disability. Are we required to grant this request?

{ 0 comments }

Q. We have seen that some companies are requiring their employees to agree to arbitration rather than a release of claims in their separation agreements. Is this an alternative worth exploring?

{ 0 comments }

Q. We hired an employee just a few months ago, so he does not qualify for leave under the FMLA. He has requested intermittent time off to care for a family member. We would like to allow him to take the time off, but we aren’t sure how to handle the situation outside of the FMLA. What is your advice?

{ 0 comments }

Bring Your Own Device programs have taken off—but what are the legal issues and security problems you need to be aware of?

{ 0 comments }

Page 30 of 117« First...1020...293031...405060...Last »