Does your health insurance or other benefit plan specifically state that it covers those who are married under Minnesota law? Then your policy terms probably apply in some unique circumstances—including when an employee is married to someone who has undergone gender reassignment surgery.
Sometimes, an employee needs just a few hours of FMLA leave, for example, to make a doctor’s appointment or to drive a relative to treatment. The employee may find it more convenient to take the entire day off, but you don’t have to allow it. Should the employee not return after the appointment, you are free to treat the absence as unauthorized.
Summertime is when employers can capitalize on an influx of eager school-age workers looking for seasonal jobs. Summer jobs can be great for both young workers and employers, but you should be mindful of federal and state child labor laws.
FedEx Ground has agreed to pay $3 million to resolve allegations by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) that the company’s hiring practices were discriminatory.
Delta Airlines has entered into a two-year settlement agreement with OSHA to install seat belts on all company baggage-handling vehicles. An OSHA inspection following an employee death led to the agreement.
There’s a good chance that what your employees actually do every day has little in common with what’s written in their job descriptions. That’s a problem. Inaccurate or incomplete job descriptions can cause legal liability for employers, especially if the EEOC or the DOL comes calling.
The federal Computer Fraud and Abuse Act (CFAA) doesn’t grant employers any legal recourse if an employee misuses information obtained from company computers, according to a recent Minnesota Federal District Court ruling.
USERRA is not a veteran’s preference law. It merely guarantees that service members can return to work no better or worse off than if they never left.
When upper management rubber-stamps an employment decision made by a supervisor who discriminates, the employer is liable for the discrimination. But if higher-ups independently review the situation before ratifying the decision, the employer isn’t bound by its discriminating subordinate’s wrongdoing.
While it is illegal to discriminate against an individual based on his or her national origin, that doesn’t mean that discrimination against someone based on her immigration status is forbidden. That’s because immigration status isn’t tied to a particular national origin.