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 10
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The HR Specialist: Minnesota Employment Law

The National Labor Relations Board, which enforces the National Labor Relations Act, has issued an order telling a Minnesota employer to hold a “talk” with employees about their rights to unionize.

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The Occupational Safety and Health Administration has issued interim guidance for employers to help protect employees against the mosquito-borne Zika virus.

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A Steele County, Minn., judge has awarded a banker $3.5 million in damages after a bank holding company ousted him after he revealed he is gay.

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The Fifth Circuit Court of Appeals has reversed a $226,000 fine levied against a Minnesota staffing company for attesting to the validity of I-9 documents presented to a Texas staffing company.

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A “sheltered workplace” in Bloomington, Minnesota, where disabled employees are paid pennies on the dollar may face changes following a Minnesota Department of Human Rights ruling. DHR Commissioner Kevin Lindsey found probable cause that Opportunity Partners discriminated against a disabled worker when it refused to consider him for one of its fully paid staff positions.

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You may have to fire an otherwise good worker if his attitude is bad enough. Be sure to document the misbehavior.

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Document your reason for firing an employee who is out on FMLA leave.

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The 8th Circuit Court of Appeals has upheld a Worker Adjustment and Retraining Notification (WARN) Act decision based on a worker-friendly interpretation of the terms “sale of assets” and “going concern.” The decision makes it easier for workers to challenge lack of a WARN notice when their employer claims to have sold company assets to another firm.

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The Minnesota state legislature has made significant employer-friendly changes to the veterans’ preference law that state, county, and municipal governments must follow, making it easier to terminate employees who aren’t working out.

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The EEOC and Minnesota Department of Human Rights are the agencies primarily responsible for making sure employers comply with discrimination laws. When an applicant or employee files a discrimination charge in Minnesota, either agency or both will investigate.

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