• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

The HR Specialist: Minnesota Employment Law

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.

{ 0 comments }

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.

{ 4 comments }

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.

{ 0 comments }

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.

{ 3 comments }

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.

{ 1 comment }

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.

{ 0 comments }

In Minnesota, employees who suffer from a serious illness can still collect unemployment compensation if they ask their employers for an accommodation. If none is available, then the employee can collect benefits if he can’t work. But employees must tell their em­­ployers about their medical condition.

{ 1 comment }

You’ll rarely lose a termination-related lawsuit if your handbook contains clear rules that you follow consistently. That’s because when everyone who breaks the same rule is equitably disciplined, fired employees will have a hard time finding ­workers outside their protected class who were treated more favorably than they were.

{ 1 comment }

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.

{ 0 comments }

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.

{ 0 comments }

Page 65 of 121« First...102030...646566...708090...Last »