Legal Considerations Around Free Speech Protections
When an employee’s online activity disrupts workplace harmony, employers must tread carefully; missteps can be costly.
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Minnesota Paid Family and Medical Leave (PFML): 2025–2026 Transition Checklist for Employers
To handle pre-existing leave that transitions to Minnesota’s Paid Family and Medical Leave (PFML), continue benefits, and track leave usage as the new law takes effect in 2026, you must first ensure that any leave taken in 2025 is counted against the employee’s prior leave entitlements and that leave starting in 2026 is subject to the
Minnesota ESST Law: Key Changes Effective July 2025 & January 2026
Recent changes to Minnesota’s Earned Sick and Safe Time (ESST) law, effective July 1, 2025, include modifying rules on how employees can find replacement workers by trading shifts and allowing employers to advance ESST hours to new employees starting January 1, 2026. The amendments also adjust how employers can require notice for unforeseeable absences. The
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Minnesota Paid Leave: Employer Checklist for 2026 Launch
Minnesota Paid Leave starts Jan 1, 2026—up to 20 weeks paid for family/medical needs. Nov 15 private plan deadline! Synergy HR ensures compliance with legal-backed guidance.
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Minnesota’s New Break Law (Effective Jan 1, 2026)
Starting Jan 1, 2026, MN employers must provide 30-min unpaid meal breaks & 15-min paid rest breaks—or face double damages. Synergy HR ensures compliance.
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Minnesota PFML 2026: Why Concurrent Leave Provisions Are Critical for Employers
With the start of the upcoming new Paid Family Medical Leave (PFML) it is important for employers to ensure that they have included a provision for concurrent leave in both their employee handbook and the notice that the state requires to be given to all employees by December 1, 2025. What is concurrent leave? It
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Minnesota Paid Leave: Your Guide to New Benefits and Protections Starting January 2026
Starting January 1, 2026, Minnesota Paid Leave offers payments and job protections for employees needing time off for serious health conditions, family care, military support, or safety concerns. Most Minnesota workers are eligible, including full-time, part-time, and most seasonal employees, if they’ve earned at least $3,900 in the past year. Key Details Leave Types: Up
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PART TWO: PIPs in Practice – Getting Them Right
We dive deeper into employer intent, execution pitfalls, and how to craft PIPs that actually work.
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Political Speech in the Workplace
The recent national attention following the fatal shooting of political commentator Charlie Kirk has intensified public debate about political expression, raising questions about what actions employers can take to mitigate reputational harm to their business based on the personal views shared by their employees in both workplace and non-workplace settings. The line that stands between
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PART ONE: Performance Improvement Plans – Help or Hidden Trap
Performance Improvement Plans (or PIPs) often spark intense debate. Are they legitimate tools to help struggling employees succeed—or thinly veiled strategies to protect employers in court?
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