In the wake of any crisis, stress and tensions run high. As a result, employers may be inclined to communicate prematurely, over- or under-communicate, or otherwise communicate without thinking about the potential legal repercussions that could follow (for example, regulatory scrutiny, shareholder lawsuits, employee lawsuits, etc.). To avoid a misstep that might compound a crisis, […]
For a calming notice to Minneapolis employees, focus on empathy, reaffirming support, providing clear info on resources (like EAP), acknowledging external stressors (local events, weather), outlining immediate steps for safety/support (remote work, quiet spaces), and directing them to official channels for updates, using a tone that’s supportive, calm, and clear, as specific situations dictate different
Disturbing events in Minneapolis Read More »
A California appellate court recently affirmed a jury verdict awarding $4 million to a police captain who was subjected to a hostile work environment after a sexually explicit, AI-generated image resembling her was widely circulated in the workplace, holding that the dissemination of such fabricated content constituted unlawful harassment under California law. In a separate
The Rise of AI Deepfakes: Weaponized Harassment in the Modern Workplace Read More »
With Minnesota’s new break law and paid leave requirements taking effect on January 1, many business leaders like yourself are navigating increased compliance demands – from mandatory meal/rest breaks to updated wage notices and potential penalties for non-compliance. At Synergy HR, we specialize in helping Midwest businesses and professional organizations (like law firms, CPA firms,
Partner with Midwest HR Experts Backed by Employment Law Counsel Read More »
As a reminder to all our clients and friends, please ensure that you are complying with this requirement. The Minnesota Department of labor has recently announced if they will be auditing employers to ensure they are meeting their requirements. This regulation is separate and distinct from the Wage Theft Law. if you have any questions
Reminder: Compliance with Minnesota’s Employee Wage Notice Requirement Read More »
Navigating the complexities of employees using wearable technologies while ensuring compliance.
EEOC Guidance on Wearable Tech Including AI Read More »
When an employee’s online activity disrupts workplace harmony, employers must tread carefully; missteps can be costly.
Legal Considerations Around Free Speech Protections Read More »
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
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
Minnesota ESST Law: Key Changes Effective July 2025 & January 2026 Read More »
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.
Minnesota Paid Leave: Employer Checklist for 2026 Launch Read More »
