Employment Law

The Hidden Risks of an Outdated Employee Handbook (And How to Fix It)

The Hidden Risks of an Outdated Employee Handbook (And How to Fix It)

Employment Law, HR Compliance, Workplace Policies

Does your company’s employee handbook prohibit the use of Walkmans in the workplace? Does your document retention policy mention floppy disks? Does your dress code policy refer to “clam diggers” and “pedal pushers?” Does your handbook look like it was created by Dr. Frankenstein with bits and pieces from many other policies and handbooks from […]

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FLSA Reclassification: 5 Steps to Move from Exempt to Non-Exempt Compliance

FLSA Reclassification: 5 Steps to Move from Exempt to Non-Exempt Compliance

Employment Law, Labor Law, Minnesota Employment Law

In the first installment on FLSA classifications we suggested that employers perform an internal audit to assess compliance with FLSA and state law exemptions from overtime. In this post, we review a key strategic tool to address the misclassifications. Reclassification from exempt to non-exempt is a key compliance step under the FLSA. When done proactively,

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DOL Issues Technical Amendment Reinstating 2019 FLSA Overtime Regulations

DOL Restores Pre-2024 FLSA Overtime Exemptions: $684/Week Salary Threshold Now in Effect

Employee Compensation, Employment Law, Labor Law

On Thursday, May 14, the U.S. Department of Labor (DOL) issued a technical amendment formally restoring the pre-2024 regulatory text governing overtime exemptions under the Fair Labor Standards Act (FLSA), implementing federal court orders that had already vacated the Biden-era salary threshold rule. For employers across the country, this development carries immediate and practical implications.

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AI Hiring Tools: New State Laws, Federal Risks & Compliance Strategies for Employers

AI Hiring Tools: New State Laws, Federal Risks & Compliance Strategies for Employers

Artificial Intelligence, Employment Law, Hiring

Employers are increasingly integrating artificial intelligence (AI) into the hiring process, deploying AI hiring tools across multiple stages of the employment funnel, including to manage application volume. Common AI hiring tools include: (1) passive recruiting technology to identify qualified candidates and invite them to apply to open positions; (2) resume scanners to rank or otherwise

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Bloomington Eliminates Local ESST Ordinance as State Law Takes Precedence

Bloomington Repeals ESST Ordinance: What Minnesota Employers Need to Know

Employment Law, Labor Law, Minnesota Employment Law

On April 27, 2026, Bloomington, Minnesota repealed its Earned Sick and Safe Time Ordinance. As explained in the corresponding meeting agenda packet, “the primary purpose of Bloomington’s ESST ordinance, to guarantee paid sick and safe time, has been fulfilled by the statewide law.” Bloomington is the second Minnesota city to repeal its paid sick and safe leave ordinance

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Employer Liability for Third-Party Harassment Under Federal and State Law

Employer Liability for Third-Party Harassment Under Federal and State Law

Employment Law, Workplace Conflict, Workplace Harassment, Workplace Safety

Third-party harassment occurs when an employee faces discrimination or a hostile work environment caused by non-employees like clients or vendors. Employers have a legal duty of care to protect staff from such conduct under federal and most state laws.  Discover how to identify signs of harassment and the strategic steps employees should take to protect

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Menopause at Work: When Accommodation Expectations Become Explicit Law

Menopause at Work: When Accommodation Expectations Become Explicit Law

Employee Health, Employment Law, Labor Law

Historically, menopause has not been specifically identified as a protected medical condition under state and federal law, even though its related symptoms in many cases are medical conditions covered by existing leave and accommodation laws. That is rapidly changing. In 2025, Rhode Island became the first state to expressly require workplace accommodations for employees experiencing menopause

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Drafting Lawful Performance Improvement Plans After Muldrow and Walsh

Drafting Lawful Performance Improvement Plans After Muldrow and Walsh

Employee Performance, Employment Law, Labor Law

Establishing a claim of unlawful discrimination or retaliation in the workplace requires, among other elements, that an employee show they experienced an “adverse employment action.” Since Muldrow v. City of St. Louis, 601 U.S. 346 (2024), where the U.S. Supreme Court held that an employee need not show “significant” harm, but only “some harm,” to establish an

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Navigating Political Expression in the Workplace: Legal Risks and Best Practices

Navigating Political Expression in the Workplace: Legal Risks and Best Practices

Employment Law, Labor Law, Minnesota Employment Law

This past year employers in the United States have seen an increase in workplace political discourse as they try to balance offering freedom of expression, avoiding workplace division, and complying with state and federal laws. This guide highlights the laws that could be implicated with workplace political speech, and offers tips on minimizing liability. Laws

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DOL's 2026 Proposed Rule: Easier Independent Contractor Classifications with Core Focus on Control and Profit/Loss

DOL’s 2026 Proposed Rule: Easier Independent Contractor Classifications with Core Focus on Control and Profit/Loss

Employment Law, Labor Law, Minnesota Employment Law

The U.S. Department of Labor (DOL) has proposed another revision to independent contractor regulations, one that would provide for more leeway in classifying workers as contractors. DOL’s proposed rule, published on February 26, 2026, would rescind the Biden DOL’s March 2024 independent contractor regulation and reinstate a framework substantially tracking the prior Trump rule of

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