Labor Law

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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Avoiding Workplace Retaliation Claims: Essential Best Practices for Employers

Avoiding Workplace Retaliation Claims: Essential Best Practices for Employers

Discrimination, Employment Law, Labor Law, Minnesota Employment Law, Workplace Harassment

Retaliation claims remain one of the most frequent and difficult employment issues to defend. Learn the legal basics, protected activities, and 8 key best practices—including strong no-retaliation policies, prompt investigations, consistent documentation, and legal oversight—to help employers reduce risk and maintain compliance.

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Partner with Midwest HR Experts Backed by Employment Law Counsel

Partner with Midwest HR Experts Backed by Employment Law Counsel

HR Services, Labor Law, Minnesota Employment Law

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,

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Navigating the Risks of AI in HR and Recruitment

Navigating the Risks of AI in HR and Recruitment

Artificial Intelligence, Firing, Hiring, HR Services, Labor Law

AI in HR hiring presents significant concerns centered onbias and discrimination, data privacy, and the loss of human interaction. While AI offers efficiency benefits, organizations must navigate these challenges carefully to ensure fair and compliant hiring processes. Synergy HR discussed concerns about the use of AI generally and specifically, the danger of bias in hiring

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Minnesota Paid Family and Medical Leave (PFML): 2025–2026 Transition Checklist for Employers

Minnesota Paid Family and Medical Leave (PFML): 2025–2026 Transition Checklist for Employers

Employment Law, Labor Law, Minnesota Employment Law, Parental Leave

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

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