On May 17, 2024, Minnesota’s governor signed legislation (SF 3852) that will require employers with 30 or more employees at one or more sites in Minnesota to disclose salary, other compensation and benefits information in job postings.
Minnesota Pay Transparency Law: Highlights and Next Steps Read More »
The Minnesota Department of Employment and Economic Development (the Department) recently issued an update detailing the upcoming employer submission required under Minnesota’s paid family medical leave law (Minnesota Paid Leave). Although employees cannot take leave under the new law until 2026, the first wage detail reports are due on Oct. 31, 2024.
Minnesota Paid Leave Update Read More »
Certain Minnesota employers will be required to disclose starting salary ranges, or a fixed pay rate, in all job postings beginning January 1, 2025.
Minnesota Pay Transparency Law 2025 Read More »
Companies operating in Minnesota might be held responsible for inadequately screening their independent contractors or their employees.
Can You Be Liable for an Independent Contractor’s Negligence? Read More »
The 2024 Minnesota Legislative Session, while not as seismic as 2023, brought many changes that may require adjustments to employers’ practices and policies.
2024 Minnesota Legislative Changes Impacting Employers Read More »
Governor Tim Walz has signed into law significant changes to Minnesota’s independent contractor and employment laws. Effective July 1, all employers, as well as their owners, risk significantly increased penalties for misclassifying employees as independent contractors. Construction industry employers, however, should be especially vigilant in ensuring their independent contractors are properly classified.
Minnesota Governor Tim Walz signed a bill significantly amending the Minnesota Human Rights Act (MHRA) on May 15, 2024. The MHRA, otherwise known as Minnesota’s anti-discrimination statute, already prohibited discrimination in employment on the basis of race, color, creed, religion, national origin, sex, gender identity, marital status, disability, status with regard to public assistance, sexual orientation, familial status, and age.
Amendments to Minnesota Human Rights Act (MHRA) Read More »
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law. Most importantly, it significantly raises the minimum salary threshold for certain “white collar” workers—executives, professionals, and administrative personnel. If the rule takes effect, employers will need to raise those employees’ salaries or reclassify them as eligible for overtime.
New Federal Regulations on Overtime Read More »
The White House Office of Information and Regulatory Affairs (OIRA) completed its review of the updated federal overtime rule on April 10, 2024. We can expect publication of the final rule in the Federal Register any day now, with an effective date likely 60 days after publication.
Coming Soon: New Federal Overtime Rule Read More »
Employment lawyers and human resources professionals regularly preach that managers must document employee performance issues as a best practice so that if/when that manager wants to terminate the employee, the company has the “receipts” to justify the decision.
An Example of An Employer Documentation Pitfall Read More »
