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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Navigating AI in HR: Balancing Innovation, Compliance, and Accountability
Employers are rapidly adopting artificial intelligence and automated decision-making (ADS) tools for human resources functions. They are valuable tools for HR professionals, and should be an integral aspect of the HR operations of today and the future. Consequently, it should be no surprise to employer lawyers that our clients will be held liable when discriminatory
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What Is PFML?
PFML is a public insurance program administered by the Minnesota Department of Economic Development (“DEED”). With few exceptions, Minnesota employees who earn more than $3,500 in wages in the State of Minnesota will be eligible for PFML, and virtually all employers with employees in the State must participate in the program. As of January 1, 2026,
Unlock Stress-Free HR: Discover the Benefits of Synergy Human Resources’ Care Plan Subscription
Synergy Human Resources has been offering an HR care plan subscription for several years. A subscription will help you take the worry out of managing your HR. Our HR care plan is affordable, easy to access, reliable and convenient. You will receive well over 35 years of HR and employment law knowledge. We will get
Reverse Discrimination in the Workplace
Have you been discriminated against in the workplace, even though you may be a member of a “majority” group?
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Minnesota Paid Leave Law: 3 Key Steps Employers Must Take Before January 2026
Here’s a breakdown of the key requirements: Quarterly wage detail reports Already Started: The first quarterly wage detail reports were due on October 31, 2024, based on wages paid between July 1, 2024, and September 30, 2024. Ongoing Requirement: Employers must continue to submit these reports quarterly to the Minnesota Department of Employment and Economic Development (DEED).
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Minnesota’s New Break Laws Effective January 1, 2026: What Employers Need to Know and Unanswered Questions
Starting January 1, 2026, Minnesota employers must allow expanded breaks to all employees in Minnesota. Currently, employers are only required to provide “sufficient time to eat a meal” every eight hours of work, and “adequate time from work” to use the nearest restroom every four hours. This will change to a thirty-minute meal break when
Followup: Additional Guidance on Minnesota Paid Leave Law
With the Minnesota Department of Employment and Economic Development (MN DEED) publishing its final rules on June 16, 2025, we wanted to provide clarity around some additional details.
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