Part Two of Two Read Part One Length of Leave/Intermittent Leave Unlike the FMLA, the Minnesota law will enable employees to take more than twelve weeks of paid leave under some circumstances. Employees may take up to twelve weeks of paid leave for their own serious health conditions and also may take up to twelve […]
Minnesota’s New Paid Family & Medical Leave Law Part 2 Read More »
Minnesota became the latest state to offer statewide paid family and medical leave as part of a series of sweeping and fundamental changes to Minnesota employment law made in the 2023 legislative session.
Minnesota’s New Paid Family & Medical Leave Law Read More »
A well-designed workplace violent prevention plan and training protocol is most effective if paired with periodic assessments and adjustments for effectiveness.
Lessening The Risk of Workplace Violence Read More »
Violence at a work site cannot always be prevented, but the risks can be lessened through a key formula.
Lessening The Risk of Workplace Violence Read More »
Employers and their counsel should stay on top of the ever-evolving legal landscape in this area and the new AI tools entering the market.
The Use of AI by Job Candidates: Employer Recommendations Read More »
It is critical that employers understand the ways in which candidates can use AI in the hiring process and learn how to effectively navigate potential issues that might arise without negatively impacting the pool of talented applicants or running afoul of employment laws.
The Use of AI by Job Candidates: Employment Law Considerations Read More »
The General Duty Clause allows employers to be cited for conditions that create a hazard to health or a safety risk for employees if the hazard is “recognized.”
OSHA Primer: The General Duty Clause Read More »
Employees who are not pregnant may have rights under the Pregnant Workers Fairness Act (PWFA).
Pregnant Workers Fairness Act and Employees Who Aren’t Pregnant Read More »
Okonowsky v. Garland involved particularly bad facts and a clear failure to take sufficient remedial efforts. Therefore, employers should take note of the errors in this case to prevent similar issues in the future.
Social media is again making legal headlines with a new decision out of the influential 9th Circuit, Okonowsky v. Garland, which held a corrections lieutenant’s posts on social media about another employee, all occurring outside the workplace, could constitute unlawful harassment under Title VII. Given the frightening implications for employers – who now have to worry about what their employees are doing off duty – we did a deep dive into Okonowsky, to understand why this result was reached and what employers need to learn from this new decision.
