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.
Avoiding Workplace Retaliation Claims: Essential Best Practices for Employers Read More »
Minnesota’s Paid Leave Program (often referred to as Minnesota Paid Leave) officially took effect on January 1, 2026, creating a statewide paid family and medical leave benefit for most employees working in Minnesota. The law provides partial wage replacement and job protection for qualifying family and medical events. The Upshot Key features of the law
The U.S. Department of Justice’s January 14, 2026 lawsuit against the State of Minnesota continues the evolving relationship between civil rights law and workplace DEI efforts. Filed under Title VII, the complaint challenges Minnesota’s long‑standing affirmative action framework for state employment—arguing that the state’s use of race‑ and sex‑conscious hiring goals, demographic availability analyses, and
What the DOJ’s Challenge to Minnesota’s Affirmative Action Means for Workplace DEI Read More »
In the wake of any crisis, stress and tensions run high. As a result, employers may be inclined to communicate prematurely, over- or under-communicate, or otherwise communicate without thinking about the potential legal repercussions that could follow (for example, regulatory scrutiny, shareholder lawsuits, employee lawsuits, etc.). To avoid a misstep that might compound a crisis,
For a calming notice to Minneapolis employees, focus on empathy, reaffirming support, providing clear info on resources (like EAP), acknowledging external stressors (local events, weather), outlining immediate steps for safety/support (remote work, quiet spaces), and directing them to official channels for updates, using a tone that’s supportive, calm, and clear, as specific situations dictate different
Disturbing events in Minneapolis Read More »
A California appellate court recently affirmed a jury verdict awarding $4 million to a police captain who was subjected to a hostile work environment after a sexually explicit, AI-generated image resembling her was widely circulated in the workplace, holding that the dissemination of such fabricated content constituted unlawful harassment under California law. In a separate
The Rise of AI Deepfakes: Weaponized Harassment in the Modern Workplace Read More »
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,
Partner with Midwest HR Experts Backed by Employment Law Counsel Read More »
As a reminder to all our clients and friends, please ensure that you are complying with this requirement. The Minnesota Department of labor has recently announced if they will be auditing employers to ensure they are meeting their requirements. This regulation is separate and distinct from the Wage Theft Law. if you have any questions
Reminder: Compliance with Minnesota’s Employee Wage Notice Requirement Read More »
Navigating the complexities of employees using wearable technologies while ensuring compliance.
EEOC Guidance on Wearable Tech Including AI Read More »
In the wake of any crisis, stress and tensions run high. As a result, employers may be inclined to communicate prematurely, over- or under-communicate, or otherwise communicate without thinking about the potential legal repercussions that could follow (for example, regulatory scrutiny, shareholder lawsuits, employee lawsuits, etc.). To avoid a misstep that might compound a crisis,
The Employer’s Playbook: Communicating Through a Crisis Without Creating New Legal Risks Read More »
