Yes — the Minnesota Paid Leave premium rate for 2027 remains unchanged at 0.88% of covered wages (the same as 2026).** Small employers pay a reduced rate of 0.66%. This was officially announced by the Minnesota Department of Employment and Economic Development (DEED) / Minnesota Paid Leave on July 31, 2026 (the annual deadline under […]
Minnesota Paid Leave 2027 Rates: Still 0.88% (0.66% for Small Employers) Read More »
Minnesota employers: the Department of Labor and Industry’s new Earned Sick and Safe Time rules are now in effect (as of July 6, 2026). These rules bring needed clarity on accrual years, eligibility determinations, documentation, incentives, and how ESST interacts with other leave policies. Below is a practical, step-by-step compliance manual distilled from the adopted
Minnesota ESST Rules part 2: Step-by-Step Guide to the 2026 MNDOLI Rules Read More »
As employers continue recalibrating return-to-office expectations in the years after the COVID-19 pandemic, many are facing a steady stream of requests for full-time remote work as a disability accommodation under the ADA. Recent federal appellate decisions offer important guidance. Courts continue to treat these requests as highly fact-specific inquiries centered on the essential functions of
Remote Work as an ADA Accommodation: What Recent Court Decisions Mean for Employers Read More »
Minnesota’s Department of Labor and Industry (DLI) has finalized administrative rules for the Earned Sick and Safe Time (ESST) Law, effective July 6, 2026. These clarifications address key pain points for employers—attendance incentives, documentation, accrual calculations, and policy interactions—making compliance more straightforward while protecting employee rights. Designating & Changing the Accrual Year The statute defines
Bob was a solid, long-term employee. But at the company retreat, he stayed late at the bar, had a few too many drinks, and made a highly inappropriate pass at a member of the hotel staff. The hotel had enough and called you, his supervisor, to come get him. You dutifully complied and found Bob
Does your company’s employee handbook prohibit the use of Walkmans in the workplace? Does your document retention policy mention floppy disks? Does your dress code policy refer to “clam diggers” and “pedal pushers?” Does your handbook look like it was created by Dr. Frankenstein with bits and pieces from many other policies and handbooks from
The Hidden Risks of an Outdated Employee Handbook (And How to Fix It) Read More »
In the first installment on FLSA classifications we suggested that employers perform an internal audit to assess compliance with FLSA and state law exemptions from overtime. In this post, we review a key strategic tool to address the misclassifications. Reclassification from exempt to non-exempt is a key compliance step under the FLSA. When done proactively,
FLSA Reclassification: 5 Steps to Move from Exempt to Non-Exempt Compliance Read More »
On Thursday, May 14, the U.S. Department of Labor (DOL) issued a technical amendment formally restoring the pre-2024 regulatory text governing overtime exemptions under the Fair Labor Standards Act (FLSA), implementing federal court orders that had already vacated the Biden-era salary threshold rule. For employers across the country, this development carries immediate and practical implications.
DOL Restores Pre-2024 FLSA Overtime Exemptions: $684/Week Salary Threshold Now in Effect Read More »
Employers are increasingly integrating artificial intelligence (AI) into the hiring process, deploying AI hiring tools across multiple stages of the employment funnel, including to manage application volume. Common AI hiring tools include: (1) passive recruiting technology to identify qualified candidates and invite them to apply to open positions; (2) resume scanners to rank or otherwise
AI Hiring Tools: New State Laws, Federal Risks & Compliance Strategies for Employers Read More »
On April 27, 2026, Bloomington, Minnesota repealed its Earned Sick and Safe Time Ordinance. As explained in the corresponding meeting agenda packet, “the primary purpose of Bloomington’s ESST ordinance, to guarantee paid sick and safe time, has been fulfilled by the statewide law.” Bloomington is the second Minnesota city to repeal its paid sick and safe leave ordinance
Bloomington Repeals ESST Ordinance: What Minnesota Employers Need to Know Read More »
