While many think of workplace violence as threatening conduct that occurs in the workplace, workplace violence is much broader and encompasses behavior that occurs outside the work premises if the incident may lead to an occurrence of violence at the worksite.
The Threat of Workplace Violence for HR 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 Equal Employment Opportunity Commission (EEOC) has issued final regulations and Interpretative Guidance to implement the Pregnant Workers Fairness Act (PWFA). The PWFA went into effect on June 27, 2023.
EEOC Issues Final Regulations To Implement The Pregnant Workers Fairness Act 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 »
Conducting a prompt, thorough and impartial investigation of internal discrimination complaints about disciplinary action and taking appropriate corrective measures when necessary may resolve problems and prevent them from happening again.
EEOC Guidance on Harassment Investigations Read More »
At an employer’s response to a harassment complaint doesn’t need to be perfect. Just ok may do. That’s because an employer that learns about sexual harassment needs to respond in a way that is reasonably designed to end the complained-of behavior.
Four Things to Avoid in a Harassment Investigation Read More »
