If you’ve missed the first two installments of our review of the EEOC’s proposed guidance on harassment and hostile work environment investigations, you can find them in our blog. For the final segment, we’ll discuss the scope of conduct in …
Last week, we began our three part series on the EEOC’s recently released guidance on investigating harassment in the workplace with a discussion of the different forms of discriminatory harassment and causation. This week, we’ll be discussing the guidance with …
With all of the changes in employment laws over the past year, a lot of our focus has been on getting you up to date on those in order to stay in compliance. However, a big focus of our practice …
With the re-re-introduction of the PERB for the resolution of Minnesota unfair labor practice claims, and dearth of caselaw in Minnesota surrounding concerted activity, we can expect the PERB to look at precedent of the National Labor Relations Board (“NLRB”) …
Over the past decade, classification and compensation studies (“class and comp”) studies have risen in popularity with public employers to ensure that wages stay competitive and employers are able to attract candidates with the wages they are currently offering. In …
As most of you know, the Minnesota Public Employment Relations Board, or PERB, was back in business, effective July 1, 2023. With all of the new changes to PELRA and rights for public employees, many of you may be wondering …
In labor law, we’ve all come to recognize the difference between Fair Labor Standards Act (“FLSA”) overtime, and contract overtime. FLSA overtime is the result of employees working the requisite number of hours in a given work period, and being …
Those who have worked in labor law are familiar with the union representation election process: the union collects signature cards from a group of employees seeking to be represented by that union, the union files a petition for representation, the …
Happy Labor Day, from Wiley Reber Law!
If you work with employers long enough, you’re going to run into some sticky situations with regard to religious accommodations. They can be uncomfortable conversations to have, and there has been very little guidance as to what steps an employer …
