As we gear up for the Thanksgiving holiday, all of us at the firm want to take a moment to say thank you. We are truly grateful for the trust you place in us, the opportunities to support your organizations, …
Employers in Minnesota may coordinate legally required leave types with Minnesota Paid Leave (“Paid Leave”) to prevent the stacking of leave benefits. When doing so, employers should revise their policies to clearly indicate that applicable leaves will run concurrently. Employer …
As the January 1, 2026 approaches, we are taking a closer look at the Minnesota Paid Leave decision points employers must consider, some of which may require additional policy planning and evaluation of labor implications. Premiums: Employers should determine whether …
With Minnesota Paid Leave beginning January 1, 2026, employers should ensure they are ready for full compliance. Here are a few things to keep employers on track as the deadline approaches. Employer Accounts (complete now): If employers have not already …
Employers in Minnesota should by now be familiar with the Minnesota Paid Family and Medical Leave law which goes into effect January 1, 2026 and provides job protected leave to most employees. The plan is a state-run insurance plan funded …
Effective January 1, 2026, there are a number of substantive statutory changes impacting employee benefits and pay. With just a few months to go, Employers should not overlook the amendments to Minnesota Fair Labor Standards Act (FLSA) mandatory rest and …
In In Re Defense of Alexander Vladimir Brown the Minnesota Court of Appeals considered whether the City of Minneapolis could decline defense and indemnification of civil claims against of officer arising from the officer’s unauthorized use of a choke hold. …
In Cohen v. Consilio LLC, the court considered whether employees could seek a personal remedy of penalties for violation of the Minnesota pay statutes. The Plaintiff, Bruce Cohen (Plaintiff) worked as an hourly document review attorney at the Minnesota offices …
Minnesota Statute 181.531 Employer-Sponsored Meetings or Communication (the “Act”), is an anti-captive audience law which prohibits employers from taking “adverse employment action against an employee” who declines to participate in employer-sponsored meetings or communications where the employer’s opinion “about religious …
The rights of free speech for private citizens has become something of a hot issue in recent weeks. In J&D Dental, et al., Respondents, vs. Liya Hou, Appellant, the court provided a test for determining whether speech is protected as …
