Normally, we discuss current cases as they can be good examples of what employers are, or are not, supposed to do. Sometimes we discuss cases just because they have to do with employment or labor law and we just find …
The instances when an arbitration is denied based on timeliness come so few and far between, it is important for us to take a moment to recognize and celebrate when they actually occur. In the recent decision between ISD No. …
Employees should be compensated for work suffered or permitted on behalf of their employer. However, the rules are slightly more complicated for that, as shown in a recent decision by a federal court in Minnesota. In Rael v. Q3 Contracting, …
As our readers step away from the office for one last time this summer, we would like to wish you all a very happy Labor Day. Take time to thank those working for you, because without our employees, nothing would …
Navigating the disciplinary process with employees who may be suffering from mental illness can be difficult. One must address the misconduct while also recognizing the inherent difficulties that arise from mental illness. In the case of Mafuta v. Wells Fargo …
At last week’s MPELRA Summer Conference, we heard from five arbitrators about their arbitration style and tendencies for hearing grievance arbitrations. The panel enlightened the audience on things they look for from representatives, and things that might save an employee …
We’ll be back next week with another exciting Wiley Reber Friday Update! Have a great weekend!
Working with employees returning from injury with specific restrictions can be quite difficult. Not only do you need to understand exactly what the employee is restricted from doing, you need to understand the nature and duration of the tasks normally …
We’ve already discussed many of the changes to Minnesota labor and employment laws from the most recent legislative session. Some of those changes have already gone into effect, while others are set to take place very soon. Here’s a rundown …
It is well known that employers are generally vicariously liable for the conduct of their employees, if the employee’s conduct occurs within the scope of their duties. A question that hasn’t been answered in Minnesota is whether that same standard …
