Minneapolis employment attorney

Whether or not two or more employers are joint employers, thereby making them liable for each other’s violations of the law, has been a very hot topic of late.  The NLRB, in Browning-Ferris, found a staffing agency to be a joint employer with its client Browning-Ferris, because Browning-Ferris had the right to exercise control

On August 8, the Minneapolis City Council passed an ordinance requiring employers to provide new notices to employees effective January 1, 2020. The ordinance will apply not only to employers with brick and mortar locations within the City’s limits, but also employers outside the City with employees who work at least 80 hours each year

Employers use numerous tools to screen applicants and determine which one may be the best for the job including job applications, interviews, reference checks and criminal background checks. Criminal background checks can be highly useful for employers, and can legitimately weed out applicants who are not suitable for the position. Nevertheless, the Equal Employment Opportunity

As discussed in a prior post , the National Labor Relation Board (NLRB) continues to target certain employee work rules and policies, including employee handbook provisions, as running afoul of the National Labor Relations Act (NLRA).  Although the current NLRB has reversed several previous NLRB decisions regarding handbook policies, the line between permissible policies and

Earlier this month, we issued an article entitled, “Minnesota Enacts New Wage Theft Laws and Employee Notice Requirements.” Please click here to read the article. This article detailed sweeping new laws regarding wage theft, and requirements that employers provide employees detailed information regarding their employment at the commencement of their employment, as well as at

In the latest move in the proverbial tug of war over possible changes to the overtime laws, the Department of Labor (“DOL”) announced a potential new rule on March 8 that would increase the salary required for the so-called “white collar exemptions” under the Fair Labor Standards Act  from $23,660 to $35,308, with automatic cost

Businesses constantly search for ways to protect their competitive advantages, customer relationships, confidential business information and trade secrets.  Non-competition agreements (which often include confidentiality provisions) are usually part of those protection efforts.  Despite the belief of many employers (and employees) that these non-competition agreements are unenforceable and not worth the paper they’re written on, they