Minneapolis Wrongful Termination Law Blog

Workers in Minnesota are required by law to receive a certain amount of wages for work they do. However, some employers might try to reduce what an employee is paid and use illegal means to do so. This is known as wage theft. Workers who are aware of the new minimum wage law should also be cognizant of how the new wage theft laws will protect them.

Minneapolis has a new ordinance regarding wage theft. It is largely the same as new state laws that went into effect in July of 2019. Still, there are differences and employers who have not followed them could be held accountable. Employees who are already working and those who are hired in the future and are protected by the ordinance will receive a pre-hire notice from the city, except in cases when they already received the information. Workers must get this notice in the initial payroll period of the new year. The city pre-hire notice is the same as the state form. Employers can use one form to adhere to the law.

The holidays are a time for people in Minnesota and throughout the United States to enjoy some extra time off and take part in holiday parties. Some of these parties are held at their place of employment. While the intention is to allow employees and their supervisors and bosses to socialize in a less-stressful atmosphere and celebrate, studies suggest it also opens the door to the possibility that there will be inappropriate statements or comments and unwanted touching.

Recent research indicates that work events that are designed to be "fun" leads to a rise in sexual harassment cases. Employers can benefit and avoid these complaints, if they have the events during work hours, when workers can choose not to attend and they can bring guests to the event. Avoiding sexual harassment in these circumstances can be achieved, the study says, by management being vigilant with the parties and protecting employees from finding themselves in situations where they are confronted with unwanted sexual advances and other harassing behaviors.

Employment law is a very complex area that can be difficult for businesses to keep up with when they are trying to run a company. Unfortunately, not knowing the laws isn't an excuse for failing to comply with them.

One area of the law that can be rather challenging is retaliation. There are so many things that could be considered retaliation that it is often difficult to determine disciplinary measures appropriate for an employee who has done something against the rules.

Disabled people in Minnesota and across the United States who are seeking employment are protected by the Americans with Disabilities Act (ADA). Under the ADA, employers are required to give employees and prospective employees the same courtesies and opportunities accorded to people who are not disabled. However, there can be disagreements in how the ADA is interpreted and people who believe they have been discriminated against because they are disabled should be aware of how the law addresses these issues. One consideration that must be factored in is whether the needs of the employee fall into the category of undue hardship.

With undue hardship, the employer can claim that the action needed will result in significant problems or costs when considered in the context of the size of the business, its financial ability to cover the modifications, and the business itself. When there is a claim of disability discrimination, it is key to remember that the employer does not need to reduce the quality of its product or lower the standards for production so the accommodation can be made.