Employment Law

Landscapers beware, Pay Now or Pay Later

09.9.2014
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DOLI Requires Company to Pay $300,000.

A Connecticut-based landscaping company will have to pay $300,000 in back wages and penalties for alleged violations of the law in hiring H-2B visa workers. Under a consent order announced recently, they will pay $280,000 in back wages to workers the Department of Labor asserts were underpaid and another $20,000 in penalties for violating the law.

The federal H-2B program allows employers to hire temporary workers from oversees if they are unable to fill the positions with domestic workers. The law also requires that temporary […]

4 Essential Tips for Parting with Workers

09.2.2014
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Parting Ways With Employees.

Employees in Minnesota are considered “at will” employees. This means they can quit for any reason. It also means that an employer can terminate an employee for any legal reason. Provided the termination is not for a discriminatory reason (race, creed, color, sex, national origin, ancestry, religion, age, disability, sexual orientation, or marital status), then employers have a lot of leeway in deciding who to terminate and when to terminate them.

No Two Week Notice.

Under Minnesota law there is no such thing as a “two week notice”. Industry customs and courtesies […]

When Wages Are Public

08.11.2014
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Workers Have the Right to Reveal Wages

Minnesota employees now have a legal right to share and discuss their wages. A new law bars employers from requiring workers to sign wage nondisclosure agreements or punishing them for discussing their wages. The law, codified as Minn. Stat. § 181.172, was passed as part of a bill aimed at increasing gender equity, but it applies to all employees. While many workers will prefer to keep their pay to themselves, employers can no longer expect or require a veil of silence when it comes to wages.

Companies with handbooks should also […]

Medical Marijuana and Workplace Safety

08.5.2014
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Drug Testing in the workplace

This spring, Minnesota became the 22nd state in the union to allow residents to use marijuana for medical treatment. The state has also joined a smaller handful of others in banning discrimination against workers who use medical marijuana. Whether or not you support legalizing medical marijuana, this law is certain to pose challenges for companies that require workers to undergo drug testing.

If your business mandates employee drug tests, now is the time to review your policies and ensure that they comply with both Minnesota and federal drug laws—a fine line to […]