Insights
Attention Employers: Frontline Worker Pay Employee Notice Due June 23, 2022
The Frontline Worker Pay application period opens for employees on June 8, 2022 and will run 45 days until July 22, 2022. All eligible workers will have until the closing of the application period to apply for Frontline Worker Pay and applicant support will ...Read More
Employer Obligations Under Minnesota’s New Frontline Worker’s Payment Act
On April 29, 2022, Governor Tim Waltz approved a new bill authorizing pandemic payments to hundreds of thousands of frontline workers, with implications for Minnesota employers.
Senate File 2677 applies to employers and employees in fifteen specified “frontline sectors,” including: (1) long-term care and home ...Read More
An Employers Obligation To Reasonably Accommodate Sincerely Held Religious Beliefs
On March 1, 2022, the Equal Employment Opportunity Commission (EEOC) updated guidance regarding reasonable accommodations for sincerely held religious beliefs. This update answers important questions raised by employers following the publication of federal and state COVID-19 vaccination and testing emergency standards. The Occupational Safety ...Read More
Non-Compete Agreements: Growing Hostility and Suspicion
The field of employee non-compete agreements (“NCA”) is changing, broadly reflecting a growing concern about the adverse effects of NCAs on employee labor prospects and market competition. Employers must stay abreast of the legal status of NCAs in Minnesota as well as the general ...Read More
The No Contract Disclaimer In Employee Handbooks: A review Of Hall V. City Of Plainview
Many employee handbooks have a general disclaimer that “nothing contained herein creates a contract” (hereinafter, the “No Contract Disclaimer”). In Hall v. City of Plainview, 954 N.W.2d 254 (Minn. 2021) the Minnesota Supreme Court evaluated this disclaimer and answered the following questions:
Does a ...Read More
An Employer’s Obligation to Reasonably Accommodate Sincerely Held Religious Beliefs
Publication of the Occupational Safety and Health Administration’s COVID-19 vaccination and testing emergency temporary standard had many employers asking: What must we do when an employee asserts a religious exemption? This article provides a brief outline of the private1 employer’s obligations whenever an employee ...Read More
OSHA’s COVID-19 Vaccination and Testing ETS Withdrawn; Final Determination of Proposed Rule Pending
On January 25, 2022, the Occupational Safety and Health Administration (OSHA) announced the withdrawal of the COVID-19 Vaccination and Testing Emergency Temporary Standard (ETS), effective January 26, 2022. This follows the U.S. Supreme Court’s decision granting an emergency stay of the ETS, finding OSHA ...Read More
Employer Update: Supreme Court Halts COVID-19 Vaccination and Testing Emergency Temporary Standard, Upholds Centers for Medicare and Medicaid Services Vaccination Mandate
On January 13, 2022, the United States Supreme Court ruled, in a 6-3 decision, granted an emergency stay OSHA’s COVID-19 Vaccination and Testing Emergency Temporary Standard (“ETS”) requiring employers with at least 100 employees “to ensure their workforces are fully vaccinated or show a ...Read More
Mitigating Employer Risk Through Documentation
Documentation is one of the easiest ways for an employer to preserve evidence in a case. Ideally, employers should document every action and decision taken concerning incidents, complaints and disciplinary actions in the workplace, no matter how small the issue may seem. An employer’s ...Read More
Minnesota’s Face Coverings Mandate
Beginning July 25, 2020, Governor Walz will require face coverings to be worn in Minnesota indoor businesses and indoor public settings. The following is a review of some key requirements in the face covering mandate appearing in Emergency Executive Order 20-81:
Where Are Face Masks ...Read More