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 be available to assist applicants in multiple languages. Background information on...

While it has always been important to review and revise your estate plan when going through divorce, a recent Minnesota Court of Appeals decision, filed on May 23, 2022, makes doing so all the more necessary. In the Matter of the Estate of Mathew Joseph Tomczik, the Court of Appeals determined that when a former...

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 care; (2) health care; (3) emergency responders; (4) public health,...

In this issue: Secured Creditors are Given A Road Map to Recover Seized Vehicles Enforceability of a Lender’s Security Interest in a Borrower’s Machinery and Equipment Case law Update: Securing Grain Bins Read Full Newsletter

In this issue: The No Contract Disclaimer in Employee Handbooks Non-Compete Agreement: Growing Hostility and Suspicion HR Audits: Helping You Plan A Smooth Journey in 2022 and Beyond An Employer’s Obligation to Reasonably Accommodate Sincerely Held Religious Beliefs Read Full Newsletter

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 and Health Administration emergency temporary standard, which Minnesota adopted but has...

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 trends on NCAs throughout the nation to plan their employment contracts...