On September 24, 2019, the U.S. Department of Labor (“DOL”) announced a final rule increasing the salary threshold for exempt employees under the Fair Labor Standards Act (“FLSA”).  The DOL estimates that 1.2 million additional workers will be entitled to minimum wage and overtime pay as a result of the final rule, which will take

Employers should be reminded that on July 1, 2019, many provisions of the new Minnesota Wage Theft Law will go into effect. The new law includes requirements regarding the timing of wage payments, written wage notices, earning statements, and recordkeeping.
With regard to the timing of wage payments, the Wage Theft Law requires employers to

Per the Minneapolis Minimum Wage Ordinance, the minimum wage for small and large businesses will increase in the next month. Beginning  July 1, 2019, large employers, which are businesses with more than 100 employees, must pay at least $12.25 per hour to their employees. Small employers, which are businesses with 100 or fewer employees, must

The Minnesota Legislature is considering two bills related to the standard for sexual harassment claims under the Minnesota Human Rights Act (MHRA).
On March 21, the Minnesota House passed H.F. 10, which seeks to change the definition of “sexual harassment” under the MHRA. The proposed language provides that conduct need not be “severe or pervasive”

On March 7, 2019, the Department of Labor (DOL) announced a proposed rule to raise salary requirements for overtime exemptions for executive, administrative, and professional employees. Currently, the salary threshold for exempt employees is $455 per week, or $23,660 annually. Under the Fair Labor Standards Act (FLSA), employees below this salary threshold must be paid

One area of employment law that often trips up Minnesota companies is whether a worker should be considered an “employee” or an “independent contractor.” In general, independent contractors are considered to “be their own bosses.” In other words, because employers have less control over them, independent contractors are not subject to employment laws relating to

Last week the Eighth Circuit Court of Appeals held in Ayala v. CyberPower Sys. (USA), Inc. that an employee’s compensation agreement did not modify his status as an at-will employee. No. 17-1852, 2018 WL 2703102, at *1 (8th Cir. June 6, 2018). In Ayala, the plaintiff entered into an agreement with defendant CyberPower that

The Minnesota Legislature has been considering H.F. 4459, “a bill for an act clarifying the definition of sexual harassment” under the Minnesota Human Rights Act (MHRA). The bill would amend Minn. Stat. § 363A.03, subd. 43, which defines sexual harassment in employment, education, housing, and public service contexts.
Currently, Minnesota courts require that sexual harassment