Employers across the state have all sorts of approaches to sick time, vacation time, and personal leave. Some leaves are paid, some are not. Some leaves are based in state law, others federal law and, in some cases, even city ordinance. So, what exactly is a Minnesota employee entitled to?
Making the decision to let an employee go is rarely an easy one. Firing someone affects that person's life and leaves a space in the workforce that an employer must often fill. As such, employers typically do not fire people on a whim.
Adding new employees is risky business. It's expensive to train them, and there's no guarantee they'll work out. Sometimes new employees don't blend well with existing personalities or office culture. As such, employers typically want to know as much as possible about a candidate before they throw them into the mix.
Paying employees properly is a primary responsibility for Minnesota employers. Not only does it reflect well on the company, it also prevents costly legal battles and protects workers' rights.
Under both federal and Minnesota state law, employers cannot discriminate against an individual in terms of employment because of that person's age. A person falls into the age-protected class as soon as they reach the ripe old age of 40.
Starting a business is an exciting--and stressful--endeavor. When you are just starting, you may be relying on yourself and only a couple of other people. As your business grows, you may need to take on more people to help keep the progress going. As that happens, it will be important for you to understand how to classify the potentially different types of workers on your team.
The holiday season is here, and that means many employers will be dealing with issues like reduced productivity, holiday party plans, and end-of-year priorities that demand attention.
There is a familiar saying that it's not always what you know, but who you know. Personal connections can be valuable, which is why many business owners in Minnesota may consider hiring a family member.
Employers have the right to create a work environment and job requirements they feel will best promote the company's best interests. However, when doing so, it is crucial to have legal guidance so that you can be confident that any rules or policies you put in place comply with state and federal employment laws.