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Minnesota

Employment Lawyer Network:
Minnesota

Carl Crosby Lehmann (Editor)

Minnesota Employment Law

Carl.Lehmann@GPMLaw.com
(612) 632-3234

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Carl Crosby Lehmann, Esq., of Gray, Plant Mooty in Minneapolis, has significant experience in advising employers on personnel matters, drafting employment policies and agreements, and litigating employers' interests in both administrative and judicial proceedings. Carl's practice includes advising employers in personnel-related matters, including terminations, discrimination and sexual harassment issues, defamation claims, employment and independent contractor agreements, noncompete and confidentiality agreements, wage-hour concerns, voluntary and mandatory affirmative action policies, and insurance issues.

St. Paul embezzler of $1.2 million heads to prison

07/21/2017
A St. Paul man who once worked as the controller of an insurance company is headed to prison following his conviction for a 20-year scheme to embezzle more than $1.2 million from his former employer.

Employees can almost always wear union logos

07/21/2017
The National Labor Relations Act provides powerful support for employees who want to join a labor union. It generally permits employees to wear a union logo on their clothing at work. Punishing employees for doing so will often result in the filing of unfair labor practices charges.

New trial denied in porn harassment case

07/21/2017
A former employee who previously lost a sexual harassment lawsuit against her employer has now lost a bid for a new trial.

Minnesota state agencies and universities are now subject to USERRA claims

07/21/2017
A Minnesota appeals court has reinstated a Uniformed Services Employment and Reemployment Rights Act claim against a state university.

Before firing for too much sick leave, ensure it wasn’t FMLA-covered serious condition

07/21/2017
The FMLA doesn’t cover minor illnesses, and employers are free to punish employees who miss work because of them. However, employers do have an obligation to investigate further if the employee reports she received medical treatment and followed call-off rules.

Take control of hourly abuse! Just banning off-the-clock work isn’t enough

07/21/2017
If you’re like most employers, you want to control who works overtime and when they do it. You no doubt have a sternly worded policy addressing the issue in your handbook. But a strong policy is only half the battle.

Sometimes you simply must fire whistleblower

07/21/2017
Occasionally, it may become clear that a whistleblower needs to be fired for reasons entirely unrelated to his protected activity. That requires careful thought, because the employee may claim that his termination was retaliation.

Details matter when documenting discipline

07/19/2017
Smart employers make sure they document—in advance—the underlying reasons for any disciplinary actions. When preparing documentation, be sure to provide all the details, especially if two employees committed arguably similar offenses but were punished differently.

Address job-hunting key employee with care

06/30/2017
If you learn a key employee is job hunting, you might be tempted to try to persuade him to stay. Be careful what you say. Asking the worker to stop looking and making even vague promises of continued employment may backfire if you have to terminate the employee later.

Must we allow unlimited breaks for mothers to express breast milk?

06/28/2017
Q. An employee just came into HR demanding that we provide her with unlimited breaks for expressing milk. Is this true? She said she read it at the Minnesota Department of Labor website.