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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.

DOL sues to wind down old 401(k) in Eagan

02/12/2016
We’ve all seen those commercials asking if employees have left something behind at an old employer such as an old 401(k) plan. Well, if the U.S. Department of Labor allegations are true, Carr Freight Systems forgot about its plan as well.

Labor relations sour at American Crystal Sugar

02/12/2016

American Crystal Sugar in Moorehead fired a warning shot across the bow of the union that represents employees when it announced in November that it wanted to begin contract negotiations early.

Court upholds union for personal care assistants

02/12/2016
A federal appeals court has dismissed a lawsuit challenging a Minnesota law that allows personal care assistants to unionize. A business group representing for-profit companies that provide in-home care filed the lawsuit.

A couple tips on unemployment

02/12/2016

No do-overs on resignation reason … Employer deserves chance to fix problem

Your new litigation danger: Conspiracy charges against rogue managers

02/12/2016

If managers somehow collude to discriminate against an employee, that may be grounds for a conspiracy lawsuit. It happened in a recent case.

6-year deadline to file whistleblower suit

02/12/2016
The Minnesota Supreme Court has ruled that a whistleblower who reports alleged violations of the law has a full six years to file a lawsuit. The more common two-year limitation does not apply.

Exempt or nonexempt? That depends on actual duties, not title or job description

02/12/2016

Don’t expect a quick ruling when challenged on whether and employee has been properly classified as exempt or nonexempt.

What should we do? Employee wants to add written rebuttal to his performance review

01/12/2016
Q. We have a difficult employee who does not like criticism and always takes issue with any sort of coaching. We recently had annual performance reviews, and his manager included some things in the written evaluation that this employee takes issue with. He refused to sign the performance review and is now demanding that we place his written response in his personnel file. Do we have to include this employee’s angry diatribe in his personnel file?

Can we have a policy prohibiting employees from discussing how much they earn?

01/12/2016
Q. We have always had a policy prohibiting employees from discussing their salary or wages with co-workers. It can cause discord among employees and possibly impact morale. Is it unlawful for Minnesota employers to have such a policy?

What protections do transgender employees and applicants have in Minnesota?

01/12/2016
Q. A job applicant disclosed during the interview that she is transgender. We are concerned that hiring this person may make other employees uncomfortable. I know it is against the law for Minnesota employers to discriminate on the basis of sexual orientation. Does that, however, extend to transgender individuals?