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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.

Minnesota’s workplace injury rates remain low

12/23/2013
The Minnesota Department of Labor and Industry’s Survey of Occupational Injuries and Illnesses for 2012 contains good news. The results showed just a slight uptick in injuries from the all-time low posted in 2011.

They just can’t make beautiful music together

12/23/2013
Long-running negotiations in the Minnesota Orchestra lockout broke down in November after musicians’ representatives walked out of negotiations to resolve disputes about staffing, pay and artistic differences.

Nurses union responds to Star Tribune story

12/23/2013
The Minneapolis Star Tribune recently ran an investigative report showing how easily Minnesota nurses can evade background check requirements and how few face discipline for serious misconduct. Now the Minnesota Nurses Association (MNA) has come out in favor of tougher standards.

Arbitration agreement need not designate whom to call

12/23/2013
In order to be binding, an agreement to arbitrate employment-related complaints needs to spell out the process. Employees (and former employees who signed the agreement) should not be left in the dark about how the process works. But you don’t have to include a specific contact person.

Testifying for fellow employee in race case provides retaliation protection

12/23/2013
Employees who testify in an internal investigation, an agency in­­vestigation or in court are protected from retaliation whether or not they belong to the same protected classification as the employee whose case their testimony supports.

OK to ask worker to cancel M.D. appointment; that isn’t the same as denying FMLA leave

12/23/2013
Taking time off for medical appointments is a legitimate use of FMLA leave if the treatment is related to a serious health condition. But that doesn’t mean that em­­­ployees can schedule those appointments whenever they want.

Weigh ‘reasonableness’ when considering ADA time off after employee has taken FMLA leave

12/23/2013
If you can show that the financial and logistical costs are unreasonably high, you don’t have to extend time off as an ADA reasonable accommodation.

NLRB: Walmart threatened Black Friday protesters

12/23/2013
The NLRB has determined that retail giant Walmart threatened retaliation against employees considering staging protests on Black Friday in 2012.

Time off may be reasonable accommodation

12/23/2013
Some employees aren’t very reliable. They call in sick with the slightest excuses—some­­times, right before you are about to discipline them for absenteeism. But what if your employee claims she had a medical emergency and that she has a doctor’s excuse?

Train and track to beat harassment lawsuits

12/23/2013
Employers aren’t required to prevent all harassment—just to stop it when it happens and take reasonable preventive steps. Two of those: Providing anti-harassment training to every employee and tracking who gets that training.