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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 Chamber musicians, management achieve harmony

05/10/2013
After being locked out since Oct. 21, 2012, musicians with the St. Paul Chamber Orchestra are prepared to complete a shortened season with a smaller contingent. A tentative agreement ending the lockout cuts the orchestra from 34 members to 28 and lowers the guaranteed minimum salary to $60,000—19% less than the previous contract that expired last September.

Sugar lockout comes to sweet conclusion for employer

05/10/2013
The 20-month-long American Crystal Sugar lockout is finally over. In April, 55% of the members of the Bakery, Confectionery, Tobacco Workers and Grain Millers Local 167G ratified a contract that closely resembles a deal they rejected on four previous votes.

Vacuum company sucks it up, agrees to settle bias suit

05/10/2013
Waconia-based Applied Vacuum Technologies (AVT) has settled a disability discrimination suit with the EEOC. A former employee had filed the complaint after the company terminated him.

Failing to pay workers on time may cost you a big penalty

05/09/2013
In Minnesota, employees are supposed to be paid promptly and receive an accounting of their time worked. Failure to comply may mean you’ll have to pay a penalty.

Document misconduct probe, just in case of lawsuit

05/09/2013
Sometimes, it’s pretty obvious you need to terminate an employee. That doesn’t mean you don’t have to investigate and document your decision.

Discovered wage-and-hour irregularities? Act fast to fix

05/09/2013
When it comes to paying hourly employees for all hours worked, the best policy is to fix any mistakes as soon as you can. Chances are, doing so will reduce your liability down the line.

Firing because you suspect thievery: Better be prepared to prove it

05/09/2013
Employees who steal from their employers violate their duty of loyalty. That makes them ineligible for unemployment compensation. That’s true even if the theft is small. But you must be prepared with clear testimony if you want to contest the worker’s right to unemployment benefits.

Ensure supervisors understand they must be alert for FMLA scenarios

05/09/2013
Employees don’t always know to ask specifically for FMLA leave. Some may not even know they are entitled to time off for a serious health condition. But that doesn’t mean you can ignore the obvious and discipline a worker for missing work when it’s clear he or she may be entitled to FMLA leave.

Minnesota Senate approves bill banning conviction questions

05/09/2013
The Minnesota Senate has approved a measure that would prohibit most private employers from asking job applicants about past criminal convictions until they have been interviewed or made a conditional job offer.

Never blame work deficiencies on pregnancy

04/18/2013
Here’s an important tip to pass on to all supervisors: Never speculate on why an employee may be performing poorly. Focus on the work and leave the psychoanalysis to experts. That’s especially true when you think an employee’s work may be affected by pregnancy or pregnancy-related complications.