It is not unusual for Twin Cities employers to use non-compete agreements to prevent their employees from taking business secrets and contacts to competitors. Non-compete clauses are often found in employment contracts in the technology sector as well as in those for sales jobs and senior corporate positions in various industries.
Many employers in the Twin Cities do not quite understand their legal responsibilities when it comes to hiring and firing. It is hard to expect them to, as employment regulations involve a complex intersection of ever-evolving Minnesota state and federal laws. Nonetheless, failing to comprehend the law is not an excuse for violating it and employers are often wise to seek legal counsel in order to ensure they do not run afoul of their legal obligations.
Five Richfield Police officers are suing the City of Richfield for age discrimination. They say they were denied promotions and special assignments because of their ages.
Many small employers in Minnesota mistakenly think that because Minnesota is an at-will employment state, employers can hire and fire employees on their own terms. The truth is that employment relationships are governed to a certain degree by both state and federal law, and ignoring this can open employers to liability.
Business owners here in the Twin Cities may have heard that earlier this month the Supreme Court issued a ruling that may limit employer liability in harassment cases. Employers should be aware that, in spite of this ruling, their obligations to prevent and put a stop to sexual harassment, and other types of harassment, remain about the same.
It's hard to believe it with all of this gloomy weather, but summer has almost arrived in Minnesota. For a great number of college students, this means that it is time to begin a summer internship. Many Twin Cities employers offer internships as a way to provide an introductory work experience to young students. Internships are often mutually beneficial for employers and interns.
Many Minnesota business owners are paying attention to the state Legislature this week as lawmakers decide on several significant employment law reforms. At stake are increases in minimum wage, overtime pay and parental leave.
Yesterday was Veterans Day, a time to remember the courageous men and women who fought for our freedom and security. Due to their sacrifice, the federal and state governments ask employers to take steps to give veterans jobs. But can an employer choose to hire a veteran over another candidate simply because he or she is a veteran?