Erin M. Edgerton

Associate

Email: eedgerton@fredlaw.com
Office: 612.492.7440
Assistant: Julianne Hill, 612.492.7854

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PRIMARY SERVICES

Employment & Labor

“I understand that businesses want to do right by their employees and investors. Sometimes these goals seem to be at odds, but they don’t need to be. I will help you close the gap by providing insightful legal counsel that will allow your business to prosper.”

Overview

Erin provides clients with legal guidance for navigating employment and labor laws.

Erin’s employment and labor practice focuses on advising employers on a variety of day-to-day employment and business matters. She represents clients during everyday disputes both in and out of the court room. Erin also has experience guiding employers through internal and government investigations.

She prepares and reviews a variety of employment agreement policies, including required new hire notices under Minnesota and other states’ wage theft laws, employment, independent contractor, and separation agreements, employee leave and reinstatement, employee handbooks, and non-competition and confidentiality agreements.

Prior to joining Fredrikson & Byron, Erin graduated from the University of Michigan Law School where she was Chair of the 94th Henry M. Campbell Moot Court Competition, President of the Michigan Health Law Organization, and an associate and senior editor on the Michigan Law Review. She was also an active member of the Women’s Law Student Organization, First Generation Law Students Organization and Older Wiser Law Students Organization. Additionally, Erin managed in the hospitality industry for four years where she focused on swiftly fulfilling client needs while leading a team of up to 25 individuals.

Articles & Presentations

What Employers Need to Know About the New DOL Temporary Rule Implementing the Families First Coronavirus Response Act

April 3, 2020

By Anne M. Radolinski, Kristy L. Albrecht, and Erin M. Edgerton

On April 1, 2020, the U.S. Department of Labor issued temporary regulations implementing the Families First Coronavirus Response Act (FFCRA). The temporary regulations – expiring on December 31, 2020 – clarify some of the statute’s ambiguities and formalize certain DOL commentary set forth in the Q&As issued to date concerning the FFCRA, but the puzzle of this statute is far from solved. Here, we focus on some of the key areas addressed in the regulations and also on a number of open questions employers still face.

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The Families First Coronavirus Response Act: Requirements and Considerations

March 20, 2020

On March 18, 2020, the Families First Coronavirus Response Act became federal law. The Act’s employment provisions apply to all government employers and private employers with fewer than 500 employees.

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New Case Reminds Employers of Old Adage: No Good Deed Goes Unpunished

October 14, 2019

By Mary M. Krakow and Erin M. Edgerton

The Minnesota Supreme Court recently affirmed an employer’s liability for more than a half million dollars in unpaid overtime wages and an additional half million in liquidated damages because the employer’s split-day compensation system did not comply with the Minnesota Fair Labor Standards Act (MFLSA).

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Honors & Education

EDUCATION

University of Michigan Law School, J.D., 2019
Oakland University, B.F.A., 2010

BAR ADMISSIONS

Minnesota, 2019

Professional Activities

PROFESSIONAL ACTIVITIES

Chair, 94th Henry M. Campbell Moot Court Competition, 2018-2019