Employment & Labor
Our Employment & Labor Group helps employers keep pace with the changing workplace to prevent problems from occurring in the first place. When problems occur, we defend or institute lawsuits and administrative actions, using mediation and arbitration as appropriate to quickly resolve disputes.
What We Do
We have more than a dozen experienced employment attorneys who are available to help clients resolve their day-to-day and most difficult employee issues. We work with employers of all sizes in virtually every industry to find effective solutions to workplace problems.
Employment Advice & Prevention
Our lawyers provide practical, knowledgeable advice on questions regarding areas such as:
- Disability accommodation
- Family and Medical Leave
- Substance abuse
Our attorneys help employers:
- Investigate harassment and other complaints
- Comply with wage and hour requirements
- Meet OSHA standards
- Implement needed layoffs and reductions-in-force
Our attorneys draft and review the full spectrum of employment agreements and policies:
- Employment applications and other forms
- Employee and personnel policies, handbooks, and manuals
- Employment contracts, and non-compete and non-solicitation agreements
- Federal, state, and city affirmative action programs
- Drug and alcohol testing policies
Our attorneys partner with HR professionals to counsel and train managers and supervisors on how to comply with the myriad federal and state employment laws and still operate their businesses effectively and efficiently.
Litigating for Employers
Our employment and labor attorneys are skilled and aggressive litigators.
We represent clients in the full range of employment-related litigation matters, including discrimination, sexual harassment, breach of employment or non-competition agreements, misappropriation of trade secrets, defamation, tortious interference with contract and wrongful discharge.
We litigate in federal and state trial and appellate courts in Minnesota and around the country. We also regularly represent clients before the full spectrum of federal, state and local agencies, including the Equal Employment Opportunity Commission, National Labor Relations Board, Department of Labor, Department of Housing and Urban Development, Occupational Safety and Health Administration, Office of Federal Contract Compliance, Minnesota Department of Human Rights, and in state human rights agencies throughout the country.
Throughout the litigation process, we work closely with our clients to ensure their interests are protected and their goals achieved.
Alternative Dispute Resolution
We also support alternative dispute resolution. We act both as neutrals helping other parties to resolve their disputes, and as advocates assisting our clients reach timely and effective solutions. We are experienced in mediation, arbitration and other forms of dispute resolution.
News & Articles
January 24, 2017
Last Thursday, a Hennepin County district court judge issued its first substantive ruling in the legal challenge to the Minneapolis Sick and Safe Time Ordinance. The court largely denied the Chamber of Commerce’s request to halt enforcement of the ordinance but agreed that employers located outside of Minneapolis should not be subject to the regulation – at least during the pendency of the suit.Read More
November 23, 2016
Yesterday, a federal judge in Texas issued a nationwide injunction that will, for the time being, prevent the United States Department of Labor (DOL) from enforcing its highly-anticipated and controversial revisions to the “white collar” overtime exemptions under the Fair Labor Standards Act.Read More
November 3, 2016
The two lawsuits filed in Texas federal court to enjoin implementation of the Department of Labor’s new salary requirements for exempt employees have not yet been decided. This means that the effective date of these new salary requirements is just around the corner. Are you ready?Read More
October 27, 2016
With the November 8 general election looming, employers should be reminded of Iowa's voting right statute, Iowa Code § 49-109.Read More
October 13, 2016
Following action on October 11, 2016, by the Polk County Board of Supervisors, Polk County’s minimum wage will increase from $7.25 to $8.75 per hour on April 1, 2017. The rate will increase to $9.75 on January 1, 2018 and to $10.75 on January 1, 2019. Future increases will be tied to the Consumer Price Index. Polk County is the fourth Iowa county (after Johnson, Linn, and Wapello counties) to raise its minimum wage above the federal and state minimum of $7.25 per hour.Read More
October 7, 2016
Businesses with employees in California will be impacted by two recently-passed laws, one of which generally prohibits choice-of-law and choice-of-venue provisions in employment contracts with California employees and the other which penalizes employers for technical errors on pay stubs. Find out what action you can take to avoid penalties.Read More
September 8, 2016
On September 7, 2016, the St. Paul City Council passed the St. Paul Earned Sick and Safe Time Ordinance, becoming the second city in Minnesota to guarantee paid “sick and safe” leave for employees working within its city limits. The law, which is similar but not identical to the Minneapolis Sick and Safe Time Ordinance (Minneapolis Ordinance), will go into effect on July 1, 2017, for employers with 24 or more employees, and on January 1, 2018, for employers with 23 or fewer employees. While the city may issue additional guidance, here is what employers need to know now if they have employees who work in St. Paul.Read More
September 1, 2016
On August 31, 2016, the Minnesota Supreme Court ruled that a proposed charter amendment that would raise the minimum wage in Minneapolis to $15 and beyond will not appear on the ballot this November.Read More
August 23, 2016
Assuming a recent court order stands, Minneapolis voters will cast their ballots in November on an amendment to the City of Minneapolis Charter that would eventually raise the minimum wage to $15 per hour.
New OSHA Injury-Reporting Rule May Require Employers to Revise Policies on Injury-Related Discipline, Post-Accident Drug Testing & Safety Incentive Programs
June 8, 2016
While there has been a lot of discussion regarding the Department of Labor’s recent release of the much-anticipated overtime regulations, some employers may have missed the issuance of another significant rule from the Department – OSHA’s Injury Reporting rule.Read More