There are three demands former Minnesota-based employees can make post-termination that should send all kinds of red flags to an employer.  They are often made via email and seem like innocent enough requests. Not so!  Fun fact: terminated employees are entitled to demand three things post-termination: (1) a copy of their personnel file; (2) a

Stop OvertimeFun fact – the Fair Labor Standards Act (FLSA) does not allow the “banking” of overtime hours (or “comp time”) from one workweek to the next.  This is when an employee works overtime hours one week and then instead of getting paid the overtime that week, takes extra time off the following week.  

Asphault truckI love it when I get to toot our own horn (pun intended)!  In a huge victory for hauling companies (represented by Seaton, Peters & Revnew), the Minnesota Supreme Court reversed the Minnesota Court of Appeals on April 20, 2016, and held in J.D. Donovan, Inc. v. Minnesota Department of Transportation, that the transport

24 HourWhile Jack Bauer may be by the wayside, Fox Network’s 24 is not going away any faster than an employer’s requirement to pay terminated Minnesota employees within 24 hours.  An issue that I frequently get calls about (usually somewhat frantic) is a terminated employee’s demand for payment within 24 hours. Unfortunately, too many employers without

MinneapolisLast Fall, the City of Minneapolis entertained a proposed policy concerning “Fair Scheduling” of employee’s work hours. This policy proposed a requirement (among other things) that employers post employee’s schedules (including on-call shifts) 28 days in advance, with changes in the schedules made within 24 hours.  As of October 15, 2015, the City dropped its

2016_complete_pw_surveyOn April 5, 2015, the 2016 prevailing wage surveys were mailed by the Minnesota Department of Labor and Industry (MNDOLI), seeking data for the wages paid to construction workers between April 4, 2015 and June 3, 2016 for all 87 Minnesota counties, public or private construction, highway or heavy construction, commercial and residential.  Surveys are

The Minnesota Prevailing Wage Act, Minn. Stat. 177.41 – 177.44, requires that employees working on public works be paid the “real value of the services they perform.”  Accordingly, Minnesota requires that “laborers, workers, and mechanics on projects financed in whole or part by state funds should be comparable to wages paid for similar work in