|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
State Employment Law Articles
Report Link Employees Awarded Unprecedented $6.5M for Minnesota Wage Law Violations in State Court Class Action.Jackson Lewis LLP - July 15, 2008 In a first of its kind class-action ruling, a Minnesota district court judge has found an employer violated the Minnesota Fair Labor Standards Act ("MFLSA"). The court determined that the employer, in violation of the Minnesota wage law, failed to maintain accurate time records, required employees to work "off the clock" (without pay) and denied employees adequate meal periods and rest breaks. Braun v. Wal-Mart, Inc., No. 19-CO-01-9790 (Minn. Dakota Cty, June 30, 2008). Report Link Minnesota Employers Brace for California-Style State Wage and Hour Class Actions.Jackson Lewis LLP - June 12, 2008 Minnesota employers may face legal attacks similar to those besetting their California counterparts in the form of state wage and hour class actions, following the Minnesota Supreme Court's decision in Milner v. Farmers Ins. Exch., 748 N.W. 2d 608 (Minn. 2008). The decision is the first from Minnesota's high court recognizing a class action wage claim brought under state law. The Court held that civil penalties are available for violations of the Minnesota Fair Labor Standards Act ("MFLSA"). Additionally, it clarified that the statute allows a private right of action for civil penalties and injunctive relief. Report Link Minnesota Supreme Court Creates New Twist on Vacation Pay.Jackson Lewis LLP - November 16, 2007 Minnesota's highest court issued a long-awaited decision on November 15, 2007 concluding that vacation benefits are "wholly contractual." Based on the terms of an employee handbook or policy, the Minnesota Supreme Court held that employers may lawfully refuse payment of Personal Time Off (PTO) to an employee who was terminated for misconduct. The decision reverses an appellate court opinion from 2006 and has important ramifications for employers who offer vacation or PTO benefits. Report Link Minneapolis Passes New Living Wage Ordinance.Fredrikson & Byron, P.A. - January 19, 2006 Companies receiving contract or subsidy payments from the City of Minneapolis may need to pay a minimum wage of no less than $12.09 (or higher) per hour for all non-exempt employees beginning January 1, 2007. Report Link Minnesota Employers May Pay Wages Using Payroll Card Accounts.Fredrikson & Byron, P.A. - September 02, 2005 Minnesota law now allows employers to pay employee wages via payroll card accounts. Employers are not required to use payroll card accounts, however, even if requested by employees.
|
Count and Sub-TopicsArticles Found: 5NO SUBTOPICSEmployment Law Seminars
Affirmative Action : An Overview of Your Obligations
Jackson
August 25, 2008 Baker DonelsonPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB1825 COMPLIANCE)Online
August 26, 2008 Shaw ValenzaManaging Business Exposures Successfully: Are You "All In" For The Continual Wave Of Workplace Risks?Irving
2008-9-4 Jackson Lewis LLPTOP TEN WAYS TO VIOLATE WAGE-HOUR LAWSSacramento
September 9, 2008 Shaw Valenza LLPUnlocking The Mystery Of Employee Privacy RightsLos Angeles
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsCosta Mesa
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSacramento
2008-9-9 Jackson Lewis LLPUnlocking The Mystery Of Employee Privacy RightsSan Francisco
2008-9-9 Jackson Lewis LLPEmployee vs. ContractorColumbia
September 9, 2008 Nexsen PruetEmployee Free Choice Act: Labor’s Attack on Your Employees’ Right to ChooseOnline
September 9, 2008 McGuire Woods |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds