Minnesota's new wage theft law began taking effect July 1, 2019. It imposes new record keeping and hiring requirements, plus the potential for fines and jail time for violators.
On April 12, 2019 Minnesota Gov. Tim Walz signed the state's new Hands Free law, which will go into effect on August 1, 2019. In doing so, Minnesota will become the 18th state to prohibit drivers from holding phones. That's right...holding.
Tom Jacobson has been selected to the 2019 Minnesota Employment and Labor Super Lawyers list. Each year, no more than five percent of the lawyers in the state are selected by the Super Lawyers' research team to receive this honor. This is the fourth time Jacobson has made this list. Certified by the Minnesota State Bar Association as a Labor and Employment Law Specialist, Jacobson is a shareholder at Swenson Lervick.
Ditch the Windshield this Summer!
During its 2019 Special Session, the Minnesota Legislature passed a new law that imposes significant new wage theft, recordkeeping and payroll requirements on employers. These new obligations will go into effect on July 1 (the criminal sanction parts go into effect August 1). Therefore, Minnesota employers should act quickly to bring their employment-related documentation and processes into compliance.
Registration is now open for the 16th Annual West Central Minnesota Employment Law update to be held June 5, 2019 at Broadway Ballroom in Alexandria, MN.
Swenson Lervick attorney Tom Jacobson was elected as 2nd Vice President of the Minnesota Association of City Attorneys at the group's annual meeting held February 7-8 in Bloomington, Minnesota.
The 16th annual West Central Minnesota Employment Law Update will be held Wednesday, June 5, 2019 in Alexandria. The session will include presentations by attorneys who practice extensively in the area of employment law, including Grant Collins, Tom Jacobson, Sara McGrane, Mike Moberg and Penny Phillips.*
Without question, some of the nastiest cases we've handled have started with office romance gone bad. It makes perfect sense; two people break off a romantic relationship but are then expected to get along in the same workplace. One may feel jilted - the other, harassed. Co-workers sense the mounting tension, and they take sides. The problem is even worse when the romance involves a supervisor and subordinate, for that often results in allegations of favoritism by co-workers and / or retaliation by the subordinate. Eventually, it devolves into claims of discrimination, harassment and retaliation.