Two recent decisions from the Minnesota Court of Appeals offer useful reminders about everyday workplace issues: employee notice obligations, staffing problems, resignations, and accommodation-related schedule changes.
In Jones v. V & J Employment Services, the court affirmed an unemployment-law judge’s decision that a store manager committed employment misconduct by failing to properly notify management that staffing shortages would prevent the store from opening.
The employer takeaway is simple: If coverage is essential to operations, employees, especially supervisors, should know exactly what they are expected to do when staffing problems arise. When expectations are clear and consistently enforced, employers are in a stronger position if a staffing issue later becomes an unemployment claim or workplace dispute.
Source: Minnesota Court of Appeals, Jones v. V & J Employment Services, A25-2061, filed July 13, 2026
In Thevenot v. Joseph Companies, the court affirmed denial of unemployment benefits after an employee quit following notice from the employer that a reduced-schedule arrangement would end. Although the employer prevailed, a dissenting judge raised concerns about whether the record fully addressed the employee’s medical needs and accommodation issues.
The dissent makes the case a useful cautionary reminder: When an employee is working under a medical or disability-related schedule adjustment, employers should be careful before changing or ending that arrangement. Even when an unemployment claim is ultimately defensible, accommodation issues can create separate legal risk if the process is rushed or poorly documented.
Source: Minnesota Court of Appeals, Thevenot v. Joseph Companies, Inc., A25-1761, filed July 13, 2026
Bottom Line for Employers
These cases offer practical guidance for employers. Many employment disputes turn on ordinary facts: what the policy said, what the employee was told, what the employer documented, and whether the employer followed a reasonable process.
For Minnesota employers, this is a good time to review call-in procedures, supervisor expectations, scheduling practices, and accommodation documentation. If you or your organization have questions about unemployment determinations, accommodation documentation, or how to strengthen workplace policies, let us be Your Guide.
Disclaimer: This post is for general informational purposes and is not legal advice. For questions about your specific issue, please contact an attorney.