A business owner has the responsibility to be aware of employment laws and how they affect their business and employees.

Employers have to comply with federal laws enforced by the Department of Labor (DOL), the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), Minnesota state law, and the Minnesota Department of Labor.

Basic Areas Employers Should Address

  • Federal and state wage laws
  • Background checks for employment purposes
  • Social media polices
  • Employment policies
  • Classification of employees and non-employees

Additional Employment Law Areas

There are many complex areas that would be helpful for an employer to meet with an attorney prior to any claims being made, to ensure you have the best practices and procedures in place.

  • Non-compete agreements
  • Americans with Disabilities Act (ADA)
  • Affirmative action matters
  • Department of Labor issues
  • Arbitration
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Disability laws
  • Compensation
  • Terminations
  • Drugs and alcohol issues
  • Labor contract grievances
  • Discipline procedures
  • Severance packages
  • Independent contractor issues
  • Discrimination claims
  • Employee benefits
  • Equal employment opportunity
  • Age Discrimination in Employment Act (ADEA)
  • Family Medical Leave Act (FMLA)
  • Handbooks
  • Harassment claims
  • Health Insurance Portability and Accountability Act (HIPAA)
  • Employment contracts
  • Overtime issues
  • Mergers
  • Occupational Safety and Health Administration (OSHA)
  • Personnel policies
  • Plant closings
  • Privacy and data collection
  • Records and files
  • Retaliation claims
  • Sexual harassment
  • Intellectual property issues
  • Trade secrets
  • Wage and hour claims
  • Whistleblower claims
  • Workers’ compensation
  • Workplace violence
  • Wrongful termination claims

Business goals and legal needs are unique with each company. Laws and regulations continue to change.

Hiring an employment law attorney to draft your employee handbook and job offer letters is the best way to prevent expensive problems. You can prevent many claims and reduce the risk of liability, being sued, or a company audit. An employment law attorney can also review your practices and procedures on a routine basis (annually or when there is a structure change) to prevent labor and employment problems in the workplace. Labor and employment laws are specialized, so you should choose an attorney who has deep knowledge and understanding of both federal and state employment laws.