The Minnesota Department of Labor and Industry’s (MnDOLI) May 31, 2018 Wage and Hour Bulletin reminds employers of teen working limitations, as schools are ending for the summer. Although I wrote about this topic recently in this blog post, as the teens start to flood the summer marketplace, I thought it important to share (and
In Minnesota, Yes, You Can Decrease An Employee’s Rate of Pay
A question I’m often asked by employers is whether they can decrease an employee’s rate of pay. This usually comes up after the business has a reason to do so, notifies the employee, and the employee responds that it’s unlawful and they’re going to report the company to the Minnesota Department of Labor and Industry,
The Teens Are Coming The Teens Are Coming!
It’s that time of year again. March Madness, spring break, and teens that are looking forward to summer and getting a job, or working extra hours at their current job during spring break. What does this mean as a Minnesota employer?
Wages – The youth wage rate is (as of January 1, 2018) $7.87/hr. for
Minnesota DOL Reminds Employers Not to Steal Wages
Being the wage and hour geek that I am, which I have fully embraced, I subscribe to the Minnesota Department of Labor and Industry Bulletin. Today’s bulletin speaks directly to employers, so I thought, why not pass it along. Besides, now I have completed No. 10 (keep reading), and feel like I have accomplished something
Prepare For Minnesota’s Minimum Wage Increase August 1, 2016
In the wake of all the hoop-la about the overtime changes, I wanted to post a reminder to our Minnesota employers to prepare now (in your payroll system, personnel records, etc.), for the minimum wage increase effective August 1, 2016, lest you find yourself at the receiving end of a MnDOLI audit or complaint. In
What Hours Can Minnesota Teens Work This Summer?
As kids flock to Valleyfair today, one thing is clear…schools out for summer! [I really need a guitar riff here]. What hours can our teens work? Teens ages 16 and 17 have NO restrictions during the summer! So, schedule away! I’m sure their parents will be more than grateful. However, teens ages 14 and 15
Minneapolis Sick and Safe Time Ordinance Approved – Snow Days Covered
On May 27, 2016, the Minneapolis City Council unanimously approved the Minneapolis Sick and Safe Time Ordinance, Title 2, Chapter 40 – Workplace Regulations. The final Ordinance mandates unpaid sick and safe leave for employers with 1 to 5 employees, and paid sick and safe leave for employers with 6 or more employees. Notably, the final amendment includes not only the use for sick and safe care, but also school snow days.
Below is a quick overview of what the ordinance requires, who it applies to, what burdens employers have, and the implications of a violation. However, time will only tell how this plays out in reality.
What Does the Minneapolis Sick and Safe Time Ordinance Require?
The Ordinance, effective July 1, 2017, requires employers to provide employees with paid/unpaid sick and safe time. New employers (with 1 or more employees), will have 12 months to provide unpaid time off. After 12 months, new employers will be subject to the Ordinance in its totality (this 12 month delay will only be allowed for 5 years from the enactment).
Employees working in Minneapolis will accrue sick and safe time unpaid leave at the rate of 1 hour for every 30 worked, up to an annual cap of 48 hours (either calendar or fiscal year). Exempt (salaried) employees are deemed to work 40 hours each week unless their normal workweek is less than 40 hours. Employees must be allowed to use sick and safe time after 90 calendar days of employment. Employers must permit an employee to carry over at least 80 hours of accrued but unused sick and safe time into the following year.
Additionally, sick and safe leave time need not be paid this time out at termination. Employees must be able to use the leave in the same increment of time consistent with current payroll practices and existing employer policies (but no more than 4 hours). They must be compensated at the same hourly rate with the same benefits (except they are not entitled to lost tips or commissions and compensation is only required for the hours the employee was scheduled to work).
Who Is An “Employer” and “Employee” Under the Ordinance?
Does this Ordinance affect your business based in Eden Prairie or Alexandria? It depends on whether you are a covered employer, defined below. The Ordinance defines several terms with specificity, but here it is in a nutshell:
Continue Reading Minneapolis Sick and Safe Time Ordinance Approved – Snow Days Covered
3 Things Terminated Employees Can Demand
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
The Overtime Bank of America Does Not Exist
Fun 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.
Minnesota Supreme Court Holds Certain Hauling Activities Not Subject to the Minnesota Prevailing Wage Act
I 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