Minnesota Employment Compliance Attorney
Employers have legal responsibilities to comply with State, Federal and local employment laws. These employment laws must be followed in order to avoid claims and liability for their business. Employment law compliance is essential to avoid costly employment disputes. An experienced employment law attorney will show you or your human resources staff how to comply with the Minnesota Human Rights Act, EEOC laws, Age Discrimination Laws, FMLA, ADA, FLSA and other Minnesota State and Federal employment laws.
There are numerous State and Federal employment laws that apply depending on the number of employees a business has. Once an employer reaches 50 employees, these compliance laws become more complicated, and the employer is treated differently by many regulatory agencies. Employers must take care to meet compliance requirements as they grow and not wait until they reach fifty employees as there are laws that apply with the first hire and additional laws that apply as more employees are hired.
Protect Your Business
Ensure your business is compliant with the ever changing employment laws regulating the employment relationship between employers and employees. Contact Holden Law Firm for a consultation on your specific circumstances today.
With over 30-years representing clients in employment law, John Holden has the experience to ensure you and your business is within the compliance standards set forth by state and federal agencies.
Select General Counsel for Your Business
Holden Law Firm is available to represent a select number of small to medium size businesses that have an ongoing need for employment counsel, human resource advice, employee relations assistance, contract review and negotiations, and legal counsel on other employment or business law matters.
Holden Law Firm’s Select General Counsel Program can reduce turnover, improve employee morale, avoid costly litigation, and reduce worker’s compensation and unemployment claims. For small and medium size business that cannot financially afford to hire a full-time attorney,
Holden Law Firm can help your business be in compliance with both state and federal employment laws and regulations, offer advice and guidance on hiring and firing employees, and assist with other day-today legal needs associated with running a successful business.
Employment Law Compliance - FAQ
Should you have additional questions about employment law compliance or rights as an employer, give Holden Law Firm a call to schedule a phone consultation to go over your situation.
What is the number of employees required to trigger coverage under the Minnesota Department of Human Rights?
The Minnesota Department of Human Rights Act applies if you have only one employee.
The Department of Human Rights investigates charges of discrimination in employment, housing, public accommodations, public services, education, credit, and business contracts. It is illegal to discriminate against someone because of their race, color, creed, religion, national origin, sex, sexual orientation, marital status, physical or mental disability, receipt of public assistance, age, or family status. It is also illegal to aid in a violation of the Minnesota Human Rights Act or to coerce a person to violate it, obstruct compliance with the Act, or interfere with the department’s performance of its duties. The Act also prohibits reprisal or retaliation because a person opposed a practice forbidden by the Act, filed a charge or participated in a matter brought under the Act, or because a person associated with a person or group of persons who are disabled or of a different race, color, creed, religion, sexual orientation, or national origin.
What is the number of employees required to trigger coverage under the Americans with Disabilities Act (ADA)?
The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules.
What is the number of employees required to trigger coverage under the Age Discrimination in Employment Act?
The ADEA applies to private employers with 20 or more employees, state and local governments, employment agencies, labor organizations and the federal government.
Under the ADEA, it is unlawful to discriminate against a person because of his or her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. Harassing an older worker because of age is also prohibited.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.
The ADEA permits employers to favor older workers based on age even when doing so adversely affects a younger worker who is 40 or older.
Under state law in Minnesota, the Minnesota Human Rights Act (MHRA) prohibits age discrimination in employment and expands protection beyond the ADEA to include all people who have reached the “age of majority,” which Minnesota currently defines as 18 years of age or older.
What is the number of employees required to trigger coverage under the Family Medical Leave Act (FMLA)?
The FMLA applies when you have 50 or more employees, your company is subject to the Family and Medical Leave Act. Employers must provide up to 12 weeks of unpaid or paid leave. Employers are required to track that leave and meet additional reporting requirements.
In Minnesota the Minnesota Parental Leave Act applies to any employer that employs 21 or more employees at any single site. Employees may take up to 12 weeks of unpaid leave upon the birth or adoption of their child when they: work for a company with 21 or more employees at one site; worked at least half time for 12 months; and. have been with the company for at least 12 months (not necessarily consecutive).
Contact A Minnesota Employment Compliance Attorney
Contact A Minnesota Employment
Learn more about employment compliance and how best to protect yourself by contacting the law office of John C. Holden today.