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Employment Law

Employee quits, then emails docs to herself? That’s not theft, but may be something more

05/13/2016
A federal court has rejected an employer’s claim that by emailing a series of documents to herself before quitting, a former employee committed theft.

Flexibility makes for good accommodations–and a good strategy for winning ADA lawsuits

05/13/2016
Employers that exercise patience and remain flexible over the long term are best positioned to win an ADA failure-to-accommodate lawsuit filed by a disabled employee.

Target makes a stand in the battle of the bathrooms

05/13/2016
Retail giant Target, based in Min­ne­apolis, has become a flashpoint in the culture wars over the suddenly urgent issue of transgender bathroom use.

One insult does not a legitimate lawsuit make

05/13/2016
Supervisors play an important role in maintaining a harmonious work environment. However, sometimes bosses are the ones most guilty of breaching civility, by saying things that offend employees.

Supreme Court could revisit deadlocked union dues case

05/13/2016
The last word may not yet have been written in Friedrichs v. California Teachers Association.

HR Minnesota Legal Briefs

05/13/2016
Merely being obese is not a disability under the ADA, a panel of the 8th Circuit Court of Appeals has ruled.

Video surveillance: Pick spots with care

05/11/2016
In most cases, it’s perfectly legal to set up surveillance cameras to keep an eye on your employees. However, be sure to do it the right way.

OK to set limits on intermittent ADA leave

05/09/2016
If employees have disabilities that flare up periodically, be prepared to provide reasonable accommodations—within limits.

Making employee a ‘corporation’ doesn’t make her an independent contractor

05/09/2016
A court has dismissed a company’s assertion that a former employee now working and being paid as a corporation means the employee was no longer an employee.

ADA: ‘Unlimited’ sick days aren’t reasonable

05/09/2016
At some point, providing more leave interferes with performance of the job’s essential functions. That point is easily reached when the employee demands unlimited sick days as an accommodation.