What to Know about Minnesota’s Pregnancy and Parental Leave Laws

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This past legislative session, Minnesota passed a law guaranteeing employees the right to paid pregnancy or parental leave. This will go into effect on January 1, 2026.

As it stands, employees are entitled to 12 weeks of unpaid leave within 12 months of the birth or adoption of a child. Employees can choose when they would like to take this leave, with the only requirement being that they provide reasonable notice to their employers. Employees are entitled to their job back when they return from leave and they are entitled to continue receiving health insurance benefits while on leave, although they may be asked to pay for it.

Starting in 2026, the State of Minnesota will begin paying you a portion of your wages while you are out on leave, becoming the 12th state to offer such a program.

If you are experiencing discrimination or retaliation on the basis of your pregnancy or other protected status, contact Kitzer Rochel. Our experienced employment law attorneys would be happy to discuss your case and understand your legal rights and options.

Phillip Kitzer and Brian Rochel both Present at National NELA Employment Law Conference

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The National Employment Lawyers Association (NELA) held its Annual Convention in Chicago, Illinois from June 28 through July 1, 2023. NELA is the largest organization of lawyers who represent workers in the United States and is focused exclusively on advancing employee rights and making the workplace better for all Americans.

The Annual Convention is the largest meeting of NELA members each year. The Annual Convention provides several days of intensive, high-quality continuing legal education (CLE) training for employment lawyers. Both Brian Rochel and Phillip Kitzer  were invited to speak at the Convention—an honor that very few members are given.

Brian presented on a panel entitled “Putting Theory Into Practice: Effectively Litigating Age Discrimination Claims.” The panel provided a detailed discussion and strategies for plaintiff’s advocates to use in representing employees in age discrimination claims.

Phillip presented on a panel entitled “25 Years After Faragher-Ellerth.” The panel provided in-depth updates on the state of employment law as it relates to the the use of the “Faragher-Ellerth” affirmative defense in sexual harassment claims.

Phillip and Brian regularly speak on employment law topics and present around the country. If you have questions about employment law please do not hesitate to contact us.

What Minnesota Employees Need to Know about the Historic 2023 Legislative Session

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The 2023 legislative session came to an end last month, but not before lawmakers passed a multitude of bills that brought significant improvements to the rights of employees in Minnesota. From expanded paid leave to additional protections from discrimination to enhanced workplace safety protections, here’s what Minnesota employees need to know about the evolving employment law landscape.

The biggest change might be the implementation of a paid family and medical leave program. Beginning in 2026, workers will have the right to paid leave when they must miss work for medical, caregiving, parental, safety, or deployment reasons. Workers may take up to 12 weeks of leave per year, and they are entitled to their job back when they return from leave. This includes all full and part-time employees, with very limited exceptions for seasonal workers.

Similarly, employees in Minnesota will now earn one hour of time off to care for themselves or their family members under a new sick and safe time program set to begin in 2024. Workers will have to give reasonable notice to take time off, and the absence must be related to physical or mental health, taking care of a family member, closure of work, school, or childcare due to severe weather or an emergency, or seeking safety from domestic abuse, sexual assault, or stalking. Employers are prohibited from retaliating against employees for using sick or safe time under this program.

Another significant change is the prohibition on non-compete agreements. Any agreement made between an employee and employer on or after July 1, 2023, that seeks to restrict the employee’s ability to work will be void and unenforceable. Employers can still prohibit employees from soliciting their customers or sharing confidential information or trade secrets.

In a similar vein, franchise agreements that prevent workers at one franchise from moving to another are now unenforceable. This change is effective immediately.

Changes also include additional protections against discrimination, such as the CROWN Act, which prohibits discrimination based on traits associated with race, such as hair style or texture. The legislature also modified the definition of “gender identity” to ensure that transgender and gender non-conforming people are protected from workplace discrimination.

Additionally, protections for pregnant and nursing employees have been expanded, ensuring that reasonable pregnancy accommodations and lactation breaks must be granted. Nursing mothers are now entitled to three lactation breaks per day without any reduction in pay.

Other changes include prohibiting mandatory meetings related to political or religious matters, and meetings aimed at discouraging union organizing, allowing construction workers to hold contractors liable when subcontractors violate wage theft laws, prohibiting employers from asking about pay history, and adding workplace protections for warehouse and meatpacking employees.

The 2023 legislative session in Minnesota has brought about significant advancements in employee rights. From the implementation of paid family and medical leave to the prohibition of non-compete agreements, along with expanded protections against discrimination and improved workplace safety measures, these changes mark a transformative moment for workers in the state. If you are experiencing discrimination or retaliation in violation of any of the above laws, contact Kitzer Rochel. Our experienced employment law attorneys would be happy to discuss your case and understand your legal rights and options.

Mayor Jacob Frey Praises Kitzer Rochel at Ribbon Cutting Ceremony

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On June 6, 2023, Minneapolis Mayor Jacob Frey proclaimed it “Kitzer Rochel Day” in the City of Minneapolis. Mayor Frey praised the law firm’s commitment to fighting discrimination and retaliation in Minneapolis and throughout Minnesota. Mayor Frey made the announcement at Kitzer Rochel, PLLP’s ribbon cutting ceremony, celebrating the law firm’s new office in the Capella Tower in Downtown Minneapolis.

Kitzer Rochel, a boutique employee rights law firm, has been located in downtown Minneapolis since its founding in 2020. The law firm is committed to staying in downtown Minneapolis and helping the City continue its great work recovering in the wake of the pandemic.

For more information about Kitzer Rochel and questions about employment law, contact us today.

OSHA Retaliation Explained: Reporting Unsafe Working Conditions

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As an employee, you have the right to work in a safe environment. If you believe that your workplace is unsafe, you have the right to report it without fear of retaliation. Unfortunately, many employers do not take kindly to employees who report unsafe working conditions, and they may retaliate against them. This retaliation is not only illegal, but it can also be dangerous for the employee and their coworkers.

The Occupational Health and Safety Act (OSHA) is a federal law that sets standards for workplace safety and health. Under this law, employees have the right to report unsafe working conditions to their employer or to OSHA without fear of retaliation. Retaliation can come in many forms, such as demotion, termination, reduced hours, or other adverse actions.

OSHA has a Whistleblower Protection Program that protects employees who report unsafe working conditions from retaliation. This program protects employees who report violations of OSHA regulations, as well as those who participate in OSHA inspections or proceedings.

If you believe that you have been retaliated against for reporting unsafe working conditions, you may have the right to pursue a claim. Contact experienced employment attorneys today to learn more about your rights.

Brian Rochel to Present on Multiple CLEs at 2023 Upper Midwest Employment Law Institute (ELI)

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Brian Rochel will be presenting on two separate CLE panels at the 2023 Upper Midwest Employment Law Institute (ELI), on May 18-19, 2023, in Saint Paul, Minnesota.

First, Brian will be moderating a panel titled, “From Remote Work to Quiet Quitting and Work-Life Balance–Acting on Changing Perceptions and Realities Around Work and Workplaces.” The panel will explore a range of interconnected topics, focusing on the post-COVID workplace and employees’ changing perceptions and expectations.

Second, Brian will participate in a panel focusing on employment remedies and damages available in lawsuits. The panel is titled, “What’s the Harm: Evaluating and Proving Damages.”

The Upper Midwest ELI is one of the largest and most highly regarded employment law events in the country, featuring speakers from across the United States and drawing participants from various states in the midwest.

The Minnesota Human Rights Act (MHRA): Explained

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Employment discrimination is a serious issue that affects many people in the workforce, and Minnesota is no exception. The Minnesota Human Rights Act (MHRA) is a state law that protects employees from discrimination in the workplace based on several factors, including race, gender, age, disability, sexual orientation, and religion.

Under the MHRA, it is illegal for employers to discriminate against employees or job applicants based on any of the legally-protected protected characteristics. Discrimination can take many forms, such as denying someone a job, demoting them, or firing them because of their protected status. It can also include harassment, such as unwanted sexual advances or racist jokes in the workplace.

Retaliation against an employee who files a discrimination complaint is also illegal under the MHRA. Employers cannot take any adverse action against an employee who has made a complaint, such as firing or demoting them, because they have exercised their legal rights.

The MHRA generally applies to all employers with one or more employees, regardless of the size of the business. This means that even small businesses with only a few employees are required to follow the law and cannot discriminate against employees based on their protected status.

In addition to the MHRA, there are federal laws that protect employees from discrimination, such as Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act. However, the MHRA offers broader protections than federal law in some areas, such as sexual orientation and marital status.

Employment discrimination is a serious issue that can have significant consequences for employees, including lost wages, emotional distress, and damage to their career prospects.

If you believe you have experienced discrimination at work, it is important to know your rights and take action to protect yourself. Contact experienced attorneys at Kitzer Rochel today.

Brian Rochel Testifies at Minnesota Senate in Favor of Noncompete Ban

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On March 15, 2023, the Minnesota Senate Judiciary Committee heard testimony on a bill that would ban noncompete agreements in Minnesota. Brian Rochel testified as an expert on the bill, SF 405, explaining how noncompete agreements harm workers and the economy.

The bill passed the Judiciary Committee and is moving quickly through the legislature.

If you have questions about noncompete agreements, including Minnesota and federal laws seeking to stop the problematic spread of noncompete agreements, please contact Kitzer Rochel.

Minnesota & Federal Trade Commission Seek to End Oppressive Noncompete Agreements

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On January 19, 2022, the Federal Trade Commission (FTC) proposed a rule that would broadly ban the use of noncompete clauses by employers with respect to employees, independent contractors, and volunteers. Specifically, the proposed rule would make it illegal for an employer to enter into any noncompete agreement. It would also bar any attempt to enter into a noncompete. It would even bar maintaining a noncompete agreement with a worker. And, under some circumstances, it prohibits employers from telling a worker they are subject to a noncompete agreement.

Employers use noncompete agreements across industries and job levels to limit the movement of employees, including, for example, hairstylists, teachers, and physicians. Often included in the initial employment contract, noncompete clauses typically block employees from working for a competing employer or starting a competing business within a certain geographic area for a specified time period following the termination of employment.

Noncompete agreements have a debilitating effect on employees. Oftentimes, potential employees are forced into signing noncompete agreements in order to obtain employment, with limited, if any, bargaining power on their end of the agreement. Noncompete agreements limit employees’ ability to practice their trade and stagnate competition in the broader economy. Research has shown that noncompete agreements negatively affect competition in labor markets and reduce wages for employees across the labor force, even those not bound by noncompete agreements. In other words, noncompete agreements harm labor market competition by stopping employees from seeking out better job opportunities and preventing employers from hiring the best talent.

By banning noncompete agreements, the FTC estimates an increase in wages by nearly $300 billion per year and expanded career opportunities for nearly 30 million Americans. The National Employment Lawyers Association (NELA), an organization of lawyers who, like Kitzer Rochel, fight for workers’ rights, supports the rule.

The FTC proposed rule falls within a nationwide trend toward banning noncompete agreements. Minnesota has also introduced a bill banning noncompete agreements, following states such as California and North Dakota.

If you have questions about noncompete agreements—or any of the proposed rules and legislation—please contact Kitzer Rochel today.