Employment Law Minnesota + Wisconsin
Employment guidance at Lommen Abdo is integrated into our business representation, ensuring employment matters are handled in step with your company’s overall legal needs
Employment Law Attorneys You Can Trust in Minnesota and Wisconsin
Employment matters often arise in the course of doing business. At Lommen Abdo, our attorneys draw on their broad business and legal experience to provide guidance on select employment law issues – from employment agreements to executive compensation to retirement planning – as part of our representation of companies, executives, and key employees.
Are you looking for trustworthy employment law attorneys in Minnesota or Wisconsin?
Our employment law practice group focuses on employment law defense and is here to provide the representation you need. We offer services related to employment policies, procedures, best practices, investigation, training, and general employment law counselling. We also have an employment litigation practice if matters must be litigated.
Here’s a closer look at our areas of focus:
- Executive compensation: We can assist with issues related to executive pay and compensation, including employment contracts, equity awards, and severance agreements.
- Severance packages: Our team can help you navigate the complexities of severance agreements and ensure that you follow all applicable state and federal laws.
- Handbook preparation and guidance: We can help you develop and implement employment handbooks that comply with all applicable laws and regulations.
- Privacy and confidentiality: Our team can assist you with issues related to employee privacy and confidentiality, including drafting confidentiality agreements and conducting investigations into alleged breaches.
- Employment audits: We can conduct employment audits to help you identify potential areas of liability and develop strategies for mitigating risk.
- Leave and absence policies: We can assist you with developing and implementing leave and absence policies that comply with all applicable laws and regulations.
- Workplace health and safety: Our team can help you develop and implement workplace health and safety policies and procedures to ensure a safe working environment for all employees.
- Employee discipline: We can provide guidance and representation in employee discipline matters, including conducting investigations and implementing disciplinary action.
- Hiring and termination: We can assist with all aspects of the hiring and termination process, including drafting employment agreements and separation agreements.
- Employment agreements: We can help you draft and negotiate various employment agreements, including non-compete agreements, non-solicitation agreements, and confidentiality agreements.
- Compliance: We can provide legal guidance to ensure your employment practices comply with all applicable state and federal laws and regulations.
- Harassment/discrimination: Our team can assist with issues related to harassment and discrimination, including investigations and claim resolution.
- Employee/independent contractor classification: We can help you navigate the complexities of employee/independent contractor classification and ensure that your company complies with all regulations and laws.
Our strong litigation foundation uniquely positions us to work with executives, managers, and human resource professionals on prevention issues, including state and federal law compliance. We can offer analysis and recommendations regarding the complex issues you may face in today’s workforce. Whether you need us in the courtroom or in your conference room, we are here to be your advocates.
Our broad-based experience ranges from representing corporations locally and nationally, and we are committed to providing you with the highest level of legal support possible. If you need employment law defense attorneys you can rely on, please do not hesitate to contact us.
How We Assist Clients
When employment issues come up in the course of representing a business or when an individual has needs in relation to their employment, our attorneys can provide counsel on select matters, including:
- Employment and Non-Compete Agreements Reviewing agreements for executives and key employees.
- Business Transactions Addressing employment contracts and related matters that arise during mergers, acquisitions, or the sale of a business.
- Executive Compensation Reviewing compensation structures, retirement benefits, and related agreements.
- Employee Incentive Programs Advising on stock options, bonuses, retention agreements, and 457(f) plans.
- Separation Agreements Providing counsel on the terms for an executive or key employee leaving employment.
- Workplace Investigations Advising employers on investigations related to allegations of discrimination, harassment, or other workplace concerns.
A Business Approach
Our role is to help businesses and individuals address select employment issues that intersect with broader legal needs, always with a focus on protecting our clients’ interests and supporting their long-term business objectives.
Employment Litigation
Our employment litigation attorneys represent clients in state and federal courts and administrative tribunals, state and local administrative agencies as well as in the various alternatives to litigation, including mediations, arbitrations and other dispute resolution methods. We regularly handle cases from the pre-litigation stage, providing counseling and investigation of claims, through litigation and appeals.
The firm’s vast experience in both commercial and employment matters makes us especially qualified to represent clients in a full range of business and employment disputes.
Our attorneys are your advocates in both the courtroom and the conference room. Our broad-based experience ranges from representing individuals to corporations. Our team includes certified civil trial specialists and attorneys recognized as Minnesota Super Lawyers.
Commonly Asked Questions
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A complaint has been filed against an executive accused of sexual harassment. What should we do?
If a complaint has been filed against an executive accused of sexual harassment, it is essential to take immediate action. First, it is crucial to support the person who filed the complaint and ensure that they feel safe and comfortable. You should then launch an investigation into the allegations to determine their veracity. During the investigation, it is critical to maintain confidentiality and avoid retaliation against any individuals involved. Once the investigation is complete, you should take appropriate disciplinary action if necessary and ensure that steps are taken to prevent any future incidents of harassment. It is also important to review and update your company’s sexual harassment policies and training to ensure that all employees understand what constitutes harassment and how to report it.
What are some employment law best practices for businesses?
As a business, it is essential to be aware of employment law best practices to ensure that you follow all applicable laws and regulations. Here are some key areas to focus on:
- Develop clear and concise employment policies and procedures that comply with all applicable laws and regulations.
- Provide regular training to employees on critical employment law issues, such as harassment and discrimination.
- Maintain accurate and complete employee records, including employment contracts, job descriptions, and performance evaluations.
- Ensure that employees are classified correctly as either employees or independent contractors and that they are paid in compliance with all applicable wage and hour laws.
- Implement workplace safety policies and procedures to provide a safe and healthy working environment for all employees.
- Establish a transparent process for handling employee complaints and grievances, including harassment and discrimination claims.
- Conduct regular audits to ensure compliance with all applicable laws and regulations.
- Stay updated on changes to employment law and adjust your policies and procedures accordingly.
- Seek legal advice and guidance when necessary to ensure that your employment practices follow all applicable laws and regulations.
By implementing these best practices, you can help protect your business from costly legal disputes and ensure that you provide a safe and fair workplace for all employees.
How do I know if a 1099 contractor should be classified as an employee?
If you are unsure whether a 1099 contractor should be classified as an employee, there are several factors to consider. The IRS provides guidelines to determine whether a worker is an independent contractor or an employee, including:
- The contractor controls how, when, and where the work is performed – The hiring company can require results or deliverables, but cannot control the contractor’s methods or schedule.
- The contractor operates as an independent business – This includes invoicing under their own name or business name, keeping business records, paying their own taxes, and having the ability to work for other clients.
- The contractor provides their own tools, equipment, software, and workspace – They are not dependent on the hiring company for what they need to perform their work.
- The contractor bears the risk of profit or loss – They pay their own expenses, set their own rates, and are not guaranteed ongoing work or wages.
- The contractor is not supervised like an employee – They are not given daily instructions, required hours, or controlled processes — only deliverables, deadlines, and expectations.
Ultimately, determining whether a worker should be classified as an employee, or an independent contractor depends on the specific circumstances of the working relationship. If you are unsure, it is always best to consult with a qualified employment law attorney who can help you evaluate the situation and ensure that you comply with all applicable laws and regulations.
What Should I look for in an employment law attorney for my company?
If you are looking for an employment law attorney for your company, there are several factors to consider. Here are some key things to look for:
- Experience: Look for an attorney with extensive experience in employment law, particularly in areas that are relevant to your business.
- Focus: Choose an attorney who focuses exclusively on employment law rather than a general practice attorney who may not have the same level of expertise in this area.
- Responsiveness: Your attorney should be accessible and responsive to your needs, whether you have a quick question or are facing a complex legal issue.
- Cost: Consider the attorney’s fees and billing structure to ensure they are a good fit for your budget.
- Communication: Your attorney should be able to explain legal concepts in a way that is easy for you to understand, and they should be able to communicate effectively with you and your team.
- Reputation: Look for an attorney with a solid legal reputation and positive client reviews.
By considering these factors, you can find an employment law attorney who is a good fit for your company and can provide you with the legal support you need to succeed. At Lommen Abdo we have many attorneys to support your employment law needs.
What are some employment law best practices for businesses?
As a business, it is essential to be aware of employment law best practices to ensure that you follow all applicable laws and regulations. Here are some key areas to focus on:
- Develop clear and concise employment policies and procedures that comply with all applicable laws and regulations.
- Provide regular training to employees on critical employment law issues, such as harassment and discrimination.
- Maintain accurate and complete employee records, including employment contracts, job descriptions, and performance evaluations.
- Ensure that employees are classified correctly as either employees or independent contractors and that they are paid in compliance with all applicable wage and hour laws.
- Implement workplace safety policies and procedures to provide a safe and healthy working environment for all employees.
- Establish a transparent process for handling employee complaints and grievances, including harassment and discrimination claims.
- Conduct regular audits to ensure compliance with all applicable laws and regulations.
- Stay updated on changes to employment law and adjust your policies and procedures accordingly.
- Seek legal advice and guidance when necessary to ensure that your employment practices follow all applicable laws and regulations.
By implementing these best practices, you can help protect your business from costly legal disputes and ensure that you provide a safe and fair workplace for all employees.
How do I know if a 1099 contractor should be classified as an employee?
If you are unsure whether a 1099 contractor should be classified as an employee, there are several factors to consider. The IRS provides guidelines to determine whether a worker is an independent contractor or an employee, including:
- The contractor controls how, when, and where the work is performed – The hiring company can require results or deliverables, but cannot control the contractor’s methods or schedule.
- The contractor operates as an independent business – This includes invoicing under their own name or business name, keeping business records, paying their own taxes, and having the ability to work for other clients.
- The contractor provides their own tools, equipment, software, and workspace – They are not dependent on the hiring company for what they need to perform their work.
- The contractor bears the risk of profit or loss – They pay their own expenses, set their own rates, and are not guaranteed ongoing work or wages.
- The contractor is not supervised like an employee – They are not given daily instructions, required hours, or controlled processes — only deliverables, deadlines, and expectations.
Ultimately, determining whether a worker should be classified as an employee, or an independent contractor depends on the specific circumstances of the working relationship. If you are unsure, it is always best to consult with a qualified employment law attorney who can help you evaluate the situation and ensure that you comply with all applicable laws and regulations.
What should I look for in an employment law attorney for my company?
If you are looking for an employment law attorney for your company, there are several factors to consider. Here are some key things to look for:
- Experience: Look for an attorney with extensive experience in employment law, particularly in areas that are relevant to your business.
- Focus: Choose an attorney who focuses exclusively on employment law rather than a general practice attorney who may not have the same level of expertise in this area.
- Responsiveness: Your attorney should be accessible and responsive to your needs, whether you have a quick question or are facing a complex legal issue.
- Cost: Consider the attorney’s fees and billing structure to ensure they are a good fit for your budget.
- Communication: Your attorney should be able to explain legal concepts in a way that is easy for you to understand, and they should be able to communicate effectively with you and your team.
- Reputation: Look for an attorney with a solid legal reputation and positive client reviews.
By considering these factors, you can find an employment law attorney who is a good fit for your company and can provide you with the legal support you need to succeed. At Lommen Abdo we have many attorneys to support your employment law needs.
Employment Law Videos
What issues come up most in employment law litigation?
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