I was recently asked to speak about employment law issues at a conference for human resource professionals. Registrants were polled in advance about what they’d like covered, and “DEI” was a top response. (DEI stands for “Diversity, Equity, and Inclusion;” DEI means . . . well . . . the definition of DEI is part of...

In this issue: Avoiding Liability in Job Postings and Solicitations, Artificial Intelligence in the Workplace, The End of Chevron.

Mankato, MN (July 24, 2024) – Four attorneys from Gislason & Hunter LLP have been selected to the 2024 Minnesota Super Lawyers list including Matthew C. Berger, Dustan J. Cross, Michael S. Dove and Andrew M. Tatge. No more than five percent (5%) of the lawyers in each state are selected by Super Lawyers. In...

When you think about potential sources of employment liability, your job posting and solicitation practices might not be front of mind. But with new legislation in Minnesota requiring disclosure of pay in postings beginning on January 1, 2025, and recent high profile discrimination cases related to job postings, it is an important time to review...

When ChatGPT launched in late 2022, a wave of generative artificial intelligence (“AI”) innovation followed—and it looks like it is here to stay.1 Other popular generative AI tools you may be familiar with include DALL-E, Google’s Gemini, and Microsoft’s Copilot.2 AI presents a number of concerns for businesses, including data privacy and security, accuracy and...

“Chevron deference” and the end of Chevron deference has been all over the news since the United States Supreme Court published its June 28, 2024 decision in Loper Bright Enterprises v. Raimaondo, Secretary of Commerce.  As with most media coverage of the law, most of the reporting I’ve seen has been overly simplistic at best,...

In a unanimous decision issued on April 17, 2024, the U.S. Supreme Court held that a change in the terms and conditions of employment done for a discriminatory purpose violates Title VII of the Civil Rights Act of 1964 even if the resulting harm is not significant. This decision lowers the bar for employees to...