Labor & Employment

Back Arrow

Services

Labor & Employment

Gislason & Hunter Labor and Employment attorneys provide consultation and litigation services to employers and individuals.

Counseling and Risk Management

We provide employers and human resources personnel with assistance in the development of employment policies and compliance with applicable state and federal laws. Our attorneys counsel human resources professionals and assist employers with disciplinary actions, disability accommodations, workplace investigations, wage and hour issues, TN visa and H-2A visa compliance issues, labor relations, employment agreements, and many other employment matters.

Litigation

A swift and confidential resolution is often the best for all involved. We can advise clients on the merits and risks of settling verses defending the case. Our trial lawyers will vigorously defend employers and their officers in administrative proceedings, state court, and federal court. or in state or federal court.

Labor Relations

Our attorneys assist employers with the negotiation and interpretation of collective bargaining agreements. We represent employers in all steps of the grievance process, including arbitration.

Areas of Expertise

  • Disability & Religion Accommodation
  • Employment Agreements and Policies
  • Litigation
  • Workplace Training and Investigations
  • Human Resources Counseling and Consulting
  • Terminations, Disciplinary Actions, and Reductions in Force
  • Employment Leave Laws
  • Collective Bargaining Agreement Consultation, Negotiation, and Enforcement
  • Drug and Alcohol Testing
  • Employment Law Compliance Audits

Associated Attorneys

Insights

  • April 1, 2025Labor & Employment

    Labor & Employment Newsletter, Spring 2025

    In this issue: Dating Employees: How Employers Can Minimize Liability for Sexual Harassment Claims, U.S. Supreme Court Solidifies Standard of Proof for FLSA Exemptions, I Received a Minnesota Department of Human Rights Charge…Now What?, Dealing with Sick Calls Under ESST

  • April 1, 2025Labor & Employment

    U.S. Supreme Court Solidifies Standard of Proof for FLSA Exemptions

    When employers classify an employee as exempt from the Fair Labor Standards Act’s (FLSA) overtime-pay and minimum-wage requirements, the employer must demonstrate that the employee qualifies for an exemption.1 In litigation, it would be said that the employer “bears the burden of proof.” But how high is the bar for proof? In criminal cases, the...

  • April 1, 2025Labor & Employment

    Dealing with Sick Calls Under ESST

    Editor’s Note: This article was written on March 12, 2025. The statutes at issue are currently being debated by the legislature. Future legislation and caselaw may alter the decisions discussed herein. When the Minnesota Legislature rolled out Earned Sick and Safe Time (ESST) in 2023, most employers and HR professionals focused on the benefits the...

  • April 1, 2025Labor & Employment

    I Received a Minnesota Department of Human Rights Charge…Now What?

    Receiving a charge from the Minnesota Department of Human Rights can feel like a complex and time-consuming process for employers. However, understanding the Minnesota Department of Human Rights procedure for investigating reports of discrimination can ensure you are equipped to manage a Minnesota Department of Human Rights charge if one comes your way. WHAT IS...

  • April 1, 2025Labor & Employment

    Dating Employees: How Employers Can Minimize Liability for Sexual Harassment Claims

    Employees can spend thousands of hours working with their coworkers annually. Thus, it is no surprise that the workplace has become a dating pool for some employees. Unfortunately, this can create problems for employers. Obvious issues include decreased productivity and indecent public displays of affection at work amongst dating employees. Safety concerns may also arise...