Winter 2017
Employee Handbook Manual Rules Regulations Code of Worker Conduct
A Quick Reminder ~ Are You Complying With These 3 Employment Laws?

Minnesota's "ban the box" law restricts the timing of pre-employment inquiries by most private employers into an applicant's criminal history. The law does not impose a requirement that an employer hire ~ or even interview ~ an applicant with a criminal record. It simply requires employers to wait to inquire about the applicant's criminal history until the applicant has been selected for an interview, or, where there is no interview, a conditional offer of employment has been made. Therefore, if your first consideration of an applicant is a completed job application, you need to ensure that the application does not ask whether the applicant has been convicted of a crime. Although this law was effective January 1, 2014, some Minnesota employers have not yet updated their employment applications, particularly multi-state employers that use uniform applications.

Another law that private employers often overlook is Minnesota's Wage Disclosure Protection law. Under this law, employers cannot prohibit employees from disclosing their own wages, or take any adverse action or retaliate against an employee for disclosing the employee's wages or discussing another employee's wages that have been voluntarily disclosed. If an employer has an employee handbook, the handbook must provide notice of the employee's rights and remedies under this law. Again, this often trips up multi-state employers, as well as employers that use a "form" handbook or a handbook that has not been updated since the law was enacted.

In addition, under Minnesota law, private employers with 20 or more employees must provide written notice to all job applicants upon hire of the employee's rights relating to the employee's personnel record upon hire. These rights include the employee's right to review his/her personnel record, the right to dispute specific information contained in the personnel record, and the right to be free from retaliation for asserting rights relating to the employee's personnel record. This written notice is required regardless of whether the employer has an employee handbook.

Now is a good time to review your application, new hire paperwork, and employee handbook to ensure that they comply with these Minnesota laws. If you have any questions about these requirements or other workplace issues, please do not hesitate to contact me.

Molly Ryan, Partner
[email protected]
612.347.9169
Case Law Update

 
 
Viele Contracting, Inc. v. Performance Pipelining, Inc.
This is a contract dispute. The Minnesota Court of Appeals affirmed the district court's judgment in favor of Performance Pipelining, Inc. Performance specializes in rehabilitating pipelines and conduits; Viele specializes in excavation. Performance contracted with Viele to perform services on a project it was doing for the City of Duluth. During the project, Viele submitted numerous invoices to Performance, whose accountant then reviewed the invoices and presented checks to Performance's president for his signature. Viele over- and mis-billed Performance many times during the project. Viele sued Performance for breach of contract, alleging it failed to pay for labor and materials. Performance cross-claimed, alleging breach of contract and unjust enrichment stemming from Viele's overcharging. The court ruled in favor of Performance, concluding that, contrary to Viele's stated defense to its claims, the doctrine of voluntary payment did not apply.

The doctrine of voluntary payment states that amounts paid voluntarily and with full knowledge of the facts cannot be recovered by the payor from the payee. The district court rejected this defense proffered by Viele, concluding that Performance did not know Viele was not billing in accordance with the contract, that Performance did not know all the facts, that the president did not know the invoices were inconsistent with the proposal, and that the invoices were difficult to interpret. The court of appeals affirmed, rejecting Viele's argument that Performance had the information necessary to validate the invoices. The court concluded that the doctrine only applies when a party makes a payment "in the face of recognized uncertainty," and that Performance did not recognize any uncertainty when it made the payments.

Marvin Lumber and Cedar Company v. Marvin Architectural Ltd.
Marvin Lumber manufactures windows and doors. MAL is an Irish company to which Marvin sold products for resale. The parties had a Distribution Agreement governing their relationship. In 2013, MAL decided to terminate the contract at the end of its existing two-year term. The reason for the termination was that Marvin Lumber's products were not standing up well to Irish weather, resulting in excessive claims on the warranty from Marvin Lumber. In preparation for the termination of the relationship, the parties entered into a Windup Agreement that stated that MAL agreed to release Marvin Lumber from claims arising out of the products in the future and that future warranty claims would be directly referred to Marvin Lumber. MAL continued to receive claims after the termination of the parties' relationship, which it has tendered to Marvin Lumber, which refused to pay.

The U.S. District Court for the District of Minnesota found in favor of Marvin Lumber, stating that the Windup Agreement unequivocally released it from its obligations. It also concluded that MAL identified no source of the alleged duty to defend or indemnify it, therefore its breach of contract claim necessarily failed. The court also concluded that the agreement between the parties dictated that the parties would work together to resolve existing issues and warranty obligations and Marvin Lumber performed its obligations under the agreement, so there was no breach of the covenant of good faith and fair dealing. The court also concluded that there was no viable claim for unlawful termination because the parties agreed to terminate the contract. 

Industry Events

New OSHA Regulations in Minnesota- Best Practices to Meet New Standards Plus Navigating the MN OSHA Grant Process
As here have been numerous changes to the MN OSHA regulations this year and understanding and implementing the rule changes could help your organization stay compliant. During the seminar we will be discussing the MN OSHA Grant Application which can assist in helping your organization provide the necessary tools, equipment, or training to comply with these new regulations.

March 30, 2017  or April 6, 2017
8:30 - 11:00 AM


Elizabeth Poeschl, Partner
[email protected]
612.337.9655
Disclaimer: This communication is published as an information service for clients and friends of the firm, and is made available with the understanding that it does not constitute the rendering of legal advice or other professional service. Some jurisdictions require that we label this material "Attorney Advertising." Any discussion of prior results does not guarantee a similar outcome. Copyright © 2017. All Rights Reserved.