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Posted April 29, 2019 with Tags veena iyer

Non-Resident Employers Must Comply with Minneapolis Paid Sick-and-Safe Leave, Appellate Court Rules

On April 29, the Minnesota Court of Appeals issued a key decision regarding Minneapolis’ sick-and-safe-time (SST) ordinance. As a result of the decision, the Minneapolis SST ordinance not only remains in effect, but it can now be enforced against non-resident employers. The court also affirmed the district court’s determination that the ordinance is not preempted by state law.

Posted July 30, 2018 with Tags veena iyer, Diversity law firm

Veena Iyer Named Diversity and Inclusion Honoree by Minnesota Lawyer

Nilan Johnson Lewis is proud to announce shareholder Veena Iyer, an attorney in the labor and employment practice area, has been named a “Minnesota Lawyer Diversity & Inclusion” honoree.

Posted May 10, 2018 with Tags Courtney Blanchard, veena iyer, Minneapolis Paid Sick Leave, Paid Sick and Safe Leave

Minneapolis Paid Sick Leave Faces Legal Fight on Extraterritorial Application

On May 9, 2018, the Hennepin County District Court issued an order largely upholding Minneapolis’s Sick and Safe Time Ordinance, which provides for sick and safe leave. However, Minneapolis cannot enforce the ordinance against non-resident employers (i.e. employers that do …

Posted January 9, 2018 with Tags veena iyer

Does Your Internship Program Pass the Test?

As employers begin to prepare for spring semester and summer break internships, their first step should be to review the “primary beneficiary test” adopted by the Department of Labor (DOL) on January 7. The test will be used to determine whether new hires are bona fide interns or employees.

Newsroom image for the post First District Court in 8th Circuit Holds Religious Accommodation Requests Alone Not Basis for Retaliation Claim Under Title VII

Posted July 19, 2017 with Tags veena iyer, religious accommodation

First District Court in 8th Circuit Holds Religious Accommodation Requests Alone Not Basis for Retaliation Claim Under Title VII

The EEOC alleged that North Memorial retaliated against a prospective employee when the employer rescinded a job offer after the prospect told the employer she couldn’t work from sundown Friday to sundown Saturday for religious reasons.