Dorsey is a business law firm, applying a business perspective to clients' needs. We make it our first priority to know the context in which you do business - your market, your competitors, your industry.
We are a private employer in the State of Minnesota and are expanding rapidly. In years past, we have received hundreds, sometimes thousands, of applications for each position advertised. In an effort to increase efficiency in the identification of qualified candidates, as well as in preparation for an anticipated round of hiring in the New Year, we plan to update our applications for employment. We would like to incorporate a number of new questions, including whether the applicant has a criminal history. Are we prohibited from including this question in our application? Answer→
We have a new CFO who is upset by the huge amount of accrued vacation we have to carry on the books. We have a cap of two times the annual accrual. He says most high tech companies like ours have unlimited vacation plans and that this eliminates the need to carry accrued vacation. Is this a new trend? And can we implement a new unlimited vacation policy immediately? Answer→
I am a Human Resources representative of an independent for-profit company that publishes multiple travel and vacation magazines. Some of my company’s executives have expressed an interest in hiring interns for next summer and for a possible year-round program, if the program is successful. Currently, we aren’t sure what we would like our interns to do exactly but one thing is clear – the company wants to save costs by having an unpaid internship program. I am generally aware of recent litigation involving unpaid internships, but I am not sure what this means for my company and our potential unpaid internship program. Can you provide some guidance? Answer→
We are a Colorado company which manages apartment complexes and use background checks including credit checks as part of our applicant screening. Yesterday, an applicant objected, writing on the application “I do not consent – this is illegal under Colorado law.” Is this a change in the law? Answer→
Dorsey’s L&E lawyers work closely with clients to avoid and defend against litigation, develop effective workplace policies and procedures, protect intellectual property, support corporate decisions affecting the workplace, and counsel on traditional labor law matters. Click here for more information.