20 May

Sticky

The Mistake of a Business Regarding Do-It-Yourself (DIY)

In an era of do-it-yourself videos and a worldwide library of information available on the internet, engaging in a do-it-yourself project seems relatively easy. Especially considering that a lot of us remember our information being obtained generally from looking up books in a library according to the Dewey Decimal System or in the Encyclopedias that were sold by door-to-door salesmen to your parents. But, even with the amount of information currently available, a do-it-yourself project should be undertaken with caution. When you complete do-it-yourself legal projects on your own, it is not uncommon that you end up with a larger...

23 April

0 Comments

Sticky

OSHA Still Applies in a Pandemic

Posted by Evon Spangler

in Uncategorized

OSHA (Occupational Safety and Health Administration) is the governmental agency that oversees the law requiring employers to provide a safe workplace to its workers. Generally, if you are a private employer in the State of Minnesota, you are required to provide a safe workplace that complies with OSHA. That requirement – of providing a safe workplace to your workers – still is required for an pandemic, such as COVID-19. Businesses in Minnesota are under the jurisdiction of Minnesota OSHA (unless you are a federal agency, the United States Postal Service, etc.). Even so, those employers under the jurisdiction of Minnesota OSHA...

08 April

0 Comments

Sticky

Employee Right to Know About Infectious Diseases

Posted by Evon Spangler

in Uncategorized

Since 1983, Minnesota law has required employers to have a written Employee-Right-to-Know Program (ERTKP). The ERTKP covers hazardous substances, harmful physical agents and infectious agents. With COVID-19 now is the time to make certain you have an ERTKP and implement it. As part of your ERTKP you must have training made available at no cost to your employees. If you have not conducted training in the previous year, schedule it immediately. Your business is required to have training updates yearly. If you already have provided the initial training, your training updates may be brief summaries of information from previous training...

04 March

0 Comments

Sticky

Your Will is Probably Still Valid After Your Marriage or Remarriage

Posted by Evon Spangler

in Uncategorized

It is important that you are re-evaluating your estate plan about every five years (and after a major life event) to make certain that it still meets your needs. However, if you have a will (or a trust) and then you get married/remarried, it is imperative that you understand the consequences of what will happen to your estate if you do not execute a new one after your marriage or remarriage. Hypothetical 1: Adam has two adult children from a prior relationship. He has a will that gives his entire estate to his two adult children equally upon his death. Adam...

19 February

0 Comments

Sticky

Review Your LLC Documents Now

Posted by Evon Spangler

in Uncategorized

Starting in 2015, Minnesota completely changed the LLC laws. For companies that were organized prior to the change, it is essential that you review your LLC documents now. You should review your LLC documents in consultation with an experienced business attorney. You want to make certain that your documents under the old LLC law will not have unexpected consequences under the new LLC law. As of January 1, 2018, all LLCs were automatically transferred to the new law. One of the huge changes under the new law is that unless your LLC has an operating agreement stating the distribution of profits/losses...

05 February

0 Comments

Sticky

Employee Notice Required for Wages

Posted by Evon Spangler

in Uncategorized

In 2019, the Minnesota legislature passed new wage theft laws. As part of those new laws, as of July 1, 2019, all employers must provide each employee with a written notice at the start of their employment and keep a signed copy of the notice on file. In addition, the employer has to provide notice to the employee before any changes regarding wages, etc. prior to the change taking effect. The written notice must include: Employee’s employment status and whether an employee is exempt from minimum wage, overtime and other state wage and hour laws, and on what basis. • Number of...

23 January

0 Comments

Sticky

The Mistake of a Business Owner/Nonprofit Regarding Charitable Gambling

Posted by Evon Spangler

in Uncategorized

Giving back to the community and doing good is an essential part of the human experience. However, in doing so, you must make certain that you are in compliance with applicable laws. This article will explore the topic of lawful charitable gambling, which is complicated. Violating charitable gambling laws is a crime. First, for-profit businesses are not allowed to conduct lawful charitable gambling in Minnesota. The only organizations that can conduct lawful charitable gambling are registered nonprofit organizations (note: just because you are a nonprofit does not automatically mean your organization can conduct lawful charitable gambling). Second, there are only five...

11 December

0 Comments

Sticky

Tips and Tip Sharing

Posted by Evon Spangler

in Uncategorized

An employer cannot use tips (e.g., gratuities) that employees receive towards payment of minimum wage. In addition, an employer cannot require an employee to share tips with the employer or other employees. Nor can an employer require that an employee contribute any or all of the tips received into a fund or pool operated for the benefit of the employer or the employees. However, an employee can voluntarily share tips with other employees. If an employee voluntarily shares tips with other employees, who are indirect services employees (e.g., bus people, dishwashers, cooks or hosts), the voluntary tips that were received...

13 November

0 Comments

Sticky

Form I-9: Employment Eligibility

Posted by Evon Spangler

in Uncategorized

An employer is required to verify that an employee is authorized to work in the United States. Therefore, your job offer letter should be a conditional job offer that includes proof of employment eligibility. Form I-9 (Employment Eligibility Verification) needs to be completed by each employee no later than the time of hire. Employers must complete the Form I-9 within three (3) business days of the date employment began. It is prudent to complete the Form I-9 the first date of employment to ensure that the deadline is met. Spangler and de Stefano, PLLP assists employers with making certain that there hiring...

31 October

0 Comments

Sticky

Proper Signing of a Contract in the Business Name

Posted by Evon Spangler

in Uncategorized

It is common for business owners not to understand the importance of signing the contract in the name of the business. Failing to sign a business contract in the name of the business most likely means that the signor of the contract is personally liable for that contract as the contract was signed personally rather than by the business. It is important that you are properly signing a business contract. The signature block should state the following: NAME OF BUSINESS (as registered with the Secretary of State) By: _____________________ (signature) ...

Blog

The Mistake of a Business Regarding Do-It-Yourself (DIY)

OSHA Still Applies in a Pandemic

Employee Right to Know About Infectious Diseases

Your Will is Probably Still Valid After Your Marriage or Remarriage

Review Your LLC Documents Now

Employee Notice Required for Wages

The Mistake of a Business Owner/Nonprofit Regarding Charitable Gambling

Tips and Tip Sharing

Form I-9: Employment Eligibility

Proper Signing of a Contract in the Business Name

The Death of a Business Owner: The Importance of Buy-Sell Agreements

Sick/Safe Time Ordinances in Saint Paul and Minneapolis

Updating Contracts

Cyber Policies

The Personal Guarantee of a Business Owner