Estate Planning Attorney Bobbi Hermanson-Albers Joins Barna, Guzy & Steffen, Ltd.
August 28, 2019 | Barna, Guzy & Steffen, Ltd.Barna, Guzy & Steffen LTD. announces the addition of a new associate to our firm. Bobbi Hermanson-Albers has joined the firm’s Estate Planning department. She will be working closely with estate planning attorney William H. Huefner practicing in the firm’s growing Wills/Estates & Probate/Tax Planning Law area serving existing clients and enhancing the firm’s ability to serve our community. We are happy to welcome Bobbi to BGS from her most recent position practicing in family law at a boutique law firm in Minneapolis. She has also previously worked in Minnesota’s 10th Judicial District Court (Stillwater, MN) as a Judicial Law clerk to the Honorable B. William Ekstrum. Bobbi graduated cum laude from Hamline University School of Law in 2014 ranked in the top 15 of her class. In addition to earning her Juris Doctor, she holds a Certificate in Advocacy and Problem Solving from Hamline University which uniquely qualifies her in direct to consumer law, assisting clients to navigate the legal system during challenges and changes in their lives. Bobbi is excited about the opportunity to join BGS as Wills/Estates attorney, “I look forward to working with Bill Huefner to identify practical solutions that best meet the unique, long-term planning needs of each of our BGS clients.” Get help with your legal questions!
Read MoreEmployers Beware: Minnesota's New Wage Theft Law
August 12, 2019 | Bradley KletscherMinnesota passed a new wage theft law that imposes requirements on employers to provide offer letters. The new law requires employers to give a detailed notice to new employees when they start employment, and must include the following: 1. Employee’s Employment status 2. Must indicate whether employee is full or part time. 3. Must indicate exempt status under the Fair Labor Standards Act. 4. Must list the basis for any exemptions (e.g. administrative, executive, computer-related, other) 5. Pay period information, including how frequently the employee will be paid. 6. Date of first paycheck. 7. How pay is calculated (salary, hourly, commission etc.). 8. List of any allowances that may be paid (e.g. housing, meals, etc.). 9. Description of any paid time off, including vacation, sick, personal time off and how an employee accrues time off and how to use it. 10. List of deductions, including benefit, tax and any other lawful deductions. 11. Employer’s legal and operating names. 12. Employer’s address (mailing and/or principal place of business) and telephone number. 13. If applicable, an offer to translate this information into another language. The new notice required by the law requires an updated offer letter for most employers. If a candidate negotiates changes to wages or benefits, the offer letter should be amended to include…
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