Minnesota’s Slow-Poke Law
You may have heard of the new “slow-poke” law which is advertised as prohibiting people from driving slow in the left lane. Not quite. The new law reads: “Upon a roadway with more than one lane in the same direction of travel, a person must move out of the left-most lane to allow another vehicle to pass, when practicable under existing conditions.” Thus, the law does not set a minimum speed for the left lane, but rather requires persons to get out of the left lane to allow another vehicle to pass – so long as it is practicable to...Read More
Minnesota’s New Hands-Free Law – What You Need to Know
Beginning August 1, 2019, Minnesota will become a “hand-free” state. Although Minnesota law already prohibited texting, emailing, and browsing while driving, drivers could still use a cell phone to make calls and do other things. The new law brings significant change. Here is what you need to know. The new general rule is that a driver may no longer use a cell phone when their vehicle is in motion or part of traffic to do the following: The driver cannot initiate, compose, send, retrieve, or ever read an electronic message. The driver cannot engage in cell phone calls, cannot initiate...Read More
Representing Daycares and Daycare Directors
Continuing his representation of daycares and daycare directors, Attorney Joseph A. Gangi recently obtained a dismissal of all criminal charges brought against a daycare director in Rice County who DHS says committed billing fraud. The district court judge found that there was no probable cause to support criminal charges and dismissed the case. This case comes after Mr. Gangi’s landmark decision in Kind Heart Daycare v. Commissioner of Human Services, where the Minnesota Supreme Court agreed that DHS was not properly interpreting the applicable criminal statute governing billing fraud. For more information on these issues, please contact Mr. Gangi at...Read More
Elder Abuse Continues to be a Problem in Minnesota
Instances of physical abuse and neglect, as well as financial abuse and exploitation of Minnesota’s communities of elderly and vulnerable adults continue to prevail. Whether it be assisted living or nursing home staff, in-home caregivers, or family members charged with the physical and financial care of elderly and vulnerable adults, it is thought that as many 1 in 10 American’s over the age of 60 can experience some form of elder abuse during their lifetime. This high number is largely based on the statistic that only about 1 in every 14 cases of elder abuse are actually reported. According to...Read More
Minnesota legislature to address sexual harassment standard in the workplace
Many Minnesotans find themselves victims of sexual harassment in the workplace, but powerless to stop it. Generally, there are two types of sexual harassment claims: “quid pro quo” and “hostile work environment.” In the quid pro quo situation, an employee must show that submission to unwelcome advances was conditioned on receiving job benefits, or perhaps that refusal to submit to such advances resulted in some kind of adverse job action. The second type of claim arises in the hostile work environment situation. This is where an employee is subject to lewd comments or jokes, repeated requests for dates or favors,...Read More
The Right to Counsel in DUI Cases
In 1991, the Minnesota Supreme Court held that the Minnesota Constitution afforded all persons a right to counsel before submitting to a chemical test administered by a law enforcement officer under Minnesota’s Implied Consent Law.[1] For drivers arrested on suspicion of driving while impaired, the Implied Consent Law provided law enforcement a powerful tool in coercing drivers to undergo testing: submit to the test or lose your license. The Minnesota Supreme Court thought these circumstances called for at least the advice of counsel. In sum, after a law enforcement officer read the implied consent advisory to a driver, that officer...Read More
Reception for Judge Lucinda Jesson
Monday, October 29, 2018 5:00-7:00 p.m. Hosted By: Farrish Johnson Law Office 1907 Excel Drive, Mankato CO-HOSTS Joseph Bergstrom* Scott Cutcher Ken White James Kuettner * People for Judge Jesson Campaign Committee PEOPLE FOR JUDGE JESSON HONORARY COMMITTEE CHAIRS Honorable Kathleen Blatz • Honorable Alan Page • Honorable Edward Toussaint www.judgelucindajesson.com Contributions of any amount gratefully accepted Questions about this event? Call Joseph Bergstrom at 507-829-7971 Maximum contribution in 2018 is $2500 *Contributions are not tax-deductible Contributions from corporations, including LLCs and PCs, are not permitted under law Prepared/ paid for by People...Read More
I’m Adjudicated the Legal Father: Now What?
Execution of a Recognition of Parentage does not automatically establish custody or parenting time for the father; however, it does give the father the legal right to pursue a custody and parenting time action and ask for these rights. A court-ordered agreement will make sure your rights are protected. If you are unsure whether or not you want to initiate a custody and parenting case, consider a few of these reasons to pursue an action: • To make sure you get to spend time with your child. • To get notice if the mother wants to move out of state....Read More
Paternity: Am I the Legal Father?
In Minnesota, “paternity” is used to refer to the “legal father” of a child. The biological father is not always the legal father and only the legal father has the rights and responsibilities of a father under the law. Minnesota law requires a party to bring an action to establish a “legal father.” There is no question about who the mother is since she gave birth to the child. Because a father cannot be decided in the same way, the legal system waits for a signed Recognition of Parentage (ROP) or a court order that names a legal father. Only...Read More
12 Fast Facts Employers Need to Know to Comply with Minnesota’s Drug and Alcohol Testing in the Workplace Act (DATWA)
Minnesota has one of the most vigorous workplace drug-testing laws in the country. Here are 12 fast facts you need to know if you require testing of employees or job applicants: You must have a written drug and alcohol testing policy; You must provide written notice of the policy to all affected employees when the policy is initially adopted and when any employee who was previously unaffected by the policy transfers to a position affected by the policy, and to job applicants upon hire and before any testing is required if the job offer is contingent upon testing; You must...Read More