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Katy Jo Richards

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Katy Jo Richards focuses her practice on employment and workplace litigation, representing clients in both state and federal court in a variety of matters. She also has experience advocating for general contractors, subcontractors, suppliers, and project owners in various capacities, including litigation, negotiations, contract review, and appeals.

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Takeaways

  • Minimum wage increases at the state, Minneapolis, and St. Paul levels will require multi-jurisdictional employers to reassess payroll practices.
  • New rules on meal and rest breaks significantly expand employee protections and reduce employer flexibility.
  • Paid Family and Medical Leave planning must begin now, with critical notice, premium, and plan-selection deadlines approaching in late 2025.

Minnesota saw several changes to labor and employment laws take effect in 2025, with additional changes anticipated for 2026.Continue Reading 2025-2026 Minnesota Labor and Employment Law Update: Key Wage, Leave, Pay Transparency, and Workplace Compliance Changes for Employers

Takeways

  • Texas is considering HB 2466, a statewide ban-the-box bill that would restrict when employers can ask about criminal history.
  • The bill applies to public employers and private employers with 15 or more employees, but excludes certain regulated positions.
  • If enacted, HB 2466 would take effect September 1, 2025, requiring updates to hiring policies and practices.

In March 2025, House Bill 2466 (HB 2466), also known as the “Ban the Box” law, was referred to the House Workforce Subcommittee. If passed and signed into law, HB 2466 would take effect September 1, 2025, and prohibit employers from asking about an applicant’s criminal history on initial job applications; instead covered employers would consider criminal history only after the applicant has been found to be “otherwise qualified” and has been given a conditional job offer or invited for an interview. Excepted from HB 2466 are positions for which consideration of criminal history record information is required by law—including law enforcement, healthcare, childcare, and financial services. HB 2466 applies to private employers with at least fifteen employees and public employers. The protections of HB 2466 would not extend to independent contractors, gig workers, or freelance labor.Continue Reading Texas Considers Statewide Ban-the-Box Law: What Employers Need to Know