Update on In-Person Meetings

While the community has largely reopened and COVID cases have stabilized, the practice of law has changed forever. Many hearings have moved virtual and may stay that way. Law firms have adapted to handle business via phone, email, or Zoom.

Kobbervig Law is well-equipped to assist you virtually. With online invoices and retainer agreements, in-person meetings will only occur when necessary. We can easily set up phone or Zoom conferences and exchange documents via email.

When necessary, Kobbervig Law is also equipped for meetings at our office in Minneapolis. Please know that your health is a priority for us. We encourage you to follow all state and federal recommendations. Vaccination is the best way to protect yourself. In addition, masks and sanitation will be utilized as needed. And of course, if you are feeling sick, it is best to stay home.

Stay safe and let us know how we can help.

UPDATE ON IN-PERSON MEETINGS AND MOBILE WILLS

As we approach the one-year mark on the COVID-19 pandemic, I wanted to provide an update on in-person meetings. While cases are down and vaccinations are rising, in-person meetings still carry a risk due to new, more easily transmittable virus strains. Therefore, while in-person meetings are now possible, meetings will still be virtual whenever possible. If an in-person meeting is necessary, all requisite precautions will be taken in line with current rules, statutes, executive orders, and health guidance, including the following:

• Only necessary parties will be present, including translators, caretakers, and helpers;

• All parties must wear a face mask covering the mouth and nose at all times;

• Parties must maintain social distancing whenever possible; and

• Surfaces will be sanitized and disinfected regularly.

In addition, Kobbervig Law is able to offer mobile wills and estate planning services, including home visits. During a home visit, all of the above precautions must be followed. Services that can be done remotely will continue to be done remotely. Thank you for your assistance, and wishing you and yours a happy and healthy year.

STATEMENT ON COVID-19

COVID-19 Update

Kobbervig Law LLC

Effective immediately for the foreseeable future, Mr. Kobbervig will be working remotely, but will remain available to clients during regular business hours.  You can always call or email Corey and he will get back to you as soon as possible.

A few housekeeping notes:

1. If you have a court hearing scheduled in the next month or two, it may be postponed. Mr. Kobbervig will keep you updated on court appearances.

2. Kobbervig Law is specifically requesting that clients not attend court hearings unless the client's presence is absolutely necessary. Rather, please be available by way of cell phone.

3. Effective immediately, client meetings and consultations will take place by way of telephone, text, or video chat – but not in person.

4. At any necessary signings or court appearances, clients must wear a cloth face covering and maintain social distance at all times.

You should know that Kobbervig Law is well set up to work remotely. Indeed, Corey already works remotely away from the office in many situations, and this is no different.  You can help by scanning and sending documents by way of email as opposed to leaving physical copies at the office for Corey to review.  

You can always call or email Mr. Kobbervig and he will get back to you as soon as possible.

Thank you for your patience and understanding during this time, and I wish you and your loved ones the best.​

Are public unions in danger?

According to the Bureau of Labor Statistics, union employees accounted for 14.3% of wage and salary workers in Minnesota in 2013, compared to 11.3% nationally.  The union membership rate of public-sector workers is more than five times higher than that of private-sector workers (35.3% compared to 6.7% nationally).  It is no surprise that the public sector has been called the last refuge of unions in the United States.

The National Right to Work Committee is pushing "Right to Work" laws nationwide that would eliminate fair share fees for union members.  In Minnesota, all union employees have the option of becoming a full union member, or simply paying fair share fees.  Fair share fees only fund the union's operating costs, and do go towards political or other activities.  

The purpose of fair share fees is to prevent freeloading.  Whether or not employees become full union members, they still benefit from the union's representation.  According to the Bureau of Labor Statistics, union workers, on average, receive larger wage increases, earn higher wages, and have greater access to benefits than their non-union counterparts.  Under a "Right to Work" law, employees can take advantage of the benefits of union representation without paying for it.  

The freeloader problem cripples the union's ability to operate.  It can not only bring down wages within unionized employers, but in the state at large.  According to a Wall Street Journal article, "Right to Work" state have lower wages but higher employment.  Currently Minnesota does not have a "Right to Work" law, but the debate arises now and again.  For more information, see the following:

http://www.bls.gov/opub/mlr/2013/04/art2full.pdf

http://www.bls.gov/news.release/union2.nr0.htm

http://www.wsj.com/articles/SB10001424127887324296604578179603136860138

Do employees have the right to discuss salary?

The short answer is yes.  The National Labor Relations Act (NLRA) protects the right of employees to engage in protected, concerted activity.  Protected activity includes action related to terms and conditions of  employment, including salary, benefits, hours, and other working conditions.  Concerted means at least two employees are involved, and can include one employee acting on behalf of others.

Say your employer gives you a raise, but asks you to keep it quiet from the rest of the staff.  Your employer has committed an unfair labor practice.  Prohibiting employees from talking about salary is a violation of Section 7 of the NLRA, which gives employees the right to talk to each other about terms and conditions of employment.  The NLRA applies to union and non-union employees alike.

If you believe your employer has violated your rights under the NLRA, you can file a charge with the National Labor Relations Board (NLRB).  They will perform an investigation to determine if a violation occurred.  The NLRB has the power to issue temporary injunctions and enforce remedies such as backpay and reinstatement.  Visit their website for more information (www.nlrb.gov).  Of course, it is a good idea to seek the help of an attorney to help you navigate the legal aspects of your complaint.