Significant Proposed Changes to Minnesota Veterans Homes Rules
November 17, 2021 | Barna, Guzy & Steffen, Ltd.
By: Cathryn Reher While there has been a great deal of publicity about the ground-breaking ceremonies around the state for additional Minnesota Veterans Homes, far less publicized are the 88 pages of proposed changes to the Minnesota Rules. These proposed changes will impact both veterans and their spouses whether they currently reside, or have future plans to reside, at one of these facilities. The current rules can be viewed at: https://link.edgepilot.com/s/1f367ca5/5mJ1ZMz-4kSkcAQfk_IInA?u=https://www.revisor.mn.gov/rules/9050. You will want to check out the proposed rule changes at: https://link.edgepilot.com/s/71a018ff/xz80iGxVIUKb4jigTsKN0w?u=https://mn.gov/mdva/assets/2021-10-15-rd4384_tcm1066-502928.pdf. From an initial review of the proposed rule changes, many are adverse or more restrictive than under the current rules. If you read the MDVA description of the proposed rule changes, you would have no idea what changes are afoot. For instance, one of the proposed changes will impact a current and future facility resident’s holding a real property interest in the form of a life estate. The change adopts a valuation method for a life estate which could result in as much as a twenty to thirty percent increase in the equity value allocated to a Veterans Home resident. If the life estate were sold, the resident’s maintenance charge would increase until the full value of the interest, along with other available assets, was reduced below $3,000. For any persons holding…
Read MoreDiscovery of Hidden Defects in Your Newly Purchased Home
November 9, 2021 | Joan M. Quade
The last few years have seen unbelievable residential home sales. There have been a large number of buyer/bidders for every home that hit the market. Homes were selling for tens of thousands over asking and bidders waived contingencies and inspections just to “win” the right to buy. Many buyers bid on multiple houses before they actually were the high bidder and each frustrating loss made them more eager to add to the bid price and to waive inspections. Some were so desperate they bought houses sight unseen willing to take some risk to get a house! For many it all worked out and whatever minor issues they discovered after closing, they were willing to correct on their own or just live with it. For some the hidden home defects, issues and costs have been overwhelming. Their initial excitement to be in their new home has turned into a financial disaster. Some have discovered foundation cracks, water intrusion, poor homeowner work on the property without the proper permits or inspections, insurance money pocketed by the prior owners for hail or flood damage claims that were never fixed, major issues with the mechanical parts of the home like the furnace, water heater, electrical issues or the air conditioning and the list goes on and on. …
Read MoreIs Your Employment Lawyer Readily Accessible?
October 6, 2021 | Barna, Guzy & Steffen, Ltd.
Employment law has never been more complicated than it is right now. Every termination, request for leave, on-the-job injury, interview, offer of employment, and complaint has its own set of landmines for employers. Regardless of company size and number of employees, being an employer and navigating the complex world of employment law has become a real challenge. Employers, and even their skilled human resources teams, sometimes need legal advice and opinions to avoid potential costly mistakes in handling employee issues. Continue reading to learn more about my experience with employment lawyer accessibility. I represent a wide variety of employers, ranging in size from thousands to only a handful, and everything in between. The one thing they have in common is that if they employ people, they will need sound, practical legal advice at some point. Many employers need advice regularly because of the complexity of the issues while making employment decisions. Employment advice and consultations are all about controlling the risk while making the best decision for the company. For example, most employees in the State of Minnesota are “employees at will.” This means they can be fired for any reason or no reason at all. But that is not where the analysis ends, because even employees who are “at will” cannot be fired for a discriminatory…
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