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Dedicated CLE Manager
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Accreditation and CLE Rules for Minnesota
National Academy of Continuing Legal Education is an approved Sponsor (10551) of CLE, recognized by the Minnesota Board of Continuing Legal Education.
Minnesota attorneys are required to take 45 credit hours every 3 years including 3 credit hours of Ethics and Professionalism, with a minimum of 2 credits of Elimination of Bias.
Effective January 1, 2024, there is no limit to the number of on-demand CLE credits a Minnesota lawyer may report towards their three-year reporting period. Approved courses viewed after January 1, 2024, towards the 2024 reporting period (or later) are not subject to a credit cap.
Beginning July 1, 2024, MN attorneys are required to take 1 credit in Mental Health and Substance Use Disorder. Compliance Group 1 (CLE due by 6/30/2024) is not required to complete this new credit type requirement until their new compliance period begins. Category 2 lawyers due to report in 2025 will be the first group of lawyers subject to this requirement.
Minnesota attorneys can earn all 45 CLE credit hours with us including 3 credit hours of Ethics and 2 credit hours of Elimination of Bias using our Online, iOS/Android App, and Live Webinar courses.
All Minnesota licensed attorneys are assigned to one of three reporting groups for CLE purposes. Attorneys can find their assigned reporting group in the upper left-hand corner of their wallet licenses.
Category 1: July 1, 2018 to June 30, 2021 & July 1, 2021 to June 30, 2024
Category 2: July 1, 2019 to June 30, 2022 & July 1, 2022 to June 30, 2025
Category 3: July 1, 2020 to June 30, 2023 & July 1, 2023 to June 30, 2026
Minnesota Board of Continuing Legal Education
Lawyer Registration Office
180 East 5th Street, Suite 950
St. Paul, MN 55101
651-297-7100
Understanding Religious Accommodations After The Groff Supreme Court Decision
CLE Courses Available Online & iOS/Android App and with Live Webinars!
General Credits
1
$50
LIVE WEBINAR
July 19
Friday, July 19, 2024
2:00PM - 3:00PM Eastern Time (EDT)
About This Course
Employers are required to accommodate the religious beliefs of their employees pursuant to Title VII of the Civil Rights Act of 1964. However, understanding what this means and how to ensure compliance is not easy. How has the Groff Supreme Court decision changed the meaning of “undue burden” under Title VII and how can an employer ensure compliance? What does the interactive process under Title VII look like and what documentation can an employer request? The answers to these and other questions will be provided in this in-depth CLE by employment law attorney, Melissa Fleischer, Esq. In this CLE course, Ms. Fleischer will provide an in-depth summary of what an employer is required to do to provide a religious accommodation for an employee's religious beliefs in light of the Groff case including:
• What is a religious belief?
• Does it have to be a well-known religion or even a religion at all?
• What types of accommodations might an employer have to provide?
• Do you have to allow an employee to pray during the workday?
• Do you have to allow an employee time off for religious observance on religious holidays?
• In-Depth overview of Groff Supreme Court decision
• What does an employee have to reveal to implicate your obligation to provide a reasonable accommodation based upon religious beliefs?
• How does religious reasonable accommodation undue burden standard differ from ADA reasonable accommodations after Groff?
• What is the meaning of undue burden after Groff?
General Credits
1
$50
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