Speaking of sexual harassment, the Minnesota Supreme Court early this month upheld the standard of “severe and pervasive” as applies to a threshold determination of sexual harassment claims, but it also whittled away some of the standard’s foundation. The court pronounced the Minnesota Human Rights Act more expansive and protective than federal Title VII protections and cautioned that the “standard must evolve to reflect changes in societal attitudes towards what is acceptable behavior in the workplace.” Just days later, the Minnesota Supreme Court upheld the Sick and Safe Time Ordinance passed by the city of Minneapolis back in 2016 in a challenge brought by the Chamber of Commerce and other business advocacy groups. The court upheld a lower court ruling that the ordinance is not pre-empted by state law and also allowed it to apply to employers without a permanent place of business in the city if its employees spend the minimum of 80 hours annually working in Minneapolis. Getting away from Minnesota, we noted that the U.S. Bankruptcy Court for the Northern District of Illinois up found that government restrictions prompted by the coronavirus pandemic qualified as a force majeure event and excused the debtor restaurant’s unpaid rent. The court however also found that the restaurant was able to use 25% of the facility for take-out business and pro-rated the rent arrearage accordingly. As DDIFO business member Marks & Klein underscored in their summary write-up of the decision, “the courts are looking at force majeure clauses carefully in light of the COVID-19 pandemic . . .”