Blog Elements - Kitzer Rochel PLLP

Half Sized Blog Element (Single Author Style)

Half Sized Blog Element (Multi Author Style)

Protecting Workers’ Rights: Understanding Employment Retaliation Laws in Minnesota

February 19, 2024/in Employment, Retaliation, Whistleblower

In the dynamic landscape of employment, workers’ rights and protections stand as pillars of ensuring fair treatment and equitable conditions in the workplace. Among these safeguards is the prohibition of employment retaliation, a crucial aspect of labor laws designed to shield employees from adverse actions by employers in response to protected activities. In the state […]

What to Know about Minnesota’s Pregnancy and Parental Leave Laws

December 8, 2023/in Blog

This past legislative session, Minnesota passed a law guaranteeing employees the right to paid pregnancy or parental leave. This will go into effect on January 1, 2026. As it stands, employees are entitled to 12 weeks of unpaid leave within 12 months of the birth or adoption of a child. Employees can choose when they […]

Protecting Workers’ Rights: Understanding Employment Retaliation Laws in Minnesota

February 19, 2024/in Employment, Retaliation, Whistleblower

What to Know about Minnesota’s Pregnancy and Parental Leave Laws

December 8, 2023/in Blog

Full Sized Blog Element (Big Preview Pic)

Protecting Workers’ Rights: Understanding Employment Retaliation Laws in Minnesota

February 19, 2024/in Employment, Retaliation, Whistleblower

Minnesota’s employment retaliation laws are enshrined in various statutes and regulations, primarily under the Minnesota Human Rights Act (MHRA) and the Minnesota Whistleblower Act (MWA). These laws serve as powerful tools in protecting employees who exercise their rights or report unlawful conduct within their workplace.

The MHRA prohibits employers from retaliating against employees who oppose discrimination or participate in proceedings related to discrimination claims. This includes actions such as filing a complaint, providing testimony, or assisting others in asserting their rights under the MHRA. The law covers various forms of retaliation, including termination, demotion, harassment, or any adverse employment action taken in response to protected activities.

Similarly, the MWA shields employees from retaliation when they report suspected violations of law or public policy by their employers. Protected disclosures under the MWA include reporting suspected or planned unlawful conduct, safety violations, fraud, or other illegal activities. Employers are prohibited from taking retaliatory measures against employees who make such reports, ensuring that whistleblowers can come forward without fear of repercussions. Protections against retaliation are very broad.

It’s important to note that Minnesota’s employment retaliation laws extend protection to a wide range of workers, including full-time, part-time, and temporary employees, as well as independent contractors in certain circumstances. Additionally, individuals who assist or support employees in exercising their rights are also safeguarded against retaliation under these and similar laws.

Employment retaliation can have serious consequences, not only for the individuals directly affected but also for the overall workplace environment and morale. By upholding strong protections against retaliation, Minnesota aims to foster a culture where employees feel empowered to assert their rights and speak out against injustices without fear of reprisal.

Employers found in violation of Minnesota’s employment retaliation laws may face significant legal consequences, including monetary damages, reinstatement of employment, and injunctive relief. Moreover, repeated violations can tarnish a company’s reputation and erode trust between employers and employees.

If you have additional questions about employment retaliation in Minnesota, or feel that you may have experienced retaliation, contact us today.

What to Know about Minnesota’s Pregnancy and Parental Leave Laws

December 8, 2023/in Blog

This past legislative session, Minnesota passed a law guaranteeing employees the right to paid pregnancy or parental leave. This will go into effect on January 1, 2026.

As it stands, employees are entitled to 12 weeks of unpaid leave within 12 months of the birth or adoption of a child. Employees can choose when they would like to take this leave, with the only requirement being that they provide reasonable notice to their employers. Employees are entitled to their job back when they return from leave and they are entitled to continue receiving health insurance benefits while on leave, although they may be asked to pay for it.

Starting in 2026, the State of Minnesota will begin paying you a portion of your wages while you are out on leave, becoming the 12th state to offer such a program.

If you are experiencing discrimination or retaliation on the basis of your pregnancy or other protected status, contact Kitzer Rochel. Our experienced employment law attorneys would be happy to discuss your case and understand your legal rights and options.

Half Sized Blog Element (Single Author Style)

Half Sized Blog Element (Multi Author Style)

Full Sized Blog Element (Big Preview Pic)

Disclaimer