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Hennepin County Jury Awards Landmark Verdict of Over $4.6 Million in Whistleblower Case

March 5, 2024/in Blog, News

In January 2024, Brent Bullis, a radiologist and senior shareholder of Consulting Radiologists, Limited (CRL) in Eden Prairie, was granted a historic jury verdict of $4.6 million in a case against his employer for wrongful termination. Dr. Bullis brought a claim against CRL and Allina Health System for retaliation in violation of the Minnesota Whistleblower […]

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 […]

Hennepin County Jury Awards Landmark Verdict of Over $4.6 Million in Whistleblower Case

March 5, 2024/in Blog, News

Protecting Workers’ Rights: Understanding Employment Retaliation Laws in Minnesota

February 19, 2024/in Employment, Retaliation, Whistleblower

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Hennepin County Jury Awards Landmark Verdict of Over $4.6 Million in Whistleblower Case

March 5, 2024/in Blog, News

Dr. Bullis brought a claim against CRL and Allina Health System for retaliation in violation of the Minnesota Whistleblower Act and the Minnesota Human Rights Act. Dr. Bullis alleged that he was terminated in retaliation for his reports of sex discrimination, billing fraud, patient care violations, and illegal and fraudulent activity to CRL. Dr. Bullis, who had worked with CRL for over 18 years, brought forth these concerns to leadership out of good faith and hope that CRL would change its practices so that he could continue his career at CRL. However, when CRL repeatedly failed to act, he warned that he would have to report his concerns to Allina Health, the parent company of Abbott Northwestern Hospital where Dr. Bullis practiced through CRL. In response, CRL terminated his employment.

While Bullis’ claims against Allina Health were dismissed in August 2023, his claims against CRL proceeded to trial. After a two-week long trial, the jury ruled in favor of Dr. Bullis and granted him $ 4,587,602 in damages. The damages calculation included actual and compensatory damages, including past and future wage loss and emotional distress.

This damages award was a significant victory for Dr. Bullis, for employment rights advocates, and for future plaintiffs. A jury award this high shows that the Minnesota community does not tolerate employers who retaliate against their employees for reporting ethical and legal violations and safety concerns. The inclusion of emotional distress damages also recognizes that the effects employees face after discrimination in their workplace extends beyond just the loss of a paycheck. Losing a job often leads to significant effects on a person’s mental and physical health, reputation, and dignity.

If you have questions about employment law, or feel that your rights may have been violated, contact Kitzer Rochel today.

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.

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