Tag Archive for: wrongful termination

You’ve Been Let Go or Treated Unfairly: What to Say, Do, and Document

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Losing your job—or facing unfair treatment—can be overwhelming. But what you say and do next can protect your rights. Here are the essentials: how to document what’s happening, what to say during termination, and how to approach a severance agreement.

1. Start Documenting Immediately

If you’re dealing with discrimination, retaliation, or a sudden termination, begin documenting right away. Clear, dated notes are enough.

Include:

  • What happened: Key incidents, dates, times, and people involved.
  • What was said: Exact quotes when possible.
  • Witnesses: Anyone who saw or heard the events.
  • Evidence: Save emails, texts, reviews, policies, and screenshots.

Good documentation strengthens your credibility and creates a clear timeline.

2. What to Say (and Not Say) When You’re Fired or Pressured to Resign

If you’re terminated or pushed out, stay calm. Don’t argue, admit fault, or sign anything on the spot.

Do say:

  • “Can I receive the reason for my termination in writing?”
  • “I’d like time to review any paperwork before signing.”
  • “I’ll follow up with questions after I’ve had time to process this.”

Don’t say:

  • “I guess I deserved this.”
  • “I’m going to sue you.”
  • “Fine, I quit.”

In Minnesota, you can request a written reason for your termination, and the employer must provide it within 10 working days.

3. Should You Sign a Severance Agreement?

A severance package often requires you to give up legal claims. Before signing:

  • Read carefully: You may be waiving rights related to discrimination, retaliation, or unpaid wages.
  • Look for restrictive clauses: Non-disparagement or non-rehire terms can limit your options.
  • Check your timeline: Workers 40+ must be given at least 21 days to review and 7 days to revoke. Even if younger, you don’t need to sign immediately.

Severance is often negotiable—especially if you were treated unfairly. Talk to an employment lawyer before signing.

Final Thoughts

If you’re let go or mistreated, pause before reacting. Document everything, don’t sign under pressure, and understand your rights. Getting fired doesn’t erase your protections—in many cases, it’s when they matter most.

If you want help reviewing your options, contact our firm and we will see if we can help.

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

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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 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.