West Metro: One Corporate Office Plaza, Suite 390 ♦ 7400 Metro Boulevard ♦ Edina, Minnesota 55439
East Metro: Rosewood Office Plaza, Suite 340N ♦ 1711 West County Road B ♦ Roseville, Minnesota 55113
Central Scheduling Telephone: 952-831-6555
Facsimile: 952-831-2711
email us at info@neff-law-firm-pa.com
The doctrine of employment of employment at will is that either an employer or an employee have the right to end the employment relationship at any time for any reason. This doctrine may however, be subject to limitation based on other law.
Yes, there may be protection in Minnesota by law depending on the particular situation for a person who reports suspected violation of law to an employer. For example, Minnesota law provides statutory protection for whistleblowers.
A Qui Tam action is a legal claim brought by an informer under statutory law, which has a penalty for certain conduct against a person who violates that law. This type of statute allows for the informer to receive a part of any penalty placed upon the entity who violated the statute.
Yes, an employee receives protection against discrimination from the law. Both Title VII of the federal law and the Minnesota Human Rights Act provide legal protection against certain types of discriminatory behavior at the workplace.
The Family Medical Leave Act provides for eligible employees unpaid leave for family and medical purposes.
In employment law vicarious liability refers to an employer being liable for injuries caused by one of its' employees to another employee under respondeat superior.
The ADEA stands for Age Discrimination Employment ACt, which is a federal law that applies to employment discrimination.
Title VII of the Civil Rights Act is federal law that applies to discrimination. What is the Minnesota Human Rights Act?
MHRA stands for Minnesota Human Rights Act, which sets forth prohibitions on discrimination.
Yes, sex harassment is prohibited under Title VII of the federal law and the Minnesota Human Rights Act.
As in all legal matters each situation should be investigated and evaluated on an individual basis. In general, sexual harassment at the workplace may be when a person is subject to unwelcome sexual advances, there are attempts to get sexual favors, physical contact is made that is sexually motivated or an employee is subject to other behavior of a sexual nature under certain conditions. These conditions include situation where an employee is made to understand that submission to the sexually harassing behavior is a term or condition of the employment. Further, if the employee's submission or rejection of the harassing behavior is used as a consideration in decisions affecting the persons employment. The forgoing sexually harassing behavior can also be assessed to determine whether it has the purpose or effect of substantially interfering with a person's employment environment and the employers knows or should know that the harassment is taking place but fails to take timely and appropriate action to correct the situation.
The forgoing questions and answers are made only to provide basic information, not to provide legal advice or take the place of consultation with a licensed attorney.