There are a variety of illnesses and disabilities that employees in Minnesota and elsewhere need to manage in the workplace. While employers are required to accommodate the workplace for these disabilities, it can still be difficult for some employees to manage an illness at work. Some employers may want to avoid having an employee with these extra needs or accommodations, but this is considered workplace discrimination.
Disability discrimination against people with diabetes
Why is sexual harassment in the workplace hard to prove?
As a previous post highlighted, sexual harassment in the workplace can take different forms and can occur at varying degrees. Additionally, a victim does not need to be the direct victim of the harasser, but could be an individual impacted by witnessing sexual harassment in the workplace. While sexual harassment could lead to serious damages experienced by a victim, it is not always easy to prove that these situations have occurred in work environments in Minnesota and elsewhere.
What sexual harassment looks like
The U.S. Equal Employment Opportunity Commission, or EEOC, enforces the prohibitions against certain acts in the workplace. For employees in Minnesota and all other sates in the nation, this means being protected from harassment and discrimination in the workplace. Despite federal and state rules and regulations, various forms of discrimination and harassment still occur in the work environment.
Helping employees invoke their whistleblower rights
Some employees in Minnesota have to make difficult decisions in the workplace. While some of the decisions relate to a certain job title, others might be connected to decisions made or actions taken by an employer. When an employee discovers that an employer is violating a state or federal law or regulations, it can be a difficult situation to navigate.
