Sometimes, whether it is during a job interview, after a job offer or during the course of employment, an employer in Minnesota may request that an employee undergo a medical exam. However, there are a number of circumstances in which requesting a medical exam could constitute disability discrimination.
Many people in Minnesota, despite having a disability, are able to hold down a job to support themselves, with the right help. Unfortunately, many disabled workers still face discrimination in the workplace simply due to the fact that they are disabled.
When one is searching for a job, they polish their resume and fill out job applications. Hopefully all of these efforts lead to the next step: a job interview. While it is normal to be nervous and excited about an interview, one also hopes they will be treated fairly in comparison to other candidates for the job, and Minnesota law serves to support this expectation.
For many Minneapolis residents having a job is a necessary evil. One must work in order to earn one's paycheck, and a paycheck is often a necessity when it comes to paying one's rent, buying food and making sure one's utility bills are covered. Unless a person is independently wealthy, he may depend on his job in order to financially support himself and his family.
Working isn't always easy, especially when the environment is tense. Most people just want to do their jobs and stay out of trouble.
This Minneapolis employment law blog has previously discussed the Americans with Disabilities Act, also known as the ADA. A person who suffers from a physical or mental disability may request that his employer provide him with a reasonable accommodation so that he may do the work he is hired to do, and the right to make this form of request is secured under the tenants of the ADA. However, understanding what is considered reasonable with regard to the ADA's requirements is not always clear, and this blog post will touch on some of the issues that can obfuscate one's understanding of reasonableness when it comes to making workplace accommodations for disabilities.
Say you saw your employer do something illegal, such as engaging in illegal workplace discrimination, either against yourself or against a fellow coworker. Would you speak up? Would you report the wrongdoing to the proper authorities? While employees have the right to do just these things without fear of retaliation, it is an unfortunate fact that in 2006 alone, over 10,000 discrimination retaliation claims were reported to the Equal Employment Opportunity Commission. Retaliation, even though it is illegal, does take place in Minnesota workplaces far too often.
Some in Minnesota may like to think that in this age of equality, workplace harassment has become a thing of the past. However, as a recent report from the Equal Employment Opportunity Commission reveals, the struggle to end harassment in the workplace continues, particularly when it comes to harassment based on gender identity or sexual orientation. This is despite the EEOC's attempts to prohibit such discrimination based on existing law that makes discrimination against a worker based on sex illegal.