Just because an individual has quit their job voluntarily does not mean they are no longer entitled to the wages and commissions they have earned until that point. This is the law in Minnesota, regardless of whether the employee was fired, terminated or left their job voluntarily.
When signing an employee contract, Minnesota residents expect to see some provisions about their pensions, retirement plans and health insurance plans. Upon seeing them, many sign on the dotted line without actually knowing what those plans are, what laws they are being provided under and what happens if an employer fails to pay these benefits.
One or the rights employees who have just become parents have is maternity leave, under the Family and Medical Leave Act. Parents of newborns get 12 weeks of unpaid family leave and many states have begun supplementing that with paid family leave that uses a state payroll tax pool. Additionally, companies have begun implementing family-leave policies that cross state borders and benefit families across the board.
Getting a job is the shining light at the end of the long struggle of dropping off resumes and going for interview after interview. Being financially independent and setting a purpose for oneself does wonders for self-esteem. However, before Minnesota residents begin working, they should be aware of some basic employment law terms and how they will affect them in their jobs.
When people think of workplace harassment, many Minnesotans may immediately think of sexual harassment and dismiss other types of comments or jokes as being part of their work culture. As harassment remains unreported, it becomes more of a problem and often ends up creating a workplace where employees do not feel safe or enjoy working. Not only does this affect an employee's productivity, but also their emotional equilibrium.
To understand what duties and obligations an employer owes to their disabled employees, it is first important to understand whom the law protects. The Minneapolis resident must be qualified for the job and have a disability that is defined by the law. This can be shown by three ways: a person could be disabled if they have a physical or mental condition that substantially limits a major life activity, such as walking; a person could be disabled if they have a history of disability, such as cancer in remission; or a person may be disabled if they have a condition that is not transitory and minor.
Everyone deserves to earn their living in workplace where they are not facing prejudice or being discriminated against. This is why state and federal laws exist surrounding this area-employees are granted rights to ensure that they in spaces where they feel safe, respected and rewarded for their achievements, not pushed behind or sidelined for their physical characteristics. Discrimination in the workplace doesn't always have to be blatant-oftentimes it is subtle and an employee may not even be sure about what they experienced. However, they should know that discrimination is against the law and should not be tolerated.
Most disputes between employees, unions and employers are covered under either state or federal employment laws. However, a recent case shows that some employees may be able to assert a constitutional claim when they address a dispute.
Of all the different types of discrimination that a Minnesota resident might face in the workplace, racial discrimination is probably the most common, unfortunately. Although our society has made great strides in this area, particularly through the enactment of various federal and state laws to protect minority workers from discrimination, the sad reality is that racial discrimination still occurs.
Our readers in Minnesota may have seen a previous post here that discussed arbitration clauses that are commonly part of the terms and conditions of employment contracts. These types of clauses have been a hot-button issue in employment law circles, as they are often used to force employees away from the courtroom, into arbitration and - most importantly - away from the ability to form a "class" and pursue a class action lawsuit. In a recent U.S. Supreme Court decision, the ability of employers to include these arbitration clauses in employment contracts was upheld.