Just because a Minnesota resident has been terminated from their job does not mean they no longer have any rights. To understand what these rights are, it is important to know first what category one's employment falls under.
Getting to the top position at one's employment is difficult for most people, but its often even more difficult for women to get positions of power, for various reasons. Unfortunately, even when women make it to the top they are still subjected to a hostile work environment created by colleagues or subordinates who are not willing to take directions from a woman. Though great strides are being taken to equalize the work and power balance between men and women, the reality is that women are often subjected to harassment and discrimination at most positions and offices.
When someone loses their job, their steady source of income, it is natural to wonder what went wrong or how they could have avoided this situation of sudden unemployment. "Why was I fired?" may be a recurring question, along with the sentiment that one's firing was "unfair", but it is important to understand that unfair may differ from illegal.
Thousands of employees in Minnesota have relationships with their employers that are based on an employment contract. These agreements can cover a whole range of issues, such as compensation, benefits and the scope of job assignments. They can also cover the ways in which the employment contract can be terminated by the employer.
No one enjoys tension in their workplace. For the most part, Minnesota residents want to enjoy what they do for a living, earn a decent income and go home happy to their families. Unfortunately, there are some employees in Minnesota who don't have this type of ideal situation. Instead, they may be subject to various forms of retaliation in the workplace, which can make life miserable.
Employers in Minnesota are obligated to provide employees with a safe working environment. This obligation includes providing safe facilities, appropriate training and having a system in place to address safety concerns as they arise. Unfortunately, some employees in Minnesota may be working in an environment that ignores these obligations. So, what can employees do about unsafe work conditions at their place of employment?
It is never a pleasant thing to be fired from a job. It can be a blackmark on a person's résumé, and there will likely be no professional references from that job. However, not all terminations of employment are legal. In some cases, the reason for a person's dismissal from a job could violate certain areas of employment law. When that is the case, a wrongful termination claim might be an option.
While many of our readers probably have good relationships with their employers, the fact is that some workers in Minneapolis are fired from their jobs for reasons that they disagree with. When employers terminate a worker's employment, they will usually try to justify the move as being based on performance, or perhaps a specific instance of non-compliance with the job directives. But, what if there are other reasons? What can you do if you were wrongfully discharged from your job?
You only had your job for three years and you were still a relatively new staff member in a small accounting firm compared to the rest of your colleagues that had been there for 10 years or more. Everything had been going well. You got on well with your co-workers and your boss, and you enjoyed your work. Things started to change six months ago when a new manager (a friend of the owner) was hired.
The college football season may be over, but one incident involving the University of Minnesota's football team is still garnering national attention. As Minneapolis residents might already know, the University of Minnesota fired football coach Tracy Claeys after he stated that he supported a boycott by some football players with regard to a situation in which 10 other football players were suspended after being involved in an alleged sexual incident that was deemed inappropriate. The University bought out the remaining two years on Claeys' contract for $500,000.