Employees in Minnesota might encounter bad days at work, but that does not mean that they should not address any issues they experience in the work environment. If an employee discovers unlawful treatment such as employment discrimination, it is important that they take note of these events and call attention to the appropriate group or person. In some matters, when an employee speaks out or is unfairly treated, they could lose their job through firing or layoff due to employer retaliation. If a job termination is not done properly or is carried out based on discrimination, the employee might have a claim for wrongful termination.
Whether working part-time, full-time, in an office, from home or on the road, residents in Minnesota understand that having a good career is not only essential but is also life-affirming. Obtaining a dream career is challenging, so once it is obtained an employee will work hard and remain determined to maintain or progress in their career. Unfortunately, not all employees feel that their hard work is acknowledged and fear that they are being discriminated against based on a character trait and not being evaluated on their work. This could lead to a hostile work environment, a wrongful termination or even a cause of action.
No matter a person's age, gender and sexual orientation, residents in Minnesota seek to obtain a career that they not only feel comfortable in but are also where they are treated appropriately. When a worker experiences employment discrimination, the event could seriously impact them. A person's characteristics could lead to wrongful termination or cause an employee to quit in order to escape the workplace discrimination.
Both Minnesota and federal laws prohibit many kinds of employment discrimination on the basis of race, sex, national origin and certain other factors, but discrimination on the basis of sexual orientation is a trickier issue. Minnesota's Human Rights Act lists discrimination on the basis of sexual orientation among its prohibited types of workplace discrimination, but the U.S. Civil Rights Act does not. The picture gets even more complicated when religious institutions are involved in discrimination.
Both the Minnesota Human Rights Act and the federal Civil Rights Act prohibit workplace discrimination on the basis of race. However, that doesn't mean that the only type of discrimination prohibited is the type that pits one race against the other. Even some types of discrimination within one racial group may run afoul of the law, if the discrimination is on the basis of race.
Minnesota and federal laws protect workers against racial discrimination and religious discrimination at work. When workers are fired, not hired, denied promotions or suffer other negative employment action because of prohibited discrimination, they can file claims against the employer. However, proving discrimination requires evidence and it can be hard to get solid evidence in many cases.
Under Minnesota and federal laws, when an employee becomes pregnant, her employer generally must make reasonable accommodations to her work duties to allow her to keep working as long as she wants to during the pregnancy. Reasonable accommodations could include getting her a chair, reassigning her to a different department or otherwise modifying her duties. The general idea is that a woman shouldn't be forced to choose between keeping her job and keeping her baby.
State and federal laws prohibit Minnesota employers from discriminating against workers on the basis of race, but it is not always easy to prove when race discrimination has taken place. In some cases, employers may say that they made decisions based on legitimate business concerns and not on race, but the results of those decisions affected employees of one race much more than employees of other races. In employment law, this is called "disparate impact," and it represents an important aspect of anti-discrimination laws.