Minnesota Retaliation Lawyer

Are you dealing with retaliation at work and wondering what to do next? At Capitol City Law Group, we are passionate about protecting employees from workplace retaliation. Our experienced Minnesota retaliation lawyers are here to defend your rights and ensure you get the justice you deserve. Whether you’ve been wrongfully terminated, demoted, or faced other negative actions for reporting illegal activities, we can help.

Don’t wait to take action. Let us guide you through the legal process and fight for your rights. Your peace of mind is just a phone call away.

Contact Capitol City Law Group today at 651-877-6784 for a free consultation.

Understanding Workplace Retaliation

Workplace retaliation happens when an employer takes negative actions against an employee for reporting illegal activities or exercising their legal rights. These negative actions can include bad performance reviews, unwanted job transfers, or even wrongful termination.

Employees have rights that protect them from retaliation for activities like whistleblowing or filing complaints against illegal practices. These protections allow employees to report workplace discrimination, sexual harassment, or other illegal activities without fear of losing their jobs or facing unfair treatment.

At Capitol City Law Group, our seasoned employment law attorneys handle retaliation claims by helping you gather evidence, build a strong case, and defend your rights in court.

Minnesota Laws Protecting Employees from Retaliation

In Minnesota, laws like the Minnesota Human Rights Act and the Minnesota Whistleblower Act protect employees from being treated badly at work for reporting wrongdoings. These laws help create a safe and fair workplace where employees can speak up without fear of punishment.

Minnesota laws include protection from being demoted, harassed, or wrongfully fired. These laws ensure that employees can exercise their rights without worrying about negative consequences.

Minnesota Human Rights Act

The Minnesota Human Rights Act is a key law that protects employees from discrimination and retaliation at work. This law stops discrimination based on:

• Race
• Color
• Creed
• Religion
• National Origin
• Sex
• Marital Status
• Public Assistance Status
• Disability
• Sexual Orientation
• Age

These protections align with federal laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). However, the Minnesota Human Rights Act goes above and beyond by also protecting employees based on marital status, public assistance status, and sexual orientation, which are not explicitly covered under some federal laws.

If you think you’ve been discriminated against or retaliated against at work, our employment law attorneys can provide legal guidance and make sure your rights are protected.

Minnesota Whistleblower Act

The Minnesota Whistleblower Act is a key law that protects employees who report illegal activities or violations of the law. 

Imagine that Jane, an accountant at a large corporation, discovers that her company is committing financial fraud by falsifying records to deceive investors. Jane decides to report this illegal activity to the appropriate authorities. Under the Minnesota Whistleblower Act, Jane is protected from being fired or demoted for her actions. If her employer tries to retaliate against her by giving her a bad performance review or transferring her to a less desirable position, Jane can file a complaint under the Whistleblower Act to protect her rights and seek justice.

Employees can report violations to various agencies, such as the Occupational Safety and Health Administration (OSHA) or the Environmental Protection Agency (EPA), to receive protection under the Minnesota Whistleblower Act. These protections are vital for maintaining honest and lawful workplace practices.

Federal Protections Against Employer Retaliation

Federal laws also protect employees from retaliation. The Equal Employment Opportunity Commission (EEOC) enforces these laws, ensuring employees are not punished for standing up against illegal activities or exercising their legal rights. Federal protections cover many activities, ensuring employees can report wrongdoing without fear. Laws like the Age Discrimination in Employment Act and the Equal Pay Act help keep workplaces fair. These laws allow employees to report issues like workplace safety violations and financial misconduct without fear.

False Claims Act

The False Claims Act is a strong federal law that protects employees who report illegal activities, especially fraud against the government. For example, if an employee discovers that their company is overbilling the government for services not rendered and decides to report this fraud, the False Claims Act protects them from being retaliated against by their employer. 

This law stops employers from punishing employees who expose fraud. It also allows employees to sue their employer on behalf of the government and possibly receive a part of the recovered money. Employees who report fraud play a key role in protecting public resources and ensuring ethical practices in organizations.

Sarbanes-Oxley Act

The Sarbanes-Oxley Act offers strong protections for employees who report fraud in publicly traded companies. If an employee discovers that their company is manipulating financial statements to mislead investors and reports this to the authorities, the Sarbanes-Oxley Act ensures that the employee is protected from retaliation. This law was created to protect investors from false financial reports and ensure that employees who reveal such fraud are not punished by their employers.

Under the Sarbanes-Oxley Act, employees of publicly traded companies are safe from retaliation if they report financial misconduct or other fraudulent activities. These protections make it safer for employees to speak up without fearing negative consequences.

Occupational Safety and Health Act

The Occupational Safety and Health Act (OSHA) is a federal law that protects employees from being punished for reporting safety issues at work. If an employee notices exposed electrical wiring or unsafe machinery and reports these hazards, OSHA ensures they are protected from retaliation. This law was created to ensure safe and healthy working conditions, encouraging employees to speak up about unsafe practices without fear of being targeted. 

How to Prove and Respond to Workplace Retaliation

To prove retaliation in the workplace, you must show three key elements:

1. You engaged in a legally protected activity (e.g., reporting discrimination or illegal activities).
2. You experienced negative consequences at work.
3. The negative action occurred because of your protected activity.

If you believe you’re facing retaliation, take the following steps:

• Gather Evidence: Collect relevant documents, such as emails, text messages, notes, and witness statements, to support your case. The more evidence, the stronger your claim.
• Report the Retaliation: Notify your employer or HR department to create an official record of the events.
• Consult a Retaliation Lawyer: Seek advice from a dedicated attorney who can guide you on the next steps and ensure your rights are protected.

Act quickly to safeguard your legal rights and build a strong case.

How Long Do Retaliation Claims Take to Resolve?

The timeline for resolving a retaliation claim can vary significantly based on several factors, including the complexity of the case, the amount of evidence, and the cooperation of both parties. Generally, the process can take anywhere from a few months to several years.

Initial Filing and Investigation

Once you file a retaliation claim, the initial investigation by agencies like the Equal Employment Opportunity Commission (EEOC) or a state equivalent can take several months. During this period, the agency will gather evidence, interview witnesses, and determine if there is enough merit to proceed with the claim.

Mediation and Settlement Negotiations

If the initial investigation finds grounds for the claim, the next step often involves mediation or settlement negotiations. This phase can take a few weeks to several months, depending on how willing both parties are to reach an agreement. Many cases are resolved at this stage, avoiding the need for a lengthy court process.

Litigation

If a settlement is not reached, the case may proceed to litigation. This involves filing a lawsuit, discovery (exchange of evidence), pre-trial motions, and finally, the trial itself. The litigation process can be lengthy, often taking one to two years or more to resolve.

Appeals

In some cases, either party may choose to appeal the court’s decision, which can add additional months or even years to the timeline.

Compensation

Once a resolution is reached, whether through settlement or court judgment, the time it takes to receive compensation can vary. Some payments are made promptly, while others may be delayed due to administrative processes.

Overall, while some retaliation claims are resolved relatively quickly, others can be prolonged.

Damages and Compensation in Retaliation Cases

In retaliation cases, employees may be entitled to different types of compensation, such as back pay, front pay, and lost wages. These payments are meant to cover the financial losses caused by the employer’s actions. Employees may also receive compensation for emotional distress to account for the negative feelings and damage to their reputation.

In severe cases, the court may award punitive damages to punish the employer for their behavior. Additionally, if the employee wins the case, the court may require the employer to pay for the employee’s legal fees, so the employee does not have to bear the cost of seeking justice.

Whistleblowers under the False Claims Act can also receive a financial reward from the recovered damages against their employer.

How Our Minnesota Retaliation Lawyers Can Help

• Comprehensive Case Review: We will evaluate your case to determine whether your employer has violated your rights through retaliation.
• Expert Legal Guidance: With over 30 years of collective experience in employment law, we understand the complexities of retaliation cases and will advise you on the best course of action.
• Aggressive Representation: We are prepared to represent you in negotiations or in court, fighting to hold your employer accountable and seeking compensation for any damages you have suffered.

Why Choose Capitol City Law Group, LLC?

• Trial-Tested Advocates: Our attorneys are seasoned litigators with a strong track record of success in employment law cases, including retaliation.
• Client-Focused Service: We prioritize your needs and are committed to helping you navigate this challenging time with support and guidance.
• No Upfront Fees: We often handle retaliation cases on a contingency basis, meaning you don’t pay unless we win your case.

Take Action Against Retaliation

If you’ve been retaliated against at work for exercising your rights, you don’t have to face it alone. Our Minnesota retaliation lawyers are here to help you take legal action and secure the justice you deserve. Let us fight to protect your rights and hold your employer accountable for unlawful retaliation.

Call us at 651-877-6784 to schedule a free case review.