Minnesota Wrongful Termination Lawyer

Advocating For Your Employment Rights

Are you feeling lost and frustrated after losing your job unexpectedly? You might be wondering if your termination was fair or even legal. Wrongful termination occurs when an employer fires an employee for illegal reasons, such as discrimination, retaliation, or violating an employment contract. Understanding your rights is crucial; having a dedicated wrongful termination lawyer by your side can make all the difference.

Employees who have worked for years at one business may be suddenly terminated. In some cases, however, individuals may be unlawfully terminated. In such a case, you should not hesitate to retain the services of an experienced and capable Minnesota employment lawyer. 

Our team at Capitol City Law Group, LLC understands the importance of maintaining your job to provide for yourself and your family. Unfortunately, in today’s work environment, job security is not what it used to be, and in Minnesota, employment is at will. 

Call our office at 651-877-6784, and we can review your case for free!

Understanding Wrongful Termination in Minnesota

Wrongful termination under Minnesota law happens when an employer illegally fires an employee, breaking an employment contract, specific law, or public policy. This occurs when an employer doesn’t have the legal right to fire at will or if the firing is based on illegal reasons like discrimination.

Minnesota law offers strong protections against various forms of job discrimination, including those based on race, color, national origin, gender, disability, age, and sexual orientation. Employers cannot fire employees for these discriminatory reasons, as well as for retaliation or whistleblowing against internal misconduct.

At-Will Employment in Minnesota

Minnesota is an at-will employment state, which means that either the employer or the employee can end the employment relationship at any time without needing a reason or giving prior notice. While this allows for flexibility, it also means that employees can be fired for almost any reason, even if it seems unfair.

Although at-will employment might seem intimidating, federal and state laws, including the Minnesota Human Rights Act and Title VII of the Civil Rights Act of 1964, provide important protections against illegal terminations. These laws prevent employees from being fired for discriminatory reasons, retaliation, or other unlawful grounds, serving as a check against potential abuses of at-will employment.

What Exceptions Exist to At-Will Employment in Minnesota That Could Impact a Wrongful Termination Claim?

These exceptions protect employees and can help challenge an unfair termination.

1. Discrimination: Employers cannot fire employees based on race, color, national origin, gender, disability, age, or sexual orientation.
2. Retaliation: Employees are protected from being fired for exercising their legal rights, such as filing a discrimination complaint, participating in an investigation, or whistleblowing. Retaliatory terminations are illegal under both state and federal laws.
3. Breach of Contract: If there is an employment contract, employers must follow its terms. Firing an employee in violation of the contract can lead to a wrongful termination claim.
4. Public Policy: Employees cannot be fired for reasons that go against public policy, such as refusing to do something illegal, performing a public duty like jury service, or exercising a legal right.
5. Implied Contracts: Sometimes, employers create implied contracts through verbal promises or written policies that suggest job security. If an employer breaks these implied agreements, it may be grounds for a wrongful termination claim.

If any of these exceptions apply to your situation, seeking legal advice from a knowledgeable wrongful termination lawyer can help you with your case and protect your rights.

Common Grounds for Wrongful Termination Claims

Several illegal reasons can lead to wrongful termination claims under Minnesota law. Recognizing these common grounds is vital for identifying wrongful termination and taking appropriate action.

Examples of wrongful termination include:

• If you and your employer signed a contract, and your firing constituted a violation of the contract’s terms
• If policies in an employee manual limit the employer’s ability to terminate employees
• If certain union agreements exist
• If you were fired because of your race, ethnicity, religion, gender, sexual orientation, marital status, disability, public assistance, or age
• If your employer retaliated against you for exercising your right to take medical or family leave, bringing a harassment or discrimination claim, whistleblowing, or participating in other protected activities
• If you were terminated for participating in jury duty, complying with a subpoena, or complying with some other form of public policy
• If you experienced a hostile work environment

Discrimination-Based Terminations

Discrimination-based terminations are among the most common reasons for wrongful termination claims. When an employee is fired due to discrimination, they may be entitled to various forms of compensation. This can include back pay, future pay, compensation for emotional distress, punitive damages, and even getting their job back. Proving such claims often requires strong evidence, including documents and witness statements that show a pattern of discriminatory behavior. Legal protections against job discrimination aim to ensure a fair workplace.

Retaliation-Based Terminations

Retaliation-based termination happens when an employee is fired for using their legal rights, like filing a complaint about discrimination or being part of an investigation against their employer. This type of firing is illegal under both state and federal laws, which aim to protect employees from being punished for standing up against unfair practices at work.

For example, if an employee files a complaint with the Equal Employment Opportunity Commission (EEOC) about unfair treatment and then gets fired, it would be considered retaliatory wrongful termination. In these cases, employees should keep records of all incidents and seek legal advice to help with their claims.

Breach of Contract

A breach of contract happens when an employer doesn’t follow the terms of an employment contract. This could mean not sticking to agreed-upon firing procedures or breaking other promises in the contract. When this happens, employees might have a reason to file a wrongful termination claim.

Employment contracts are legal agreements that spell out the rights and duties of both the employer and the employee. If an employer breaks these terms, it can lead to legal action. Employees should know their contracts well and get legal help if they think their firing went against the agreement.

How to Prove Wrongful Termination

Proving wrongful termination requires strong and clear evidence. Direct evidence, like written documents or emails that clearly state the illegal reason for firing, can be very powerful. However, such evidence is not always available, and circumstantial evidence can also be used.

Circumstantial evidence involves showing patterns of behavior or policies that suggest discrimination or retaliation. For example, keeping a record of all communications with your employer can help show consistent discriminatory practices or retaliatory actions. This evidence can be used to build a strong case, even if there is no direct admission of wrongful termination.

What Types of Documentation Are Most Important to Save When Building a Wrongful Termination Case?

Building a strong wrongful termination case requires thorough and organized documentation. Here are some of the most important types of documentation to gather:

1. Employment Contracts and Agreements: These documents outline the terms of your employment and any conditions that must be met for termination. They can provide evidence if your firing violated the terms of your contract.
2. Performance Reviews: Regular performance evaluations can show your job performance and counter any claims of poor performance that might be used to justify your termination.
3. Emails and Written Communications: Save all relevant emails, memos, and letters between you and your employer. These can reveal patterns of behavior, discriminatory language, or retaliatory actions.
4. Employee Handbooks and Policies: These documents can show whether your employer followed their own procedures and policies in terminating your employment.
5. Witness Statements: Collect statements from coworkers or others who witnessed discriminatory or retaliatory behavior. Their testimonies can support your claims.
6. Pay Stubs and Benefits Information: These records can be important for calculating damages such as lost wages and benefits.
7. Documentation of Incidents: Keep detailed notes of any incidents of discrimination, harassment, or retaliation. Include dates, times, locations, and the names of those involved.
8. Legal Complaints and Filings: If you filed any complaints with agencies like the EEOC or state human rights commissions, keep copies of these filings and any responses.

Having a complete and well-organized collection of these documents can greatly strengthen your wrongful termination case. A dedicated wrongful termination lawyer in St.Paul from Capitol City Law Group can help you identify and gather the necessary evidence to support your claim.

5 Steps to Take if You’ve Been Wrongfully Terminated

If you think you were wrongfully fired, follow these steps to protect your rights and build a strong case:

1. Document All Relevant Events: Write down conversations, incidents, and any communications with your employer. Documenting your termination while details are fresh can be critical in building a strong case.
2. Seek Legal Advice Promptly: There are deadlines for filing wrongful termination claims, and an experienced Minnesota wrongful termination lawyer can help navigate the process. They can assist in gathering evidence, advising on legal strategies, and representing you in legal proceedings.
3. Maintain Professionalism: When discussing your termination, maintain professionalism. This not only protects your reputation but also ensures that you are viewed favorably in any legal or professional evaluations.
4. Request a Written Explanation: You may request a written explanation for your termination from your employer, which they are legally obliged to provide within ten days.
5. Ensure Receipt of Final Paycheck: Ensure you receive your final paycheck within 24 hours of requesting it, as mandated by Minnesota law.

How Long Do I Have to File a Wrongful Termination Lawsuit in Minnesota?

In Minnesota, the statute of limitations for filing a wrongful termination lawsuit can vary depending on the specific circumstances and the type of claim being made. Generally, for claims under the Minnesota Human Rights Act (MHRA), you have one year from the date of the alleged discriminatory act to file a charge. For claims involving breaches of employment contracts or other legal grounds, the statute of limitations may differ.

Act promptly and seek legal advice to ensure that you meet all relevant deadlines. Consulting with a Minnesota wrongful termination lawyer from Capitol City Law Group can help you understand the specific time limits applicable to your case and guide you through the filing process effectively.

Writing an Appeal Letter for Wrongful Termination

In some cases, those who are wrongfully terminated decide to send a complaint letter to their employer asking to get their job back. Before writing the letter, you should check the company’s rules about filing complaints, like any deadlines. Make sure to follow these rules closely to improve your chances of a good outcome. If you are in a union, contact your representative and follow their advice on writing the complaint letter. 

You should have a knowledgeable wrongful termination attorney help you through this process.

The Role of a Minnesota Wrongful Termination Lawyer

A wrongful termination lawyer helps determine if your firing was legal and explain your rights under employment law. During the first consultation, you’ll discuss your case, review its strengths and weaknesses, and go over potential legal strategies with the lawyer.

If you decide to move forward, the lawyer will guide you through the legal process, from gathering evidence to negotiating settlements or representing you in court. Having legal representation can greatly increase your chances of a positive result, ensuring your rights are fully protected.

At Capitol City Law Group, we are dedicated to protecting your rights throughout the legal process. Our proficient wrongful termination attorneys will work tirelessly to make sure your rights are fully respected, providing you with skilled and effective legal help.

How Capitol City Law Group Can Help You

At Capitol City Law Group, we know that losing your job unfairly can be very stressful. Our team of wrongful termination lawyers has:

• Over 30 years of combined legal experience
• Proven, dedicated, and knowledgeable advocacy
• A strong track record of success

We are dedicated to giving you personalized and effective legal help that fits your unique situation. Our deep understanding of Minnesota employment law, our caring approach to clients, and our strong drive for justice make us stand out from others.

We carefully examine your case to make sure we don’t miss any details. Our lawyers are skilled in both negotiating and going to court, ready to fight for your rights. We keep communication clear and keep you informed every step of the way.

Take Action Against Wrongful Termination with Capitol City Law Group

Do you think you have a wrongful termination claim? If so, contacting our employment lawyers in St.Paul is important. There are strict deadlines for filing a claim, so please reach out to us as soon as possible. We are ready to listen to your case and offer you practical solutions.

Contact our office at 651-877-6784 to schedule a free case review.