Discrimination Lawyer in Minnesota

As your dedicated discrimination lawyer in Minnesota, Capitol City Law Group understands the challenges you face when dealing with unfair treatment in the workplace. Whether it’s discrimination based on age, race, gender, sexual orientation, or any other protected class, our experienced team is here to provide the strong advocacy you need. 

At Capitol City Law Group, we pride ourselves on our proven track record of holding employers accountable and ensuring justice is served. Our personalized approach means we listen to your unique story, tailor our strategies to your specific needs, and fight relentlessly to protect your rights.

Our team is ready to offer you a free consultation, discuss your case, and guide you through the legal process, call us today at Capitol City Law Group by calling 651-877-6784. Let us help you take the first step towards a fair and equitable workplace. Call us now and let’s work together to set things right.

Protecting Employee Rights in Minnesota

An entire organization is set up to help ensure the protection of employees based on certain characteristics they hold. The Equal Employment Opportunity Commission (EEOC) watches over equal employment in the federal workplace and has established federal mandates to protect certain classes to which individuals may belong. Overall, it is strictly illegal for an employer to treat you differently or negatively based on these protected classes.

You have the EEOC’s protection during all stages of work, including:

• Initial interviews
• Training procedures
• Wage and benefit earnings
• Hiring processes
• Promotion or demotion selection
• Firing processes

Classes considered protected by the EEOC include:

• Race
• Religion
• Age (if older than 39)
• Genetic information
• Sex (or pregnancy status)
• Nationality
• Disability

Every state is entitled to nominate additional protections under its own Human Rights department. The Minnesota Department of Human Rights has introduced other protected classes you should know if you work in the state, which are:

• Marital status
• Familial status
• Local Human Rights Commission activity
• Sexual orientation

At Capitol City Law Group, our Minnesota employment lawyers are dedicated to defending our clients’ rights against workplace discrimination, harassment, and wrongful termination. We are committed to representing employees and providing legal assistance in disputes with employers, ensuring that their voices are heard and their rights are upheld.

Our mission is to protect workers’ rights and hold employers accountable. Recognizing the uniqueness of each case, we tailor our approach to meet specific client needs. Advocating for civil rights violations like racial discrimination, we strive to create a fair and equitable workplace. Our employment lawyers and discrimination lawyers are dedicated to protecting employee rights and holding employers accountable.

Understanding Workplace Discrimination

Workplace discrimination occurs when employees are treated unfairly based on certain characteristics, which can be challenged under federal and state laws. These laws are designed to protect workers’ rights and ensure that everyone is treated equally in the workplace.

Federal laws, such as Title VII of the Civil Rights Act and the Equal Pay Act, prohibit discrimination based on race, gender, and age, ensuring equal treatment in various workplace practices. These state and federal laws cover a wide range of employment-related decisions. Employees can address discriminatory practices without fear of retaliation.

Types of Employment Discrimination

Employment discrimination can manifest in various ways, and understanding these different types is crucial for protecting your rights. In Minnesota, individuals are protected against discrimination in the workplace based on several characteristics. Here are some specific types of employment discrimination:

• Age Discrimination: Involves treating someone less favorably because of their age. This includes harassment that creates a hostile work environment for individuals aged 18 or older.
• Gender Discrimination: Occurs when an employee is treated unfavorably due to their gender, including cases related to pregnancy or gender identity.
• Racial Discrimination: Involves treating an employee unfavorably because of their race or characteristics associated with race.
• Disability Discrimination: This happens when an employee is treated unfairly due to a disability, and the employer fails to provide reasonable accommodations.
• National Origin Discrimination: This occurs when an employee is treated unfavorably because they are from a particular country or part of the world.
• Religious Discrimination: Involves treating an employee unfavorably because of their religious beliefs.

Legal Process for Reporting Discrimination

Victims of workplace discrimination should follow the legal process for reporting it to protect their rights:

1. Understand Company Policy: Begin by familiarizing yourself with your company’s internal policies regarding discrimination. This will help you understand the proper channels for reporting the issue.
2. File an Internal Complaint: Report the discrimination to your employer as per company policy. Ensure that your complaint is documented and submitted to the appropriate parties, such as your HR department or a designated compliance officer.
3. Document the Incidents: Keep detailed records of each instance of discrimination. Include dates, times, locations, descriptions of the events, and any witnesses. This documentation serves as crucial evidence if the case proceeds to litigation.
4. Seek Legal Counsel: If internal complaints do not resolve the issue or if you experience harassment from a supervisor, consult with an employment attorney. Legal counsel can guide you through the next steps and help protect your rights.
5. File a Charge with the EEOC: If necessary, your attorney can assist you in filing a charge with the Equal Employment Opportunity Commission (EEOC). This federal agency investigates discrimination complaints and can help facilitate a resolution.
6. Consider State Agencies: Depending on your case, you may also file a complaint with the Minnesota Department of Human Rights or other relevant state agencies, which can provide additional support and resources.
7. Participate in Mediation or Investigation: The EEOC or state agency may offer mediation as an alternative to litigation. If mediation is unsuccessful or not offered, they will investigate the complaint to determine if there is reasonable cause to believe discrimination occurred.
8. Litigation: If the agency finds discrimination or issues a “right to sue” letter, you may proceed with filing a lawsuit against your employer. Your attorney will represent you in court, seeking justice and compensation for the discrimination you faced.

The Minnesota Whistleblower Act also protects against retaliation for reporting suspected legal violations.

Addressing Workplace Retaliation

Many victims of workplace discrimination fear retaliation for reporting issues, but protections exist for those who come forward. Whistleblower laws shield individuals from penalties, ensuring they can report discrimination without fear of job loss or other forms of retaliation.

Unfortunately, retaliation can be difficult to prove in a workplace setting. It may manifest through intimidation, harassment, job transfer, demotion, or even termination. Judges understand retaliation when it is explained in simple terms, which can aid in legal proceedings. Employers may want to punish whistleblowers, but the law supports those who stand up against discrimination.

Understanding Retaliation Laws

Both state and federal laws, such as the Minnesota Human Rights Act and Title VII of the Civil Rights Act, prohibit retaliation against employees who report discrimination or participate in an investigation. These laws are designed to protect employees from any adverse actions taken by employers as a response to their lawful actions. Retaliation can include a wide range of negative responses, such as decreased work hours, exclusion from meetings, or unfair performance evaluations.

Building a Strong Retaliation Case

To build a strong retaliation case, document all instances of retaliation thoroughly. This documentation should include any changes in job responsibilities, communication with supervisors, and any written or verbal warnings received after reporting discrimination. Gathering evidence and witness statements can strengthen your case and provide a clearer picture of the retaliation experienced.

Seeking Legal Guidance

Dealing with retaliation claims can be challenging, so it’s important to get help from seasoned employment attorneys. They can explain your rights, assess the strength of your case, and represent you in legal proceedings. An attorney can also help negotiate settlements or pursue a lawsuit if needed. It’s vital to protect your rights and ensure fair treatment at work, and legal professionals can provide the support you need to achieve justice.

Wrongful Termination Claims

Employment-at-will doctrine allows employers to terminate employees for almost any reason unless specific federal or state laws are violated. However, exceptions exist that protect employees:

• Implied Contract Exception: This exists when an employer’s actions or statements suggest job security, even if there is no formal agreement in place. It implies that the employer will not terminate an employee without just cause.
• Good Faith Exception: This requires employers to act in good faith and have just cause for termination, discouraging dismissals made for selfish or malicious reasons.
• Public Policy Exception: Protects employees from being terminated for reasons that violate public policy, such as refusing to perform illegal acts or reporting legal violations.
• Statutory Exception: Employees are protected from termination based on specific statutes, such as anti-discrimination laws or whistleblower protections.
• Retaliation Exception: Protects employees from being fired in retaliation for exercising their legal rights, such as filing a discrimination complaint or participating in an investigation.

Understanding these exceptions can be challenging, but with the help of knowledgeable Minnesota employment attorneys, you can learn about your rights and seek justice if you believe you have been wrongfully terminated.

Disability + Leave Discrimination

Employees with disabilities require full protection under the law. Employers must make reasonable accommodations for employees with disabilities unless it causes undue hardship. These accommodations may include:

• Flexible work schedules to accommodate medical appointments or treatment
• Modified workstations to ensure accessibility and comfort
• Provision of assistive devices or technology to aid in job performance
• Adjustments to job duties to match an employee’s abilities
• Remote work options for employees who may need to work from home
• Reserved parking spaces close to the office entrance
• Provision of a quiet space for rest or medication administration
• Adjustments to communication methods, such as providing written instructions or using sign language interpreters

Employers must allow leave without pay for pregnant employees, ensuring all employees receive fair and humane treatment in the workplace because different treatment based on disability or maternity leave is illegal discrimination.

In addition to legal obligations, fostering an inclusive work environment benefits both employers and employees. By embracing diversity and making necessary accommodations, companies can enhance productivity and morale. Employers should actively engage in discussions with employees to understand their specific needs and ensure compliance with state and federal laws. Regular training and awareness programs can help prevent discrimination and promote a culture of acceptance and support.

Employees should be aware of their rights to request reasonable accommodations and take necessary leave without fear of retaliation. If you suspect discrimination, seeking advice from discrimination attorneys can provide clarity and direction. Protecting your rights and ensuring fair treatment helps to maintain a healthy and equitable workplace.

How Capitol City Law Group Can Help You

At Capitol City Law Group, we focus on helping clients who face workplace discrimination, harassment, and wrongful termination. Our attorneys understand Minnesota’s employment laws and civil rights issues, and we provide personalized legal plans to ensure the best representation for each client. We know that every case is different, and we are committed to finding solutions that fit the specific needs of our clients.

We are strong supporters of clients whose civil rights have been violated, dealing with problems like racial discrimination, gender discrimination, and cases involving excessive force. We aim to achieve fair and just results by actively representing client interests in both discussions and court cases. We believe in holding employers accountable for their actions and working towards creating a more equal workplace for everyone.

Our law firm emphasizes client support and advocacy throughout the entire legal journey. From the first meeting to the final outcome, we are dedicated to standing by our clients, ensuring they receive the justice and compensation they deserve. Our complete approach ensures that clients are well informed and confident in the legal actions being taken on their behalf.

Your Complaint Matters to Us

Individuals experiencing workplace discrimination should not just sit back and take it, but should instead let their attorney and the EEOC know. By doing so, you are not only fighting for your own rights but also standing up for others who could be in a similar situation or who might be harmed by the same employer.

We know it can be daunting to confront your employer or a company that wronged you, but we are here to protect you from start to finish in your employment law case. If you are worried about retaliation for reporting discrimination, you are protected from penalties through whistleblower laws.

Contact Us to Start Your Case

Discrimination in the workplace is unacceptable and can lead to various penalties. Sometimes, the offending business or owner may have to pay fines to the state or attend employment law education courses.

More importantly for you, the plaintiff, is that you can sue for compensatory damages. You might be able to recover money for promotions or raises you missed due to discrimination or for emotional pain suffered from feeling demoralized.

Find out the value of your case and how we can help you set things right. Contact our employment attorneys in St.Paul and Minneapolis today by calling 651-877-6784.