Minneapolis Employment Discrimination Lawyer
Discrimination is treating someone differently based on his/her membership in a “protected class.” Protected classes include race, color, creed, religion, national origin, gender, pregnancy, sexual orientation, marital status, physical or mental disability, receipt of public assistance, and age.
Discriminatory practices may include racial slurs, derogatory comments, workplace harassment, expressions of prejudice, verbal abuse, or termination or reprimands where co-workers who were not members of the employee’s protected class engaged in the same conduct as the employee but were not terminated or reprimanded. Discrimination can also be subtle, such as reassignment to a difficult or unpleasant work task, failure to promote, or poor job reviews despite adequate performance.
In disability discrimination cases, it is unlawful for an employer to refuse to reasonably accommodate a disabled employee’s disability, unless the employer can show that such accommodation would impose an undue hardship on its business.
Contact the Law Office of Joshua R. Williams if you think you have been subjected to employment discrimination. If we believe your employer violated your legal rights we will negotiate compensation or sue your employer and represent you in court, if necessary.
We take most cases on a contingent fee basis, which means you owe us nothing unless we are able to recover money for you.
Our client worked as a pediatric nurse at one of the best hospitals in Minnesota, where she took great pride in caring for sick children and making a positive difference in their lives. During a shift, another nurse falsely accused her of threatening to hurt herself. Her employer required her to go to the ER, where the ER doctor released her that day and concluded that she was not a threat to herself or others.
Despite the ER doctor’s conclusions, our client’s employer required her to undergo a fitness-for-duty evaluation before allowing her to return to work. Our client complied with the order to submit to the evaluation, where the doctor requested her to sign authorizations permitting it to access all of her medical records, including OB/GYN records and other medical records unrelated to her perceived suicidal ideations. The doctor also requested her to take an HIV test.
Our client provided the authorizations permitting access to some of her medical records, but declined the request to provide OB/GYN records and to take an HIV test.
In response, her employer fired her.
Our firm sued the employer under the Americans with Disabilities Act (“ADA”), which bars employers from forcing employees to submit to medical examinations and making inquiries into employees’ medical history unless it is necessary and job-related.
The other side belittled our client and her claims, but after we walked out of a mediation they did the right thing and settled for an amount greater than two years’ wages, the exact amount which is confidential.
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