Minneapolis Retaliation Lawyer
State and federal laws make it illegal for employers to take adverse action against employees in retaliation for engaging in what courts call “protected activity.”
Here are some examples of protected activities:
- Exercising family, medical, or parenting leave;
- Requesting a reasonable accommodation for a disability;
- Refusing to submit to certain medical examinations or disclose certain medical records;
- Bringing a discrimination or harassment claim;
- Complaining about discrimination or harassment;
- Participating in a discrimination or harassment investigation;
- Discussing wages with other employees;
- Reporting a workplace injury or bringing a workers’ compensation claim;
- Opposing an illegal practice; and
- Reporting illegal or improper conduct (“whistleblowing”).
“Adverse actions” include termination, demotion, reassignment to a difficult or unpleasant work task, or failure to promote. In the context of a retaliation claim, “adverse action” means any action that would deter a person from exercising her protected rights.
Contact the Law Office of Joshua R. Williams if you think your employer retaliated against you. 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 frequently worked more than 40 hours per week as a receptionist, but her employer never paid her the overtime wages the Fair Labor Standards Act (“FLSA”) entitled her to receive. For months, she didn’t complain because she feared the owner would retaliate against her. But she finally said “enough is enough” and demanded back pay of her overtime wages. As she predicted, the owner fired her within the week.
Our firm sued the employer on our client’s behalf for unpaid overtime wages and retaliation.
For over a year the employer and its lawyer belittled our client and the merits of her case. But the District Court Judge rejected the other side’s position and entered judgment in favor of our client, finding that her employer failed to pay overtime wages in violation the FLSA. The case settled for a fair amount, the exact amount which is confidential.
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