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Posts tagged "employment disputes"

Third party can sue for retaliation under discrimination law

Title VII of the 1964 U.S. Civil Rights Act prohibits an employer from discriminating against its workers because of race, color, religion, sex and national origin. An employers may not retaliate against an employee who charges their employer with discrimination under Title VII or if an employer takes actions that would dissuade a reasonable worker from making discrimination charges under this law.

What are the importance of wage records in employment disputes?

Under the federal Fair Labor Standards Act, non-exempt employees are entitled to overtime for hours that are worked over a 40-hour workweek at a rate of 1½ times their normal wage rate. These workers have the right to file a legal action to recover any unpaid overtime wages. However, they also assume the burden of proving that they performed work for which they were not adequately compensated.

Must employees be paid for time spent getting ready for work?

The federal Fair Labor Standards Act set a minimum wage and overtime compensation for each hour worked over a 40-hour workweek. However, Congress also passed the Portal-to-Portal Act that exempts wages for certain activities.

Firing an employee and discrimination claims

Federal law prohibits an employer engaging in discrimination, such as discriminating based on race or gender, while firing or while disciplining employees. Minnesota employers may fight discrimination claims by adopting procedures for fairly and consistently investigating, documenting and taking action upon employment misconduct or employment disputes.

What is the time period for filing a whistleblower action?

Many personal injury lawsuits in Minnesota are governed by a two-year statute of limitation restricting the time the suit may be filed. However, a state appellate court recently ruled that Minnesota's whistleblower statute allows a longer six-year time period to file a suit.

Rude conduct may not cause Minnesota sexual discrimination

Rude conduct in Minnesota may not constitute a hostile work environment that is sufficient to support a workplace discrimination legal case, according to the U.S. Eight Circuit Court of Appeals. Instead, a victim must establish that discriminatory intimidation, ridicule and insult permeated the workplace.

Employees have the right to review their records

Some employee rights in Minnesota are important. However, these rights may be overlooked and unnecessarily lead to business disputes. Employers are required, for example, to review their personnel records and obtain a copy of these records under certain circumstances.

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