Losing your job can be a difficult and stressful experience. However, when you become a victim of wrongful termination, the consequences can be even more overwhelming. That’s why it is important to understand the laws on wrongful termination in Minnesota.
In this blog post, we’ll discuss the different types of wrongful termination and how the law protects employees.
At-Will Employment
Minnesota is an “at-will” employment state. This means any employer can terminate its employees for any reason, and at any time if it doesn’t violate the law. On the other hand, employees can also leave their job at any time for any reason.
However, there are a few exceptions to this which include: collective bargaining agreements, public employees, and contractual employment. If the employment falls under these exceptions, the employer may have to follow specific procedures before terminating an employee.
Constructive Discharge
Sometimes, employers make work conditions intolerable for an employee, forcing them to quit. It is known as “constructive discharge,” and it is illegal in Minnesota. To file a case of constructive discharge, the terminated employee must prove that the employer’s conduct was a compelling reason for the employee to quit, and the employer knew that the conduct would force the employee to quit.
This can be done with the assistance of an attorney for wrongful termination.
Retaliation
The importance of laws on wrongful termination in Minnesota make it illegal for employers to terminate or retaliate against an employee who complains about workplace discrimination or harassment. Employees who report or oppose such things are protected under the Minnesota Human Rights Act or the Minnesota Whistleblower Act. This is because it is important to promote a safe and fair work environment where employees should feel free to report any discrimination or harassment.
