What if my employer lied to me or made false statements to get me to take a job?
If you relied on your employer’s representations and either moved somewhere within Minnesota to take the job – or moved from out of the state to Minnesota to take the job – and the employer’s representations were false, then you’ve got a potential lawsuit against the company for fraudulent inducement: false statements as inducement to entering employment.
Basically, Minnesota law protects employees who rely on statements made by an employer to get them to take a job. If you relied on promises made by a potential employer, and then moved your life around to take the job, the employer doesn’t get to break their word without compensating you for damages.
What does Minnesota law do to protect employees who move to take a job?
The statute is Minn. Stat. Sec. 181.64: False Statements as Inducement to Entering Employment:
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It shall be unlawful for any person, partnership, company, corporation, association, or organization of any kind, doing business in this state, directly or through any agent or attorney, to induce, influence, persuade, or engage any person to change from one place to another in this state, or to change from any place in any state, territory, or country to any place in this state, to work in any branch of labor through or by means of knowingly false representations, whether spoken, written, or advertised in printed form, concerning the kind or character of such work, the compensation therefor, the sanitary conditions relating to or surrounding it, or failure to state in any advertisement, proposal, or contract for the employment that there is a strike or lockout at the place of the proposed employment, when in fact such strike or lockout then actually exists in such employment at such place. Any such unlawful acts shall be deemed a false advertisement or misrepresentation for the purposes of this section and section 181.65.
Contact our Minneapolis Employment Lawyers Today.
If you left your old job and moved to take a new job only to have your employer change the terms or conditions of the new job (like pay, duties, responsibilities, position, or location), call us today. You don’t have to be a victim. The law allows you to get compensation, including lost wages, emotional distress, and attorney fees and costs.
You must act quickly when it comes to employment claims. If you wait, there may be strict statutes of limitation that will bar you from filing any claim at all against your employer. Call Madia Law today to discuss your case.
First, contact our office and tell us about your situation. You’ll talk with our staff for about 5-10 minutes. They’ll get some basic information about you and your case.
There’s some information that we’ll need when you call. We will want to know who you worked for, what kind of work you did, for how long worked there, how much you earned, if/when you were terminated, the reason given by your employer for any discipline and termination, and why do you think your employer did something unlawful or wrongful. If you have this information handy, it will allow us to proceed more quickly.
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We will get back to you shortly – usually within a few hours. If your potential case is a little outside of our wheelhouse, we may refer you to attorneys, agencies, or organizations that we think might be better suited to handle your situation. Our goal is to ensure you get the best and most appropriate help possible for your particular situation. If that’s not us, we’ll try to tell you immediately and point you in the right direction.
If we think that we might be able help you, we’ll set an appointment for you to talk with one of our employment lawyers. We’ll discuss your case, and give you our honest assessment of its strengths, weaknesses, and value. If we then mutually agree that Madia Law will represent you, we will talk about the process of moving forward with your case.
When you talk with our employment lawyers, please be sure to have all relevant documents that you have in your possession. For example, that could include: pay-stubs, personnel files, employment handbooks/policies, letters from your employer (including your termination letter), any text messages or emails that you think are important, and any other documents that you think might be helpful.