Wrongful termination can be devastating, affecting people both financially and emotionally. Here in Plymouth and throughout Minnesota, employers may terminate employees for almost any reason unless it violates employment laws. If you believe you were illegally fired from your job, a Plymouth wrongful termination lawyer may be able to help.
At Madia Law, we help people who experience wrongful termination or face other injustices in the workplace. As experienced Plymouth employment lawyers, we regularly go up against powerful companies, and we prepare each case for trial from day one. We offer free consultations, and we only get paid when we win your case.
Contact us by filling out the online form or by giving us a call today.
What Is Wrongful Termination?
Since Minnesota is an “at-will” employment state, Plymouth employers can legally terminate employees for almost any reason, even if it seems unfair or unethical. However, it’s important to understand that not all terminations are legal.
While employers can make poor decisions or mistakes in firing someone, they have not broken the law unless the termination is for an unlawful reason. Unlawful reasons for firing someone often revolve around discrimination, retaliation, or whistleblowing.
Understanding Wrongful Termination Reasons
Here are some examples of illegal reasons for terminating an employee:
- Discrimination: Wrongful termination due to factors such as race, age, sex, disability, or sexual orientation is illegal under both state and federal law. This includes protections offered by the Minnesota Human Rights Act and federal laws like Title VII, the Americans with Disabilities Act, and the Age Discrimination in Employment Act.
- Retaliation: Employers cannot retaliate against employees for reporting discrimination, either against themselves or their coworkers. Both the Minnesota Human Rights Act and Title VII protect employees from retaliation for making such reports.
- Whistleblowing: Federal and state laws protect employees who report potentially illegal conduct from retaliation by their employers.
- FMLA retaliation: The Family and Medical Leave Act (FMLA) grants employees specific rights related to medical leave. It is illegal for employers to retaliate against employees for using their family medical leave.
- Workers’ compensation retaliation: Minnesota law protects injured employees from retaliation by employers for seeking workers’ compensation benefits.
- Wage and hour violations: The Minnesota Fair Labor Standards Act and the federal Fair Labor Standards Act both protect employees who question or oppose illegal pay practices, such as improper overtime payment or off-the-clock work.
It’s important to note that the “at-will” employment rule doesn’t apply if you have an employment contract. Such contracts may specify reasons for termination, either “with cause” or “without cause,” offering additional protections to employees.
Understanding Constructive Discharge
Even if you weren’t technically fired and instead chose to resign due to unbearable working conditions created by your employer, you may still have a wrongful termination claim.
This concept is known as “constructive discharge” and can be legally pursued if you can prove that your employer made your working conditions so terrible that you had no choice but to resign.
An attorney from Madia Law can help you determine whether you have a case during a free consultation.
For a legal consultation with a wrongful termination lawyer serving Plymouth, call 612-349-2729
Proving Your Employer Wrongfully Terminated You
Employers often provide alternative, non-discriminatory explanations for termination rather than admitting to firing an employee for an illegal reason. To succeed in a wrongful termination or discrimination case, you must prove that the employer’s stated reason is a “pretext,” concealing the actual, unlawful reason.
Proving pretext can be done in various ways. First, you may be able to show that the employer’s reason is factually incorrect. For example, an employer who claims poor performance as the reason for terminating you might have previously given you good performance reviews.
It is also possible to prove pretext by demonstrating that the employer’s justification didn’t apply consistently to employees in similar situations. Suppose the employer alleges poor performance as the reason for termination, but other employees with equal or worse performance records weren’t fired. In that case, this suggests that the stated reason is a pretext for discrimination.
Plymouth Wrongful Termination Lawyer Near Me 612-349-2729
Time Limit for Filing Your Case
If you suspect wrongful termination, it’s essential to act promptly due to the state and federal time limits for filing your claim or lawsuit. Acting within these deadlines is vital to safeguarding your right to seek financial compensation.
When initiating a lawsuit or submitting a claim to the Minnesota Department of Human Rights, you are granted a one-year window to begin legal proceedings. If you intend to file under the Age Discrimination in Employment Act, the Americans with Disabilities Act, or Title VII, you must present your claim to the Equal Employment Opportunity Commission (EEOC) within 300 days.
Certain exceptions might apply in your case, potentially affecting the amount of time you have to take legal action. Speaking with a Plymouth wrongful death lawyer now is the best way to protect your right to seek damages.
Consult With a Wrongful Termination Lawyer in Plymouth
If you want to fight back against your employer after getting fired, enlisting the support of an experienced Plymouth wrongful termination lawyer can increase your chances of obtaining financial compensation. Madia Law regularly goes up against powerful companies and is ready to put our experience to work in your case.
Remember, time is of the essence in a wrongful termination case, so don’t wait. Contact us today, either through our website or by phone, to arrange a free consultation with a member of our legal team.