The Minnesota Human Rights Act (“MHRA”) requires that employees (1) bring a civil action, (2) file a charge with a local commission, or (3) file a charge with the commissioner within one year after the discriminatory practice occurred.  Minn. Stat. § 363A.28.  The running of the one-year statute of limitations period is suspended while

The EEOC’s regulations implementing the ADA Amendments Act of 2008 stress that an individual assessment is necessary in all cases to determine whether an individual is disabled within the meaning of the ADA.  The EEOC does, however, take the position that the individualized assessment of some types of impairments will, in “virtually all cases,” result

Yes and No.  Mitigating measures reduce the effects of an impairment.  The ADA Amendments Act and the final regulations implementing the Act contain a non-exhaustive list of examples of mitigating measures, which includes medication, medical equipment and devices, prosthetic limbs, low vision devices, hearing aids, mobility devices, oxygen therapy equipment, use of assistive technology, physical

Yes.  In a decision issued March 22, 2011, the United States Supreme Court held that an oral complaint of an alleged violation of the Fair Labor Standards Act (“FLSA”) is protected conduct under the Act’s anti-retaliation provision in Kasten v. Saint-Gobain Performance Plastics Corp., No. 09-834, 563 U.S. ____ (2011)
The plaintiff in the

Merriam-Webster’s Dictionary defines “cat’s paw” as “one used by another as a tool.”  In the legal sense, “cat’s paw liability” refers to the situation in which an employer is held liable for discrimination when it relies on a supervisor’s biased report and takes an adverse employment action against an employee.
The United States Supreme court