Retaliation claims have become increasingly prevalent in recent years, reasonably causing employers to think twice before taking an adverse employment action. In particular, prudent employers often consider all relevant facts and appearances before terminating the employment of a worker who has filed a claim for workers compensation benefits.
Minnesota law prohibits an employer from “discharging

On January 20, 2016, the Minnesota Supreme Court issued a decision holding that a six-year statute of limitations applies to whistleblower claims brought under Subdivision 1(1) of the Minnesota Whistleblower Act (MWA).  Ford v. Minneapolis Public Schools, A13-1072 (Minn. Jan. 20, 2016).
Subdivision 1(1) of the MWA creates a claim when an employee is

The Minnesota Court of Appeals recently reversed a longstanding precedent and held that claims under the Minnesota Whistleblower Act, Minn. Stat. § 181.932, are governed by a six-year statute of limitations instead of a two-year statute of limitations.
In Ford v. Minneapolis Public Schools, the issue before the court was whether the Plaintiff’s

The Second Circuit Court of Appeals recently rejected a Plaintiff’s claim of alleged hostile work environment harassment based on sporadic incidents of inappropriate behavior as well as the Plaintiff’s claim of retaliation under Title VII.
In Lewis v. City of Norwalk, the Plaintiff alleged that his supervisor “leered” at him and licked his

Yes – the Minnesota Supreme Court recently held that an employer does not violate public policy by terminating an employee for applying for unemployment benefits, but employers should still be cautious about doing so.
In Dukowitz v. Hannon Security Services, A11-1481 (Minn., Jan. 2, 2014), the plaintiff applied for unemployment benefits after her work

Potentially yes – the Eighth Circuit Court of Appeals recently held that a non-minority witness who was interviewed as part of an internal investigation of racial discrimination was protected under the anti-retaliation provision of 42 U.S.C. § 1981.
42 U.S.C. § 1981 is a federal law that protects the rights of all citizens to “make

No – the D.C. Circuit Court of Appeals recently held that Title VII’s anti-retaliation provisions do not apply to employee organizations.
In Cook & Shaw Foundation v. Billington, a non-profit organization composed of current and former employees of the Library of Congress alleged that the Library retaliated against it by refusing to recognize the