Minneapolis Employees Don’t Have to Be Bullied at Work.
Workplace bullying and harassment is on the rise, unfortunately. If you’re an employee who’s just trying to go to work every day and do your best for the company and your family, you don’t have to put up with bullying. It’s unfair, wrong, and many times, illegal.
You Have Protections from Bullying and Harassment in the Workplace.
If the bullying, harassment, or assault is sexual in nature, then you’re protected by Federal Law (Title VII), Minnesota State Law (Minnesota Human Rights Act and common law), and Minneapolis City Ordinance Title 7. The bullying and harassment may constitute a hostile work environment based on your gender. Or, the bullying could be quid pro quo sexual harassment. And – if you’ve been touched, grabbed, fondled, or otherwise sexually assaulted in any way, you can hold your employer accountable for its employees’ unlawful conduct.
If you’re being bullied or harassed based on your race, age, sexual orientation, religion, or disability status, then you’ve got a claim for hostile work environment under both state law and federal law.
Even if your supervisor or coworkers are just bullying you because they don’t like you or because they’re mean spirited – and not because of your race, gender, disability, sexual orientation, or age – you may still have a potential claim depending on your employer’s handbook and policies, whether your boss knew about the harassment and bullying, whether you reported it, and whether the employer took any action.
Contact Minneapolis Workplace Bullying and Harassment Attorneys Today.
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.
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.