Minnesota Employment Law Disputes Lawyer
Minnesota Employment Law
My work as a private attorney has included representing individuals and businesses in employment discrimination and harassment matters, giving me knowledge of State and Federal employment and labor laws. I have worked with corporations and individuals to resolve these disputes and implement policies to promote diversity and a create a safe and respectable workplace.
I have handled cases involving race, color, religion, sex, national origin, age, disability, veteran’s status, sexual orientation and marital status disputes. I have been involved in working with both employees and employers in the workplace to provide counsel and advice on employment law compliance such as Title VII, FMLA, ADA, wage and hour laws, equal employment opportunity (EEO), Affirmative Action, and the Minnesota Human Rights Act.
I investigated hundreds of employee complaints throughout the United and assisted companies and their management and human resources in resolving these complaints; or where there was discrimination or harassment, assisting the company to take remedial action.
I have negotiated and drafted employment contracts, severance agreements, independent contractor agreements and non-competition agreements on behalf of individuals, employees and employers.
I have represented employers and employees in sex, race, disability, age discrimination and harassment cases, and unemployment cases filed in State and Federal Courts, the Minnesota Court of Appeals, and with administrative agencies achieving favorable resolutions for clients.
Contact Holden Law Firm and ask to speak to John Holden to discuss your employment law questions.
Holden Law Represents Employers and Employees
Holden Law Represents
Employers and Employees
Holden Law Firm represents individuals, employees, and small businesses with employment law matters.
Holden Law Firm assists small businesses with compliance with State and Federal employment law, prevention of employment claims, discrimination/harassment employee complaints, discipline and terminations, leaves of absences, wage and hour claims, employee handbooks and policies, EEOC charges, and resolution of employee claims and disputes.
He also assists individuals, employees, and small businesses with employment contracts, severance agreements, independent contractor agreements, non-competition agreements, executive contracts, professional employee contracts, and with disputes involving these contracts.
Minnesota Employment Law Disputes - FAQ
Law Disputes - FAQ
Should you have additional questions about Employment Law Disputes or rights as an employer, give Holden Law Firm a call to schedule a phone consultation to go over your situation.
Under federal law, it is illegal for an employer to terminate an employee based on a protected class. Federal law prohibits employers from firing employees based on race, color, national origin, sex (including pregnancy), religion, age (if the employee is at least 40), disability, citizenship status, or genetic information. Each federal law requires an employer have a certain number of employees before the law applies to the employer.
Most law applies to employers with at least 15 employees. However, the minimum is 20 employees for age discrimination and four employees for discrimination based on citizenship status.
Discrimination involves treating someone differently because of their color, race, creed, national origin, gender, sexual orientation, pregnancy, marital status, age, receipt of public assistance, physical or mental disability, or religion. Derogatory comments, racial slurs, prejudice expressions, verbal abuse, reprimands, or termination based on that person’s differences can be regarded as discrimination and also falls into the category of harassment because the conduct is unwanted.
These anti-discrimination laws also make it illegal for an employer to retaliate against an employee for asserting their rights as well. For example, an employee complains to your company’s HR department that they believe they were disciplined unfairly because of their race, the employer may not discipline or terminate that employee for making that complaint.
Likewise, an employer cannot terminate an employee for participating in an investigation of a discrimination complaint (no matter who made the complaint), testifying in court, or making other efforts to stop discriminatory practices.
Small Businesses should have policies prohibiting discrimination and harassment in the workplace. Under the discrimination laws, an employer who becomes aware of certain alleged workplace discrimination and harassment is required to investigate and take prompt, effective remedial action. Small business owners should conduct a timely, cost efficient and confidential internal investigation causing the least amount of disruption to the business responding to the problem without exacerbating the situation.
Contact A Minnesota Employment Law Disputes Attorney
Contact A Minnesota
Employment Law Disputes
Learn more about Employment Law Disputes and how best to protect yourself by contacting the law office of John C. Holden today.