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Wrongful Discharge

The following is a list of possible employment law claims an employee who has been terminated from work might have. If an employee is terminated an attorney should review the matter to determine whether the employee who is being terminated may have one of these claims.

Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Americans with Disabilities Act of 1990, as amended; the Rehabilitation Act of 1973, as amended; the Employee Retirement Income Security Act of 1974, as amended; the National Labor Relations Act, as amended; the Occupational Safety and Health Act, as amended; the Fair Labor Standards Act, as amended, FLSA claims; the Family and Medical Leave Act of 1993, as amended; the Age Discrimination in Employment Act, as amended; the Genetic Information Nondiscrimination Act of 2008; the Minnesota Human Rights Act, as amended; the Minnesota Labor Relations Act, as amended; the Minnesota Equal Pay for Equal Work Law, as amended; the Minnesota Whistleblower Act, as amended; the Minnesota Workers’ Compensation Act, as amended, as pertaining to claims of workers’ compensation retaliation, obstruction, and refusal to offer continued employment; and any and all other federal, state, or local constitutions, charters, laws, regulations, and ordinances of any kind.

Any and all liability arising under any common law claims, including but not limited to claims of wrongful discharge, breach of any express or implied contract, promissory estoppel or breach of an express or implied promise, misrepresentation or fraud, retaliation, intentional or negligent infliction of emotional distress, defamation, invasion of privacy, sexual harassment, discrimination, interference with contract, claims for libel or slander, claims for assault or battery, claims for tortious interference with prospective contractual relations, claims of negligence (including negligent hiring, negligent supervision, and negligent retention), unlawful employment practice or any other claim based on any theory.

The employee may have an employment-related charge or complaint that may be filed with a federal, state, or local government agency with authority over employment-related matters. Examples of such government agencies are the United States Department of Labor, the Federal Equal Employment Opportunity Commission, and the Minnesota Department of Human Rights.

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