Were you terminated after reporting your boss to HR? If you tried to do the right thing at work and got fired right after making a complaint about your supervisor’s unlawful conduct, it may be illegal.
State law protects workers from retaliation, but beyond the shock and fear of losing income and health insurance, you must act fast. Our award-winning team of employment attorneys can help you determine what to do when you face wrongful termination after filing a complaint with HR. Contact Wanta Thome Employment Lawyers today to schedule your consultation.
You spoke to HR to report your manager’s unlawful actions, thinking the company would fix the problem, but instead, it handed you a termination notice. Thankfully, Minnesota Statutes § 181.932 protects employees who report illegal acts.
To legally qualify for protection from employer retaliation, your report must address misconduct that breaks legal standards, rather than internal company rules, general unfairness, or bad ethics. However, the law protects you from retaliation for any verbal, written, or electronic communication you make in good faith regarding an actual, suspected, or planned violation of a federal or state law, regulation, or common law, even if the investigation shows that in the end, nobody broke the law.
After termination by HR for reporting a supervisor, you must establish three core elements to prove an illegal retaliation case under the state’s Whistleblower Act. The first is protected conduct, that is, that you made a good-faith report about a suspected, planned, or actual violation of law to HR or a public body. The second is adverse action, that is, that your boss took harmful action against you, such as firing you. The third is a causal connection, which means you must show the link between your report to HR and your job termination.
If an employer violates the state’s Whistleblower Act, you are entitled to bring a private civil action against them to seek remedies such as reinstatement, back pay, and attorney fees. Local judges apply the McDonnell Douglas burden-shifting framework, requiring you to prove a causal connection between the protected report and the firing. However, your employer must provide the court with a valid, non-retaliatory reason for your termination after you reported your boss to prevail.
Our team at Wanta Thome works fast to gather the evidence needed to prove your employer’s misconduct. Waiting to contact legal counsel can give your employer time to fabricate records or dispose of important evidence in your case. For strategic case resolution, reach out to us today.
If your boss punishes you because you spoke up about their bad behavior, you need our guidance. According to state law, your employer cannot fire you just for reporting illegal acts, but some may try to hide their real motives behind excuses.
Were you terminated after reporting your boss to HR? Contact our skilled employment lawyers at Wanta Thome to expose the truth. There’s a six-year statute of limitations to file claims under the state’s Whistleblower Act. Don’t wait. Prompt action is critical to the success of your claim.
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