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- Minnesota Business & Construction Law Issues
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Welcome to our discussion page for business, construction and contract issues. On this site you may post a message, seek advice, or provide information.
For all your business, real estate, contract and collection needs, call us at 612.240.8005.
IMPORTANT: Please remember that the bulletin board is open to the public and answers to questions may include answers by non-attorneys. Any information posted should be considered general in nature and may not apply to your individual circumstances. Please review a full listing of our Rules of Use and Disclaimer before posting.
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Subject EEOC
Date Wed Jan 6 2010 09:24
Author Maury D. Beaulier
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Thank you for the post. As you know, all employment starts out as employment "at will." That means you may be fired for any reason or no reason or you may quit for any reason or no reason. The only thing that changes the "at will" status is contract and statutes. If you do not have a contract for employment, you have no contractual protections. The statutes or the law, protect against employment decisions that are discriminatory in nature. To be discriminatory, the employer must treat you differently than others based on a suspect class as defined by statutes. You indicate that you were discriminated against based on race. Often proving the motivation or a termination is the greatest part of the battle. As a result, you should have legal counsel. Nonetheless, if you were not treated differently based on such classifications, there is no action that can be taken. If you feel you were treated differently based on a suspect classification, you may file a complaint with the EEOC or Department of Human Rights in Minnesota. That does not replace an attorney and it certainly does not provide you with aggressive representation as an attorney would. However, it is a good irst step. I am truly sorry to hear of your troubles. |
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