This month, the Minnesota Supreme Court issued a unanimous, landmark decision expanding protections for employees who report legal violations to their employers. The Friedlander v. Edwards Lifesciences, LLC, et al., decision involves a straightforward interpretation of a statute and at first glance may seem unremarkable. The truth of the matter is, it’s a big deal. To fully understand the ruling’s impact let’s explore an example that may sound familiar:
Imagine you are a compliance officer at large bank. Your boss shares a plan with you involving the highest levels of the company, to add fake accounts and credit cards for bank customers without their knowledge or permission. Appalled, you object to this plan and call it fraudulent. Your boss laughs and fires you. You, in turn, sue the bank for wrongful termination.
Back in March I wrote a 
I get calls several times a week from executives and professionals who want me to review a 
If you are a service member, especially a National Guard reservist, you may have questions about how, or even if, to include your military status on your resume. It’s a troubling question that we get frequently. We often get callers suspecting they missed out on a great job opportunity or a second round interview, suspecting it was due to the National Guard status on their resumes.
Honesty is the best policy. It’s one of the first lessons we learn, and yet it seems there is an epidemic of selective memory loss among providers who choose to defraud Medicare. Our journey begins in South Carolina where another medical provider is paying out millions in an effort to put the allegations of wrongdoing behind them.
If you’ve reported your co-worker’s unwanted advances to your employer and been ignored, or worse yet, terminated from your position, there is good news for you out of New York. The federal Second Circuit Court of Appeals adopted an expansive standard for employer liability that could make it easier for employees to prove discrimination or retaliation when they’re fired because of a co-worker’s conduct. Historically, courts have been reluctant to hold companies accountable for the conduct of their lower-level workers. But in 
1. The law is complex: Employment Laws provide protection for both employees and employers. So you can rest assured your employer has legal representation and considers it a standard cost of doing business. Employees without access to sound legal advice find themselves at a considerable disadvantage when up against opposing counsel, and employers will take every opportunity to benefit from this inequity. They have already been preparing a defense to make sure any claims against them will fail.