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Covid-19-graphicWith over half of all Americans now fully vaccinated against COVID-19, some employers have begun slowly transitioning back to working in-person. And in doing so, many of those employers have implemented vaccine mandates.

As a result, and perhaps to no surprise, some employees have either quit or been fired for not getting the COVID vaccine. We are frequently asked questions about refusing vaccination; most often: (1) does the law protect my job if I refuse to get vaccinated; and (2) if I get fired or I quit for refusing vaccination, can my employer deny my unemployment benefits?

Question 1 – Does the Law Protect My Job? Title VII & ADA Limitations

Like most questions in the law, it depends. While employer-mandated vaccines are lawful, Title VII prohibits employers from discriminating against employees on the basis of race, color, religion, sex, and national origin.[1] As it relates to workplace mandated vaccines, the EEOC provides that employers must provide a reasonable accommodation to employees who do not get vaccinated for COVID-19 due to a sincerely held religious belief, unless providing such accommodation would pose an undue hardship on the employer.[2] Under Title VII, courts define “undue hardship” as having more than minimal cost or burden on the employer. Considerations relevant to this determination include, among other things, the proportion of employees in the workplace who already are partially or fully vaccinated against COVID-19 and the extent of employee contact with non-employees, whose vaccination status could be unknown or who may be ineligible for the vaccine.[3]

The ADA prohibits employers from discriminating against employees on the basis of an employee’s disability. As it relates to workplace mandated vaccines, the EEOC provides that an employer may require an individual with a disability to get vaccinated if the standard is job-related and consistent with business necessity.[4] If a particular employee cannot meet such a safety-related qualification standard because of a disability, the employer may not require compliance for that employee unless it can demonstrate that the individual would pose a “direct threat” to the health or safety of the employee or others in the workplace.  A “direct threat” (defined as a “significant risk of substantial harm” that cannot be eliminated or reduced by reasonable accommodation).[5]

Question 2 – Unemployment Eligibility Requirements

In Minnesota and many other states, individuals must demonstrate that they are out of work through no fault of their own to collect unemployment benefits. Although people who have lost their jobs or had their hours significantly reduced because of COVID-19 may generally qualify for unemployment benefits, states have yet to clarify whether this remains true when an employee is fired or has hours significantly reduced for refusing to get vaccinated. In June 2021, the Equal Employment Opportunity Commission (“EEOC”) updated its guidelines to address this exact concern.

EEOC guidelines provide that vaccine mandates are just like any other workplace safety guideline, and if an employee is fired for not following such a guideline they generally will be unable to collect unemployment, because they were fired for good cause. This would be akin to an employee refusing to submit to a permissible drug test or participate in safety training.[7] However, employers must still adhere to federal employment non-discrimination laws, such as Title VII of the Civil Rights Act of 1964 (Title VII) and the Americans with Disabilities Act (ADA), and must provide reasonable accommodations for employees who, because of a disability or a sincerely held religious belief, practice, or observance, do not get vaccinated for COVID-19.[8]

Workplace mandated vaccines have raised many questions, and they are often difficult to navigate. As an employee, you have rights, and the attorneys at Halunen Law are committed to ensuring that they are protected.

If you feel you’ve experienced illegal action in your workplace, we encourage you to submit a Case Review Form to our firm. One of our attorneys will review your information, and you’ll receive a response from our firm in a timely manner. There is no charge for this confidential process. And, if we take your case, as a contingency-based law firm, there is no cost unless we win.

We’re here to help you navigate your lawful rights and ensure you get the treatment you deserve. Together, we can hold employers accountable and create a fairer workplace for everyone.

[1] 42 U.S. Code § 2000e (1964).

[2] https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws#K.12.

[3] https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws#K.12.

[4] https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws#K.12.

[5] 29 C.F.R. 1630.2(r).

[7] https://www.marketwatch.com/story/dont-expect-unemployment-benefits-if-you-dont-comply-with-your-employers-vaccine-requirement-11628287814.

[8] https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws#F.

PracticeArea_whistleblower-fca_756x375Why do we honor whistleblowers today?

We honor whistleblowers because we rely on them to expose corporate wrongdoing.

  • Whether insider employees, consumers or patients – whistleblowers see illegal conduct and do something about it.

We honor whistleblowers because they model integrity and courage.

  • Whistleblowers take a stand knowing that blowing the whistle is risky business and can come with great costs.

We honor whistleblowers because thinking about them may give us the audacity to call out wrongdoing where we see it.

  • Whistleblowers remind us that taking a stand can have a tremendous positive impact on the interdependent communities in which we live and work.

And so—we honor whistleblowers today to thank them, and pledge our support of their efforts. But most important, we honor whistleblowers in hopes their example will inspire us to speak out against corporate wrongdoing and injustice.

“Truth never damages a cause that is just.” Gandhi

Susan Coler
Halunen Law
July 30, 2021

A studio portrait of attorney, Susan Coler. She has short white hair, glasses, and wears a black suit. A Partner at Halunen Law, Susan Coler is a member of the Halunen Law False Claims Act (FCA)/Whistleblower Practice Group. She represents whistleblowers who challenge illegal corporate conduct, particularly fraud against the government. As an MSBA Labor and Employment Law Specialist, Susan has also brought successful retaliation claims in connection with FCA/qui tam cases and as stand-alone actions.

marital discrim ringsWere you fired from marital status discrimination, because of your spouse or something that your spouse did? Or, were you discriminated against at work because you are single, married, or divorced?

Under Minnesota law, it is illegal for an employer to refuse to hire, terminate an employee, or discriminate against an employee based on their marital status.

What Does Marital Status Mean?

The most common forms of marital status discrimination are directed at employees due to their status as being single, married, or divorced. But, unlike many other states that protect employees from discrimination based on the traditional understanding of marital status (i.e. single, married, divorced), the Minnesota Human Rights Act (“MHRA”) goes beyond those protections.

Under the MHRA, marital status depends not only on whether a person is single, married, remarried, divorced, separated, or a surviving spouse, but also, in employment cases, includes protection against discrimination on the basis of the identity, situation, actions, or beliefs of a spouse or former spouse. Thus, the MHRA protects an employee from an employer’s bias against the employee’s spouse or former spouse.

For example, marital status discrimination in employment can occur when one spouse is terminated or discriminated against because of their spouse’s identity (e.g. city sheriff, union representative, celebrity), the spouse’s situation or actions (e.g. spouse having a criminal record), or their spouse’s beliefs (e.g. political, religious).

Discrimination may also occur when both spouses work for the same company, but one is terminated due to their association with the other spouse. Similarly, if a spouse terminates their former spouse after an argument over a shared property dispute in a divorce, this may qualify as marital status discrimination.

What Should I Do?

If you have been discriminated against or retaliated against because of your marital status or the actions of your spouse, we encourage you to contact Halunen Law to speak with an experienced attorney today.

Halunen Law’s employment law group is a team of tenacious attorneys dedicated to ensuring employee rights and protections. If you’ve been wrongfully terminated, have faced discrimination, sexual assault, or harassment, or have been retaliated against for reporting illegal workplace activity, contact our office today. We’ll assess your case and determine your best path toward seeking justice. We represent clients on a contingency basis, so there is no cost unless we win.

red-whistle-headA recent decision out the 6th Circuit reinforces that former employees are protected from retaliation under the False Claims Act – even when the retaliatory conduct happens after they are fired or leave the company.

In the lawsuit, an employee alleged he was “marginalized” for insisting on compliance with the law during his employment and then “blacklisted” in his industry after being fired. He filed an FCA case that the hospital where he had been working was providing illegal kickbacks to physicians in exchange for referrals – conduct that would clearly violate the False Claims Act. The employee applied to nearly 40 different companies and alleged the hospital’s retaliatory conduct kept him from successfully securing new employment.

The anti-retaliation provision of the FCA provides that any employee, contractor, or agent shall be entitled to all the relief necessary to make them whole if they are a) discharged, b) demoted, c) suspended, 4) threatened, 5) harassed, or 6) in any other manner discriminated against regarding the terms and conditions of their employment for acts done to stop violations of the FCA.

According to the 6th Circuit, these protections are broad and far-reaching – even so far as to reach former employees: “the anti-retaliation provision of the FCA may be invoked by a former employee for post-termination retaliation by a former employer.”

In making the decision, the Court noted that the purpose of the FCA’s anti-retaliation provision is to encourage the reporting of fraud and facilitate the federal government’s ability to stop fraudulent conduct by protecting those who assist in its discovery and prosecution. The Court further said: “If employers can simply threaten, harass, and discriminate against employees without repercussion as long as they fire them first, potential whistleblowers could be dissuaded from reporting fraud against the government.”

Employees are entitled to significant damages when their employees retaliate against them in violation of the FCA. In fact, they are “entitled to all relief necessary to make that employee whole.” Most notably, and unlike many other employee protections, current and former employees may receive double back-pay damages under the FCA. This amount can be large, especially when an underlying FCA case may go on for years while the government litigates the matter. Employees may also be entitled to reinstatement, front pay, emotional distress, other special damages, and their attorneys’ fees and costs.

The 6th Circuit decision is controlling authority in the states of Michigan, Ohio, Kentucky, and Tennessee. The 10th Circuit has ruled that the FCA does not cover former employees. This ruling applies in Oklahoma, Kansas, New Mexico, Colorado, Wyoming, and Utah. Other circuits have not yet taken a position on this issue, but this new ruling will make the argument more compelling in circuits that haven’t yet decided.

For many current or former employees facing retaliation after reporting fraudulent conduct or insisting that their employer follow the law, their rights are now more strongly protected. If this situation applies to you, you should contact an experienced attorney with deep knowledge of the False Claims Act and employment law. At Halunen Law we have both.

Download a PDF of the 6th Circuit Decision

NathanielS-headshot-300×300Having recovered millions of dollars on behalf of whistleblowers in both employment retaliation cases and qui tam whistleblower lawsuits under the False Claims Act (FCA), attorney Nathaniel F. Smith is relentless in his pursuit of justice.

US-Senate-BuildingForced arbitration is a powerful tool used by employers to limit employees from suing them in court. Under the Federal Arbitration Act (“FAA”), employers have wide latitude to force employees into mandatory arbitration. Arbitration is a binding process that is conducted by a private judge (arbitrator),  instead of a public trial. Arbitration can have many disadvantages to employees as compared to court, including:

  • Shortened hearings with no formal rules of evidence
  • Very limited ability to obtain documents and information from the employer before the hearing
  • Not public
  • Extremely limited appeal rights

Because employers often condition employment offers on signing an arbitration agreement, employees often do not truly have a choice whether to sign away their right to go to court should they decide sue their employer. The FAA has been broadly interpreted and reinforced by the United States Supreme Court in the past few decades, effectively denying employees their constitutional right to have their case heard in court.[1]

To combat forced arbitration the U.S. House of Representatives passed the Fair Arbitration Injustice Repeal (“FAIR” Act) in 2019. The FAIR Act would repeal the FAA, finally allowing employees to have their day in court. But the FAIR Act was never brought to the floor in the Republican-controlled Senate, and therefore didn’t become law.

On February 11, 2021, the FAIR Act was re-introduced to the House of Representatives (H.R. 963) by Representative Hank Johnson (D-GA). The FAIR Act is expected to pass the House again this year. Since Democrats now (narrowly) control the Senate, the FAIR Act is likely to make it out of committee in the Senate, and go to a full floor vote.

However, it is unclear whether the FAIR Act will garner enough Republican support in the Senate to overcome the filibuster, which remains in place, though the prohibition of forced arbitration in employment matters has received bipartisan support in the past.[2]

If you support ending forced arbitration, please contact your elected representative and encourage them to vote yes on the FAIR Act (H.R. 963): https://www.usa.gov/elected-officials.

Halunen Law supports the rights of employees to have full and free access to the court system. If you are subject to a forced arbitration agreement and feel you are being treated illegally in the workplace, the experienced employment law attorneys at Halunen Law are here to help. Contact us today for a free consultation.

[1] https://www.law.cornell.edu/constitution/seventh_amendment

[2] https://endforcedarbitration.medium.com/the-bipartisan-case-for-ending-forced-arbitration-485f73eeb635

Does federal law protect LGBT individuals?

Gay Pride FlagIn a groundbreaking decision, the United States Supreme Court ruled in favor of three employee plaintiffs—two gay men and one transgender woman—in Bostock v. Clayton County, Georgia (which was consolidated with Altitude Express, Inc. v. Zarda and G. & G.R. Harris Funeral Homes v. EEOC).

‘The Court held that Title VII of the Civil Rights Act of 1964 protects gay and transgender employees, but left other areas of life open-ended. The 117th Congress is expected and poised to close those gaps.

The Equality Act—which seeks to protect gay and transgender individuals in housing, employment, public accommodations, federal funding, credit, and the jury system—passed in the United States House of Representatives on May 17, 2019, but the Senate did not act upon it after receiving it; effectively killing the bill.

But on February 18, 2021, the House introduced a similar version of the Equality Act, which also includes broader civil rights protections for people of color, women, and other minority groups in public accommodations. With a democratically controlled legislature and support from President Biden, the Act is expected to pass this year.

Currently, only twenty-two states and more than 125 cities have enacted comprehensive protections for LGBTQ people. Minnesota is one of them.

How are LGBTQ employees protected in Minnesota?

In 1993, the Minnesota Legislature amended the Minnesota Human Rights Act (MHRA) banning both sexual orientation and gender identity discrimination in employment, housing, public accommodations, public services, education, credit, and in trade or business. The broad definition of “sexual orientation” under the MHRA made it the nation’s first state civil rights law protecting transgender individuals from discrimination.

In the employment context, the MHRA also protects employees from reprisal (i.e., retaliation) for reporting differential treatment on the basis of a protected characteristic (e.g., sexual orientation, gender identity, sex, race, age, etc.). Employees who work in Minnesota (even if it is just for a handful of days per year) may be protected by the MHRA.

If you have just been fired, or you suspect you are about to be fired, and you think that your termination may be for an illegal reason (e.g., discrimination, retaliation for reporting discrimination), the experienced attorneys at Halunen Law are here to help.  Contact us today for a free consultation.

Whistle On American FlagThe Department of Justice’s 2020 data is here, and it paints another compelling picture of the value brought by whistleblowers who file cases under the False Claims Act (FCA). In 2020, claims filed by whistleblowers were responsible for about 75% of new cases filed and about 75% of government fraud proceeds. And rewards made to whistleblowers in 2020 averaged about 18% of the proceeds collected by the government.

These conclusions are the results of DOJ’s annual collection and publication of data about the year’s filings under the FCA, as well as the amounts collected by the government. DOJ recently published the data for 2020 in a spreadsheet that provides information dating back to 1986, when the FCA was significantly strengthened. The data presents total filings, filings related to the Department of Health and Human Services, filings related to the Department of Defense, and all other filings.

What does the data show?

The 2020 data shows that whistleblowers played a critical role in prosecuting fraud against the government:

  • Whistleblowers filed 672 new qui tam cases, compared to 250 new cases filed by the government, for a total of 902 new cases.
  • Prior cases filed by whistleblowers resolved in 2020 yielded $1.68 billion compared to $545 million resulting from government-filed cases for a total of $2.31 billion collected under the FCA.
  • Whistleblower rewards amounted to more than $300 million.

The 2020 data shows that fraud related to health care led the pack for both new cases and recoveries:

  • 68% of new qui tam cases related to health care fraud.
  • 5% of new qui tam cases related to Department of Defense fraud.
  • 27% of new qui tam cases related to other kinds of fraud against the government.
  • 5% of recoveries related to health care fraud (note: this data does not include state recoveries for Medicaid fraud, which are also extensive).
  • 6% of recoveries related to Department of Defense fraud.
  • 9% of recoveries related to other kinds of fraud against the government.

The 2020 data shows that fraud has many, many faces.

The Department of Justice press release regarding 2020 data provides an overview of significant cases for the year. It highlights illegal kickbacks for drug and medical device prescribers, illegal payment of co-pays for expensive drugs, opioid-related cases, bid-rigging, bribery, and providing false information related to government purchases. Within health care alone, fraud encompasses a vast gamut of cases ranging from pharmaceuticals and medical devices to managed care providers, hospitals, pharmacies, hospices, laboratories, and physicians, and includes Medicare, Tricare, and VA claims. Other kinds of fraud include claims involving departments or agencies unrelated to HHS or DoD, e.g., energy, agriculture, the Federal Emergency Management Agency, commerce, the National Institutes of Health, and housing.

The Government values Qui tam whistleblowers.

The DOJ press release releasing the 2020 FCA data acknowledged the vital role played by whistleblowers in these recoveries:

Whistleblowers with insider information are critical to identifying and pursuing new and evolving fraud schemes that might otherwise remain undetected. These individuals often make substantial sacrifices to bring these schemes to light, and our efforts to protect taxpayer funds continue to benefit from their actions.

Whistleblowers cannot file FCA cases on their own. Because government interests are at stake, courts require whistleblowers to be represented by an attorney who can navigate these complex cases, including the interpretation of statutes and regulations that can be challenging to understand. Attorneys with FCA experience can also effectively interact with DOJ attorneys, actively assist the government, and effectively multiply the DOJ’s limited resources.

The 2020 data shows the tremendous contribution whistleblowers make when they file qui tam FCA cases. Whistleblowers protect taxpayer dollars and protect others from the harm caused by fraud. The government’s interests in prosecuting FCA cases and the potential rewards available to whistleblowers warrant taking action and consulting with an FCA attorney when an individual has knowledge of fraud against the government in any of its many forms.

Review the fraud statistics provided by the U.S. Department of Justice, Civil Division

Read the Press Release: Justice Department Recovers Over $2.2 Billion from False Claims Act Cases in Fiscal Year 2020

A Partner at Halunen Law, Susan Coler is a member of the Halunen Law False Claims Act (FCA)/Whistleblower Practice Group, a team of attorneys solely dedicated to litigating False CLaims Act and other whistleblower cases across the country. Susan represented a relator in an FCA claim against Abbott Laboratories that resulted in a civil settlement of $800 million (total settlement of $1.5 billion), the fifth-largest civil healthcare recovery ever achieved under the FCA. Learn more.

Here are some things you should know before stepping forward as a whistleblower.

1. Whistleblowing can be a challenging and lengthy process

Whistleblower cases often take years, and the consequences of blowing the whistle can upend your life and that of your family. Your integrity can be attacked, your reputation can be smeared, your livelihood can be impacted, and your employability can be adversely affected. Laws exist to protect, reward, and vindicate whistleblowers, but litigating under those laws and enforcing your rights is a challenge as well.

2. Whistleblowing can be a rewarding, fulfilling process

Nothing’s worth having if it’s not worth a fight. Whistleblowing can be immensely rewarding, even though sometimes difficult. Whistleblowers are often driven by a devotion to courage, a desire for a clear conscience, and concern for the public good. Financial rewards may be available to compensate whistleblowers for their efforts and injustices. And even when whistleblower cases do not result in a financial reward, they often bring about improvements and important changes in the offending company’s behavior. They also allow whistleblowers to sleep peacefully at night and look in the mirror without regret, knowing they did their part in uncovering and pointing government officials to misconduct that harms all of us.

3. There are several whistleblowing statutes, not one, all-encompassing law

More than 50 federal laws and a myriad of state and local laws protect whistleblowers from retaliation. Your rights and level of protection depend on the type of misconduct you are reporting, the procedures of the law(s) most applicable to you, what you disclose, when, and to whom. Before making the call, learn about which law fits your situation and gives you the fullest possible protection. The best way to do that is to talk with an experienced False Claims Act / qui tam attorney.

4. Public agencies and public policy endorse whistleblowing

Federal and many state legislatures recognize the vital contributions whistleblowers make in detecting corporate crimes and have enacted anti-retaliation and reward statutes. Many government agencies have special agencies to investigate reports by whistleblowers. Don’t rely on media stereotypes. Those who understand the importance of rooting out illegal conduct, understand that the courage of individuals like you is critical to the well-being of our communities. That is why laws exist to protect you.

5. Do not expect to remain anonymous

Some whistleblower statutes allow you to keep your identity secret indefinitely. Others, like the federal FCA and many state counterparts, begin with the case under seal, or not publicly available, for a period of time. However, the case will eventually be unsealed.  And sometimes companies under investigation can figure out a whistleblower’s identity by the nature of events underlying the case or by the kinds of information the government requests. In nearly every case, the case becomes unsealed, or publicly available, after the government notifies the court whether it will intervene. In short, prepare to be identified as a whistleblower.

The decision to become a whistleblower is a personal one that only you can make. Contact an experienced whistleblower attorney at Halunen Law for a free consultation to discuss the rewards and risks of a whistleblower case to help you decide.

NathanielS-headshot-300×300As an attorney with Halunen Law’s FCA Practice Group, Nathaniel Smith is determined to bring fraudulent conduct to light, and to justice. Having recovered millions on behalf of whistleblowers in both employment retaliation cases and qui tam whistleblower lawsuits under the False Claims Act (FCA), he is relentless in his pursuit. Learn more about Nathaniel F. Smith.

red-whistle-headIf you suspect that your employer or some other entity is committing fraud against the government, here are some things you can do to increase your chances of bringing a successful False Claims Act case.

1. Act quickly

Quick action serves the important purpose of stopping the fraud and the harm it is causing. In addition, every legal claim has a corresponding limitations period within which to pursue a claim. Those time limits vary depending on the law and the circumstances. If you wait too long, you may lose your right to bring a whistleblower case.

2. Retain and work with an experienced attorney

You must be represented by counsel to bring a False Claims Act case, and in any event, having an experienced attorney is crucial to the success of your case. It is also affordable. Halunen Law provides free consultations and represents whistleblowers on a contingency basis, which means our clients pay us a fee only if the case results in a recovery. To successfully bring a False Claims Act case, you need a law firm that knows the following: how to put your facts into a compelling narrative; how the government will evaluate and investigate your allegations; how to persuade the government your case has merit; how to help the government put together the case; and how to litigate the case on your behalf if the government decides not to. As the person best situated to provide relevant facts, your participation and cooperation in this process are vital and can impact any reward.

3.  Document the fraud promptly and properly

Successful False Claims Act cases are based on evidence, not speculation, hunches, or guesswork. Documenting the fraud or misconduct is an important way to strengthen the merits of your whistleblowing and the government attention it receives. But determining how to do so—such as what documents you are permitted to take, how you may or should access them, and whether you may secretly record conversations—present tricky situations that depend on complex legal and factual considerations. If you navigate these legal traps incorrectly, you can jeopardize your case and your rights or, even worse, end up violating the law yourself.

4. Report the fraud

In many cases, reporting the fraud can strengthen a False Claims Act case. But knowing how, when, and to whom you should report depends on the situation and should be discussed with an experienced attorney. Sometimes companies have reporting procedures or policies that provide information regarding what to include and to whom you should report, such as a manager, human resources, the legal department, compliance, or even a whistleblowing helpline. Other reports may be advisable depending on the circumstances.

5. Discuss your whistleblower efforts or intentions only with your attorney

Loose lips sink ships—and whistleblower cases. Under the “first-to-file” bar, the federal False Claims Act typically limits recovery to the first person to file a lawsuit. You may also be limited or barred from recovering an award if, before you file suit, someone else publicizes or brings the fraud to the government’s attention. Similar limitations may apply under state law. In other words, if you say too much to too many people, you can jeopardize (or lose altogether) your right to bring or receive an award in a False Claims Act case.

6. Be patient

It takes time to put together a False Claims Act case and present it to the government. And then, it will likely take the government much longer to investigate your allegations, compile evidence, persuade a company to settle, or litigate a case. Delays, extensions, and other frustrations are common in False Claims Act cases. Allow the process to run its course, and do not expect a quick resolution. However, once you have provided your facts to the government in a well-constructed False Claims Act claim, you will have the immediate satisfaction of knowing that you have done what you can do to bring the illegal conduct to the government’s attention.

For all of these reasons and others, contact an experienced whistleblower attorney at Halunen Law for a free consultation as soon as you become aware of conduct that may involve fraud against the government. That first step will give you peace of mind and important advice as to next steps.

LonL-600×600-300×300Lon Leavitt joined Halunen Law after a successful 12-year tenure as an Assistant United States Attorney in the District of Arizona, one of the largest and busiest federal districts in the country. In that role, he managed False Claims Act investigations and litigation on behalf of the federal government in a wide range of fields, including health care, defense and education. Lon is especially knowledgeable in health care fraud enforcement, having pursued cases successfully against hospitals, hospices, physician groups, and other health care providers. Learn more about Lon Leavitt and his work at Halunen Law.

A photo of a woman sitting in front of a laptop in a black suit jacket. She's holding her hands over her face as she sits in a brightly lit office with bookshelves in the background. During my career as an employment law attorney, I have had the unique privilege of representing many employees who have been sexually assaulted during the course of their employment by a co-worker or supervisor.

It makes my heart heavy to know there are so many people out there who have gone through such an experience.

Read More…

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