Why Choose the Employment Lawyers at Halunen Law?
When you’re taking on your employer, we’re in the fight with you.
You can take all the right steps at your job, but when your employer sidesteps the law, you deserve justice. From discrimination to harassment, wrongful termination or whistleblower retaliation, we make sure your voice is heard.
Named Minnesota’s Top Whistleblower Law Firm
Our Minneapolis employment law practice group devotes its energy to advocating for the rights of employees which includes employees who have been treated illegally. The firm’s Minnesota employment law lawyers help clients in cases involving:
In Settlements Achieved
95% OF CASES
Before Going To Trial
1 PROVEN PROCESS
Our Fearless Advocates
Representing Employees in Minneapolis & Nationwide
Labor and employment laws cover a broad area at the federal, state, and local levels, from discrimination laws to safety standards, wage and hour violations, the Family Medical Leave Act and healthcare plans, and protections against sexual harassment and whistleblower retaliation. There are several different federal, state, and local agencies that handle these workplace issues. This makes it confusing for workers trying to figure out what steps to take when they believe they have been mistreated. The employment attorneys at Halunen Law have experience challenging employers and the expertise to help you get the justice you deserve.
In this short video, Halunen Law Founder and Managing Partner, Clayton Halunen, describes his experience with employment law and what caused him to begin a firm that focuses on combating illegal corporate practices.
Explore Employment Law
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Organizations don’t always do the right thing, and sometimes it’s up to employees to bring it to their attention. Under state and federal laws, employers are forbidden from punishing workers or applicants for speaking up and asserting their rights under the law. Retaliation can take many forms, such as:
- Demotion or transfer to a less desirable job
- Verbal or physical abuse
- Denying benefits and opportunities
- Increased scrutiny
- Making the job purposefully more difficult
- Giving a poor performance review when it is undeserved
Employees who file a complaint or participate in a complaint process are protected from retaliation. If you come to us before reporting illegal conduct, we can help minimize potential negative reactions and set you up to be protected under the law. If you have already reported illegal conduct, we can help you recognize whether retaliation has occurred and developed a plan to address it.
Responsible workers are the public’s best means for discovering illegal conduct committed by managers, executives, corporations, and other entities. Employees who report unlawful actions by their employer may face harassment, unfair treatment, or termination as a result of their report. Unfortunately, there are also more subtle retaliation methods. They include:
- Being subjected to an unsafe work environment
- Verbal or physical abuse
- Denial of promotions, benefits, or bonuses
Several federal laws, which include the Whistleblower Protection Act and Sarbanes-Oxley Act of 2002, are in place to protect employees who are brave enough to speak up and do the right thing. There are also other federal and state laws depending on the circumstances, industry, and jurisdiction that may apply. If you believe you’ve been targeted because you filed a complaint against your employer for violating the law, you might be able to recover compensation.
Losing your job unexpectedly can cause financial difficulties and undue amounts of stress. Although some states have a public policy or other exceptions, all 50 states in the U.S are at-will employment states. This means that you can be fired whether your workplace has cause or for no cause at all for your termination. However, if your employment was terminated for an unlawful reason, which includes reasons such as discrimination or in retaliation for whistleblowing, you may have grounds for a claim.
Prejudice in the workplace can result in discrimination, affecting every aspect of a worker’s job, including how much they are paid, whether promotions are denied, and how work assignments are made. Discrimination during the hiring and firing process, as well as during training opportunities and other benefit decisions, is also a violation of state and federal law.
Employers who segregate employees, deny them equal opportunities, refuse to hire or terminate an individual based on their skin color, sex, race, religion, or national origin are in violation of Title VII of the Civil Rights Act.
There are additional statutes that protect workers against specific types of discrimination under other date and federal laws, including:
- Equal Pay/Gender Equality
- Sexual Orientation
- Sexual Harassment
- Pregnancy/Family Responsibility
- Marital Status
Misclassification of Employees
The way your employer classifies your position can affect certain legal rights, including overtime pay. By misclassifying employees, they can avoid certain responsibilities, including overtime pay. Generally, Employers have three options to categorize their workers:
Workers who earn more than $684 per week and are paid as a salaried employee are generally considered exempt, although there may be exceptions. If you have an exempt position, you are likely not protected by the FLSA, nor are you entitled to overtime pay.
Misclassification of Employees
Employees in positions categorized as non-exempt may be entitled to overtime pay if they work more than 40 hours in a single workweek. The hourly wage and the amount you earn per week does not determine whether you are eligible for overtime.
Workers who perform the same duties as an employee but are not classified as employees are independent contractors. The FLSA doesn’t protect individuals holding this type of position. They are not entitled to workers’ compensation or unemployment and must handle their own taxes.
Non-Compliance with Overtime Laws
Professionals who earn at least $684 per week, including administrators, executives, certain salespersons, farm employees and others, are exempt from the overtime laws. However, employees, such as nurses, are entitled to overtime compensation. The FLSA addresses standards related to overtime pay. It is set at 1.5 times that of the regular hourly rate if an employee works more than 40 hours in a week.
Failure to Meet Minimum Wage Requirements
While the Federal minimum wage is currently $7.25 per hour, each state may vary. For example, in Arizona, it’s $12.00; in Illinois, it’s $9.25; and in Minnesota, it’s between $8.15 and $10.00, depending on the size of the employer. Employers who fail to pay the minimum wage required in their state may leave themselves open to a lawsuit. They may also be in violation of the FLSA, depending on the situation.
Halunen Law Employment Lawyers
Employment law is complex, and you need legal counsel that knows how to navigate the legal process and who is successful in the courtroom.
Our national employment law attorneys understand that employers may claim they have a legitimate reason for the actions they took against you. We can explain your options, evaluate your claim, and guide you through the legal process. At Halunen Law, we have years of trial experience and work to protect the rights of our clients. If you have been unfairly treated and want to learn more about your rights, contact us today or call 866-523-8533 to schedule a free consultation.
QUESTIONS? WE HAVE ANSWERS!
May I be terminated from my job? How can I protect myself?
Expert legal advice can help you navigate next steps if you think you are about to be wrongfully terminated or believe your employer is discriminating or retaliating against you. The attorneys at Halunen Law are available to consult with you on what your rights are and strategies to protect them.
What Does At-Will Employment mean?
“Employment at-will” means that an employer can terminate an employee at any time for any reason or no reason—except an illegal one—without violating the law. Illegal reasons include, for example, terminating an employee because of gender, age, race, or disability, or for reporting unlawful conduct in the workplace. “Employment at-will” also means an employee is free to leave a job at any time for any or no reason without any adverse legal consequences.
If I file a lawsuit, how long will that take?
If you have to “litigate” your case (file a formal court complaint that describes what happened and your legal claims), the process typically takes between nine months to a year and a half from filing the formal complaint through trial. If your case is appealed, or there are other delays, it can take longer. Some cases settle early before a complaint is even filed.
What is the likelihood that my case will settle?
Every case is different and must be evaluated by your attorney based on the particular facts and circumstances of your situation. That said, about 95% of our cases are resolved before trial.
What damages will my employer have to pay if my case is successful?
The damages awarded to you depend on the claims filed and the harm you’ve experienced. Damages can include compensation for past and future wage loss (which is directly related to the money you made in your job), and the emotional pain and suffering caused by your employer. Halunen Law is ready to evaluate your potential claims, explain available damages, and discuss your options. We are experienced employment law attorneys and represent employees on a contingency basis.
Contact Us For Help
Our firm’s Minnesota employee rights lawyers are available to advise you about your legal rights and your options for moving forward. Contact us at 612-605-4098 or toll free at 866-523-8533 for assistance.