Halunen Law recently filed a lawsuit in Hennepin County District Court against Target Corporation alleging failure to address alleged sexual harassment experienced by Eva Biswas who was employed at a Twin Cities Target store. The suit claims a potential promotion was delayed because Biswas turned down unwanted sexual advances by one of her managers, and others in senior positions failed to respond appropriately when told of the allegations.
“We stand firm in defending employee’s rights including the right to work in an environment free of harassment and discrimination,” said Halunen Law employment attorney Emma Denny. “Women like Ms. Biswas – minimum wage employees, immigrants, and women of color – too often have their voices ignored when they report sexual harassment or other workplace misconduct to their employers. We look forward to pursuing justice on behalf of Ms. Biswas.”
Read recent news coverage of this case:
Target sued by an employee who alleges sexual harassment and store management doing little to address it
Target Worker Claims Manager At Fridley Store Sexually Harassed Her, Staff Didn’t Help
Target employee claims sexual harassment, and that management didn’t stop it
We all know that it is best not to work under the influence of drugs or alcohol. Employees should avoid ever being in a position to have a positive drug or alcohol test result in the workplace. With that in mind, we must also acknowledge that there are many prescription medications that are necessary for some people to function in their daily lives, and some of these will render a positive result on a drug test. There are also disabilities and impairments that might outwardly manifest in such a way that somebody might mistake that person as being under the influence of drugs or alcohol and then might ask that person to take a drug test. Let us also not forget that chemical dependency is a serious condition with serious consequences and many people suffering from it are discriminated against in the workplace. Then there are those that just make a simple one-time mistake and don’t deserve to have their lives ruined (i.e., their jobs terminated) because of this isolated mistake.
The landscape for workplaces is changing. As technology evolves, so too does the way we do our jobs. Many people can (and do) work just as effectively at home as they do at work. And a recent court case said just that. It held that a telecommuting arrangement could be a reasonable accommodation for a person suffering from a disability. Click to read the case: E.E.O.C. v. Ford Motor Co., 12-2484, 2014 WL 1584674 (6th Cir. Apr. 22, 2014).
If you have a disability, you have a right to reasonable accommodation from your employer. In the case above, the plaintiff had a very bad case of Irritable Bowel Syndrome (IBS), and asked to work from home. She argued that this would alleviate her IBS symptoms, and that most of her work could be done via computer or telephone. Ford denied the request, stating that presence in the office was essential to her job. Ford instead offered other accommodations, such as putting her office closer to the bathroom, because it argued that she needed to interact with other team members and could only access information during “core” business hours.
What is a Whistleblower?
Has your treatment on the job changed recently? Have you suddenly received performance criticisms you have never received before? Were you terminated for a bogus reason? And did this negative treatment come after a time you told your employer or a government agency that the company was doing something illegal?
If this sounds familiar, you may be a whistleblower and the workplace retaliation you have experienced is likely illegal. Many states (including Minnesota) and federal statutes prohibit what has happened to you and you may have recourse for the damage caused by the retaliation.
Phone: (312) 222-0660
Fax: (612) 605-4099
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Fax: (612) 605-4099