Retaliation Resources

​Retaliation is when an employer or individual intimidates or takes adverse action against someone because they reported what they believed to be discrimination or other illegal conduct. It also can occur when an employer retaliates against someone for requesting job accommodation. Multiple federal and state laws prohibit retaliation. Click on the links below for more information about some of the anti-retaliation laws we deal with most frequently at Smith Law. 

Employment laws can seem confusing, and there are a lot of them. We've compiled some resources to help you better understand the basics.

• Retaliation for reporting discrimination - Employers generally cannot retaliate against an individual for reporting what they reasonably believe to be discrimination. This sort of retaliation, called "reprisal" under Minnesota law, can take many forms, including intimidation, retaliation, and harassment. 
  • Minnesota Human Rights Act
  • Title VII of the Civil Rights Act 
  • Americans with Disabilities Act
  • Age Discrimination in Employment Act
    
    
• Retaliation for reporting illegal conduct - Minnesota has a catch-all whistleblower law prohibiting employers from retaliating against employees who report a violation, suspected violation, or planned violation of law to their employer or government.
  • Minnesota Whistleblower Act
    
    
• Retaliation for requesting accommodations - An employer cannot retaliate against an employee for requesting reasonable accommodations for a disability, pregnancy, or for expressing breastmilk in the workplace. 
  • Minnesota Human Rights Act
  • Americans with Disabilities Act 
  • Minnesota's Nursing Mothers, Lactating Employees, and Pregnancy Accommodations law
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• Retaliation for reporting unsafe working conditions - Federal and state law prohibit employers from firing an employee and taking other retaliatory actions because they reported unsafe work conditions or participated in OSHA proceedings. An important feature of these laws is their extremely short statute of limitations: the employee must file a complaint within 30 days of the suspected retaliation.
  • Minnesota OSHA
  • Federal OSHA ​

CONTACT SMITH LAW

If you're an employee or former employee suffering from discrimination or retaliation; a small businesses owner seeking assistance with employee handbooks, policy and form drafting and review, employment counseling, or internal investigations; or an employment law firm seeking experienced legal support, Smith Law is here to help. ​​

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