Employment Law

Minneapolis Employment Law Attorneys

Serving Clients in Hennepin County & the Twin Cities Metro Region

Employment law involves the regulations and legal standards governing the relationship between employers and employees. These laws are enacted to ensure fair treatment, non-discriminatory practices, and equitable working conditions.

Employment law covers an array of issues, from hiring to firing and all matters in between, such as workplace safety, wage and hour standards, anti-discrimination, and wrongful termination. The goal is to protect both parties' rights and foster a balanced and respectful working environment.

If you believe you have been a victim of employment law violations or you are an employer who needs legal guidance in compliance with employment laws, taking proactive steps to avoid disputes with employees, or defense in a claim against you, RWI Law can help. Our team of attorneys is well-versed in applicable laws and court proceedings related to claims of employment law violations.

Discuss your case with a Minneapolis employment lawyer. Call RWI Law at (320) 408-2614 or submit our online contact form with your information today.

Employment Law in Minnesota

Like most states, Minnesota is an employment “at will” state. In general employment law, this means an employee can quit for any reason under normal circumstances. The employer can also terminate an employee, but only for a reason that is not illegal. This means they cannot fire someone due to discrimination based on race, creed, ancestry, religion, age, disability, color, sex, national origin, marital status, or sexual orientation.

State and federal laws govern employment, such as the following:

Minnesota Human Rights Act (MHRA)

It prohibits discrimination in employment based on various protected characteristics, such as race, color, creed, religion, national origin, sex, marital status, disability, public assistance status, age, sexual orientation, and familial status.

Minnesota Fair Labor Standards Act

Establishes guidelines for minimum wage, overtime pay, and child labor. It mandates proper record-keeping by employers and ensures employees are fairly compensated for their work.

Minnesota Whistleblower Act

Protects employees from retaliation by their employers when they report violations of laws, rules, or regulations.

Minnesota Workers' Compensation Act

Provides benefits to employees who suffer work-related injuries or illnesses, covering medical expenses and lost wages while they recover.

Minnesota Parental Leave Act

Allows eligible employees to take up to six weeks of unpaid leave for the birth or adoption of a child and protects their right to return to their same or equivalent position.

Family and Medical Leave Act (FMLA)

A federal law providing eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons, ensuring continuation of group health insurance coverage.

Americans with Disabilities Act (ADA)

Federal law prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, and requires employers to provide reasonable accommodations.

Age Discrimination in Employment Act (ADEA)

Federal law prohibits discrimination against individuals aged 40 and older and promotes employment based on ability rather than age.

Occupational Safety & Health Act (OSHA)

Federal legislation ensures safe and healthful working conditions by setting and enforcing standards and providing training, outreach, education, and assistance.

Fair Labor Standards Act (FLSA)

Federal law establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards that affect employees in the private sector and federal, state, and local governments.

These laws collectively protect Minnesota employees from unfair treatment and provide for fair compensation and safe working conditions. Understanding and complying with these regulations is crucial for both employers and employees to maintain a lawful and productive work environment.

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Types of Cases We Handle

Our team of skilled and understanding legal professionals proudly provides comprehensive and efficient legal services for all clients.

Stories of Success and Satisfaction

See for yourself what our clients have to say about working with us.

My first experience with an attorney was a success! He showed strong confidence and had an impactful closing statement! He was well prepared in the little time we received.

- Eddie M.
Attorney Ibtesam used his expertise, patience, and determination, to fight these motions and help me reach a settlement eventually. He is very thoughtful, listens to details, and always works for the best benefit of his client.

- Zuobiao R.
I would like to say that RWI Law are very strong attorneys, they put a team together and pinpoint the problem to resolve cases. My attorney Ray Reed has great respect and strongly gives your trust at the top levels of any case.

- Thomas J.
I worked with a team of attorneys who really worked well together and worked very hard to get the most desirable outcome. I felt like they truly cared about me as a client and took the time to answer any and all questions in a very timely manner.

- Leah C.

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Common Issues in Employer-Employee Relations

Many issues can arise in the workplace involving employees, job seekers, and employers. These include:

Discrimination and harassment: Unfair treatment based on protected characteristics under the Minnesota Human Rights Act and unwelcome conduct that creates a hostile work environment.
Wage and hour disputes: Issues related to unpaid wages, overtime pay, and misclassification of employees.
Retaliation: Adverse actions against employees for engaging in protected activities, such as reporting misconduct (whistleblowing).
Wrongful termination: Termination of employment violates contract terms or employment laws.
Health and safety violations: Failure to provide a safe working environment, potentially leading to injury or illness.

Severance package negotiations: Discussions aimed at determining the terms and compensation an employee will receive upon termination of employment, often including salary continuation, benefits, and other considerations.
Non-compete agreements: Contracts that restrict an employee's ability to work for competitors or start a competing business within a specific timeframe and geographic area after leaving the employer.
Breach of employment contract: Violations of the terms outlined in an employment agreement, which may include issues related to job duties, compensation, or duration of employment.

Breach of Contract

Employment contracts are legally binding agreements between both parties as they set the rights and responsibilities of the employee relationship. However, the employer can fire an employee for legal reasons, such as a breach of the employment contract.

In this case, your agreement may have some clauses and terms explaining how long you will be employed and the termination policies. This means the employer may not have broken any law if you failed to meet contract expectations. However, it may be considered a breach of contract if you believe your employer failed to comply with the signed contractual agreement.

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Our Commitment to Your Legal Needs

What Sets RWI Law Apart?

Accessible Legal Support
Our firm is committed to making quality legal representation accessible, offering clear communication, transparent processes, and a supportive environment throughout your legal journey.
Commitment to Excellence
We strive for excellence in all we do, maintaining the highest standards of professionalism, integrity, and dedication to achieving the best possible outcomes for our clients.
Experienced Legal Team
With a team of highly skilled attorneys, we bring extensive expertise and a proven track record to effectively handle a wide range of legal matters.
Client-Centered Approach
Our firm is dedicated to providing personalized legal services, ensuring each client receives attention and solutions tailored to their unique needs and circumstances.

Do You Need an Employment Attorney?

Employment contracts typically detail the employer and prospective employee’s expectations of the position being filled. They include several aspects of the employment relationship, including training, job responsibilities, work hours, employment benefits, compensation, etc. Of course, they can also include the terms of the separation of the employment relationship if it needs to be terminated.

An employer can also fire an employee at any time for any reason or no reason. And while several exceptions to the at-will rule can exist, you can still be unaware of how some employers may use illegal actions when firing employees. If you think you were terminated illegally, you need an employment attorney to represent your case.

You also need legal representation in any other employment law issue, as listed above, from discriminatory practices to harassment, sexual harassment, wage disputes, and any other conflict subject to state or federal law.

Whether you believe you were subject to wrongful treatment at work or need legal advice, our trusted attorneys focusing on employment law offer extensive knowledge, close client interaction, and a commitment to the highest standards of professionalism in pursuing justice.

Consult with a Minneapolis employment lawyer by contacting us online or at (320) 408-2614.

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Have questions? We are here to help!

Still have questions or can't find the answer you need? Give us a call at 320-408-2614 today!

What Is the Best Way To Handle a Breach of Contract?

Handling a breach of contract typically involves reviewing the contract to understand the terms and remedies available, communicating with the other party to resolve the issue, and potentially pursuing legal action if the breach is not resolved. In some cases, negotiation or mediation can be effective alternatives to litigation. Generally, if one party has failed to perform under a contract, the aggrieved party needs to notify the breaching party of the issue and give the breaching party an opportunity to correct the problem before bringing a lawsuit.
Is Mediation Required in Minnesota Contested Divorces?

Yes, in Minnesota, mediation is often required in contested divorces before the case proceeds to trial. Mediation allows both parties to negotiate and potentially reach a settlement on contested issues, with the assistance of a neutral third party (the mediator). Mediation is often not required when there is evidence of domestic abuse between the parties.
What Issues Cannot Be Addressed in a Prenuptial Agreement?

A prenuptial agreement cannot address issues related to child custody or child support, as these matters are determined based on the best interests of the child at the time of divorce. Additionally, a prenuptial agreement cannot waive the right to spousal support if it would cause undue hardship.

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