[Your Name] [Your Address] [City, State, Zip Code] [Email Address] [Phone Number] [Date] [Recipient's Name] [Recipient's Designation] [Company Name] [Company Address] [City, State, Zip Code] Subject: Wrongful Discharge and Employment Discrimination Complaint Dear [Recipient's Name], I hope this letter finds you well. I am writing to you today to express my utmost concerns regarding my recent termination from [Company Name] on [Date of Termination]. It is with great regret that I must inform you that I strongly believe this decision was a result of employment discrimination and represents a wrongful discharge, in violation of my employment rights under Minnesota state law. I wish to provide a detailed account of the events leading up to and following my termination. I started working at [Company Name] on [Date of Employment] in the capacity of [Your Position]. Throughout my tenure, I consistently exhibited dedication, professionalism, and met or exceeded all performance expectations. However, I started sensing a change in the workplace environment after I informed my supervisor, [Supervisor's Name], about my gender reassignment journey on [Date]. Despite the fact that this disclosure should have had no bearing on my professional capabilities, I noticed a significant shift in attitudes towards me. In the following weeks, I experienced an alarming increase in unwarranted scrutiny, derogatory comments, and unfounded allegations of incompetence. On [Date], I received a written warning that cited subpar performance, which I strongly believe was unwarranted and entirely disproportionate to my actual performance. I immediately tried to address these concerns with [Supervisor's Name] and other members of management, but my complaints were met with indifference or dismissed entirely. Furthermore, on [Date], I was called into [Supervisor's Name]'s office and informed that my employment with [Company Name] was being terminated due to the alleged performance issues mentioned in the written warning. This termination came as a complete shock to me, considering my years of dedicated service and the unrelenting bias I had experienced in recent months. Upon deeper reflection and consultation with legal professionals and employee advocacy groups, it is clear that my termination was an act of employment discrimination and a clear violation of my rights as per the Minnesota Human Rights Act. In accordance with the law, I insist on a thorough investigation into this matter and a just resolution. To rectify this wrongful discharge, I am requesting the following actions: 1. An immediate revocation of my termination, reinstating me to my previous position or an equivalent one. 2. A public apology from [Company Name] for the discriminatory treatment I have endured. 3. Compensation for the emotional distress, damages to my professional reputation, and lost wages associated with this wrongful discharge. 4. Implementation of comprehensive anti-discrimination training, educational programs, and policies at [Company Name] to prevent future instances of employment discrimination. I would appreciate a written response from you within [time frame, typically 14 days] acknowledging the receipt of this letter and outlining the actions that [Company Name] intends to take in response to my complaint. Should we fail to find a satisfactory resolution through this communication, I may be forced to seek redress through legal channels. I trust that [Company Name] acknowledges the importance of a diverse and inclusive workplace and takes these allegations of employment discrimination and wrongful discharge seriously. I remain hopeful for a swift and fair resolution to this matter. Thank you for your attention to this serious issue. Sincerely, [Your Name]
Minnesota Sample Letter for Employment Discrimination - Wrongful Discharge
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How to fill out Minnesota Sample Letter For Employment Discrimination - Wrongful Discharge?
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Minnesota Service Letter Law These laws require employers to provide former employees with certain basic information, in writing, about their employment. Minnesota law requires an employer to give the employee a written statement of the reasons for an employee's termination.
To ensure your offer letter or summary of terms of employment satisfies the written agreement requirement in Minnesota, the letter must be in writing and signed by both the employer and employee. It needs to have key terms of the employment, including: The date the agreement was entered into.
An employer must grant an employee leave of up to a total of 16 hours during any 12-month period to attend school conferences or school-related activities related to the employee's child, provided the conferences or school-related activities cannot be scheduled during nonwork hours.
Illegal Reasons for Terminating an Employee The first illegal reason for termination is discrimination on the basis of race, age, sex, disability, or sexual orientation.
Here's some basic information about different types of remedies that may be available in wrongful termination cases: Reinstatement to your job. You may be able to get your job back. ... Back pay and benefits. ... Compensatory damages. ... Punitive damages. ... Attorney's fees and costs. ... We can help.
Minnesota labor standards law requires employers to provide each employee with a written notice detailing important terms of employment, including how much the employee will earn, when they will be paid and who owns the company they will be working for. The notice must be issued at the start of employment.
In February 2023, the Minnesota Supreme Court delivered a landmark ruling in favor of employees. In the case of Henry v. Independent School District #625, the court ruled that an employee who has been forced to resign??constructively discharged??due to illegal discrimination has the right to sue their employer.
465.72 SEVERANCE PAY. The severance pay must be excluded from retirement deductions and from any calculations in retirement benefits. Severance pay must be paid in a manner mutually agreeable to the employee and employer over a period not to exceed five years from retirement or termination of employment.
