2013 marks the 20th anniversary of the passage of the Family Medical Leave Act. This year, the United States Department of Labor is making some important changes in a final rule, which workers and employers should be aware of. Effective Friday March 8, 2013 new regulations will be added to the Family Medical Leave Act (FMLA). Most notably, there have been expansions to benefit military families and airline personnel and flight crews.
Employees who accrue “sick days” provided by a Minnesota employer of 21 or more workers are able to use those days to give medical care and support to a child of any age, or a spouse, sibling, parent, grandparent or stepparent, on the same terms upon which the employee is able to use sick leave benefits for the employee’s own illness or injury.
Recently, the Minnesota legislature amended the Minnesota Whistleblower Act (MWA) to provide additional protections to employees. The Minnesota Whistleblower Act (MWA) is aimed at protecting workers who identify and report illegal activity within their company or organization. The MWA prohibits retaliation against any employee who makes a good faith report of illegal activity to the employee’s employer or to any governmental body or law enforcement official. Retaliation may include termination, disciplinary action, threats or otherwise penalizing an employee. New amendments to the law set forth in the 2013 legislative session expand legal protections to whistleblowers and became effective May 25, 2013.
If you have experienced retaliation in the workplace, contact one of the seasoned Minnesota whistleblower lawyers at Baillon Thome Jozwiak & Wanta. We will work with you directly to help determine the best way to protect your rights and pursue your case.
Baillon Thome Jowiak & Wanta LLP partner Christopher Jozwiak appeared on Business 1570’s The Legal Journal broadcast show on December 1, 2012. Chris discussed a type of whistleblower law known as qui tam actions. Qui tam whistleblower actions allow an individual to file a lawsuit on behalf of him or herself and on behalf of the federal or state government. Qui tam actions seek to recover money from a company or person who has committed fraud against the government.
Shawn J. Wanta appeared on The Legal Journal radio program to discuss the Fair Labor Standards Act and Minnesota’s overtime laws.
Joni Thome and Frances Baillon were guests on The Legal Journal radio program on November 17, 2012 to answer questions regarding employment discrimination and retaliation for opposing employment discrimination. The show covered topics such as race discrimination, age discrimination, and gender discrimination. Joni Thome and Frances Baillon also discussed how an employee can respond to discrimination or harassment and what to do if you think your employer is discriminating against you.
An audio file of the program is available at the bottom of this post.
Papa John’s recently made headlines because it faces a $250 million dollar suit over inundating customers with unwanted text advertisements. This case raises an important question to consumers: when are text advertisements on my cell phone illegal solicitations? Two laws – the Telephone Consumer Protection Act (TCPA) and the Controlling the Assault of Non-Solicited Pornography and Marketing (CAN-SPAM) Act – address spam. The TCPA and certain Federal Communications Commission regulations prohibit many text messages sent to mobile phones using computer software that can send many messages at once.
At the second presidential debate, one of the town hall participants posed a question to the candidates: “In what new ways to you intend to rectify the inequalities in the workplace, specifically regarding females making only 72 percent of what their male counterparts earn?” The question highlights that unequal pay—form a gender discrimination—remains a problem over forty years after the Equal Pay Act became law.
Whether it’s your coworker, supervisor or manager, bullying in the workplace is an unfortunate but all too common problem for employees. Numerous advocacy organizations and media outlets have broadcasted the extent of the problem and its costly impact on the workplace. Bullying can include repeated verbal abuse, including derogatory remarks, insults, or epithets; verbal or physical conduct of a threatening, intimidating, or humiliating nature; the sabotage or undermining of an employee’s work performance; or attempts to exploit an employee’s known psychological or physical vulnerability.