Retaliation

By Rocket55DevAdmin |

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Halunen Law reports that the Firm’s representation of employees and whistleblowers in 2025 produced results that made a difference in the lives of our clients—ensuring their voices were heard. Said Partner Joshua Newville, “We are particularly proud that these cases gave our clients the satisfaction of achieving a measure of accountability from their employers. This accountability will hopefully protect other employees from the discrimination or retaliation faced by our clients. These cases typically involved wrongful terminations in a variety of industries and in businesses ranging from large national companies to small local shops. Besides accountability, these cases provided monetary relief to compensate our clients for lost wages and non-monetary losses, including emotional distress. Resolutions of many of these cases included monetary compensation in the range of six figures.

Halunen Law’s team is passionate about the work we do and the opportunity to hold employers accountable for their illegal conduct. As the Firm moves into 2026, I fully expect we will continue to achieve excellent results for our clients.” 

Halunen Law represents employees on a contingency basis, which means that there is no cost to its clients unless the case successfully resolves.

By Rocket55DevAdmin |

GettyImages-524176874 (1)Not long ago, it seemed there was constant news coverage of the #MeToo movement. This period led to open dialogues and more awareness of sexual harassment and assault, including in the workplace. However, it was unclear how behavior may change in the workplace and whether employers would see improvements. Now, there’s data that shows these abuses are still all too common.

According to Tulane University’s #MeToo 2024 Report, consisting of survey data from over 3,300 adults in the United States, 37 percent of women and 14 percent of men believe they have experienced sexual harassment or assault in the workplace at some point. A figure that’s equally concerning? Nearly nine out of 10 of individuals experiencing sexual harassment or assault have not disclosed their experiences.

Workplace sexual harassment and assault continue to affect a significant number of employees. Many endure these experiences in silence, unsure of what constitutes harassment or assault, and what legal protections they may have. Understanding the definitions, examples, and legal protections related to workplace sexual misconduct is essential and can help provide an early roadmap to getting the justice you deserve.

What Is Workplace Sexual Harassment?

Sexual harassment in the workplace refers to unwelcome conduct of a sexual nature that interferes with an employee’s ability to do their job, because the harassment creates an intimidating, hostile, or offensive work environment. Examples of sexual harassment in the workplace include:

  • Inappropriate comments, text messages, or emails
  • Sexual advances made by a co-worker or manager
  • Requests for sexual favors with an offer of a job, promotion, or favorable treatment (sometimes called quid pro quo harassment)
  • Retaliation from an employer based on the termination of a sexual relationship

Sexual harassment and assault can occur in more than the physical workplace. It can occur through texting and phone calls, in virtual meetings, during business travel, and at work-related and employer-sponsored events offsite.

A workplace harasser may be a supervisor, co-worker, client or even a non-employee with some connection to the company. An example of a non-employee harasser could be a capital investor who has no formal role within the company or a vendor or salesperson doing business.

When Does Workplace Sexual Harassment Become an Assault?

When sexual harassment turns into unwanted physical contact it may become an assault.
Examples of sexual assault include:

  • Unwanted physical actions, such as groping or touching
  • Physically restraining or forcing a company worker to engage in a sexual act
  • Threatening someone into a sexual activity
  • Any sexual act performed on a person who does not consent, even if they are intoxicated, unconscious, or otherwise incapacitated

Your Right to a Workplace Free of Sexual Misconduct

Sexual misconduct is inappropriate in every workplace and employees in most states who experience sexual harassment or assault in the workplace are entitled to certain legal protections provided by their state and/or federal law. These laws vary from state to state, and their applicability may depend on the size of the employer.

For example, under Minnesota’s strong Human Rights Act, employees have the right to:

  • Report harassment or assault to their employer,
  • Expect an investigation that’s fair, prompt, and thorough, and
  • Not face retaliation or some type of negative reaction for making a complaint

Path to Justice: Next Steps if You Were Harassed or Assaulted in the Workplace

If you are experiencing workplace sexual harassment, and if you are able to do so, a first response is to tell the harasser to stop and make it clear that the conduct is unwelcome. Documenting what happened (outside of work time and work devices) is also important and will be helpful if the conduct does not stop. You should include:

  • Dates, times, and locations
  • What was said or done
  • Who was involved, and
  • Whether there were any witnesses

After a single incident, or especially If the harassment persists after you told the harasser to stop, a next step is to report the conduct to your employer, using whatever policies are in place at your employer. This may mean contacting your supervisor, HR department, or another individual designated to handle workplace complaints. If the harasser is your supervisor or HR contact, escalate the report to another senior leader.

If you have experienced a workplace sexual assault, your first step is to get to a safe place away from the perpetrator. Depending on the circumstances, you may then need to get medical attention and/or report to law enforcement. You also will need to report the assault to your employer, as discussed above.

During this time, it’s helpful to write down everything you remember about the assault and preserve any supporting evidence, which may include emails, text messages, voicemails, or photos of inappropriate conduct.

Seeking support as soon as possible is critical. Some available resources are identified in the FAQs below.

How an Employment Law Firm Can Help

If you’ve experienced sexual harassment or assault in the workplace, a common mistake is to try and navigate the legal system alone. Instead, you want an experienced attorney who can help you understand your rights, evaluate your options, and take action when necessary. Whether you are facing retaliation for reporting the harassment, facing a hostile work environment, or emotionally distressed after harassment or an assault that could have been prevented, a plaintiff’s employment law firm can help you understand your options and guide you through the legal steps needed to reddress what happened—steps that may include reporting the misconduct to your employer and other authorities, filing charges, and filing a civil lawsuit against your employer for damages.
Halunen Law is known for fighting aggressively on behalf of their clients and standing up to employers of all sizes. From helping you seek compensation for emotional distress, lost wages, and other damages to holding employers accountable for failing to protect their employees, our attorneys will help restore your voice and dignity as you navigate the next chapter of your life.
Through legal action, remedies an attorney can help you get may include:

  • Back pay and/or a promotion
  • Reinstatement within the company
  • Compensatory and punitive damages
  • Attorney and court fees and costs

Show Strength, but Don’t Go It Alone

It takes courage to speak up and seek out justice. You deserve an experienced employment law firm on your side that’s committed to justice while advocating fiercely for your rights. At Halunen Law, we are here to listen, support, and advocate for you.

If you’ve experienced sexual harassment or assault in your workplace, we encourage you to submit a Case Review Form to our firm. One of our attorneys will review your information, and you’ll receive a response from our firm in a timely manner. There is no charge for this confidential process. And, if we take your case, as a contingency-based law firm, there is no cost unless we win.
We’re here to help you navigate your lawful rights and ensure you get the treatment you deserve. Together, we can hold employers accountable and create a safer and more fair workplace for everyone.

Frequently Asked Questions

Can I be fired for reporting sexual harassment?

It’s illegal in many states, including Minnesota, for an employer to retaliate against you or someone else for reporting harassment. Retaliation can take many forms including unwarranted disciplinary action, demotion, and termination, as well as more subtle conduct such as shunning, or exclusion from meetings. Should retaliation occur, you may have grounds for a separate legal claim.

What if my employer ignores my complaint?

Minnesota employers have a legal requirement to address workplace harassment once they receive a report or observe it themselves. If your employer fails to take action or investigate your harassment claim, you may have a basis for filing a state or federal charge or lawsuit.

How long do I have to file an employment claim?

This can vary from state to state, and depends on the circumstances. It is wise to consult with an attorney as soon as possible to determine the time frames that may apply to you. Generally, in Minnesota you have one year from the date of the last incident to file a lawsuit or a claim with the Minnesota Department of Human Rights (MDHR). Claims under federal law go to the Equal Employment Opportunity Commission (EEOC) and the time frame in Minnesota is 300 days. (In some states EEOC charges must be filed within 180 days). If you work for the federal government you are subject to a 45 day timeframe for filing an EEOC charge.

What if the harassment happened outside of work hours or offsite?

If misconduct is connected with your job in any way, it can still be workplace harassment—even if it happened off company property, outside normal working hours, or through texts or phone calls. So, if the harassment took place during business travel, at an offsite work event, or with co-workers or management outside office hours, you still have the right to a safe, discrimination-free work experience.

What resources are available to victims of sexual assault in the workplace?

  • Local and national sexual assault and rape crisis centers, e.g. Sexual Violence Center 24/7 hotline, 612/871-5111; National Sexual Assault Hotline-1-800-656-4673 or hotline.rainn.org.
  • If offered by your employer, an employee assistance program (EAP).
  • Employment attorneys with experience representing victims of sexual assault.
By Rocket55DevAdmin |

Halunen Law Logo Commentary

UnitedHealth Group, the nation’s largest health insurer, has confirmed it is under federal investigation by the U.S. Department of Justice for its Medicare Advantage practices. This follows growing scrutiny from media outlets like The Wall Street Journal and STAT News, which raised serious concerns about the company’s billing and care management practices. The DOJ is reportedly investigating possible criminal fraud, and UnitedHealth has now acknowledged receiving both civil and criminal investigative requests.

This is just the latest in a series of crises for UnitedHealth, which has seen the abrupt resignation of top executives, mounting public backlash over care denials, and a massive drop in shareholder value—losing over $277 billion in market capitalization in the past year.

At Halunen Law, we have deep experience representing whistleblowers who expose fraud against the government, including violations under the False Claims Act and retaliation under federal and state whistleblower protection laws. These types of Medicare fraud investigations are precisely the cases we are committed to pursuing.

If you are a current or former employee of UnitedHealth Group or one of its subsidiaries and have information about unlawful conduct—such as inflated billing codes, improper patient care denials, or other fraudulent Medicare practices—or if you’ve experienced retaliation for speaking up, contact Halunen Law immediately. Our attorneys can advise you confidentially about your rights, the risks, and how to proceed safely.

Your courage can make a difference—and we are here to help.

Read CNN’s coverage: UnitedHealth confirms federal investigation into its Medicare practices

By Rocket55DevAdmin |

MINNEAPOLIS, MN., August 15, 2025: Renee Fox, who uses the name Wren Clair in her profession as a meteorologist, has filed suit against KSTP, a local television broadcast station, alleging sexual harassment and retaliation while working as a meteorologist for KSTP. Halunen Law employment attorney, Paul Schinner, is representing Clair in this case.

Ms. Clair abruptly left the station in February 2024 after nearly seven years. The lawsuit alleges that throughout her work at the station, which ended in February 2025, she faced a range of troubling and illegal actions, including “severe, overtly sexist conduct by her coworkers and superiors,” constituting “sex-based disparate treatment and sexual harassment.” Ms. Clair brought her concerns to her supervisor, and in 2024, she reported the conduct directly to the company’s Human Resources department. She was subsequently demoted, fired, and replaced purportedly for poor performance, and replaced with “a less qualified man,” according to the Amended Complaint. The lawsuit further notes that Ms. Clair had two years remaining on her three-year contract at the time of her termination, was popular with viewers, and had consistently received positive performance reviews.

Ms. Clair’s attorney, Paul Schinner, commented, “The Amended Complaint alleges that our client endured persistent sexist double standards and deeply offensive conduct at KSTP for many years, and her firing ‘was abrupt, unexplained, and preceded by no documented disciplinary action, negative reviews, or performance improvement plans.’” Said Schinner, “We look forward to disproving KSTP’s claimed rationale for firing Wren–recited formulaically throughout its Answer—that she was terminated ‘as a result of her poor performance, on which she was repeatedly coached.’ We applaud Wren for her courage in challenging the experiences she had at KSTP and look forward to getting her the justice warranted by KSTP’s treatment of her as articulated in the Amended Complaint.”

Access the Amended Complaint and Defendant’s Answer
Note: click on “Case Number”; enter 62-CV-25-6658. Case title is “Fox v. KSTP-TV, LLC

Read recent news coverage of this story:
Pioneer Press: Meteorologist Wren Clair files sexual harassment suit against former employer KSTP

Minnesota Star Tribune: Meteorologist Wren Clair sues KSTP over sexual harassment and retaliation

MPR/KNOW: Meteorologist sues KSTP for sexual harassment, discrimination

By Rocket55DevAdmin |

In what is believed to be the largest ERISA settlement stemming from poorly performing investment options in a 401(k) plan, UnitedHealth Group will pay $69 million in a class action case filed by plaintiff and whistleblower Kim Snyder. A former employee, Snyder claimed UnitedHealth Group failed to remove investments from a poorly performing Wells Fargo 401(k) plan. In so doing, employees invested in the fund lost hundreds of millions of dollars in potential retirement savings, Snyder alleged. Minnesota District Court Judge John Tunnheim gave final approval to the class settlement on June 12, 2025.

Sanford Heisler Sharp McKnight was the lead counsel on the case. Minneapolis-based Halunen Law attorney Susan Coler served as local counsel, providing legal advice and assistance. The case alleged that UnitedHealth had violated its fiduciary duties under ERISA by prudently and disloyally selecting, retaining, and monitoring the poorly performing Wells Fargo Target Fund Suite.

“This outcome is impressive and gratifying,” said Coler. “Snyder and the legal team worked tirelessly for four years to achieve this result, which will offer a direct financial remedy to class members who have been impacted. It was a pleasure to work with them and contribute to that result.”

Read more about this historic case settlement:

Press Release: Sanford Heisler Sharp McKnight Wins Final Approval of Record-Breaking $69 Million Settlement on Behalf of More Than 35,000 Retirement Plan Beneficiaries 

Minnesota Star Tribune: Judge approves $69M class action settlement in UnitedHealth 401(k) litigation

Minnesota Star Tribune: UnitedHealth Group agrees to $69 million settlement over low-performing retirement plan options.

401k Specialist: UnitedHealth Group Agrees to Historic $69 Million 401(k) ERISA Settlement

USA Herald -UnitedHealth Settles $60M ERISA Suit

National Association of Plan Advisors: ‘Historic’ Excessive Fee Suit Strikes $69 Million Settlement

Law360 – UnitedHealth to pay $69M in Suit Over 401(k) Fund Roster

Susan (1)A Partner at Halunen Law, Susan Coler is a member of the Halunen Law False Claims Act (FCA)/Whistleblower Practice Group. She represents whistleblowers who challenge illegal corporate conduct, particularly fraud against the government. Susan represented a relator in an FCA claim against Abbott Laboratories that resulted in a civil settlement of $800 million (total settlement of $1.5 billion), the fifth-largest civil healthcare recovery ever achieved under the FCA. As an MSBA Labor and Employment Law Specialist, Susan has also brought successful retaliation claims in connection with FCA/qui tam cases and as stand-alone actions.

By Rocket55DevAdmin |

MINNEAPOLIS, MN., June 5, 2024: Registered Nurse Benjamin Glubka, Represented by Halunen Law, has sued Cornerstone Management Services, LLC, a privately held commercial and senior living property management company based in Rochester, Minnesota. The whistleblower retaliation case
alleges plaintiff Glubka, Director of Nursing at Cornerstone’s Lino Lakes facility, was wrongfully terminated from his position for repeatedly challenging, reporting, and highlighting illegal conduct by his employer — including Cornerstone’s refusal to report the troubling circumstances of a resident’s death.

This case is filed in Olmstead County, Minnesota, where Cornerstone Management, LLC is based. Mr. Glubka’s Complaint includes claims under the Minnesota Whistleblower Act and the Minnesota Vulnerable Adults Act, which prohibit retaliation against employees who report the types of concerns alleged in the Complaint.

Read the full Complaint.

Watch the FOX 9 coverage of this important story. 

About Halunen Law: Offering experienced representation to employees and whistleblowers nationwide, Halunen Law has achieved a reputation as a fearless, tenacious, and successful law firm focused on achieving justice and meaningful results for its clients. See halunenlaw.com.

By Rocket55DevAdmin |

“We’re all familiar with that ubiquitous mantra, “If you see something, say something.” We usually hear that in the context of reporting suspicious or criminal activity in public – an unattended package left in a subway station, a person menacing or threatening others, or similar potential dangers.

But when employees discover their employers’ potentially dubious, unethical or illegal conduct, there’s no 911 to call and no nearby police officer to flag down. Instead, those brave individuals who see something wrong at work and feel compelled to report and expose such misconduct – whistleblowers – face complicated choices and put themselves, their careers and their reputations at risk.

That’s why it’s critical for potential whistleblowers to act thoughtfully, carefully and deliberately before calling out their employers’ illegal activities. Doing so may optimize the possibility that the employer will change its conduct, but it may also be necessary to protect the whistleblower from the blowback that may come from their employers. Care also must be taken to preserve their right to recover
compensation under any applicable federal or state law that rewards whistleblowers.

If you’re aware of illegal or wrongful conduct by your employer and are considering blowing the whistle, the most important thing you can do is meet with an experienced whistleblower attorney before doing so. A lawyer can inform you of your rights, advise you of actions to take, protect you from retaliation and, in some instances, put you in a position to reap financial rewards for doing the right thing.

What Type of Conduct Do Whistleblowers Report?

A wide range of corporate activities can be the subject of a whistleblower claim. That’s partly because many laws and regulations govern the conduct of businesses in every sector of the economy. Consequently, companies can violate the law in countless ways.

Violations of an expansive range of laws and regulations can be the subject of a whistleblower claim, including:

  • Employment discrimination
  • Violations of health and safety laws
  • Government contracting and procurement fraud, including cybersecurity fraud
  • Defrauding Medicare, Medicaid and related health care programs, including seeking reimbursement for unnecessary or unperformed procedures or improper medical coding and billing
  • Healthcare misconduct involving violations of the Anti-Kickback Statute and Stark Law (also called the “physician self-referral law”)
  • Financial, securities, and investment fraud
  • Tax fraud and evasion
  • Bank fraud
  • Customs fraud
  • Environmental and wildlife violations

Steps to Take When You Discover Illegal Conduct

As noted, contacting a whistleblower lawyer as soon as possible after you discover and before you report illegal conduct is a wise first step. Here are other steps you should consider taking:

Gather Evidence

If you’ve learned about illegal or wrongful conduct by your employer, it’s likely because of something you saw, read or heard at work. This is the evidence you’ll need to show authorities to support your assertions, and it’s the evidence they’ll use to take action against your employer that could lead to
money in your pocket.

Preserve emails, documents, photographs or other materials that reflect or reveal the wrongdoing. Take notes of any conversations or incidents that relate to the conduct. It’s important to do so discreetly, not on work time or on work devices, and in a manner that doesn’t raise suspicion, violate company policies or run afoul of the law. For example, you should only save documents to which you have access in the normal course of your work responsibilities. Your lawyer can advise you on how best to collect and preserve evidence.

Follow Internal Reporting Procedures

Many companies and organizations have established policies, procedures and mechanisms through which employees can raise their concerns about their employers’ conduct. This may involve reporting to your immediate supervisor, the human resources department, or a designated ethics hotline or inbox. Ensure you maintain a record of all communications and actions taken.

Look for and Document Retaliation

In a perfect world, reporting illegal conduct through internal channels will result in your employer taking action to address the issue, including stopping the misconduct and holding wrongdoers accountable. But it’s not a perfect world. Employers often have less-charitable responses to a complaining or whistleblowing employee, and supervisors or other employees implicated in the misconduct can react viscerally to accusations made against them. An employer may engage in retaliation against you for your actions. This can take many forms beyond termination or demotion and can include receiving less-desirable assignments; being excluded from projects or meetings; receiving negative performance reviews; suffering harassment or abuse; and being placed on an unfair performance improvement plan.

Employer retaliation against whistleblowers is illegal under many circumstances, and employees subject to retaliation may have claims for compensation against their employers. Document instances of retaliation or any negative changes in your employment situation and share that information with your attorney.

Work With Your Attorney to Report Misconduct to the Proper Authorities

When your attorney believes the time is right, he or she can help you report your employer’s illegal acts to the appropriate authorities. Many different whistleblower laws and programs apply to specific types of activities and industries. Your lawyer will know where to submit your information and how to do so in a way that makes you eligible to potentially recover a percentage of any amounts the government recoups from your employer, based on the information you provided. These rewards can be substantial. In fiscal year 2022 alone, whistleblowers who reported illegal activity under the False Claims Act (FCA) received $488 million. The FCA is only one of the many laws and programs through which whistleblowers can obtain compensation for their brave acts.

If you feel you’ve experienced illegal action in your workplace, we encourage you to submit a Case Review Form to our firm. One of our attorneys will review your information, and you’ll receive a response from our firm in a timely manner. There is no charge for this confidential process. And, if we take your case, as a contingency-based law firm, there is no cost unless we win.

We’re here to help you navigate your lawful rights and ensure you get the treatment you deserve. Together, we can hold employers accountable and create a fairer workplace for everyone.

Susan (1)
A Partner at Halunen Law, Susan Coler represents whistleblowers who challenge illegal corporate conduct, particularly fraud against the government. As an MSBA Labor and Employment Law Specialist, Susan has also brought successful retaliation claims in connection with FCA/qui tam cases and as stand-alone actions. Susan has consistently been named a “Super Lawyer” since 2008 and has been named several times on the Super Lawyer’s list of Top 50 Women Attorneys in Minnesota.

By Rocket55DevAdmin |

gettyimages-945696662-170667a

Across our nation, women employed at fast-food establishments are frequently experiencing the horrors of sexual harassment, abuse or assault in their workplace. A survey1 conducted by Hart Research Associates reports that 40% of female fast-food workers reported having been sexually harassed, abused, or assaulted on the job. The survey, which included polling 1,217 women aged 16 and older who work in fast food restaurants in non-managerial positions, found that two in five women had been subjected to some form of sexual harassment, including sexual assault and rape in their jobs. This pervasive reality in the fast-food industry suggests that operators of fast-food restaurants may be more concerned about profits than safe recruiting practices, hiring practices, training, and staff supervision.

Types of Harassment Experienced
The researchers asked workers whether they had experienced any of the 18 types of behaviors constituting sexual harassment while on the job, including behavior considered part of hostile work environments. The survey found that the most common types of harassment these workers faced included:

  • Unwanted sexual teasing, jokes, remarks, or questions (27%)
  • Unwanted hugging or touching (26%)
  • Unwanted questions about sexual interests (20%)
  • Sexually suggestive gestures (18%)
  • Kissing or groping (10%)

Further, 8% experienced requests for sex (including in exchange for work benefits), and 2% experienced sexual assault or rape on the job.

Physical and Mental Impacts Suffered
Nearly half of the female respondents who experienced sexual harassment, assault, or abuse reported health problems that resulted, with more than one-third saying they experienced a greater level of stress on the job and more than 20% saying they feared going into their workplaces. Female employees also reported feeling greater sadness and depression, becoming less productive, and having their sleep and appetite affected.

Although many fast-food chains have sexual harassment policies and procedures, female respondents found such policies and procedures ineffective. Most women who reported sexual harassment or assault to the employer were given only informal responses, including advice to simply avoid the offender.

Finally, one in five of those who reported the sexual harassment found that their employer engaged in various forms of retaliation, including cutting hours, scheduling less desirable shifts, assigning undesirable job duties, denying a raise or promotion, and terminating employment.

Additionally troubling, the survey found that 42% of women who experienced unwanted sexual harassment or assault felt they had no choice but to endure the harassment because they could not afford to lose their job.

Halunen Law attorneys are here to help
If you have experienced workplace sexual harassment, assault or abuse, or if your employer retaliated against you for reporting this conduct, the attorneys at Halunen Law can help.

The attorneys at Halunen Law can guide you through the process of reporting sexual harassment, assault, or abuse to company management or human resources—a process that can be an effective way to address the problem.

Halunen Law attorneys can also help you consider other options for addressing sexual harassment, assault or abuse in the workplace. These include filing a Charge of Discrimination with an appropriate state or federal civil rights office or filing a lawsuit against your employer for monetary damages.

You do not have to face sexual harassment, assault or abuse in the workplace alone. Halunen Law attorneys will stand with you to stop the conduct, protect your right to a workplace free of sexual harm, and fight to receive compensation for what you have experienced.

If you feel you’ve experienced illegal action in your workplace, we encourage you to submit a Case Review Form to our firm. One of our attorneys will review your information, and you’ll receive a response from our firm in a timely manner. There is no charge for this confidential process. And, if we take your case, as a contingency-based law firm, there is no cost unless we win.

We’re here to help you navigate your lawful rights and ensure you get the treatment you deserve. Together, we can hold employers accountable and create a fairer workplace for everyone.

1https://hartresearch.com/wp-content/uploads/2016/10/Fast-Food-Worker-Survey-Memo-10-5-16.pdf

By Rocket55DevAdmin |

Halunen Law Wins $4.6 Million Verdict On Behalf of Client in Whistleblower Case

In a landmark whistleblower case in Minnesota, a highly regarded former radiologist attains justice following wrongful termination for bringing safety concerns to light

MINNEAPOLIS, MN (Jan. 23, 2024): A board-certified radiologist, senior shareholder, and employee of Consulting Radiologist Limited (CRL) was awarded $4.6 million in damages by a Hennepin County jury for being wrongfully terminated under Minnesota’s whistleblower protection
law. Halunen Law of Minneapolis, Minnesota, represented the plaintiff in this landmark trial. CRL contracts to provide services to Allina Health, including Abbott Northwestern, in the Twin Cities metro area.

After nearly 20 years with CRL as a board-certified radiologist, and senior shareholder, the plaintiff was deeply invested in CRL’s future success. As such, in good faith, he brought forth patient safety concerns to the company’s leadership. When the CRL board repeatedly failed to act, the plaintiff
warned that if the unsafe and unethical practices continued, he would have no choice but to report his concerns to Allina Health, the parent company of Abbott Northwestern Hospital. Days after affirming his commitment to share his concerns with Allina Health, he was subsequently terminated by the CRL Board of Directors. As a result of his termination, the plaintiff lost his radiologist position and his livelihood.

The two-week-long trial and deliberation resulted in a jury verdict, finding the plaintiff was terminated in violation of the Minnesota Whistleblower Act. The jury awarded him damages for past and future wage loss and emotional distress, totaling $4,587,602.

Attorney Pamela Johnson, one of Halunen Law’s senior trial attorneys representing the plaintiff, commented: “Today we sent a message. This jury understood the serious nature of Defendant CRL’s conduct and held it accountable in a big way. This is one of the largest whistleblower verdicts ever in Minnesota. It should be a warning to all Minnesota employers that if you retaliate against employees who stand up to expose safety concerns, you will be held accountable.”

About Halunen Law: With offices in Minneapolis and Chicago, Halunen Law offers experienced legal representation to employees and whistleblowers nationwide. Halunen Law has achieved a reputation as a fearless, tenacious, and successful plaintiffs’ law firm with a laser focus on achieving justice and
meaningful results for its clients. More information at  halunenlaw.com.

Read more about this case:

Minnesota Lawyer: “Whistleblower suit nets $4.6 million”

Radiology Business: “Radiologist to collect $4.6M jury verdict in whistleblower case against former practice”

AuntMinnie.com: “Radiologist awarded $4.6M damages in whistleblower lawsuit”

If you feel you’ve experienced illegal action in your workplace, we encourage you to submit a Case Review Form to our firm. One of our attorneys will review your information, and you’ll receive a response from our firm in a timely manner. There is no charge for this confidential process. And, if we take your case, as a contingency-based law firm, there is no cost unless we win.

We’re here to help you navigate your lawful rights and ensure you get the treatment you deserve. Together, we can hold employers accountable and create a fairer workplace for everyone.

By Rocket55DevAdmin |

Kyle HahnHalunen Law is pleased to announce that attorney Kyle Hahn has joined the firm’s employment law practice group. Kyle brings a collaborative spirit, an acute understanding of the legal process, and a steadfast determination to hold others accountable for their illegal actions. He joins a team of Halunen Law attorneys dedicated to defending the rights of employees and whistleblowers. 

With a depth of knowledge and strategic acumen, Kyle has guided clients through complex legal matters to successful outcomes. His practice includes cases of discrimination, retaliation, and the gamut of employment matters, with considerable litigation experience in state and federal courts. Kyle offers clients a personal, professional approach coupled with a dogged determination to get them justice. 

After graduating magna cum laud from St. Cloud State University, Kyle pursued and received his law degree from the University of St. Thomas School of Law, where he was deeply engaged in school activities. He has admissions to the Minnesota State Court and U.S. District Court of Minnesota.   

About Halunen Law: With offices in Minneapolis and Chicago, Halunen Law offers experienced legal representation for employees, whistleblowers, and those who have experienced illegal actions in their workplace. Halunen Law has achieved a reputation as a fearless, tenacious, and successful plaintiffs’ law firm, focused squarely on achieving justice for its clients and creating workplace and societal change. For more information, visit halunenlaw.com.

 

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