It is important that employees are able to report improper or dangerous conditions that they observe in their workplaces. When someone is aware that fraudulent or dangerous practices could negatively impact the public, they are often uniquely positioned to report the problem. Unfortunately, an employee who is aware of a violation of the law may be afraid that if they report it, they could face retaliation and be terminated or face other negative employment actions.
This is the claim made by two employees of a for-profit Minnesota college. They both claim that because they had been open about what they viewed as serious problems with the admissions and accreditation process, they were subjected to negative employment actions. Both employees brought their claims under the Minnesota Whistleblower Act.
Halunen Law, Lockridge Grindal Nauen P.L.L.P., and Levin Sedran & Berman, announced recently that plaintiffs they represented entered into an agreement to settle various class actions relating to IKO roofing shingles. The settlement applies to the “organic” asphalt shingles that were installed on buildings in the United States primarily between 1978 and 2008.
Beginning in 2005, Allegiance entered into agreements with hospitals located in the Southeastern United States to provide Intensive Outpatient Psychotherapy services to patients who were Medicare beneficiaries on the hospitals’ behalf. The settlement resolves allegations that many patients were provided services that did not qualify for Medicare reimbursement but were billed as such.
Minnesota is known as an employment “at-will” state. This means that an employer can terminate an employee for any reason, or no reason at all. This “at-will” doctrine gives employers considerable discretion, and allows them to terminate an employee for what may seem like unreasonable and irrational reasons. For example, let’s say your employer terminates you for walking into work one day with a Pepsi because he has an unofficial Coca-Cola-only policy. While this is not a great business practice, there is nothing wrongful or illegal about this termination.
A Partner at Halunen Law, Susan is Chair of the FCA/Whistleblower practice. She represents whistleblowers across the United States in many different industries who challenge illegal corporate conduct, including fraud against the government. As a Labor and Employment Law Specialist, Susan has also brought successful retaliation claims in connection with False Claims Act (FCA) /qui tam cases and as stand-alone actions.
Employment in Minnesota is at-will, unless you are in a union or have an employment contract. What this means is that your employer can terminate you at any time, for any reason, even if that reason is unfair or untrue.