OUR AREAS OF PRACTICE

Please scroll through our main areas of expertise below, and submit an evaluation if you find one that fits your situation. If you don’t see the area that pertains to your case, please reach out to learn more information.

DISCRIMINATION

It is illegal for your employer to take an adverse employment action against you (termination, demotion, pay cut, reduction in hours, etc.) because of your disability, sex, marital status, race, age, sexual orientation, veteran status, national origin, or religion. Acts of illegal discrimination may include:

Failing or refusing to provide a reasonable accommodation for your disability;
Comments about your disability;
Being treated differently than your non-disabled co-workers.

Not being afforded the same opportunities, pay or other benefits of employment as members of the opposite gender;
Comments about your sex/gender.

Comments about your age;
Older workers being replaced by younger workers;
New management letting older workers go.

Comments about your marital status;
Comments about your spouse’s or former spouse’s identity, situation, actions or beliefs.

Comments about your race;
Race-based hiring/firing/promotional decisions.

Comments or insinuations about how your sexual orientation affects you or your job;
Hiring/firing/Promotional decisions based on orientation.

Comments about your veteran status;
Hiring/firing/promotional decisions based on veteran status;
Failure to reinstate you to your job following qualified military leave.

Comments based on your religion;
Hiring/firing/Promotional decisions based on your religion.

EVALUATION

HARASSMENT

What is Sexual Harassment?

Sex Harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal, written, or physical conduct of a sexual nature that negatively affects your work environment. If you believe this applies to you, fill out a case evaluation below.

Are there other types of workplace harassment?

Yes. Workplace harassment based on your race, gender (including pregnancy), disability, national origin, religion, sexual orientation, age or veteran status that interferes with your work performance or affects the terms and conditions of your employment may also be illegal.

If you have experienced conduct at work that you believe may constitute harassment, we recommend you take action and contact our attorneys immediately.

EVALUATION

Discrimination Evaluation

To evaluate your potential claim, carefully and accurately fill in the information below.

Discrimination Evaluation

First Name

Last Name

Address

Phone

Email

On what basis do you believe your employer discriminated against you?

If 'other,' please explain

What adverse action (termination, demotion, pay cut, etc.) has occured?

What reason did your employer give for the adverse action?

Why do you think the employer took the adverse action?

What facts do you have that the employer's decision was based on discrimination?

What facts do you have that the employer's claimed reason for the adverse action is untrue?

Who was the individual(s) who discriminated against you?

Do you have documentation related to the discrimination? Do you have documentation related to the discrimination? Yes No

Did you report the discrimination to your employer? Did you report the discrimination to your employer? Yes No

Did the discrimination stop after reporting it to your employer? Did the discrimination stop after reporting it to your employer? Yes No

Have you been threatened or retaliated against in any way for reporting the discrimination? Have you been threatened or retaliated against in any way for reporting the discrimination? Yes No

How have you been threatened or retaliated against? Who threatened or retaliated against you?

Are there any other facts we should know?

13 + 5 =

Q

Harassment Evaluation

To evaluate your potential claim, carefully and accurately fill in the information below.

Harassment Evaluation

First Name

Last Name

Address

Phone

Email

Please briefly describe the conduct you believe constitutes harassment:

When was the last instance of harassment you experienced? (MM/DD/YYY)

Who was the individual(s) who harassed you?

Do you have documentation related to the harassment? Do you have documentation related to the harassment? Yes No

Did you report the harassment to your employer? Did you report the harassment to your employer? Yes No

Did the harassment stop after reporting it to your employer? Did the harassment stop after reporting it to your employer? Yes No

Have you been threatened or retaliated against in any way for reporting the harassment? Have you been threatened or retaliated against in any way for reporting the harassment? Yes No

How have you been threatened or retaliated against? Who threatened or retaliated against you?

Are there any other facts we should know?

9 + 4 =

Q

RETALIATION

It is illegal for an employer to retaliate against you for reporting the following:

Harassment based on membership in a protected class
Discrimination
Failure to pay wages, overtime and benefits
Suspected violations of law

Retaliation can take many forms. It may include termination, demotion, loss of pay, suspensions, transfers, shift changes, undesirable job duties or assignments, receiving the “cold shoulder,” and being excluded from opportunities for professional development, among others. Whether a particular action constitutes retaliation depends on the unique facts and circumstances of each case.

EVALUATION

Retaliation Evaluation

To evaluate your potential claim, carefully and accurately fill in the information below.

Retaliation Evaluation

First Name

Last Name

Address

Phone

Email

What did you do or say that led to the retaliation?

What adverse action (termination, demotion, pay cut, etc.) has occured?

What reason did your employer give for the adverse action?

Why do you think the employer took the adverse action?

What facts do you have that the employer’s claimed reason for the adverse action is untrue?

Who was the individual(s) who retaliated against you?

Do you have documentation related to the retaliation? Do you have documentation related to the retaliation? Yes No

Are there any other facts we should know?

13 + 3 =

Q

MEDICAL & PARENTAL LEAVE

Some employees are entitled to take leave from their employment because of childbirth, a serious health condition or the serious health condition of a close relative with the assurance they will be able to return to their position and not experience retaliation for taking leave.

Common reasons employees may be eligible for leave include:

Serious illness;
Serious injury;
Surgery;
Childbirth;
Adoption; and
To care for a spouse, son, daughter or parent who has a serious health condition.

Ways in which an employer may violate your right to medical/parental leave include:

Denying or preventing you from taking leave;
Threatening or intimidating you from taking leave;
Failing to reinstate you to your former position under the same terms that existed prior to your leave;
Retaliating against you for exercising your rights to leave;
Terminating your employment for taking leave.

EVALUATION

UNEMPLOYMENT BENEFITS

After your employment relationship ends, you may be eligible for unemployment insurance benefits. At Fabian May & Anderson, PLLP, we can advise you on how the Minnesota Unemployment Insurance Law affects you. If you have applied for unemployment benefits and were denied due to a Determination of Ineligibility, we can help you appeal the denial of benefits. We represent employees through the entire appeal process, including:

filing an appeal;
advising you about the strengths and weaknesses of your case;
reviewing and submitting documents relevant to your case;
preparing for your testimony;
selecting witnesses and preparing for their testimony on your behalf;
preparing cross-examination of the employer’s witnesses;
representing you at the hearing before an unemployment law judge.

If you have been unsuccessful obtaining benefits through the first level appeal, we can also help you make further appeals within the unemployment office and ultimately to the Minnesota Court of Appeals. We will review the judge’s decision carefully and determine if there are any factual or legal errors, review the recorded transcript of the hearing carefully and determine if there are any procedural errors, review all exhibits admitted into evidence and prepare a legal brief based on the law and the facts for overturning the judge’s decision.

If you need help obtaining unemployment benefits, feel free to contact our attorneys.

Medical/Parental Leave Evaluation

To evaluate your potential claim, carefully and accurately fill in the information below.

Medical/Parental Leave Evaluation

First Name

Last Name

Address

Phone

Email

How many people are employed by your employer?

How many hours do you typically work per week?

How much were you paid per hour?

Was your leave approved by your employer? Was your leave approved by your employer? Yes No

What were the dates of your leave?

How long have you worked there?

What adverse action (termination, failure to reinstate, demotion, pay cut, etc.) has occurred?

What reason did your employer give for the adverse action?

Why do you think the employer took the adverse action?

What facts do you have that the employer’s decision was based on you taking medical or parental leave?

What facts do you have that the employer’s claimed reason for the adverse action is untrue?

Have you been threatened or retaliated against in any way for taking medical / parental leave? Have you been threatened or retaliated against in any way for taking medical / parental leave? Yes No

How have you been threatened or retaliated against? Who threatened or retaliated against you?

Are there any other facts we should know?

8 + 5 =

Q

WAGES & COMPENSATION

Employers are required to compensate you for your work. This includes paying all wages, commissions, bonuses, incentives and overtime pay that you have earned. If you believe you have not received all wages and compensation owed to you, including overtime, please contact us today.

EVALUATION

CONTRACTS & AGREEMENTS

Employment Contracts;
Severance Agreements;
Non-Compete Agreements;
Non-Solicitation Agreements;
Commission Policies;
Confidentiality and Non-Disclosure Agreements; and
Settlement Agreements.

If you need help with your employment agreement, feel free to contact our attorneys, or take a moment to fill out the EVALUATION below that will enable us to better determine what we can do to help.

EVALUATION

Wages & Compensation Evaluation

To evaluate your potential claim, carefully and accurately fill in the information below.

Wages and Compensation Evaluation

First Name

Last Name

Address

Phone

Email

Are you still employed with the company?

Briefly explain the amount and type of compensation you feel you have earned but have not been paid:

Have you asked the employer to pay the amount you believe is owed? Have you asked the employer to pay the amount you believe is owed? Yes No

If so, what was the employer's response?

Do you have documentation demonstrating what you are owed? Do you have documentation demonstrating what you are owed? Yes No

Have you been threatened or retaliated against in any way for asking to be paid what you are owed? Have you been threatened or retaliated against in any way for asking to be paid what you are owed? Yes No

How have you been threatened or retaliated against? Who threatened or retaliated against you?

Are there any other facts you believe we should know?

11 + 9 =

Q

Employment Contracts & Agreements

To evaluate your potential claim, carefully and accurately fill in the information below.

Contracts and Agreements Evaluation

Q

Tough & Experienced

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Without Fabian May & Anderson, I would have been lost. They helped me through a maternity leave discrimination case, and I couldn’t be happier with the results. My family thanks you for everything.

- Susan K.

Address

1625 Medical Arts Building
825 Nicollet Mall
Minneapolis, MN 55402

Call Us

PHONE : (612) 353-3340

FAX : (612) 455-2217

Email Us

contact@fmalawyers.com