Complete Labor Law Poster for $24.95
from, includes
State, Federal, & OSHA posting requirements


No announcement yet.

Minnesota Labor Law?

This topic is closed.
  • Filter
  • Time
  • Show
Clear All
new posts

  • Minnesota Labor Law?

    I currently work in an office in Minnesota where a co-worker is extremely verbally abusive to, not only to the employees that report to her, but to numerous people though-out the office. Numerous people, even some outside of her department, have quit due to the harassment. She is known for having "one special person" that she focuses on until they quit. Her new "victom" has talked to our company President, company Vice President and our HR Person. Unfortunately, this person is best friends with the HR Manager. The HR Manager has not allowed her to file a letter of complaint for her file. This "manager" calls her at home. She even demanded that she call her at home after being admitted to a hospital. When she did call her, the Manager asked her if she could "speed it up and get back to work"? Does she have any recourse? How can an employee be protected from a hostile work environment when the person causing all of the issues is "best friends" with the HR Manager?

  • #2
    Since it appears that she is an "equal opportunity jerk", treating people in general badly, this is (strange as it may seem) neither illegal nor a hostile work environment under the law. An HWE ONLY exists when the employee or employees is/are being subjected to sexual harassment or illegal discrimination under Title VII and related laws (race, religion, national origin etc.)

    That being the case, the employer has no legal obligation to take any action. I'm not saying it's a good business practice to ignore it, but they may do so without violating any laws.
    The above answer, whatever it is, assumes that no legally binding and enforceable contract or CBA says otherwise. If it does, then the terms of the contract or CBA apply.


    The forum is intended for informational use only and should not be relied upon and is not a substitute for legal advice. The information contained on are opinions and suggestions of members and is not a representation of the opinions of does not warrant or vouch for the accuracy, completeness or usefulness of any postings or the qualifications of any person responding. Please consult a legal expert or seek the services of an attorney in your area for more accuracy on your specific situation.