6,641 employment law court rulings from public federal records (1869–2026)
Retaliation occurs when an employer takes adverse action against an employee for engaging in legally protected activity, such as filing a discrimination complaint, reporting safety violations, or participating in an investigation. Retaliation is the most commonly filed charge with the EEOC. These cases examine whether a causal connection exists between the protected activity and the adverse employment action.
Employers most frequently appearing in retaliation rulings.
Appellant challenges the district court's dismissal of his complaint with prejudice under Minn. R. Civ. P. 12.02(e) for failing to state a claim upon which relief can be granted. Retired judge of the Minnesota Court of Appeals, serving by appointment pursuant to Minn. Const. art. VI, § 10. Appellant's handwritten complaint alleges that respondents misrepresented the parties' work relationship by stating in an \employment contract\ that appellant was a \contractor\ who worked for an \employer\ and then later asserting that appellant was an \independent contractor.\ We conclude that the allegations in the complaint are sufficient to state claims for misrepresentation of employment relationship, fraudulent misrepresentation, and whistleblower retaliation. But we also conclude that the complaint fails to state claims for defamation and intentional infliction of emotional distress. Thus, we affirm in part, reverse in part, and remand.
Summary Judgment Contracts Americans with Disabilities Act Discrimination Failure to Accommodate Retaliation Rule 37 Attorneys' Fees.
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Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The classification of claim types is based on automated analysis and may not reflect the full scope of each case.