HR leaders should be aware of state and local laws for discrimination claims that could affect their employees. Not all complaints of employment discrimination are investigated by the Equal Employment Opportunity Commission (EEOC). In fact, some local cities investigate such claims if they fall within their jurisdiction. In some cities, like Minneapolis, employment discrimination claims can be filed at the local level in addition to the federal level. The law that applies is the law where the employee is doing the work.
Employment Discrimination Compliance: Minneapolis
Minneapolis has its own Department of Civil Rights, the Minneapolis Department of Civil Rights (MDCR), which handles employment discrimination claims for workers who work there and promotes diversity and inclusion. Minnesota organizations should be aware that individuals may have recourse for employment discrimination actions at the local level in addition to the federal level.
The MDCR, which enforces the Minneapolis Code of Ordinances, prohibits employment discrimination based on factors such as race, religious affiliation, gender, sexual orientation, disability and age, according to Minneapolismn.gov.
How Employees File a Claim
If an employee has been allegedly subjected to unlawful employment discrimination in Minneapolis, they have 365 days to contact the MDCR. Based on the allegations, the intake officer will determine whether to file a charge of discrimination, which must be filed within one year of the alleged acts. The complainant must sign the charge, and then it will be sent to the alleged respondent for response, which must be returned within 20 days. The complainant then has 20 days for rebuttal. Once the filing is complete, the MDCR will determine whether probable cause exists. A determination of probable cause, however, is not conclusive of discrimination.
Know the Local and Federal Rules
Minnesota organizations should remember that employees may have recourse for Minneapolis employment discrimination actions through the MDCR, in addition to the EEOC. Thus, HR professionals must be familiar with local rules and processes for discrimination claims as well as federal rules — both of which could impact their employees.
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