Legal Question in Employment Law in Minnesota

What�s the best course of action for an initial upcoming hearing to appeal an unemployment denial based on �the applicant did not give the employer a reason for quitting?� Although I had provided adequate advanced notice apprising the employer of my departure date, however, there was no mandate obligating me to provide specific reason for self-terminating my employment. The employer was aware of a pending issue, but chose not to remedy the matter since Feb. 2013 to Jun 2013. No remedy was provided in that the employer had failed to provide protocol, regulation, or oversight and condoned employees� usage of a dimmer light switch after renovation of our office space. Employer allowed employees to use dimmer light switch to decrease overhead lighting at their liberty and to their satisfaction during dark hours of the day. In requesting several times that the employer correct the matter, I was ultimately informed by the supervisor that this was a difficult situation and it would be unfair to the other employees. Discontent with no remedy to the dimmer light switch issue, the bias, unfairness, and inconsistencies of management, plus the hostile working environment, racist rants, bullying, and co-worker harassment, I was compelled to forgo my employment rather than work in hazardous conditions while being deprived of adequate overhead lighting not at full spectrum, which also hindered my job performance. None of the aforementioned was made a term or condition of my employment upon initial hire, so would you agree that I quit for a good reason caused by the employer that would make the average, reasonable worker quit and become unemployed and why? Does my matter have merit or should I concede?

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