Legal Question in Employment Law in Minnesota

I quit my job as a Safety Director with trucking company because of continued violations of federal regulations 391.51 and 382.301. I had made several attempts to rectify these issues with the company, however, they continued to violate these regulations. Specifically, they would use drivers whom I had not yet received negative drug test results for; we had on previous occasions agreed that I would schedule my orientations and that would not be done until all qualifications had been met. In addition, drivers who had failed random drug tests would not be removed from safety sensitive duties immediately. On my last day, I was asked to complete an orientation on a driver that I didn't even have an application for with the promise that he wouldn't be used until everything else was back. With prior issues, I had no reason to believe they would comply and terminated my employment immediately. In addition, this did not comply with our prior agreements on how orientations would take place. Would this be good cause to quit? Note, I am in Minnesota.


Asked on 12/14/13, 3:43 pm

1 Answer from Attorneys
Tricia Dwyer Tricia Dwyer Esq & Assoc PLLC

You may have an attorney provide you with a legal opinion, and, of course, your specific reason or reasons for wanting such a determination are important to know. Tricia Dwyer Esq at 612-296-9666, Tricia Dwyer Esq & Assoc PLLC, Minnesota Employment Law Attorney, http://dwyerlawfirm.net

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Answered on 12/14/13, 4:33 pm


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