Legal Question in Employment Law in Minnesota

Here's my situation, I work at McDonalds in Minnesota. Last night I left my notice that I was quitting and not to schedule me anymore hours as of Nov. 15th. Today I walked out of work an hour early because when I told the Manager in-training to stop cursing in my ear (Swearing, everyone there knows I don't like it) He responded "Aww, you don't like my swearing? That's too fucking bad" I didn't know what else to do, but I was certainly not going to sit there and take that slap in the face from him, so I clocked out, grabbed my stuff, told the shift manager "So-and-so is being unpleasant, I'm going home" And left without saying anything more. My questions are: Is this a legitimate reason to fire me? And can they even fire me after I just quit? For sure a manager should know better and cannot treat an employee like this but I believe he is just a manager in-training so I'm not sure. I mean, he has a Manager's outfit and power but he was a crew person like me maybe 6 months ago. I really can't afford to have being fired from McDs on my record and I really needed those last 3 weeks of work.


Asked on 10/25/09, 11:06 pm

1 Answer from Attorneys
Maury Beaulier612.240.8005 Minnesota Lawyers

I am afraid that there is nothing that protects individuals from difficult supervisors or employers.

Unfortunately, all employment starts out as employment "at will." That means you may be fired for any reason or no reason or you may quit for any reason or no reason. The only thing that changes the "at will" status is contract and statutes. If you do not have a contract for employment, you have no contractual protections.

The statutes or the law, only protects against employment decisions that are discriminatory in nature. To be discriminatory, the employer must treat you differently than others based on a suspect class as defined by statutes. They may treat you differently for other reasons not based on the suspect class. For example, they may treat you differently because they do not like you, how you dress or how you part your hair. None of those things involve a suspect class. Suspect classes under state and federal statutes differ slightly, but generally include things such as race, creed, color, religion, sex, age, disability, whistleblower etc..

If you were not treated differently based on such classifications, there is no action that can be taken. If you feel you were treated differently based on a suspect classification, you may file a complaint with the EEOC or Department of Human Rights in Minnesota.

I am truly sorry to hear of your troubles.

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Answered on 11/03/09, 4:29 pm


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