We Play Hard. We Play Fair.
Building a career takes time, effort, and commitment. You should be evaluated based on your qualifications and work, not treated differently because of a characteristic protected by law. When discrimination affects your job, it can have consequences for your income, career, family, and future.
At Restovich, Braun & Associates our workplace discrimination attorneys help employees understand their rights and determine how to respond when they believe unlawful discrimination has occurred. Based in Rochester, Minnesota, our law firm provides practical guidance to workers facing difficult employment situations. Our lawyers can evaluate what happened, explain the laws that may apply, and help you make informed decisions about your next steps.
Workplace discrimination is not always obvious. In some cases, an employer makes a clear decision based on an employee’s protected characteristic. In others, discrimination may become apparent through employment decisions, workplace communications, or a pattern of different treatment over time.
Depending on the circumstances, discrimination may involve:
Not every negative workplace experience is unlawful discrimination. Employers can make decisions employees consider unfair, and workplace disagreements do not necessarily create a legal claim. The important question is whether an employment decision or prohibited conduct is connected to a characteristic or activity protected by law.
Our employment law attorneys can review the circumstances and help determine which legal protections may apply.
Employees and job applicants may have protections under both federal and Minnesota law. These laws overlap in some areas but are not identical.
Federal employment laws prohibit certain forms of discrimination based on characteristics including:
Federal law also provides protections against certain forms of citizenship-status discrimination.
The Minnesota Human Rights Act provides additional protections. In employment, Minnesota law prohibits certain discrimination based on characteristics including race, color, creed, religion, national origin, sex, gender identity, marital status, disability, status with regard to public assistance, sexual orientation, familial status, and age.
A protected characteristic is a personal characteristic that the law specifically identifies as a basis on which certain discriminatory employment actions are prohibited. Which law applies can depend on the employer, the employee, and the circumstances of the alleged discrimination.
One of the difficult parts of an employment problem is determining whether conduct that feels unfair also violates the law. A difficult supervisor, inconsistent management, personality conflict, or unpopular workplace policy does not automatically amount to illegal discrimination.
Generally, there must be a connection between the challenged employment conduct and a legally protected characteristic or activity. That connection is not always stated openly. An employer may offer a different explanation for a hiring decision, termination, demotion, disciplinary action, or denial of advancement.
Evidence can therefore become important. Depending on the case, an employment lawyer may examine:
Some discrimination claims may also involve workplace policies that appear neutral but unlawfully disadvantage members of a protected group. The legal requirements vary depending on the type of claim, which is one reason it can be helpful to have an attorney evaluate the facts before drawing conclusions about what occurred.
Employees may also have legal protection against retaliation for certain protected activities. For example, an employer generally cannot unlawfully retaliate against an employee for opposing prohibited discrimination or participating in certain discrimination-related proceedings.
Retaliation can take different forms depending on the circumstances. If you believe your employer took action against you after you reported discrimination, raised a protected concern, or participated in an investigation, that sequence of events may warrant closer review.
Employers rarely state that a decision was motivated by unlawful discrimination. Instead, disputes often center on why an employment decision was made and whether the employer’s stated explanation is supported by the evidence.
A worker may believe that discrimination played a role in being fired or denied a promotion, while the employer may point to performance, restructuring, attendance, qualifications, or another business reason. Evaluating a potential claim requires looking beyond the outcome itself and examining the evidence surrounding the decision.
This is also why employment discrimination does not always require a long history of misconduct. A single employment decision, such as refusing to hire, denying a promotion, or terminating someone for an unlawful discriminatory reason, may raise a legal issue. Harassment claims are different and depend on the nature, severity, frequency, and circumstances of the conduct.
An employment law attorney can help assess the available evidence, determine which laws may apply, and explain the procedures involved in pursuing a claim.
Employment discrimination claims are subject to filing requirements and deadlines. The appropriate process can depend on whether a claim arises under Minnesota law, federal law, or both.
Employees should also understand that filing a discrimination charge with one agency does not necessarily preserve every possible claim. As of October 1, 2025, a person who wants to preserve federal discrimination rights generally must separately file with the U.S. Equal Employment Opportunity Commission rather than assuming that a Minnesota Department of Human Rights filing will automatically serve as a federal filing.
The specific deadline and filing requirements depend on the circumstances, so employees should avoid assuming they have unlimited time to decide what to do. Speaking with a lawyer early can provide time to review the facts, identify applicable deadlines, and determine which procedures may be necessary.
Restovich, Braun & Associates is a family-run law firm with roots in Rochester dating to 1992. Our attorneys bring litigation experience and a practical approach to employment disputes. We understand that a workplace problem can affect more than a person’s job. It can also affect finances, professional reputation, family responsibilities, and future career plans.
When you speak with our law office about possible discrimination, our lawyers can review what occurred, discuss the available evidence, and explain the legal options that may apply. Depending on the circumstances, representation may involve evaluating a potential claim, communicating with an employer, pursuing an administrative complaint, negotiating a resolution, or litigating a dispute.
Our attorneys also work collaboratively when an employment matter intersects with another legal concern. That allows us to draw on the firm’s broader litigation experience while keeping the representation focused on the particular needs of the client.
Our goal is to provide clear information so you understand both your legal options and the practical considerations involved in choosing how to proceed.
If you believe discrimination has affected your employment, you do not have to determine on your own whether the conduct violates state or federal law. An employment lawyer can review the circumstances, help you understand your rights, and explain what options may be available.
Our attorneys represent workers in Rochester, throughout southeastern Minnesota, and elsewhere in Minnesota when appropriate. If your concerns involve discrimination, retaliation, or sexual harassment in the workplace, we can help you evaluate what happened and determine an appropriate next step.
To discuss your situation with one of our employment law attorneys, contact Restovich, Braun & Associates online. Our lawyers are ready to listen, answer your questions, and provide practical guidance about how to move forward.
