• Reports, in good faith, that the quality of health‑care services provided by a health‑care facility, organization, or provider violates legal or recognized clinical/ethical standards and potentially places the public at risk of harm. Courts have interpreted “good faith” broadly; employees need not prove an actual violation, but they cannot knowingly or recklessly make false statements. The statute does not authorize disclosures that themselves violate confidentiality or other laws. Written reason for termination If employment is involuntarily terminated, the employee may, within five working days , request in writing a written reaso n for the termination. The employer must respond, truthfully, within five working days after receiving the request. • Failure to provide a timely written reason can subject the employer to a civil penalty (historically up to $25 per day, capped per employee), which is enforced by DLI. • The employer’s written statement of reasons cannot be used as the basis for a defamation claim by the employee. Confidentiality of whistleblower identity When a report is made to a public official or law‑enforcement officer: • The whistleblower’s identity must be kept confidential , unless the employee consents or the investigator determines disclosure is necessary for prosecution. • If disclosure is necessary, the employee must be informed before identifying information is released. Whistleblower protections do not shield employees who knowingly make false statements or act in reckless disregard of the truth, or who make disclosures that unlawfully compromise legally protected confidentiality. Employer notice Employers must notify employees of their whistleblower rights, typically by posting a summary included on Minnesota’s minimum‑wage or labor‑standards posters prepared by the Department of Labor and Industry. Other statutory anti‑retaliation protections In addition to the Minnesota Whistleblower Act, numerous state and federal laws prohibit retaliation against employees who exercise rights, file complaints, or participate in investigations. Examples include: • Minnesota Human Rights Act and federal civil rights statutes (e.g., Title VII, ADA, ADEA). • State and federal Fair Labor Standards Acts (wage and hour). • OSHA (workplace safety), including Minnesota OSHA.
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