Anderson v. Hunter, Keith, Marshall & Co.

Why This Case Matters

Anderson v. Hunter, Keith, Marshall & Co. is a leading Minnesota pregnancy discrimination case under the Minnesota Human Rights Act (MHRA). It demonstrates how courts evaluate claims where an employer fires a worker shortly after learning of a pregnancy, and it shows that circumstantial evidence – like secretly interviewing replacements – can prove discrimination. The case also addressed when attorney fees are appropriate in MHRA cases.

The Facts

LaVonne Anderson worked at Hunter, Keith, Marshall & Co. (HKM). After Anderson announced her pregnancy, HKM secretly began interviewing candidates to replace her. Anderson was then fired. She filed a complaint under the Minnesota Human Rights Act, alleging that HKM terminated her because of her sex, marital status, and pregnancy. The trial court found unlawful discrimination, awarded damages, awarded Anderson her attorney fees, and enjoined HKM from discriminating against employees because of pregnancy. The Court of Appeals affirmed, and HKM appealed to the Supreme Court.

What the Court Decided

The Supreme Court affirmed that HKM unlawfully discriminated against Anderson based on her pregnancy in violation of the MHRA. The evidence – including the timing of her termination shortly after announcing her pregnancy and HKM’s secret interviews of replacement candidates – supported the finding of discrimination. The court upheld the damages award and the injunction against future discrimination. However, the Supreme Court reversed the attorney fees award, finding that the basis for the fee award was not adequately supported.

What This Means for You

• Pregnancy discrimination is illegal in Minnesota: Under the Minnesota Human Rights Act, your employer cannot fire you, demote you, or take other adverse action because you are pregnant. This applies to employers with one or more employees.
• Circumstantial evidence can prove your case: You do not need a written statement or admission of bias. Evidence such as suspicious timing (fired shortly after announcing pregnancy) and employer actions (secretly interviewing replacements) can establish discrimination.
• File your complaint promptly: Under the MHRA, you generally have one year to file a charge with the Minnesota Department of Human Rights, or you can file a lawsuit in court. Do not wait – delay can harm your claim and may cause you to miss the filing deadline.