Cited by

Opinions in Minnesota that cite Kurtz Ex Rel. Gillman v. Lakes Medi Van, Inc., 720 N.W.2d 590.

61 citing documents.

Amanulah Dharsee, Relator v. Rubber Industries, Inc., Department of Employment and Economic Development Minn. Ct. App. 2015
See, e.g., Nichols v. Reliant Eng’g & Mfg., Inc., -95 (Minn. App. 2006) (upholding ULJ’s finding that relator quit when she failed to contact or return to work after two days); Winkler v. Park Refuse Serv., Inc., (stating that “an employer cannot be expected to hold a job open indefinitely” and can “reasonably expect an em
Margaret Acker, Relator v. Inter City Oil Co., Inc., Department of Employment and Economic Development Minn. Ct. App. 2015
Skarhus, d at 344; see Nichols v. Reliant Eng’g & Mfg., Inc., (“When witness credibility and conflicting evidence are at issue, we defer to the decision-maker’s ability to weigh the evidence and make those determinations.”).
Barbara Jackson, Relator v. Direct Home Health Care, Inc., Department of Employment and Economic Development Minn. Ct. App. 2015
Nichols v. Reliant Eng’g & Mfg., Inc.
Terrylou Cripe-Scherek, Relator v. MNKase LLC, Department of Employment and Economic Development Minn. Ct. App. 2014
See, e.g., Nichols v. Reliant Eng’g & Mfg., Inc., -95 (Minn. App. 2006) (holding that the determination that one of the exceptions under Minn. Stat. § 268.095, subd.
Jami Sternquist, Relator v. PAL Management, Inc., Department of Employment and Economic Development Minn. Ct. App. 2014
Nonsexual harassment by another employee may constitute good reason to quit “if the employer has notice and fails to take timely and appropriate measures to prevent [the] harassment.” Nichols v. Reliant Eng’g & Mfg., Inc., (stating that an employee may establish good cause to quit if he has been subject to harassment while on the job by a coworker and can demonstrate that he gave his employer notice and an opportunity to correct the pr
Benson Giwa, Relator v. Wal-Mart Associates, Inc., Department of Employment and Economic Development Minn. Ct. App. 2014
Harassment by a coworker may constitute good cause to quit, but only if “the employer has notice and fails to take timely and appropriate measures to prevent [the] harassment.” Nichols v. Reliant Eng’r & Mfg., Inc.
Wendy Bronstad, Relator v. The House of Hope, Inc., Department of Employment and Economic Development Minn. Ct. App. 2014
Nichols v. Reliant Eng’g & Mfg., Inc.
Cody Sigfrid, Relator v. Osseo Powersports, Inc., Department of Employment and Economic Development Minn. Ct. App. 2014
Nichols v. Reliant Eng’g & Mfg., Inc., (“When witness credibility and conflicting evidence are at issue, we defer to the decision-maker’s ability to weigh the evidence and make those determinations.”).
Charles Lambert Bey, Relator v. W.W. Johnson Meat Co., Inc., Department of Employment and Economic Development Minn. Ct. App. 2014
And harassment “may constitute good reason [for a quit] if the employer has notice and fails to take timely and appropriate measures to prevent harassment by a co-worker.” Nichols v. Reliant Eng’g & Mfg., Inc.
Thao v. Command Center, Inc. 824 N.W.2d 1 Minn. Ct. App. 2012
Nichols v. Reliant Eng’g & Mfg., Inc.
Werner v. MEDICAL PROFESSIONALS LLC 782 N.W.2d 840 Minn. Ct. App. 2010
“The correct standard for determining whether relator’s concerns were reasonable is the standard of reasonableness as applied to the average man or woman, and not to the supersensitive.” Nichols v. Reliant Eng’g & Mfg., Inc., (quoting Ferguson , 311 Minn, at 44 n. 5, d at 900 n. 5) (quotations omitted).