As employment matters are frequently fact driven, our attorneys have extensive experience conducting thorough investigations, carefully examining the facts of each case, and assisting our clients in determining how to best resolve challenging situations. Our lawyers are seasoned employment litigators, handling matters involving the following issues:
- Discrimination and harassment under federal, state, and local laws
- Negligent hiring, retention, and supervision
- Wrongful termination, whistleblower actions, and retaliation
- Invasion of privacy, assault and battery, and defamation
- Investigation, discipline, post-discipline proceedings, and severance agreements
- Contractor status, contract disputes, and non-compete agreements
- Fair Labor Standards Act (FLSA), wage and hour, and payment of wages
- Medical record management, Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Pregnancy Discrimination Act (PDA), disability accommodation, and the interplay of Workers’ Compensation
- Unemployment, vacation, sick pay, PTO, and retirement benefits
- Constitutional rights, civil rights, data practices and open meeting law, and other laws unique to public entities
- Non-compete agreements
JLO attorneys consult with employers on a myriad of employment issues including:
- Drafting employment policies and handbooks
- Handling unemployment compensation claims
- Training supervisors on best employment practices
- Drafting job descriptions
- Preparing EEO/AA plans
- Consulting with employers on a day-to-day employment decisions
- Advising on lawful separation of the employment relationship
- Reviewing employment documentation and record keeping to ensure compliance with state and federal law
- EEOC v. Product Fabricators, Inc., 763 F.3d 963 (8th Cir. 2014). Obtained dismissal of disability discrimination and retaliation claims under Title VII, Americans with Disabilities Act (ADA), and Minnesota’s Workers’ Compensation retaliation provision.
- Wood v. SatCom Mktg., LLC, 705 F.3d 823 (8th Cir. 2013). Obtained dismissal of claims under Title VII, the Minnesota Human Rights Act (MHRA), Fair Labor Standards Act, Minnesota Whistleblower Act, and common law.
- Lundquist v. Rice Mem’l Hosp., 121 Fed. Appx. 664 (8th Cir. 2005). Obtained dismissal of nurse-employee’s Americans with Disabilities Act (ADA) claim, concluding that the employee was not disabled within the meaning of the ADA.
- Williams v. St. Paul Ramsey Med. Ctr., Inc., 551 N.W.2d 483 (Minn. 1996). Established that plaintiffs do not have right to jury trial under the Minnesota Human Rights Act.
- Pena v. Freeborn Cnty., No. A12-2007, 2013 WL 3868086 (Minn. App. Jul. 29, 2013). Obtained dismissal of jail-employee’s Writ of Certiorari which alleged constitutional claims of due process and liberty interest violations, violations of the Minnesota Peace Officer Disciplinary Act (PODPA), and wrongful termination.
- Vicki A. Hruby, 2016 Employment Law Update, JLO Newsletter, January 2016.
- Marlene S. Garvis and Elisa M. Hatlevig, Title VII Retaliation Claims after Burlington Northern, For the Defense, Vol. 48, No. 10, October 2006, at 41.
Federal Bar Association, DRI and Minnesota Defense Lawyer’s Association, Employment Law Subcommittees.