Minneapolis, MN
Employment and labor Lawyer at Minneapolis, MN
Practice Areas: Employment & Labor, Discrimination ... +2 more
OUTCOME:
Denial of defendant’s motion to Dismiss where plaintiff sufficiently alleged that defendant discriminated against him in violation of USERRA by denying him benefits because of his military reserve stat ... us.
OUTCOME:
Genuine issue of material fact existed as to whether employee’s termination for the alleged falsification of medical records was pretext where employee presented legitimate explanation for the omission ... s on her medical report, employer had a policy of not terminating employees for mistakes and termination followed worker’s compensation claim.
OUTCOME:
Set precedent that a plaintiff alleging sexual harassment by a supervisor in violation of the MHRA is not required to prove employer knew or should have known about the harassment and failed to take ti ... mely and appropriate action; and setting precedent that employer is subject to vicarious liability for an actionable hostile environment created by supervisor with immediate or successively higher authority over victimized employee.
OUTCOME:
Established that transgender former employee was member of class protected under the MHRA.
OUTCOME:
Established that employee need not prove underlying merits of a discrimination/hostile environment to prove retaliation claim under the MHRA; the employee need only demonstrate that she had a good fait ... h reasonable belief that conduct she opposed was a violation of the MHRA.
OUTCOME:
Asserted school violated elementary student’s first and fourteenth amendment rights and discriminated against him because of a disability in violation of the MHRA when he was required to color a pictur ... e of a football player in Minnesota Vikings’ colors, was prohibited from wearing a Green Bay Packers’ jersey in class photo and was denied participating in school field trip to the Vikings’ practice facility at Winter Park.
OUTCOME:
Set precedent for the recognition of AIDS as a qualifying disability under the ADA; denial of defendant’s motion for summary judgment where genuine issue of material fact existed as to whether defendan ... t-employer met its obligation to provide reasonable accommodation to former employee diagnosed with AIDS.
OUTCOME:
Order denying summary judgment for multiple employees where genuine issue of material fact existed as to whether these employees entered into valid settlement agreements with their former employer beca ... use they did not sign the agreements knowingly and voluntarily.
OUTCOME:
Partial denial of defendant’s motion for summary judgment where genuine issue of material fact existed as to whether former employee was subjected to a hostile work environment when his co-workers repe ... atedly made derogatory comments about his perceived disability over a period of more than a year.
OUTCOME:
Established precedent that statutory immunity is not available as a defense to MHRA claims and reversing summary judgment in favor of plaintiff on her discrimination claim because a genuine issue of ma ... terial fact existed regarding whether employee’s managers acted willfully or maliciously in responding to plaintiff’s complaint.
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