Schaefer Halleen, LLC

Minneapolis Employment Law Firm

Call Today: 612-294-2600
  • Facebook
  • Linkedin
  • Home
  • Firm Profile
  • Our Team
  • Services
    • Workplace Discrimination
    • Retaliation
    • Sexual Harassment
    • Severance and Employment Contracts
    • Disability and Leave Discrimination
    • Wrongful Termination
    • Employment Class Actions
    • ERISA Pension and Benefits
  • Client Focus
    • Female Professionals
    • Medical Professionals
    • LGBTQ Workplace Discrimination
    • Sexual Harassment Victims
    • For Executives
  • Media
  • Blog
  • Contact
    • Join Our Team

Workplace Discrimination

Finding Solutions to Workplace Discrimination Problems

If you need advice about your rights and legal options in cases of suspected workplace discrimination based on race, age, sex, pregnancy, disability, religion, sexual orientation or any other prohibited classification, contact a knowledgeable employment law attorney at Schaefer Halleen, LLC, in Minneapolis for a free case evaluation.

We advocate for our clients in challenging discrimination in every form, from race, national origin, age, gender, sexual orientation (including transgender), religious, marital status and pregnancy. Our deep experience in each protected class category means that we have successfully faced the issues unique to each area, and know the current state of the law.  For instance, our advocacy in the field of race discrimination and sexual orientation and transgender discrimination includes connections with advocacy groups in these areas, invaluable materials we have developed to educate and train other lawyers and judges, and a truly unique ability to connect with our clients and ensure they understand every step of the process.  Our experience often translates into successful results early in the process, sparing our clients from the stress and delay caused by extensive litigation, while maximizing their recovery.

Discrimination Case Results

The Client: 3,000+ Financial Advisors
Approach: Larry Schaefer served as co-lead counsel in this gender discrimination class action successfully prosecuted on behalf of more than 3,000 financial advisors.
Solution: The case settled for $31 million and extensive injunctive relief that revamped the compensation and promotion system, imposed internal training, and specific complaint resolution procedure.

The Client: 200+ Female Technicians
Approach: Larry Schaefer acted as lead counsel in this class action gender discrimination claim involving female technicians at 6 CBS-owned stations.
Solution: After a class was certified, the case settled for more than $8 million in compensation and comprehensive injunctive relief involving distribution of overtime, assignments, training and reporting obligations on behalf of approximately 200 female employees.

The Client: Individual Race Discrimination .
Approach: Larry Schaefer was trial counsel in an individual race discrimination case.
Solution: The jury awarded the plaintiff $380,000, including a $250,000 punitive damages award.

The Client: 150+ African-American Salaried Auto Manufacturer Employees.
Approach: Larry Schaefer was lead alternative dispute resolution counsel in this race discrimination case representing approximately 150 African American salaried employees throughout the company’s U.S. operations.
Solution: Claims were successfully prosecuted and resolved in a comprehensive, negotiated ADR procedure involving mediation, discovery and trial phases.

The Client: 250+ Employees.
Approach: Larry Schaefer was the lead counsel in this race discrimination class action consisting of more than 250 current and former employees.
Solution: The case was successfully settled for $3.1 million plus injunctive relief changing the method of evaluating, promoting and compensating class members and imposing extensive training obligations as well as a specific complaint procedure.

The Client: 1,000+ Employees of a Document Services Company.
Approach: Larry Schaefer was co-lead counsel
Solution: Successfully prosecuted race, national origin and Fair Labor Standards Act – based class and collective actions involving claims of more than 1,000 employees.

The Client: 2,000+ Railroad Employees.
Approach: Larry Schaefer participated in the successful prosecution of this race discrimination class action involving all terms and conditions of employment affecting certain hourly employee and all management employees.
Solution: Obtained settlement of more than $24 million in compensation and comprehensive injunctive relief for more than 2,000 employees.

The Client: 400 Bank Employees.
Approach: Larry Schaefer participated in the prosecution of this successful age discrimination collective action on behalf of almost 400 terminated bank employees.
Solution: The case settled for $58.5 million, establishing one of the largest per capita recoveries for any case in this field.

The Client: 300+ Terminated Employees
Approach: Larry Schaefer participated in the prosecution of this successful age discrimination collective action representing more than 300 terminated employees.
Solution: Obtained a $28.5 million settlement.

The Client:  Terminated African-American baggage handler at large local airline with 10 year track record of good performance
Problem:  Client terminated for positive drug test after alleged “reasonable suspicion” justified request for drug testing, under circumstances which suggested racist manager was behind this.
Approach:  Larry Schaefer prosecuted race discrimination claim to jury in federal court.
Solution:  Jury returns liability verdict which includes full back pay, emotional distress damages, and $300,000 punitive damage award.   Case settled on appeal with award to client and fees paid by airline.

The Client:  Executive Vice President of HR
Problem:  Complains of sexist hierarchy, breach of promise to award her promotion to parent company, as well as sexual harassment.
Approach:   Larry Schaefer presented facts and detailed analysis of legal claims in letter to Chairman.
Solution:  Negotiate significant exit severance package including multiple years of compensation, voluntary resignation, reference letter, outplacement services paid by company, and client is now serving in similar capacity in another company.

The Client:  Director-level executive a major multinational insurance corporation selected for termination in alleged RIF.
Problem:  Standard RIF package provided less than year of compensation, imposed full non-compete/non-solicitation obligations, and diminished stock option rights.
Approach:  Larry Schaefer presented a detailed factual recitation of how RIF selection was age-biased and criteria were subjective and flawed, demonstrate how alleged performance issues were example of “papering file” in an effort to justify termination selection.
Solution:  Engaged directly with Assistant General Counsel in charge of employment matters and negotiate severance to over two years pay, accelerated vesting of options and other benefits, termination changed to voluntary resignation, and non-compete waived and non-solicitation limited to one year (from two).  After one-year period Client is now competing effectively and retaining most of past clientele base.

The Client:  Asian Engineer with Numerous Patents
Problem: Terminated as a result of national origin discrimination.
Approach: Drafted confidential settlement letter raising potential legal claims and reached mediated settlement.
Solution: Increased severance by over 150% and negotiated non-compete to allow him to immediately accept position with new company.

The Client:  Human Resources Executive in his fifties
Problem:  Terminated during a merger of two companies
Approach: Filed EEOC charge and engaged in mediation.
Solution: Over doubled his initial severance offer from the company.

The Client:  48 year-old executive
Problem:  Harassed and terminated by new board members because of religious beliefs
Approach: Aggressively pursued litigation against former employer
Solution: Achieved settlement in an amount that satisfied the client

The Client: 55 year-old IT consultant
Problem: Fortune 500 company terminated employee due to client’s cancer diagnosis and his missing work due to cancer treatment
Approach: Analyzed strengths and weaknesses of potential case and negotiated directly with company
Solution: Privately negotiated over 600% increase in severance offered by company

The Client: 57 and 58 years old Truck Driver & Warehouse Manager for a manufacturing corporation.
Problem: Terminated after nearly four decades with employer after new leadership took over company and began to instate a younger workforce.  Clients were not offered any severance beyond an insulting one month of health care.  Company claimed that jobs were eliminated but there was evidence to suggest their job duties were taken on by new younger hires.
Approach: Strategically approached company pre-litigation
Solution: Negotiated and quickly secured substantial settlement, thereby allowing one client to transition into retirement and allowing the other to conduct a comprehensive and ultimately successful search for a new position without the pressure of having to accept the first thing that came his way.

The Client: 63 year old, female Director of large corporation
Problem: After over four decades of outstanding performance for corporation, client began to receive sham negative performance reviews and was subjected to ageist comments by younger boss.  Client suspected that leadership was setting her up to fail in order to replace her with someone far younger.
Approach: Approached corporation’s in-house counsel directly while client was still employed.
Solution: Secured substantial six-figure severance package, including full retirement benefits, allowing client to comfortably transition into retirement.

The Client:  Senior Human Resources executive with a large consulting firm.
Problem:  Was denied promotion to head of HR after being promised the job.
Approach:  Sent proposal letter to company and later filed EEOC Charge and engaged in mediation.
Solution:  Obtained more than a year’s severance pay for client.

The Client:  Staff architect at large nationwide architectural engineering firm.
Problem:  Was terminated, supposedly as part of a staff reduction, but actually because of gender bias.
Approach:  Sent proposal letter to company and engaged in direct negotiations through counsel
Solution:  Obtained settlement that more than covered the compensation client lost while looking for a new job.

We represent employees individually and in class action litigation

Our law firm has an established record of success in workplace discrimination claims against employers of all sizes, from small businesses to Fortune 500 corporations. Our experience with the investigation and proof of discrimination claims can give you a distinct advantage whether you’re the only victim or one of many who have suffered discrimination at work. Call us for a consultation.

Discrimination can occur at any point of the employment relationship, from recruiting and hiring to promotion or layoff. We advise and represent employees who believe that discrimination might have played a role in such situations as the following:

  • Adverse employer decisions in hiring, firing, compensation, promotion, layoff, recall, or other working conditions
  • Advertisement, recruitment, testing or training practices that disadvantage protected groups
  • Discrimination in use of company facilities
  • Discrimination in pay, benefits, or retirement plans
  • Denial of rights to disability leave, maternity leave or family leave, including discrimination after return from pregnancy leave
  • Harassment or toleration of harassment based on race, religion, gender, sexual orientation, national origin, disability or age
  • Retaliation for supporting another employee’s right to protection against discrimination
  • Employment decisions based on stereotypes or assumptions about the ability of the applicant or employee
  • Equal employment opportunity violations based on marriage to a person protected under Title VII

Our attorneys know how to prove claims of employment discrimination

In today’s workplace, the evidence of discrimination will rarely appear out in the open. While the testimony of witnesses can go far to establish a claim of discrimination, we’re just as likely to use statistical analysis and data trends to prove your case.

For more information about our ability to represent your interests effectively in employment discrimination cases, contact Schaefer Halleen, LLC, in Minneapolis, and learn about your rights.

  • Workplace Discrimination

    Finding Solutions to Workplace Discrimination Problems

To discuss your case with a knowledgeable lawyer, please call 612-294-2600.

What Our Clients Say

  • Larry Schaefer represented me in years of discrimination litigation against my former employer, culminating in a jury trial in which we won on every issue and I was awarded full damages (including punitive damages). This would not have been possible without his exceptional advocacy and trial skills, as we were opposed by one of the largest employers and the largest law firm in the Upper Midwest. I'm proud to call Larry my friend as well as my trusted legal advisor.

    Former Client, ,
    |
  • Never once did I ever feel like I was all alone in my case or predicament. My lawyer and staff made me feel like I was fully supported and that the firm and staff was fully supportive of me. They were very honest and up front with me at all times, along with a very positive outlook on all the options available to me. Everyone was very helpful and showed concern. They would listen and in some cases would dig deeper into the conversation or communication to further understand just exactly wh...

    G.D., ,
    |
  • Peter Christian had thorough knowledge of the case and was able to retain collegial relationships. I could not have had a better attorney and great appreciate him — he has a lot of patience and respect for us non-barristers.  Thank you!

    J.P., ,
    |
  • As the climate of employment discrimination has become more pervasive in this country and the state of Minnesota; it was comforting to have the experienced legal team of Schaefer Halleen who supported, counseled and facilitated a positive resolution for my case.

    K.E.M., ,
    |
  • My takeaways from working with Jean: Professional combined with integrity, prompt communication to keep matters moving, and I could trust my legal counsel.

    L.F., ,
    |
  • What I most value is how responsive Lawrence was in every regard- from the very first phone call, to the consultation, and how well he explained the process and all my options.

    L.H.J., ,
    |
  • As a single mom of three kids when I found myself in a position of being discriminated against, I panicked in my ability to take on a large corporation or be unfairly pushed out of my employment and still provide for my children. Larry calmed me down and worked through options that allowed me to stand up for my rights without losing my ability to support my children. This allowed me to not only take a stand but show my children how to be strong and always do the right thing no matter how d...

    L.L., ,
    |
  • Larry Scaefer and Peter Christian know employment law. I would not hesitate to refer or recommend them. Schaefer Halleen was an aggressive and zealous advocate for my co-plaintiff’s and my case. Both Peter Christian and Larry Schaefer were determined and aggressive to the correct wrongs that had been done plus protect my reputation.

    After winning summary judgment, a fourth mediation followed and a favorable outcome advanced with an agreeable settlement. Throughout my case, Schaefer...

    R.B., ,
    |

Recent Workplace Discrimination Blog Posts

Black

BREAKING: Black Carpenters Achieve Settlement Regarding Race Harassment Claims

All Blog Posts Discrimination Firm News Harassment Peter G. Christian

Contacts Peter G. Christian Schaefer Halleen, LLC 412 South Fourth Street, Suite 1050 Minneapolis, MN 55415 Phone: 612-294-2619 Email: PChristian@SchaeferHalleen.com Web: www.SchaeferHalleen.com Black Carpenters Achieve Settlement with JL Schwieters Construction Regarding Race Harassment Claims Lawsuit Alleged Supervisor Threatened Black Workers with Noose and Burning Cross Minneapolis, MN, September 7, 2017, – – – The law […]

Read More
  • Age Discrimination

    ADEA Turning 50

    Age Discrimination All Blog Posts Discrimination For Executives

    The Age Discrimination in Employment Act (“ADEA”), the federal statute that protects employees over the age of 40 from discrimination in the workplace, will turn 50 later this year. Under the ADEA, an employer with more than 20 employees cannot make decisions about hiring, firing, layoffs, pay, benefits, or any other condition of employment based […]

    Women

    The Truth About Women as Business Leaders

    All Blog Posts Bert Black Discrimination Female Professionals Sexual Harassment Wrongful Termination

    By Bert Black | The now infamous July 2017 Memo from a male Google engineer about the supposed limitations of women as techies and business leaders provides a fascinating glimpse into the gender bias that persists in corporate America.  Often only veiled and implicit, this bias was all too explicit in the memo, which serves […]

  • LGBT Department of Justice

    The Department of Justice and Title VII: What You Should Know

    All Blog Posts Discrimination LGBTQ Discrimination Wrongful Termination

    By Nora Huxtable, Law Clerk | LGBT workers’ rights are under attack (again), and this time it’s the U.S. Department of Justice (DOJ) weighing in against LGBT employees. Last week, the DOJ filed an amicus curiae brief in a 2nd Circuit case called Zarda v. Altitude Express, urging the court not to read sexual orientation […]

    Pregnancy

    Pregnancy and Parental Leave Rights for Employees

    All Blog Posts Discrimination Female Professionals Wrongful Termination

    Know what to expect from your employer when you’re expecting a child. The Minnesota Human Rights Act prohibits discrimination by employers against an employee due to pregnancy and childbirth. Federally, the Pregnancy Discrimination Act prohibits similar discrimination by employers. But there are several other issues that may arise before and after the birth or adoption […]

Print Friendly, PDF & Email

Schaefer Halleen, LLC

Schaefer Halleen, LLC is located at:
412 S 4th St Suite 1050Minneapolis,MN55415
Phone:612-294-2600Fax:612-294-2640Website:www.schaeferhalleen.com

Recent Posts

  • When Does the Attorney-Client Privilege Arise? April 19, 2018
  • The #MeToo Backlash Will Only Strengthen the Movement April 11, 2018
  • Your Rights Under the Minneapolis Sick and Safe Time Ordinance March 29, 2018

Still looking?

  • Facebook
  • Linkedin

Copyright © 2018 Schaefer Halleen · Law Firm Marketing by Professional Services Marketing · Log in