Lawrence P. Schaefer
Owner, Partner and President
Pronouns: He/him
612-294-2601
Email Larry >
Client Service Philosophy
“My clients inspire me every day. It’s a privilege to help victims of illegal workplace conduct move past this trauma and have their dignity and self-worth restored, while holding the offending employer accountable.”

Lawrence P. Schaefer
Lawrence P. Schaefer has earned the respect of judges and other lawyers for his thorough and aggressive client advocacy in negotiation and litigation. He focuses exclusively on representing people who have been subject to employment discrimination at work. Larry serves as the firm’s President and head of litigation.
Over the course of his long and often ground-breaking career, Larry has taken on some of the largest and most powerful companies in the country, helping tens of thousands of people recover damages suffered as a result of illegal corporate conduct. Larry has a strong focus delivering services to physicians and mental health professionals, and has represented hundreds of medical professionals. He chose this field of practice to give a voice to victims of workplace misconduct and tirelessly pursues claims for his clients to recover full damages as a result of illegal conduct.
Larry has earned a reputation as a lawyer who assists clients in every way possible to best recover from the effects of illegal workplace conduct. He has represented numerous executives in severance negotiations and litigation. He was lead counsel in a case establishing the “just cause” standard for termination in Minnesota on behalf of a former Cargill Vice President, securing a judgment of more than $500,000 and establishing the legal principal that just cause is not present unless there is some form of misconduct.
In his free time, Larry enjoys golfing, bicycling, attending sporting events and traveling with his wife, Toni.
Areas of Practice:
- Employment Litigation
- Class Action
- Multi-Plaintiff Cases
- Executive Severance
Bar Admissions:
- Minnesota, 1988
- U.S. District Court District of Minnesota, 1988
- U.S. Court of Appeals 8th Circuit, 1989
Education:
- Juris Doctorate Degree, magna cum laude, Order of the Coif, University of Minnesota Law School, Minneapolis, Minnesota, 1988
- Bachelor of Art’s Degree, University of Chicago, Honors in Political Philosophy, Chicago, Illinois, 1984
Results: Larry Schaefer
Medical Professionals
The Client: Radiology Clinical Director at Large Twin Cities Hospital.
Problem: The client received serious complaints regarding alleged improper patient care and management issues. The peer review process was initiated, which appeared to be headed to termination of privileges/employment and report to National Database, with serious licensure ramifications. The client was on involuntary unpaid leave as the process proceeded.
Approach: Investigated basis for complaints in great detail and discovered that most emanated from a younger subordinate male physician who wanted to assume the Director role, and that the Peer Review Committee members had bypassed numerous procedural safeguards and appeared, also, to indulge bias, whether on age, religion (client was only Jewish physician in system), or gender (male physicians had been treated far more favorably in similar circumstances). Our client had previously complained about behavior of subordinate physician, describing it as harassment and age/gender motivated, and no corrective action was taken. Younger male subordinate also appeared to have improper role in Peer Review process. We began to assert both discrimination and retaliations claims, as well as malice and breach of contract in Peer Review, and Hospital and Clinic promptly agreed to engage in mediation.
Solution: After three long mediation days, the Hospital and Clinic agreed to not only stop the Peer Review process with no adverse action or report to NPDB, but agreed to substantial severance terms which allowed physician to resign and resume her successful career elsewhere. Hospital and Clinic also agreed to pay for legal fees, mediation fees, and tail malpractice insurance as highest level permitted under policy.
The Client: Senior Internal Medicine physician at large Twin Cities Hospital.
Problem: The client, who was of Asian Indian national origin, was subject to an inappropriate manipulation of the intake/referral system at the Hospital which steered patients asking for his services to other physicians. Significant evidence suggested that this may have been motivated by national origin bias. His complaints about the ongoing manipulation of this system were disregarded without any corrective action taken. He was terminated for dubious productivity reasons as his practice declined as a direct result of this patient referral manipulation.
Approach: Successfully litigated claims in both state and federal court on client’s behalf when the Hospital would not reinstate the client and agree to reasonable compensation terms.
Solution: The state court action involved tort claims for interference with existing and potential business relationships, involving the improper “steering” of referrals to other physicians. Improper manipulation was proved by offering the testimony of numerous patients who requested the services of our client, but were steered to other providers. Secured a jury verdict as a result with significant economic loss and emotional distress/damage to reputation compensation to our client. Thereafter, the federal lawsuit for national origin discrimination settled on very favorable terms.
The Client: Surgeon at large rural County Hospital.
Problem: Physician who our client was hired to “partner with” in surgical practice and who was to retire after two years of this partnership resisted this arrangement, to the point where he actively defamed our clients to staff and patients, refused to support our client’s practice in any manner (and even refused to do “rounds” on our client’s patients, with life-threatening results. Client’s frequent complaints to Hospital administration were ignored and instead the offending physician was supported.
Approach: Wrote detailed proposal letter to the Hospital CEO and copied Board Members which presented breach of contract, misrepresentations in inducing client to join Hospital, as well as defamation and the ongoing interference with our client’s treatment of and relationship with existing patients. Followed up with numerous letters describing continuing interference and defamation, as well as retaliation for making initial complaints. Hopsital eventually agreed to early mediation.
Solution: Mediation, which occurred over two days, resulted in agreed upon resignation, payments amounting to approximately five years of compensation to our client, mutual non-disparagement, and limited waiver of non-compete obligation which allowed our client to promptly accept another lucrative position.
The Client: Experienced Pediatrician in large multi-clinic facility who was placed on performance improvement plan due to alleged lack of productivity.
Problem: After years of productive service, Clinic administration had changed and new administration alleged our client was failing to meet productivity standards, as measured by “relative value units” (RVUs) assigned to various patient treatment options.
Approach: Presented strong evidence that our client was being disfavored, in contrast to younger pediatricians, in types of patient assigned. Patients likely to generate significant RVUs were directed to younger, more favored physicians. Our client had also raised complaints in the past about the productivity measurement being inconsistent with providing medical treatment with integrity and a focus on preventative medicine, and was also retaliated against.
Solution: Contract provided for six month severance in the event of involuntary termination without cause. Clinic agreed to substantially increase this (to over one year) in light of claims arising from above facts, and agreed to waive non-competition and non –solicitation to allow client to move to nearby clinic and transport many patients to new provider.
LGBTQ Discrimination
Client: Transgender College Professor
Problem: Denied tenure amidst many negative comments about accommodation requests and other subjective impressions revealing discomfort with client’s status as a transgender professor.
Approach: In letter protesting tenure denial decision, stressed client’s tremendous accomplishments as non-tenured professor, popularity with vast bulk of student population, and clear evidence of bias which infected decisions. Proposed robust transition package as professor no longer wanted to continue career in that environment.
Solution: After extensive and unproductive initial direct negotiations with outside counsel, college agreed to mediation and matter was resolved at mediation for severance approaching two years of compensation and other terms which allowed client to transition to other employment opportunities without tenure denial on record.
Client: Openly Gay Executive
Problem: Client faced imminent termination for baseless reasons after strong 20 year career.
Approach: Developed evidence that President/CEO of organization had sexual orientation bias. Presented this evidence in detailed proposal letter, along with client’s well-established exceptional past reviews and pretextual reasons for potential termination, before termination decision had been communicated to client. The client received both homophobic comments and hate mail at the workplace.
Solution: In direct negotiations with Senior in-House counsel, was able to secure severance package which provided well in excess of one year of transition compensation, accelerated vesting of past options, and favorable reference letter.
Client: Openly Gay Male at Advertising Agency
Problem: Manager in office party had made disparaging comments regarding Gay Pride celebration and had made frequent comments directly to client regarding his “effeminate” manner, among other disparaging statements. Client was denied training and advancement opportunities provided to others, and was ultimately terminated in RIF affecting only two other employees, after being passed over for promotions for four years.
Approach: When pre-litigation negotiations failed, prosecuted case with local advocacy organization, through extensive discovery (including depositions). Summary judgment denied and case was positioned for one-week trial.
Solution: Before pre-trial submissions were filed, were able to secure significant compensation, well over 10X what had been offered client pre-litigation.
Sexual Harassment
The Client: Over twenty female miners integrating a previously all-male worksite. Jenson v. Eveleth Mines, et al., a groundbreaking sexual harassment case depicted in the movie “North Country” starring Charlize Theron.
Problem: Subject to unrelenting sexual harassment with no support from management and active participation in harassment from foreman and supervisors.
Approach: Larry Schaefer prosecuted this case for over eight years as the first ever sexual harassment class-action, through every phase of litigation. Larry was one of three lead trial counsel in the first successfully prosecuted class action hostile environment sexual harassment case.
Solution: Case certified as first sexual harassment class ever certified; inadequate damage awards overturned on appeal and ultimately secured millions in settlement for class members, making new and important law at every step in process. The history of the case is chronicled in CLASS ACTION: The Story of Lois Jenson and the Landmark Case that Changed Sexual Harassment Law (Doubleday 2002) (C. Bingham, L. Gansler), and was the basis for the movie “North Country,” starring Charlize Theron.
Gender Discrimination
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: 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.
Race Discrimination
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 Company 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: Terminated Asian-Indian internal medicine physician
Problem: Denied hospital privileges and attempts made to preclude his treatment of existing patients.
Approach: Larry Schaefer prosecuted interference with business relations and defamation) (in state court and national origin discrimination (in federal court).
Solution: Secure favorable jury verdict on state claims in excess of $500,000, and thereafter settle discrimination claims on eve of trial allowing recovery of all damages and re-establishment of patient base and all privileges.
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.
Age Discrimination
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: 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.
ERISA
The Client: 75,000 401(k) Participants.
Approach: Larry Schaefer participated in the prosecution of this novel ERISA class action, challenging management of 401(k) funds on behalf of more than 75,000 participants.
Solution: Class action status was approved and the case was settled for $26 million. Plaintiffs also obtained the appointment of an independent advisor to assist in fund management, comprehensive reporting obligations and introduction of new funds, and extensive reporting obligations.
The Client: 500+Pension Plan Participants, Representing Terminated Executives.
Approach: Larry Schaefer participated as one of the lead counsel in an ERISA challenge to the failure to honor promises made following a company purchase in funding a pension plan, including taking the deposition of the CEO.
Solution: The case settled for substantial monetary and injunctive relief.
Employment Contracts
The Client: Terminated Vice President of Financial Company
Problem: Denied bonus and severance due to alleged “for cause” termination because of poor investment track record.
Approach: Larry Schaefer litigated claim through jury trial and appeal, demonstrating that “for cause” cannot be established based on investment results beyond client’s control.
Solution: Achieve jury verdict in excess of $500,000, upheld on appeal, while establishing the leading Minnesota case authority interpreting what constitutes “for cause” termination in the employment setting.
The Client: Entire Executive Team (consisting of seventeen members) of litigation services company
Problem: Compensation and bonus system not honored due to actions of parent company, at cost of over $5,000,000 to this group, with permanent changes planned.
Approach: Larry Schaefer engaged executives at parent company directly on behalf of group, demonstrating breach of past obligations and intent of executive team to initiate litigation if necessary, with vast exposure to company.
Solution: Parent company Board elects to reverse course, overturns prior breach, restore compensation and bonus potential to past levels, and compensate every member of team to full measure of loss in the past.
The Client: CEO of US subsidiary of International Corporation.
Problem: Client is facing notice of termination for claimed cause and little severance and forfeiture of stock options.
Approach: Larry Schaefer engaged directly with General Counsel and later outside counsel to present detailed factual background and legal analysis of breach of contract and national origin discrimination claims.
Solution: Negotiate severance package which fully restores full severance benefits and stock option retention/exercise rights under existing contract, characterizes separation as voluntary resignation, and substantially limits non-compete/non-solicitation obligations.
Retaliation
Client: HR Director in corporate center of major multi-national locally based Fortune 50 Company with over 30 years of devoted, successful service.
Problem: Client was terminated in RIF and offered one week of pay for every year of service, with some favorable stock vesting terms, but forfeiture of unvested options.
Approach: Larry Schaefer litigated age discrimination and retaliation claims successfully through extensive discovery and over 10 depositions, overcoming summary judgment and preparing for two-week trial.
Solution: Secure settlement of over 600K one month before trial, with termination converted to resignation, reference letter, and more favorable stock vesting terms.
Client: Three high-performing, long-tenured female sales representatives of Oncology-focused Pharmaceutical Sales Company
Problem: Clients were terminated after alleging sex discrimination/harassment claims, allegedly for sales results and other failure to follow policy/foster “teamwork”.
Approach: Larry Schaefer filed detailed Federal Court Complaint in California alleging retaliation and gender discrimination/harassment and engage California legal counsel retained by company in mediation as a result.
Solution: Mediation resulted in aggregate settlement for three clients for in excess of 600K, with terminations converted to resignation and reference letters and outplacement services.
Client: Company Chief Information Officer on involuntary leave.
Problem: Placed on leave and threatened with termination for alleged policy violations after complaining about CEO’s abusive and discriminatory conduct toward his department, serious data privacy invasions against employees, and false statements made against CIO.
Approach: Larry Schaefer raised whistleblower, retaliation and defamation claims in draft Complaint sent to counsel hired by company, and engage directly in extensive negotiations concerning appropriate separation terms.
Solution: Secured over six months of severance, waiver of non-compete and other terms which allowed CIO to immediately move to similar position in other arm of organization in Tennessee.
Condominium Law
Client: Large 50+ member condominium association
Problem: Damaged and rapidly deteriorating underground garage facility needing 500K in repairs, inadequate reserves for common area upkeep and repairs, and monthly association dues set at unrealistically low levels by developer selling units.
Approach: Larry Schaefer prosecuted claims for fraud under Minnesota law protecting condominium owners and imposing significant obligations on developers when developing and selling condominium units for establishing adequate reserves and setting monthly dues at realistic levels.
Solution: Secured over $750K settlement for Association weeks before trial set to commence that allows repairs to be done and reserves to be established to handle future repair needs.
Articles Larry has Published
Larry frequently lecturers to lawyers at continuing legal education conferences, and has published numerous articles on a variety of topics involving employment discrimination, class actions and multi-plaintiff litigation. Larry’s published works include:
- Physician employment rights: A new legal landscape, Minnesota Physician, August 2019
- Can an Employer Restrict a Physician’s Right to Practice or Continue to Treat Established Patients after the Employment Relationship Ends?, MD News, June 2015
- Ensuring Due Process during Peer Review, MD News, May 2015
- Peer Review and Discrimination: No Place for Employers to Hide Improper Bias, MD News, April 2015
- Under the Microscope: A Review of Physicians’ Employment Rights When Complaints Occur, MD News, March 2015
- Schaefer Halleen LLC: Experienced Counsel for Complex Legal Issues, MD News, February 2015
- Legal Considerations for Physicians, MD News, December 2014
- Cutting Edge ADEA Issues in Litigation: How to Overcome Significant Obstacles and Prevail in Establishing Age Discrimination, 2014 Upper Midwest Employment Law Institute, May 19-20, 2014 (co-author and Moderator of panel discussion)
- Continuing Developments in Disability Litigation: The Impact of Mental Health Diagnosis on Accommodation and Related Issues, 2014 Upper Midwest Employment Law Institute, May 19-20, 2014 (co-author and Moderator of panel discussion)
- What’s Wrong With The Other Side: Examining Assumptions About Opposing Counsel, 2014 Upper Midwest Employment Law Institute, May 19-20, 2014 (co-author with Toni Halleen)
- Representing the Attorney-Client, Eight Circuit NELA Conference, April 11-12, 2014 (co-authored and presented with Nick May)
- When the Problem is a High Impact Player: Issue to Consider When the Plaintiff is a Current Executive or Holds a Unique Position. Presented at ELI Employment Law Seminar, August 2013
- Cutting Edge Issues in ADA Litigation. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2013
- Common Law Employment Claims. Presented for MSBA in connection with training for MSBA Employment Law Specialist Certification (updated from 2010 Presentation and Article), July 2012
- Salespeople – Can’t Live With Them, Can’t Live Without Them – Managing Disciplining and Firing the Salesperson. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2012
- Thorny Issues in ADA Litigation. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2012
- Updating Your ADA Litigation Strategy in Light Developments Following the ADAAA. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2011
- Common Law Employment Claims. Presented for MSBA in connection with training for MSBA Employment Law Specialist Certification, July 2010
- Updating Your ADA Litigation Strategy in Light of the ADAAA. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2010
- Choosing the Claims, the Courts, and the Defendant’s: A Plaintiff Counsel’s Perspective. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2009
- Age Discrimination Update. Presented at annual MILE Upper Midwest Employment Law Seminar, May 2008
- Wage and Hour Case Update, Co-written with David Goldstein for MSBA Upper Midwest Employment Law Institute, May, 2006
- Strategies in Age Discrimination Litigation, MSBA Upper Midwest Employment Law Institute, May, 2004
- The Surest Ways to Get Sued– Co-authored with Robert Boisvert, Minnesota Institute of Legal Education CLE seminar “Litigating in the Employment Arena”, June, 2001
- Class Actions and Multi-Plaintiff Litigation, Annual MSBA Upper Midwest Employment Law Institute, May, 2001
- The Art and Practice of Jury Selection, A Plaintiff’s Counsel’s Perspective, MILE Seminar “Litigating in the Employment Arena”, March, 2001
- Demystifying Class Actions, Annual MSBA Upper Midwest Employment Law Institute, May, 2000
- Common Obstacles in Proving Age Discrimination Claims, Minnesota Annual Human Rights Commission seminar, November, 1999
- Preparing the Fee Petition: When to File and the Amount to Seek, Annual MSBA Upper Midwest Employment Law Institute, May, 1999
- Insights into Eveleth Mines Litigation, MILE CLE Seminar, February, 1999
- Strategies and Considerations in Class Action Employment Discrimination, Co-authored with Terry Demchek of the Saperstein firm, NELA Chicago Convention, March, 1998
- Maximizing Compensatory Damage Awards– Co-authored with David Borgen of the Saperstein firm., Eighth Annual NELA Convention in Toronto, Canada, June & August 1997
- Is Your Workplace at Risk for a Class Claim of Harassment?, MILE CLE Seminar, January, 1997
- Use of Expert Witnesses in Employment Litigation- A Plaintiff Counsel’s Perspective, MSBA Seminar, November, 1996
- Basics of Effectively Preparing Your Case In Minnesota, MILE CLE Seminar, October, 1996
- Federal District Court Case Analysis, Annual MSBA Upper Midwest Employment Law Institute, May, 1996
- Discrimination Update: 1990-91 Federal and State Supreme Court and Appellate Decisions, written with K. Graham & D. Palmquist for MSBA Upper Midwest Employment Institute, May 1992
- Limiting Liability When Discharging Employees, co-written with C. Chalmers for MSBA Upper Midwest Employment Institute, May 1990
Larry’s Involvement
- Member, National Employment Lawyers Association (NELA), 1995 – Present
- Member, NELA – Minnesota Chapter
- Member, Minnesota State Bar Association
- Member, Hennepin County Bar Association
- Member, Minnesota Lawyers, 1988 – 1993
- Member, International Human Rights Committee
- Member, Legal Aid Society, 1988 – 1993
- Board of Directors, Minnesota Justice Foundation, 1989 – 1992
- Counsel, Board of Directors, Harriet Tubman Battered Women’s Shelter, 2001 – 2002
- Volunteer, Harriet Tubman Battered Women’s Shelter, 1990 – 1993, Counsel, Board of Directors
- 2022 named an America’s Top 100 Attorneys in Minnesota
- 2021 Named as a Minnesota Labor and Employment Star by Benchmark Litigation
- 2013-2021 Named a Super Lawyer by Thomson Reuters Super Lawyers Publication
- Larry has been consistently AV rated, the highest available rating, by Martindale-Hubbell™.
- On behalf of American Lawyer Media and Martindale-Hubbell™, Larry was selected as a ‘2013 Top Rated Lawyers in Labor & Employment’. Lawyer Media and Martindale-Hubbell put together a special section highlighting Top Rated Lawyers in Labor & Employment Law. The section ran in The American Lawyer, Corporate Counsel, and National Law Journal.
- AWARE Award, Minnesota Coalition Against Sexual Assault, 2010, for giving a voice to victims and raising awareness about sexual violence.
- Selected for inclusion in Woodward/White’s The Best Lawyers in America and has been designated a Minnesota “Super Lawyer” as determined through a comprehensive survey conducted by Minnesota Law & Politics magazine.
- Described in Chamber’s & Partner’s Client Guide to America’s Leading Business Lawyers as follows: “Lawrence Schaefer specializes in discrimination litigation. His first class’ work has impressed his peers who refer to him as “One of the best attorneys in the state.”
-
-
A.D.Former Client
Larry is an incredible lawyer. I hired him for severance review and negotiation. Not only was he an absolute expert in employment law, but he walked me through step by step on how the process works, what my rights were and served as my friend a…
Read MoreLarry is an incredible lawyer. I hired him for severance review and negotiation. Not only was he an absolute expert in employment law, but he walked me through step by step on how the process works, what my rights were and served as my friend and advisor from start to finish. I highly recommend Larry and his team, he is the best in the business.
-
A.D.Former SVP-level Employee
Many executive level contacts referred me to Larry Schafer at Schaefer Halleen after I had been terminated and offered a very standard “exit package” for a leader at my level, in exchange for a release of all legal claims. Thank God for this r…
Read MoreMany executive level contacts referred me to Larry Schafer at Schaefer Halleen after I had been terminated and offered a very standard “exit package” for a leader at my level, in exchange for a release of all legal claims. Thank God for this referral, as Larry presented my potential legal claims, and the factual support for them, in great detail, and made very clear he, and the Firm, were willing to prosecute these claims into litigation, if necessary. This ultimately resulted in mediation and a resolution providing me with many multiples of what I had been offered, allowing me to move on to my next position with real financial security.
-
A.H.Professional
Larry really empathized with my case and defended it to my employer in a way that was relevant, impactful, and convincing. He also communicated with me along the way and treated me with respect. Words will never really do justice to the justice…
Read MoreLarry really empathized with my case and defended it to my employer in a way that was relevant, impactful, and convincing. He also communicated with me along the way and treated me with respect. Words will never really do justice to the justice you and your team brought to me. In one of the lowest, darkest times in my career – and life – you and your team stood up for me, always with compassion, understanding, patience, brains and, thankfully, a well-timed sense of humor. Through the entire process, I felt listened to, advocated for, respected and, as appropriate, counseled, coached and encouraged. Now a year later, the proverbial dragon is slayed, most of the riddles are solved, the case is settled and I’m back on my career feet. Thanks to you and your team for believing in me, and giving me the permission, voice and means to assert my integrity and reclaim my dignity.
-
A.M.Retail Executive
Schaefer Halleen was the obvious choice when I was seeking experienced employment counsel to stand up on my behalf when it was clear that I was no longer “aligned” with the direction the senior executive leadership of the company was taking, an…
Read MoreSchaefer Halleen was the obvious choice when I was seeking experienced employment counsel to stand up on my behalf when it was clear that I was no longer “aligned” with the direction the senior executive leadership of the company was taking, and needed an exit strategy. Larry Schaefer’s aggressive and exhaustive advocacy, and incredible experience working with the in-house and outside counsel representing the company, allowed me to not only get out of this dysfunctional and damaging work environment promptly, but to do so with significant financial security (well in excess of what policy dictated) and my reputation untarnished.
-
B.J.Senior In-House Counsel
Many executive level contacts referred me to Larry Schafer at Schaefer Halleen after I had been terminated and offered a very standard “exit package” for a leader at my level, in exchange for a release of all legal claims. Thank God for this r…
Read MoreMany executive level contacts referred me to Larry Schafer at Schaefer Halleen after I had been terminated and offered a very standard “exit package” for a leader at my level, in exchange for a release of all legal claims. Thank God for this referral, as Larry presented my potential legal claims, and the factual support for them, in great detail, and made very clear he, and the Firm, were willing to prosecute these claims into litigation, if necessary. This ultimately resulted in mediation and a resolution providing me with many multiples of what I had been offered, allowing me to move on to my next position with real financial security.
-
C.R.Experienced Pediatrician
My sister referred me to Schaefer Halleen when I began to experience being “railroaded” out of a position in a large pediatric clinic I had served well and productively in for years, and I’m very grateful to have retained the Firm. The Clinic w…
Read MoreMy sister referred me to Schaefer Halleen when I began to experience being “railroaded” out of a position in a large pediatric clinic I had served well and productively in for years, and I’m very grateful to have retained the Firm. The Clinic was represented by one of the largest Firms in the state, and Larry Schaefer stood up to this “defense” in a way that made crystal clear he wasn’t intimidated, and knew more about the legal issues than any other lawyer. As a result, we achieved my goal of securing a substantial severance, and Larry was able to insist on waiver of restrictive post-resignation covenants which allowed me to immediately begin rebuilding my practice at a much more supportive clinic.
-
C.V.CEO-Level Employee
Thank you, Larry. I very much appreciate your consideration. I couldn’t have gotten through this without your excellent representation, guidance, and most importantly, your support. You and your law firm (including staff) have been a godsen…
Read MoreThank you, Larry. I very much appreciate your consideration. I couldn’t have gotten through this without your excellent representation, guidance, and most importantly, your support. You and your law firm (including staff) have been a godsend. Thank you!
-
D.C.Departing SVP-level Employee
Schaefer Halleen was the obvious choice when I was passed over for the CEO role, in favor of a male colleague, despite the fact that I was the designated successor to the retiring (male) CEO in succession planning documents. Larry Schaefer’s a…
Read MoreSchaefer Halleen was the obvious choice when I was passed over for the CEO role, in favor of a male colleague, despite the fact that I was the designated successor to the retiring (male) CEO in succession planning documents. Larry Schaefer’s aggressive and exhaustive advocacy, and incredible experience working with the in-house and outside counsel representing the company, allowed me to not only get out of this dysfunctional and damaging work environment promptly, but to do so with significant financial security (well in excess of what policy dictated) and my reputation untarnished.
-
Former Client
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 pos…
Read MoreLarry 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 Management EmployeeMajor Retailer
I want to sincerely thank you for all your help with my case – when I felt like I was alone and out of options, you were there to help. You were incredibly professional, helpful, compassionate and I always felt like a priority. I can now look…
Read MoreI want to sincerely thank you for all your help with my case – when I felt like I was alone and out of options, you were there to help. You were incredibly professional, helpful, compassionate and I always felt like a priority. I can now look back on a tough situation and find things to be grateful for – your help is one of those things! I so appreciate everything you & your team did.
-
G.D.
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. (fabulouseyebrowthreading) They were very honest and up front with me at all tim…
Read MoreNever 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 what I was saying to get a more complete understanding of my case.
-
J.S., Surgeon
Schaefer Halleen was the obvious choice when I was seeking experienced employment counsel to stand up on my behalf to months of interference with my surgical practice and breaches of numerous contract obligations. Larry Schaefer’s aggressive an…
Read MoreSchaefer Halleen was the obvious choice when I was seeking experienced employment counsel to stand up on my behalf to months of interference with my surgical practice and breaches of numerous contract obligations. Larry Schaefer’s aggressive and exhaustive advocacy allowed me to not only get out of this dysfunctional and damaging work environment promptly, but to do so with significant financial security and the damage to my reputation stopped. In mediation, our very experienced mediator described him as “one of the finest lawyers in the country,” and my experience fully confirmed this description.
-
J.W.
SchaeferHalleen, specifically Larry Schaefer, was referred to me post a recent dismissal from a former employer as someone I should speak with. I am not a strong believer of the system or suing anyone, so it was a tough call to make. However th…
Read MoreSchaeferHalleen, specifically Larry Schaefer, was referred to me post a recent dismissal from a former employer as someone I should speak with. I am not a strong believer of the system or suing anyone, so it was a tough call to make. However the dismal came as a shock to me and the small severance package was clearly not going to get me back on my feet. I made the call and met with Larry. Larry was easy to speak with, is passionate about his trade and appeared to be extremely knowledgeable in the area of employment law. Larry lived up to our initial conversation; he and his teamed performed and knocked the ball out of the park.
-
K.B.
I was an executive successfully leading the local insurance function of a large national bank, when out of the blue I was faced with an abrupt termination with little or no transition pay. Larry Schaefer was able to not only secure me a severa…
Read MoreI was an executive successfully leading the local insurance function of a large national bank, when out of the blue I was faced with an abrupt termination with little or no transition pay. Larry Schaefer was able to not only secure me a severance that provided years of economic security, but he was also able to negotiate a significant reduction in my non-compete/non-solicitation obligation that has since allowed me to serve in a similar capacity for another large local employer. His creativity, tenacity, and client service commitment are unmatched.
-
K.E.M.
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 resol…
Read MoreAs 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.
-
L.L.
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 m…
Read MoreAs 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 difficult. I will be forever grateful for this support and guidance in a time of great stress.
-
L.W.
Thank you to Larry and the legal team at Schaefer Halleen for your successful effort to resolve a wrongful termination lawsuit on my behalf. I did not believe I had any defenses available to me as an “At Will” employee, but I was wrong. Larry S…
Read MoreThank you to Larry and the legal team at Schaefer Halleen for your successful effort to resolve a wrongful termination lawsuit on my behalf. I did not believe I had any defenses available to me as an “At Will” employee, but I was wrong. Larry Schaefer put together a strong, compelling case that the company was in the wrong, and was able to work out a settlement on my behalf that I did not think was possible. I am grateful to Larry and the Schaefer Halleen team, and would not hesitate to recommend the firm to anyone evaluating their workplace litigation options.
-
M.J.Past Client
I greatly appreciated Larry’s approach. He told me what I needed to hear in understandable terms so I could make the best decision for me. He answered every question I had, and he did it quickly, which I greatly appreciate. And his team was pro…
Read MoreI greatly appreciated Larry’s approach. He told me what I needed to hear in understandable terms so I could make the best decision for me. He answered every question I had, and he did it quickly, which I greatly appreciate. And his team was professional and kind.
-
Past Client
Larry Schaefer was able to secure a significant severance for me after I was terminated from my Director-level position following two separate complaints of sex discrimination, after years of strong performance. He not only secured me significa…
Read MoreLarry Schaefer was able to secure a significant severance for me after I was terminated from my Director-level position following two separate complaints of sex discrimination, after years of strong performance. He not only secured me significant compensation, but was able to have my termination reversed and re-characterized as a resignation (with a reference letter!) that made my ultimate transition to other similar employment much more possible.
-
Past Client
As a Senior Human Resource Executive with a national employer with a significant local presence, I never thought that I’d need a lawyer to help me address sexual harassment and discrimination issues. When this occurred, I so glad that Larry Sch…
Read MoreAs a Senior Human Resource Executive with a national employer with a significant local presence, I never thought that I’d need a lawyer to help me address sexual harassment and discrimination issues. When this occurred, I so glad that Larry Schaefer and Bert Black were available, and could advocate for me in a way that not only fully exposed the horrible sexually-motivated treatment I suffered, but did so in a way that convinced my former employer to make this right and provide me with transition pay that allowed me to move past this trauma with my dignity (and career) intact.
-
Past Client
I was shocked when a leading executive at a company I had devoted years to as an Executive Assistant began coming on to me in ways that made clear that I couldn’t keep my job if I didn’t acquiesce. Larry Schaefer not only got this conduct to st…
Read MoreI was shocked when a leading executive at a company I had devoted years to as an Executive Assistant began coming on to me in ways that made clear that I couldn’t keep my job if I didn’t acquiesce. Larry Schaefer not only got this conduct to stop, but was able to secure lasting change in my work environment, the removal of this executive, and the resumption of a career I valued so much.
-
Past Client
In a breach of an ERISA-based compensation plan class action, Larry Schaefer was able to effectively take the deposition of the CEO and secure unexpected admissions that postured the case for prompt class resolution, on terms favorable to all a…
Read MoreIn a breach of an ERISA-based compensation plan class action, Larry Schaefer was able to effectively take the deposition of the CEO and secure unexpected admissions that postured the case for prompt class resolution, on terms favorable to all affected class members. He combines extensive class action experience, deep knowledge of the intricacies of ERISA, and formidable advocacy skills like few lawyers anywhere. I wouldn’t hesitate to co-counsel with Schaefer Halleen on any complex ERISA case.
-
Past Client
Both Larry and Peter took the time to learn my pronouns and exhibited unwavering positive regard. They listened carefully and thoroughly to my work experiences, conducted exhaustive legal research, and partnered with me to develop an accurate, …
Read MoreBoth Larry and Peter took the time to learn my pronouns and exhibited unwavering positive regard. They listened carefully and thoroughly to my work experiences, conducted exhaustive legal research, and partnered with me to develop an accurate, comprehensive, and winning defense. Ultimately, I was able to move on with a settlement that gave me the time to land a more secure position. I highly recommend this law firm to other transgender and gender nonconforming people. You will be treated with respect and served with smart, experienced, tenacious legal counsel.
-
Past ClientFemale Professional
Raising a sexual harassment claim against the President of a huge business unit was a terrifying prospect, as I had a secure and very lucrative senior sales representative position with a huge future income capacity. Larry Schaefer did this in …
Read MoreRaising a sexual harassment claim against the President of a huge business unit was a terrifying prospect, as I had a secure and very lucrative senior sales representative position with a huge future income capacity. Larry Schaefer did this in a confidential, internal, manner which allowed me to secure vast benefits upon a negotiated separation, which also allowed me to move on to another promising position with my future secure. Finally, the offending executive was terminated, which I believe benefited all women at that company.
-
Pro Bono Disability Discrimination ClientD.R.
Thank you again to Jean and Larry for taking my case, believing in me, and helping me fight for my rights. I will always treasure your gift and cherish your generosity forever. Thank you for helping me get one step closer to my dream. I will be…
Read MoreThank you again to Jean and Larry for taking my case, believing in me, and helping me fight for my rights. I will always treasure your gift and cherish your generosity forever. Thank you for helping me get one step closer to my dream. I will be forever grateful.
-
R.B.
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 dete…
Read MoreLarry 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 Halleen gave me a voice and was my aggressive advocate. Schaefer Halleen’s top-notch methodology and knowledge focused on the protection of my individual rights through the resolution of employment law claims. My case took 2 ½ years to resolve and am glad its behind me, however I will always value my experience with Schaefer Halleen and am forever grateful to Larry Scaefer and Peter Christian.
-
R.S.Physician
Thank you, Larry and Lauren, for all your advocacy and legal advice. I greatly appreciated your tireless counsel and supreme professionalism. You’ve demonstrated a superb legal acumen and genuine care for me, and that reinforcement and your rea…
Read MoreThank you, Larry and Lauren, for all your advocacy and legal advice. I greatly appreciated your tireless counsel and supreme professionalism. You’ve demonstrated a superb legal acumen and genuine care for me, and that reinforcement and your reassurance really helped me as the underdog employee.
I appreciate the truth, risks, and nuances of employment law after working with Schaefer Halleen, and I will never forget your devoted assistance in this troubling matter. Again, thank you for the countless occasions you rallied in support of me in this fight. It is a huge relief to put this matter in the rear-view mirror so I can get my career life back on track.
-
S.L.
When I was threatened with termination from my President position in the U.S. subsidiary of a multi-national corporation, I hired Larry Schaefer based on recommendations from other executives I knew, even though I am located on the East Coast. …
Read MoreWhen I was threatened with termination from my President position in the U.S. subsidiary of a multi-national corporation, I hired Larry Schaefer based on recommendations from other executives I knew, even though I am located on the East Coast. He was able to not only secure me a severance well in excess of what was considered “standard” for an executive at my level, but was able to secure favorable stock and option accelerated vesting, immediate payment of what would otherwise have been forfeited deferred compensation and other important terms which have made my transition to lucrative consulting work possible. I wouldn’t hesitate to recommend Schaefer Halleen to any management or executive level employees faced with the need for legal counsel experienced in severance negotiations and executive pay issues.
-
Services Firm Partner
Thank you for helping me with my dispute. I know good lawyers and you guys are excellent lawyers. I cannot tell you how impressed I am with the job you and your whole team did for me. It’s different being a client. But it gave me a dual law…
Read MoreThank you for helping me with my dispute. I know good lawyers and you guys are excellent lawyers. I cannot tell you how impressed I am with the job you and your whole team did for me. It’s different being a client. But it gave me a dual lawyer/client perspective on the whole thing that I didn’t have before.
And when I say excellent lawyers, I mean the whole package – the drafting, the analyzing, and client counselling.
I will never refer a plaintiff employment case or an employment negotiation to anyone but you. I felt like I was in really good hands. Thank you.
-
T.H.Professional
I can never repay any of you for the time and effort you dedicated to my case. You restored my life by your belief in me. Daily, you fight and defend people who have no power against those who have all the power. You’re honorable, an inspirati…
Read MoreI can never repay any of you for the time and effort you dedicated to my case. You restored my life by your belief in me. Daily, you fight and defend people who have no power against those who have all the power. You’re honorable, an inspiration and you make a difference in people’s lives that you may not even be aware of, or may not be told or thanked. I’m honored to have known you and even more honored that you believed in me. I’m so thankful you came into my life. Thank you!
-
What to Do When Your Boss Sexually Harasses You
There are few workplace experiences more terrifying than when a boss abuses power and subjects a subordinate employee to sexual harassment. This power imbalance can make the employee feel like he or…
Defenses to Employment Claims Don’t Always Focus on the Merits
Employment Attorneys representing plaintiffs in employment claims understandably focus on the merits of the underlying claim(s), looking for evidence that helps prove that discrimination or retaliatio…
The Future of Mandatory Arbitration is in Doubt
On March 27, 2022, the US House of Representatives passed the Forced Arbitration Injustice Repeal (FAIR) Act, which now goes to the Senate for consideration. If signed into law, the FAIR Act would p…
Non-Compete Agreements Are Under Attack and Face an Uncertain Future
Post-employment restrictive covenants have been under unprecedented attack, legislatively and in litigation, in recent years. These restrictions include non-compete, non-solicitation, and other conf…
The Impact of COVID-19 on Disability Protections
As the effects of the COVID-19 pandemic persist and employers struggle with both enforcing mandatory vaccination requirements and planning for return to work scenarios, many employees have questions…
Perceptions of Discrimination in Minnesota Exceed National Averages
A recent survey conducted by APM Research Labs, a division of American Public Media, demonstrates that Minnesota minorities perceive that they have suffered race discrimination at significantly higher…