Severance and Employment Contracts Minnesota

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:  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:  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.

The Client:  32-year old Executive
Problem:  Recently received his MBA and wanted to change companies, but he had a non-compete and obligation to repay tuition benefit.
Approach: Direct negotiation with company.
Solution: Company waived non-compete and tuition reimbursement obligations.

The Client: Experienced Saleswomen
Problem: Former employer attempted to enforce non-compete agreements against clients
Approach: Advised clients and new employer in negotiations against former employer; directly negotiated with former employer
Solution: Non-compete dispute resolved; clients allowed to take their books of business to new employer and retain new employment

The Client: Successful electrical lineman who left job for a new opportunity
Problem: Former employer actively attempted to prevent client from securing employment with competitors.
Approach: Filed lawsuit in state court and aggressively litigated matter, winning all initial motions
Solution: After successfully defeating defendant’s motions to dismiss and to remove matter to federal court, negotiated and secured a substantial monetary settlement for client, including additional contractual agreement by former employer to cease obstructive behavior