Finding Solutions to Disability, Gender, Age + Pregnancy Discrimination Problems
If you need advice about your rights and legal options in cases of suspected workplace discrimination based on race, age, gender, 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, gender identity, religion, disability, marital status, familial 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, disability, national origin, sex, 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.
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 50s
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.
Our Minneapolis Workplace Discrimination Attorneys Focus On:
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 workplace 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.
Workplace 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.
FAQs about Minneapolis Employment Discrimination
Employment discrimination occurs when an employee is treated differently and/or unfairly at work because of their age, race, gender, or another prohibited classification. Employment discrimination can occur at any point of the employment relationship, from recruiting and hiring to promotion or layoff. Discrimination can occur at workplaces of all sizes, from small businesses to Fortune 500 corporations.
Discrimination can take many forms in the workplace. It could mean an applicant is not hired because of their age or race. It could also mean an employee has been denied their rights to disability leave, maternity leave, or family leave. Any employment decision based on stereotypes of the employee, or based on their classification as a member of a protected status, can be discrimination.
If you’re being discriminated against at work in Minneapolis, contact an employment lawyer right away. It’s important early in the process to find a lawyer that can help you navigate through raising those complaints to the employer and making sure that appropriate action happens. If the employer doesn’t take corrective action, your attorney can help you hold the employer accountable through whatever step of the process is required.
No, you cannot legally be fired simply because you filed an EEOC complaint. There are laws that protect employees from retaliation: taking action against employees who come forward with complaints or participate in investigations of complaints. Your employer may feel your claim is disruptive or inconvenient, but it’s the price they must pay to ensure companies are obeying employment laws. They cannot punish you because of your claim.
Yes, you have a limited window of time to file a federal EEOC claim. Generally you must file a claim within 300 days of the discrimination occurring (or within 300 days from being notified that a discriminatory action will occur). There are exceptions to this rule that can extend your window for filing a claim, and Minnesota state discrimination laws have a 365-day statute of limitations. So you should discuss the issue with an employment attorney even if you think you may be too late to file a claim with the EEOC.
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