... slowly" in the review process to "minimize the performance issues raised" in the review and to
allow the legal department to review LA's performance review before showing it to LA All of these
actions benefited LA Generally, to prevail on an employment discrimination claim, the ...
... When appellants clarified that their claims were also asserted under a disparate-impact theory,
respondents argued that the disparate-impact theory is not available under the MHRA for
claims arising outside the context of employment discrimination. ...
... First, we agree with the Supreme Court's reasoning and conclude that a strict liability standard
in all cases of supervisor harassment would be contrary to the MHRA's express policy of
"secur[ing] for persons in this state, freedom from discrimination: (1) in employment because of ...