Magnolia Employment Discrimination Lawyer, Minnesota

Sponsored Law Firm


Includes: Affirmative Action, Age Discrimination, Sex Discrimination

Jeffrey L Haubrich

Divorce & Family Law, Employment, Estate, Lawsuit & Dispute, Real Estate
Status:  In Good Standing           Licensed:  24 Years

Donald R Klosterbuer

Government, Divorce & Family Law
Status:  In Good Standing           Licensed:  48 Years

Damon Thomas Eisma

General Practice
Status:  In Good Standing           Licensed:  30 Years

Benjamin Vanderkooi

General Practice
Status:  In Good Standing           Licensed:  46 Years

Timothy K Connell

General Practice
Status:  In Good Standing           Licensed:  48 Years

Mortier B Skewes

General Practice
Status:  Deceased           Licensed:  92 Years

Paul Alan Vis

General Practice
Status:  In Good Standing           Licensed:  25 Years

Jennifer Lynn Reinke

Real Estate, Lawsuit & Dispute, Government, Environmental Law
Status:  In Good Standing           Licensed:  16 Years

Lyle Burdette Skalland

General Practice
Status:  Suspended           Licensed:  20 Years

Walter A Tofteland

General Practice
Status:  Retired           Licensed:  69 Years

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Free Help: Use This Form or Call 800-943-8690

Member Representative

Call me for fastest results!
800-943-8690

Free Help: Use This Form or Call 800-943-8690

By submitting this lawyer request, I confirm I have read and agree to the Consent to Receive Messages from all messaging and voice technologies including Email, Text, Phone, Terms of Use, and Privacy Policy. Information provided is not privileged or confidential.

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SAMPLE LEGAL CASES

Bahr v. Capella University

... 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 ...

Monson v. Rochester Athletic Club

... 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. ...

Frieler v. Carlson Marketing Group, Inc.

... 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 ...