Becker County, MN Employment Discrimination Lawyers, page 2


Includes: Affirmative Action, Age Discrimination, Sex Discrimination

Jay D. Carlson

General Practice
Status:  In Good Standing           Licensed:  45 Years

David L Stowman

Accident & Injury, Mass Torts
Status:  In Good Standing           Licensed:  52 Years

David L. Stowman

Accident & Injury, Mass Torts
Status:  In Good Standing           Licensed:  52 Years

Shanda Lee Fisher

Land Use & Zoning, Environmental Law Other, Native People, Contract
Status:  In Good Standing           Licensed:  9 Years

Brant R Beeson

General Practice
Status:  Retired           Licensed:  48 Years

Simon Charles George

General Practice
Status:  In Good Standing           Licensed:  30 Years

Charles James Ramstad

General Practice
Status:  In Good Standing           Licensed:  39 Years

Thomas Peter Winters

Real Estate, Government, Estate, Divorce & Family Law
Status:  In Good Standing           Licensed:  15 Years

Hallie Eugenia Larsen

General Practice
Status:  In Good Standing           Licensed:  37 Years

Patrick B. Kenney

Real Estate, Government, Business
Status:  In Good Standing           Licensed:  46 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 ...