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Maple Plain Employment Discrimination Lawyer, Minnesota, page 3

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Includes: Affirmative Action, Age Discrimination, Sex Discrimination

Matthew Alan Frank

Labor Law, Employee Rights, Employment Discrimination, Consumer Rights, Class Action

Status: Licensed: 11 Years

100 South Fifth Street, Minneapolis, MN 55402

Dustin Wayne Massie

Class Action, Labor Law, Employment Discrimination, Employee Rights, Consumer Rights

Status: Licensed: 11 Years

100 South Fifth Street, Minneapolis, MN 55402

Sharon Herland Ysebaert

Age Discrimination, Alimony & Spousal Support, Child Support, Americans with Disabilities Act , Lawsuit & Dispute

Status: Licensed: 39 Years

12600 Parkwood Drive, Burnsville, MN 55337

Michael J Patera

Workers' Compensation, Employment Discrimination, Commercial Real Estate, Estate, Business & Trade

Status: Licensed: 43 Years

17915 Italy Path, Lakeville, MN 55044

Gordon James Apple

Health Care Other, Employment Discrimination, Non-profit, Administrative Law

Status:

787 Osceola Ave, Saint Paul, MN 55105

Jean M. Boler

Litigation, Municipal, Labor Law, Employment Discrimination

Status: Licensed: 41 Years

1725 Portland Ave, Saint Paul, MN 55104

Betsey Lynne Lund

Real Estate, Employment Discrimination, Family Law, Business & Trade

Status: Licensed: 16 Years

Saint Cloud, MN 56302

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

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800-943-8690

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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.

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 ...

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