Lockridge Grindal Nauen represents employers of all sizes in a wide range of employment matters and serves as national and regional employment counsel for national companies. The first priority of LGN’s employment lawyers is to prevent and avoid litigation through creative advice, counseling and training.
Providing training and advice to avoid litigation.
We provide advice and training on a wide variety of difficult employment questions facing businesses every day, including the following areas:
- Family and medical leave
- Disability and reasonable accommodation issues
- Discrimination and sexual harassment management and investigation
- Reductions in force
- Alcohol and drug testing programs
- Interviewing and hiring
- Background checks
- Performance reviews and management
- Discipline and discharge
- Unemployment compensation claims
- Wage and hour compliance
- Employee handbooks
- Employment agreements
- Non-competition and confidentiality agreements
- Separation agreements and releases
Through our preventative consultation, we not only reduce the risks of litigation, but help businesses position themselves favorably if litigation becomes inevitable.
Providing experienced, aggressive and effective defense representation.
We regularly represent employers against charges before the EEOC and other federal, state, and local governmental agencies. In addition, the firm helps employers resolve disputes through alternative means, including mediation and arbitration. And where litigation is unavoidable, our attorneys provide aggressive, efficient, and effective representation. Our extensive litigation experience includes the following areas:
- Sexual harassment
- Discrimination, including claims of discrimination based on age, race, sex, pregnancy, disability, sexual orientation, and religion
- Enforcement of noncompete and nonsolicitation agreements
- Wage and hour litigation under state laws and the Fair Labor Standards Act
- Class actions
- Breach of duty of loyalty and fiduciary duty
- Misappropriation of trade secrets
- Tortious interference with contract
- Wage and hour claims
- Whistleblower claims
In every case, LGN’s employment law attorneys will apply their extensive litigation experience, knowledge of the most recent legislative developments and court rulings, and strategic thinking to handle their clients’ employment issues in the most vigorous yet cost-efficient manner to achieve the client’s business goals.
- UrbanWorks Architecture v. AHMC Asset Manage., (Minn. 2012) (successfully represented plaintiff in collections action to pierce the corporate veil).
- Rossman v. Thomson Reuters, Inc., et al, (D. Minn. 2012) (obtained summary judgment on ADEA claim).
- Three Rivers Park District and Law Enforcement Labor Services Inc., St. Paul, MN, (2011) (obtained successful arbitration award dismissing employment claims under collective bargaining agreement).
- Austin, et al. v. Metropolitan Council, (D. Minn. 2011) (successfully represented Met Council in class action race discrimination lawsuit).
- Aaron L. Sampson v. Integra Telecom Holding, Inc., et al., (10th Cir. 2011) (obtained and defended summary judgment dismissing plaintiff’s claims of racial harassment and retaliation in violation of Title VII).
- Jordan To v. U.S. Bancorp, 651 F.3d 888 (8th Cir. 2011) (obtained and defended summary judgment dismissing plaintiff’s claims under the FMLA and Uniformed Services Employment and Reemployment Rights Act).
- Julie Delgado-O’Neil v. City of Minneapolis, (8th Cir. 2011) (obtained and defended summary judgment dismissing plaintiff’s claims of discrimination).
- Paul v. Metropolitan Council, (D. Minn. 2010) (obtained summary judgment on Title VII and Minnesota Human Rights Act).
- Phillips v. Wells Fargo Bank, (D. Minn. 2009) (obtained summary judgment dismissing plaintiff’s claims of retaliation, assault, and battery).
- Kashimawo-Spikes v. U.S. Bancorp, (8th Cir. 2006) (obtained and defended summary judgment dismissing plaintiff’s Title VII claims).
- McCabe v. City of Minneapolis, (D. Minn. 2005) (obtained summary judgment dismissing plaintiff’s Title VII claims).
- Abdel v. U.S. Bank, (8th Cir. 2006) (obtained summary judgment dismissing plaintiff’s ERISA claims).
- West Publishing Corp. v. Stanley, (D. Minn. 2004) (obtained injunction against defendant for violating non-compete agreement).
- Mercure v. West Pub. Corp., (Minn. Ct. App. 2003) (obtained and defended summary judgment dismissing plaintiff’s sex discrimination claims).
- Michurski v. City of Minneapolis, (Minn. Ct. App. 2002) (obtained summary judgment dismissing plaintiff’s Minnesota Human Rights Act claims).
- Williams v. Thomson Corp., (8th Cir. 2004) (obtained and defended summary judgment dismissing plaintiff’s discrimination and retaliation claims).
- Goins v. West Group, (Minn. 2001) (prevailed at Minnesota Supreme Court on sexual orientation claim under Minnesota Human Rights Act).
- Carter v. West Pub. Co., (11th Cir. 2000) (obtained order reversing district court’s class certification and dismissing Title VII claim).
- Handling the Whistleblower Case After the New Legislation
Upper Midwest Employment Law Institute (2014)
- Employment Law Update: Women’s Economic Security Act
Twin West Chamber of Commerce (2014)
- What Do Employers Small and Large Need to Know About the Affordable Care Act?
Upper Midwest Employment Law Institute (2013)
- Ins and Outs of the Affordable Care Act
Upper Midwest Employment Law Institute (2013)
- The Basics of Hiring
Upper Midwest Employment Law Institute (2012)
- Wage and Hour Basics – Getting It Right
Upper Midwest Employment Law Institute (2009 & 2010)
- Collective Action Certification Issues: Is stage one certification getting harder in Minnesota?
Webcast, Minnesota CLE (2009)
- Shall We Dance? Negotiating the Employment Agreement from Both Perspectives
Minnesota Medical Group Management Association (2008)
- Sexual Harassment Claims, Investigations and Litigation
Upper Midwest Employment Law Institute (2007)