We are an employment and consumer protection law firm based in Minneapolis, Minnesota. Recognized for our expertise and results, our consumer and employment attorneys are specialists, Super Lawyers and leaders in the legal community. We are dedicated advocates and work tirelessly to secure justice and striking outcomes for our clients.
Employment Law
MN Supreme Court Clarifies "Good Faith" in Whistleblower Claims
August 11, 2017 – This week, the Minnesota Supreme Court issued a landmark decision clarifying the Minnesota Whistleblower Act’s definition of a “good faith” report in whistleblower claims. The decision is a resouding victory for employees who have otherwise found it difficult to seek redress for unlawful termination, retaliation, harassment and/or threats for their reports of unlawful conduct by the employer under the Act.
Wage Theft: Millions Lost to Unlawful Employment Practices Each Year
June 23, 2017 – Each year, thousands of Minnesota workers lose millions of dollars to wage theft by employers. Whether an employer requires employees to log into their computer five minutes before their shift and not pay them, misclassifies workers as independent contractors to avoid overtime pay and deny benefits, or pays less than minimum wage, employees of all socio-economic background are at risk of wage theft.
Background Checks: What Are My Employment Rights?
June 9, 2017 - Employment background checks can be an unnerving experience. Yet, employers are increasingly requiring new job applicants and current employees to submit to them, often in the form of criminal background checks and credit history checks. This article provides answers to some frequently asked questions about background checks.
Class Actions
Rehberg et al. v. Flowers Baking Co. of Jamestown et al.: Answers to Common Distributor Questions
Distributors can click on the above headline-link for answers to questions about the claim form and pending class action settlement.
Flowers Foods Distributors Win Sixth Consecutive Conditional Class Certification
May 8, 2017 - Distributors of bakery products for Flowers Foods have scored another conditional class certification victory in their wage and hour case against the company. Carr et al. v. Flowers Foods, Inc. et al. (E.D. Penn.) marks the sixth straight win for distributors, who are challenging their classification by Flowers Foods as independent contractors, rather than employees. One of these lawsuits, Rehberg (North Carolina), has already been certified as a class, and a preliminary settlement has been made. Baillon Thome Jozwiak & Wanta LLP serves as Lead Class Counsel in all six lawsuits.
Rehberg v. Flowers of Jamestown Settlement Documents
Below are documents related to the Flowers Baking Company of Jamestown settlement. Everyone who signed a Distributor Agreement with Flowers Baking Co. of Jamestown, LLC and worked as Distributors in the State of North Carolina and who were classified as independent contractors at any time from September 12, 2010, until the date the Court preliminarily approves this settlement are Class Members under this settlement.
Firm News
Thome Cited in Strib Regarding Workers Fired for Wearing Nazi Apparel
August 18, 2017 - Firm partner Joni Thome was cited in yesterday's Star Tribune article concerning two employees who were fired for wearing Nazi uniforms. “In Minnesota…employees can be terminated for a good reason, a bad reason or no reason at all, just so long as it's not an illegal reason.” Here, the employees have little recourse to contest their terminations.
Wanta Presents on E-Discovery to Solo and Small Firm Attorneys
August 10, 2017 – Firm partner Shawn Wanta participated in a panel-led discussion about electronic discovery for solo and small firm practitioners at the 2017 Strategic Solutions for Solo and Small Firms Conference.
Wanta Interviewed on WI Company Offering Microchipping to Employees
August 3, 2017 – This week, firm partner Shawn Wanta was interviewed about the recent decision by Wisconsin tech company Three Square Marketing to begin embedding radio-frequency identification (RFID) microchips into its employees. While touted as a security measure for the company and a convenience to employees, the move raises questions about employee privacy.