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Chris D. Jozwiak

Chris JozwiakChris D. Jozwiak is a skilled litigator who has won striking victories on behalf of his clients in a diverse range of employment issues. He is a founding partner of Baillon Thome Jozwiak & Wanta LLP, and has been recognized as a Rising Star since 2011 and a Super Lawyer since 2014. Chris works tirelessly for his clients in cases involving whistleblower retaliation, sexual harassment, wage and hour violations, reprisal, discrimination, and wrongful termination. He also represents employees and consumers in national class actions.

Chris is a certified employment law specialist and currently serves as chair of the labor & employment section of the Minnesota State Bar Association.

 

EducationChris Jozwiak is a MSBA Certified Employment Law Specialist

  • Macalester College, B.A., cum laude, Phi Beta Kappa
  • University of Minnesota Law School, J.D., cum laude; Executive Editor, Journal of Law and Inequality

Bar Admissions

  • Minnesota
  • U.S. District Court of Minnesota

Awards and RecognitionsChris Jozwiak is an Employment Law Super Lawyer

  • Certified Employment Law Specialist, Minnesota State Bar Association
  • Super Lawyers® Super Lawyer, 2014, 2015: Employment Law
  • Super Lawyers® Rising Star, 2011-2013: Employment Law

Professional Memberships

  • Employee Lawyers Association of the Upper Midwest
  • Federal Bar Association
  • Minnesota State Bar Association, Governing Council, Labor & Employment Section
  • Minnesota Association for Justice
  • National Employment Law Association

Publications and Presentations

  • Cutting-Edge ADA Accommodation and Retaliation Developments, Employment Law Institute, 2015 (with Lawrence P. Schaefer and Clayton Halunen)
  • Employment Law Issues for the Poverty Law Attorney: Discrimination and Harassment, Minnesota State Bar Association, Labor & Employment, 2015 (with Cassie Benson)
  • Do Nassar and Vance Change Title VII and MHRA Investigations? Minnesota State Bar Association, Labor & Employment, 2014 (with Sara McGrane)
  • What You Must Know About E-Discovery to Prove Your Case and Avoid Big Mistakes, Minnesota State Bar Association, Computer & Technology, Ethics, Solo and Small Firm Sections, 2012 (with Justin Cummins)
  • Appearance Discrimination: A New Frontier of Employment Litigation? Minnesota State Bar Association, Labor & Employment, 2012 (with Penelope Phillips)
  • Beyond Marriage: Current Legal Issues, University of Minnesota, 2012
  • The Basics of Harassment Law - Federal and State, 2011 Upper Midwest Employment Law Institute, 2011 (with Michelle Neumann)
  • Caregiver Discrimination Under the MHRA and Title VII, Minnesota State Bar Association, Labor & Employment, 2011 (with Megan Kelley)
  • Family Responsibilities Discrimination: New Resources and Another Lens for Analyzing and Winning Gender and Caregiver Discrimination Cases, Minnesota National Employment Lawyers Association, 2009 (with Jim Kaster)
  • Lofton v. Secretary of the Department of Children and Family Services: Florida’s Gay Adoption Ban Under Irrational Equal Protection Analysis, 23 J. LAW AND INEQ. 407, 2005

Representative Cases

  • Chavez, et al. v. West Side Cmty. Health Servs., Inc., 14-cv-00207 (D. Minn. 2014) (settlement agreement reached awarding class and collective group of medical assistants overtime premium pay and damages for wage deductions, which they were owed pursuant to the Fair Labor Standards Act and the Minnesota Payment of Wages Act, respectively)
  • Gilbert v. MetLife, 2011 WL 1843441, No. 09-1990 (Minn.D.2011) (denial of defendant's motion for summary judgment where plaintiff proferred sufficient evidence from which a reasonable fact finder could infer that employer did not retain her because of disability and failed to accommodate her disability)
  • United States v. Law School Admission Council, Compl. U.S. Dep’t of Justice Compl. No. 202-39-97 (Sept. 27, 2011) (settlement agreement reached allowing complainant all LSAT testing accommodations originally requested pursuant to Title III of the  Americans with Disabilities Act, which prohibits discrimination against individuals with disabilities by private testing entities that administer examinations related to professional licensing)
  • Johnston v. U.S. Bank National Association, 2009 WL 2900352, No. 08-0296 (D.Minn.2009) (denial of defendant's summary judgment motion where genuine issue of material fact existed as to whether employer's statement that the employee needed a more flexible job to take care of her newborn was evidence of sex-plus discrimination in violation of the Minnesota Human Rights Act)
  • Taylor, et al. v. Corporate Transit of Am., 09-cv-05709 (N.D. Ill. 2009) (settlement agreement reached awarding class and collective group of transportation and delivery personnel overtime premium pay pursuant to the Fair Labor Standards Act, and damages for wage deductions pursuant to Illinois state and common law, where defendant employer misclassified plaintiffs as independent contractors instead of employees)
  • Egtvedt, et al. v. West Publ’g Corp., 19HA-CV-09-1660 (Dist. Ct. Minn. 2009) (settlement agreement reached awarding class and collective group of research staff attorneys overtime premium pay pursuant to the Fair Labor Standards Act and the Minnesota Fair Labor Standards Act, where defendant employer misclassified plaintiffs as independent contractors instead of employees)
  • Hayes v. Dapper, 2008 WL 4301018, No. A07-1878 (Minn.Ct.App.2008) (reversing dismissal of whistleblower case because a report need not be formal to constitute protected conduct and questions of fact remained whether the report was made in good faith)
  • Hibbard v. Park Supply Inc., et al., No. A07-0721, 2008 WL 1748233, (Minn. Ct. App. Apr. 15, 2008) (reversing unemployment law judge's decision disqualifying plaintiff from receiving unemployment benefits and remanding for further findings on the credibility of plaintiff's testimony)
  • Hayes v. Minneapolis Sch. Dist., Special Sch. Dist. No. 1, 27-cv-07-5006 (Dist. Ct. Minn. 2008) (denial in part of defendant’s summary judgment motion where genuine issue of material fact existed as to whether employee was wrongfully terminated as a result of employer’s discrimination on the basis of race and sexual orientation)
  • Brooks v. Pioneer Metal Finishing, No. 06-841, 2007 WL 1378417, (D. Minn. May 7, 2007) (denial of defendant’s summary judgment motion where genuine issues of material fact existed as to whether plaintiff was adequately performing her job duties and as to whether defendant’s reasons for termination were pretext for age discrimination and retaliation)