Biography

About Matthew

Matthew S. Nolan is an attorney with Baillon Thome Jozwiak & Wanta LLP.  He has repeatedly been named to the list of Minnesota Rising Stars by his peers and has practiced exclusively on behalf of employees in the area of employment law. His practice has been focused on employee advocacy and providing legal counsel and representation to employees who have been harmed by their employer through unlawful discrimination, retaliation and harassment, as well as wage and hour violations.

Matt was the Vice President for the Minnesota Chapter of the National Employment Law Association, served on the Diversity Committee of the Federal Bar Association, and was a founding member of the Employment and Labor Law Society at William Mitchell College of Law.  Before attending law school, Matt worked as a strategic planner in marketing and advertising.

Education

William Mitchell College of Law, St. Paul, MN, J.D.
Tufts University, Medford, MA, B.A.

Admissions

Minnesota Supreme Court
U.S. District Court, District of Minnesota

Professional Memberships

Minnesota State Bar Association, Labor & Employment Law Section
National Employment Lawyers Association, Minnesota Chapter
Hennepin County Bar Association

Honors and Awards

Super Lawyers® Rising Star, Employment Litigation: Plaintiff, 2013-2014, 2016-2019

Publications and Presentations

The Changing Landscape of Retaliation Claims: Applying the “But-For” Causation Standard After Gross and Nassar, Eighth Circuit NELA Conference, Panelist, 2014
Employees with Cancer—Finding Compliant, Effective Solutions to Workplace Challenges Employees with Cancer Face, Upper Midwest Employment Law Institute, Panelist, 2020

Representative Cases

Cross v. Northern Tier Retail, 27-cv-13-14593 (Dist. Ct. Minn. Mar. 7, 2014) (denial of defendant’s motion for summary judgment where genuine issues of material fact existed as to whether defendant discriminatorily discharged plaintiff on the basis of disability, as well as retaliated against plaintiff for plaintiff’s reports of discriminatory treatment, in violation of the MHRA)

McLeod v. Fairview Health Services, 0:10-cv-00898 (D. Minn. May 25, 2011) (partial denial of defendant’s motion for summary judgment where genuine issues of material fact existed as to whether the employer failed to accommodate a known disability in violation of the MHRA)

Brezina et al v. Chart (D. Minn. 2010) (order denying summary judgment for multiple employees where genuine issue of material fact existed as to whether these employees entered into valid settlement agreements with their former employer because they did not sign the agreements knowingly and voluntarily)