What We Do

Retaliation against employees who report discrimination, harassment, or other unlawful workplace conduct is strictly prohibited under Minnesota and federal law—yet it remains one of the most common forms of employer misconduct. The Minnesota Human Rights Act expressly forbids “any form of intimidation, retaliation, or harassment” against an employee for engaging in protected activity, including reporting discrimination or participating in an investigation. Minn. Stat. § 363A.15. Federal laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act, provide additional protections for employees who speak up.

Retaliation can be subtle or overt. After reporting discrimination, resisting a supervisor’s sexual advances, requesting a reasonable accommodation, or otherwise asserting your legal rights, you may suddenly be excluded from meetings, isolated from coworkers, or subjected to heightened scrutiny. In more severe cases, employees are unfairly investigated, demoted, transferred, suspended, or terminated. When an employer takes adverse action because an employee engaged in protected conduct, it is unlawful retaliation.

At Schlesinger Kaster, PLLC, our Minnesota plaintiff-side employment lawyers have successfully represented employees who were punished for doing the right thing. Both David Schlesinger and Lucas Kaster have decades of experience litigating retaliation claims arising under the Minnesota Human Rights Act and federal civil rights statutes, including cases tried to verdict. Together, the attorneys at Schlesinger Kaster understand how retaliation unfolds in real workplaces, and how employers attempt to disguise unlawful motives behind pretextual discipline or performance criticism.

If you were demoted, disciplined, sidelined, or terminated after reporting discrimination or harassment, you may have a strong retaliation claim. Our firm represents employees throughout Minneapolis, St. Paul, and greater Minnesota who have been retaliated against for asserting their rights. Contact Schlesinger Kaster to speak with an experienced Minnesota retaliation lawyer about your options.

Employees who report illegal or unethical conduct in the workplace play a critical role in protecting the public and holding organizations accountable. Unfortunately, whistleblowers are often met with retaliation instead of recognition. When an employee reports an employer’s unlawful conduct, whether internally, to a government agency, or through another protected channel, employers may respond by demoting, isolating, disciplining, or terminating the employee they now view as a “problem.” Both Minnesota and federal law prohibit this type of retaliation.

The Minnesota Whistleblower Act, Minn. Stat. § 181.932, protects employees who report violations or suspected violations of law, refuse to participate in illegal activity, or cooperate with government investigations. Federal statutes provide additional protections for whistleblowers in a wide range of industries. When an employer takes adverse action because an employee engaged in protected whistleblowing activity, it is unlawful.

At Schlesinger Kaster, PLLC, our Minnesota plaintiff-side employment lawyers have significant experience representing whistleblowers across a variety of professions. David Schlesinger and Lucas Kaster have a long track record of successfully litigating whistleblower retaliation claims, including cases tried to verdict. In one notable case, David and Lucas represented a police officer who reported illegal conduct within his department. After trial, the jury returned a six-figure verdict in the whistleblower’s favor. The attorneys at Schlesinger Kaster understand the professional and personal risks whistleblowers face and are committed to protecting employees who speak up.

If you believe your employer has retaliated against you for reporting illegal conduct or refusing to participate in wrongdoing, you may have a claim under the Minnesota Whistleblower Act or federal law. Schlesinger Kaster represents whistleblowers throughout Minneapolis, St. Paul, and across Minnesota. Contact our firm to speak with an experienced Minnesota whistleblower lawyer about your rights and next steps. 

When an employer offers a severance package, it is almost always conditioned on the employee signing a release of legal claims. These releases can permanently waive valuable rights under Minnesota and federal employment laws, even if you are unaware that you have a valid discrimination, retaliation, or whistleblower claim. In exchange, the employer offers a cash payment that may be far less than what your claims are truly worth.

Before signing a severance agreement, it is critical to speak with a qualified Minnesota employment lawyer who can evaluate your potential claims, explain what rights you would be giving up, and assess the leverage you may have to negotiate better terms. Severance agreements often include additional provisions, such as non-disparagement clauses, confidentiality requirements, non-compete or non-solicitation language, and repayment obligations, that can have long-term consequences for your career.

At Schlesinger Kaster, PLLC, our plaintiff-side employment lawyers regularly review and negotiate severance agreements on behalf of employees across Minnesota. David Schlesinger and Lucas Kaster have extensive experience advising employees at all stages of the severance process and negotiating improved severance terms based on potential legal exposure under the Minnesota Human Rights Act, the Minnesota Whistleblower Act, and federal employment laws. Together, we focus on maximizing severance value, protecting future employment opportunities, and ensuring that clients make informed decisions before signing away their rights.

If you have been offered a severance agreement and are unsure whether it is fair—or whether you should sign it at all, Schlesinger Kaster can help. We represent employees throughout Minneapolis, St. Paul, and greater Minnesota in severance negotiations. Contact our firm to speak with an experienced Minnesota severance review lawyer before you sign.

Employees often first learn that a former employer believes they have violated a non-compete or non-solicitation agreement when they receive an aggressive “cease and desist” letter from a corporate law firm. These letters are designed to intimidate and pressure employees into abandoning new jobs or business opportunities, sometimes even when the restrictions are unenforceable under Minnesota law.

Non-compete and non-solicitation agreements are highly fact-specific, and their enforceability depends on when the agreement was signed, the scope and duration of the restrictions, and whether the employer has a legitimate business interest to protect. Minnesota law provides meaningful defenses to employees, and many non-compete or non-solicitation provisions are overly broad, outdated, or otherwise unenforceable.

The lawyers at Schlesinger Kaster, PLLC, have successfully represented numerous professionals and employees facing threats of litigation, injunctions, and damages claims arising from alleged non-compete or non-solicitation violations. Their experience allows them to quickly assess risk, identify defenses, and push back against sophisticated corporate parties.

If you have received a cease-and-desist letter or are being accused of violating a non-compete or non-solicitation agreement, do not respond without legal advice. Schlesinger Kaster represents employees throughout Minneapolis, St. Paul, and across Minnesota in non-compete and restrictive covenant disputes. Contact our firm to speak with an experienced Minnesota non-compete defense lawyer.

When your job, professional reputation, or career trajectory is at risk, having early guidance from an experienced Minnesota employment lawyer can make a critical difference. Employees often sense that something is wrong, whether they are being targeted for discipline, pushed out, investigated, or pressured to resign, long before formal action is taken. Strategic legal counsel at this stage can help you understand what is happening, protect your rights, and decide the best course forward.

At Schlesinger Kaster, PLLC, our plaintiff-side employment lawyers provide strategic counseling to employees, executives, and professionals facing high-stakes workplace issues. Together, our attorneys have decades of experience advising employees through complex and sensitive employment disputes, helping clients successfully navigate investigations, performance issues, threatened terminations, and negotiated departures.

If your employment is being threatened or you need guidance on how to handle a difficult workplace situation, Schlesinger Kaster can help. We counsel employees throughout Minneapolis, St. Paul, and greater Minnesota on employment strategy, risk assessment, and next steps. Contact our firm to speak with an experienced Minnesota employment lawyer.

State and federal civil rights laws protect individuals from discrimination and unequal treatment in many areas of daily life, not just in the workplace. These protections apply in places of public accommodation, businesses, housing, education, and the provision of public services. Minnesota law and federal civil rights statutes prohibit discrimination based on characteristics such as race, sex, disability, religion, national origin, sexual orientation, and gender identity, among others.

Despite these protections, civil rights violations continue to occur. Individuals may face denial of services, exclusion from public spaces, harassment, or unequal treatment by businesses, government entities, or service providers. When these violations occur, experienced legal representation is essential to enforce the law and hold wrongdoers accountable.

At Schlesinger Kaster, PLLC, our attorneys represent individuals whose civil rights have been violated under Minnesota and federal law. Our attorneys have extensive experience litigating civil rights cases on behalf of individuals, including successfully representing transgender clients whose rights were violated because of their gender identity. 

If you believe you have been discriminated against or denied equal treatment in a public place, by a business, or in the provision of public services, you may have a civil rights claim. Schlesinger Kaster represents individuals throughout Minneapolis, St. Paul, and across Minnesota in civil rights matters. Contact our firm to speak with an experienced Minnesota civil rights lawyer about your options.   

Wage theft is a serious and widespread problem in Minnesota. The Minnesota Department of Labor and Industry estimates that millions of dollars in earned wages are unlawfully withheld from Minnesota employees each year. State and federal law require employers to pay employees all wages they have earned, including regular pay, overtime, commissions, and bonuses. When employers fail or refuse to do so, they can be held liable for unpaid wages, statutory penalties, and an employee’s attorneys’ fees and costs.

Unpaid wage claims arise in many forms. Employees may be denied overtime, shorted on final paychecks, misclassified as exempt or as independent contractors, or deprived of earned commissions or bonuses. In some cases, employers intentionally delay or withhold pay; in others, they rely on unlawful policies or accounting practices that violate Minnesota wage and hour laws.

At Schlesinger Kaster, PLLC, our plaintiff-side employment lawyers have extensive experience representing employees in unpaid wage and commission disputes. If your employer failed to pay you overtime, commissions, bonuses, or other earned wages, you may have a claim. Schlesinger Kaster represents employees throughout Minneapolis, St. Paul, and across Minnesota in unpaid wage and wage theft cases. Contact our firm to speak with an experienced Minnesota unpaid wages lawyer about your rights and options.

Owners of closely held businesses in Minnesota, particularly employee-shareholders and minority owners, have significant legal rights under Minnesota law. When majority owners or managers terminate an employee-shareholder in violation of their reasonable expectations, or breach fiduciary duties of loyalty and care owed to the company or its shareholders, the affected owner may have strong legal claims.

Business disputes often arise in situations involving wrongful termination of an owner-employee, diversion or misuse of company assets, self-dealing, oppressive conduct, or deadlock among owners or managers. Minnesota courts have broad authority to fashion equitable relief in these circumstances, including monetary damages, buyouts, governance changes, or other remedies designed to protect minority shareholders and restore fairness.

At Schlesinger Kaster, PLLC, our attorneys have substantial experience representing employee-shareholders and minority owners in disputes involving closely held businesses. In one notable case, David Schlsinger served as second-chair trial counsel for a terminated employee-shareholder whose employer violated his reasonable expectation of lifetime employment as a shareholder. The court awarded David’s client a $750,000 verdict.

If you are a shareholder or owner in a closely held Minnesota business and believe your rights have been violated, Schlesinger Kaster can help. We represent clients throughout Minneapolis, St. Paul, and across Minnesota in shareholder disputes and fiduciary duty litigation. Contact our firm to speak with an experienced Minnesota business dispute lawyer about your options.