Madia Law, representing a woman who worked at a Twin Cities technology company, has initiated a sex discrimination lawsuit against the company pursuant to the Minnesota Human Rights Act. Just prior to the Plaintiff’s hire, the company (which has been in business for decades) employed dozens of men and not a single woman.
In Fall 2012, the Plaintiff commenced employment as a department manager. Around the same time, the Defendant hired two other women. During her interview, a senior-level executive told the Plaintiff that although he was willing to hire her, the company had bad past experiences with women and “doesn’t like to hire” them. Shortly after starting, the Plaintiff was told that she would have to “prove” herself by, “doing better than any man” if she wanted to keep her job; she was also repeatedly told that she was, “at a disadvantage” because she was a woman. [click to continue…]
In Bradwell v. Illinois, (U.S. 1873), the Supreme Court declared that allowing a woman to practice law would surely destroy her femininity. According to the 8-1 decision, law is a man’s profession and women simply aren’t well-suited for such rigor. While that may seem archaic, it wouldn’t be until 1971 that the Court invalidated such discrimination by government against women. Reed v. Reed, (U.S. 1971). And while the Civil Rights Act of 1964 and various other laws have sought to end such discrimination, today’s United States women make only 78 cents for each dollar made by their male counterparts.
This was a case in which an Asian American manager was chosen for termination pursuant to a reduction in force by his employer. In hard economic times, employers sometimes need to cut back in their workforce, and there’s nothing illegal about that. The issue in this case, though, was that the employer chose this particular manager for termination, despite the fact that he had more experience, better performance reviews, and better attendance than his only peer.
Dr. Deweese worked as a family practice physician for nearly twenty years at Lakeview and earned high praise from his patients. He devoted his entire working life to the institution, committed himself to a high standard of excellence in his profession, and committed a large capital contribution in order to secure his partnership. Dr. Deweese alleges that Lakeview’s relationship with him changed after he was diagnosed with bipolar disorder in summer 2007.
“Sam” worked as a salesman for several years at the same company. On occasion, he heard his supervisor and colleagues use anti-Semitic slurs in the workplace. Sam sent a very polite email stating that he had family members who died in the Holocaust and would like it if the comments stopped. All of a sudden, Sam’s employer began targeting him at work. He was disciplined six times within the next eight weeks, even though he had not been disciplined a single time over six years of employment before his complaint. Ultimately, Sam’s employer fired him.
Madia Law represented “Jennifer” (name changed for confidentiality reasons), a young woman who was sexually harassed by her supervisor of a period of months. Jennifer’s supervisor:
repeatedly bragged to her about his sexual endurance;
made vulgar comments about her physical appearance;
turned innocent conversations into sexual innuendo;
told Jennifer that she should leave her fiancee to be with him;
told Jennifer to perform lap dances for him as he waived $20 bills at her;
repeatedly invaded Jennifer’s personal space;
insisted that Jennifer view pornography that he kept on his palm pilot phone; and
suggested that Jennifer wear a thong to work.
Even though this supervisor had engaged in sexual harassment at previous jobs, he was still hired. When Jennifer complained about the sexual harassment, she was terminated.
I am excited to inform you that I am starting a new business venture, Madia Law LLC – a dynamic and aggressive law firm that will serve Minnesota individuals and small businesses.
