Minnesota Employment Lawyers Built for Trial

Madia Law LLC handles plaintiff-side cases against powerful corporate and government defendants in four practice areas: employment law, medical malpractice, nursing home abuse, and police misconduct. The firm also handles FINRA arbitration for securities fraud and broker misconduct.

Nothing upfront for most cases. The firm works on a contingency fee for employment, civil rights, medical malpractice, and nursing home abuse cases. You pay no legal fees unless the firm recovers money. The firm advances all case costs - experts, court filings, depositions - and recovers them only from a successful outcome. Severance review, contract counsel, and FINRA matters follow a flat or hourly fee disclosed in writing before any engagement.

Our team reviews every submission and evaluates whether we can help. If we can assist, we'll reach out to gather more information. If we cannot, we'll follow up by email with resources and an explanation.

Madia Law LLC has recovered more than $50 million for Minnesotans by preparing every file for trial from Day 1 - not after settlement talks collapse. Four reasons clients hire the firm: trial-ready preparation that forces defendants to settle fairly or face a verdict; a seven-figure track record across employment, civil rights, medical malpractice, and nursing home abuse; selective caseload so every case gets concentrated attention; and a founder - J. Ashwin Madia - who is a Fellow of the American College of Trial Lawyers and a former U.S. Marine Corps prosecutor who tried over 100 cases as a judge advocate.

Yes, you have a Minnesota employment law case when three conditions are met. Adverse action - your employer fired, demoted, harassed, denied a promotion, or denied wages or benefits owed under the law. Protected status or activity - you are part of a protected class, or you engaged in a protected activity such as reporting fraud or discrimination, requesting an accommodation, or taking FMLA leave. Causation - the adverse action happened because of the protected status or activity, not for a separate lawful reason.

Yes. Your employer can fire you for any legal reason or no reason at all. It does not mean an employer can fire you for an illegal reason - and the illegal reasons are broader than most workers expect. Firing you for an illegal reason creates a claim under the Minnesota Human Rights Act, the Minnesota Whistleblower Act, Workers' Comp Retaliation statute, or federal anti-discrimination law.

300 days to file a discrimination charge with the EEOC under Title VII, the ADA, or the ADEA. 1 year to file with the Minnesota Department of Human Rights under the MHRA. 2 years for a wage claim under the FLSA, extended to 3 years for willful violations. 6 years for a Minnesota Whistleblower Act claim. Missing a deadline forfeits the claim, even when the underlying facts are strong.

No. Severance agreements include a release of legal claims. You may be giving up a wrongful termination, discrimination, or retaliation claim worth far more than the severance amount. A lawyer reviews the release scope, ADEA waiver requirements if you are over 40, restrictive covenants, unpaid commissions and bonuses, and whether the offered amount reflects the actual value of the claims being released.

A Minnesota medical malpractice case requires three elements: a provider-patient relationship establishing a duty of care, a deviation from the accepted standard of care by a licensed provider, and measurable harm caused directly by that deviation. Common grounds include misdiagnosis, surgical errors, birth injuries, anesthesia errors, and medication mistakes. Minnesota law requires an expert affidavit supporting the claim before filing, which is one reason early legal evaluation matters.

Minnesota medical malpractice claims carry a 4-year statute of limitations from the date the injury was discovered or reasonably should have been discovered under Minn. Stat. § 541.076. For minors, the deadline runs from the date the minor turns 18. Missing this deadline forfeits the claim regardless of how strong the underlying facts are.

Warning signs include unexplained injuries or bruising, untreated pressure sores, sudden weight loss, poor hygiene, fearfulness around staff, and unexplained financial transactions. The Minnesota Vulnerable Adult Act establishes the legal standard of care nursing facilities owe residents and creates a private right of action when that standard is violated. Nursing homes routinely minimize, delay, and deny. Early legal evaluation preserves evidence before the facility builds its defense.

A Section 1983 claim is a federal civil rights lawsuit under 42 U.S.C. § 1983 that holds government actors - including police officers - liable for violating constitutional rights under color of state law. It covers excessive force, unlawful arrest, malicious prosecution, and deliberate indifference to serious medical needs. Qualified immunity is a significant defense in these cases, which is why trial experience and preparation from Day 1 matter. Minnesota government defendants also require a written notice of claim within 180 days of the injury under the Municipal Tort Claims Act - missing this deadline can bar the claim entirely.