Minneapolis Wrongful Termination Attorney | Get Legal Help

Fired from your job in Minneapolis or the Twin Cities metro for a reason that didn’t make sense? Minnesota is an at-will employment state, but that doesn’t mean your employer can fire you for an illegal reason, and if they did, you may have a strong claim against your employer.

If your employer violated Minnesota employment law by terminating you based on discrimination, retaliation, or whistleblowing, the Minneapolis wrongful termination attorneys at Madia Law LLC, led by founding attorney J. Ashwin Madia, can help you recover maximum compensation and hold them accountable.

From our office in downtown Minneapolis, we represent employees across Hennepin County and the surrounding metro area. Our experienced legal team has secured multiple settlements and verdicts in wrongful termination and employment cases, including $3 million for an employee terminated after disclosing a disability and requesting accommodation, $2.1 million for an employee fired after reporting race discrimination on a coworker’s behalf, and many more.

Call 612-349-2729 or schedule your confidential initial consultation with one of our Minneapolis wrongful termination lawyers. Minnesota’s filing deadlines depend on the type of claim, and some run as short as 300 days, so the sooner you call, the more we can do to protect your case.

What Legally Qualifies as Wrongful Termination in Minnesota

Not every firing is illegal, but under Minnesota and federal law, certain reasons for termination are strictly prohibited. If you were let go for any of the reasons below, you may have a strong wrongful termination case.

Here are the 5 most common legally actionable grounds for wrongful termination in Minnesota:

1. Retaliation: Being fired for reporting illegal activity, filing a complaint, or cooperating in a workplace investigation.
2. Discrimination: Termination based on protected characteristics like disability, race, sexual orientation, gender, religion, age, or pregnancy.
3. Medical or Family Leave: Being let go for taking protected leave under the FMLA, Minnesota Parenting Leave Act, or for requesting a reasonable accommodation for a medical condition.
4. Whistleblowing: Losing your job after reporting fraud, safety violations, or other illegal actions under public or private sector whistleblower protections.
5. Breach of Employment Contract: Being fired in violation of the terms laid out in an employment agreement, company handbook, or implied promise of continued employment.

For a legal consultation with a wrongful termination lawyer serving Minneapolis, call 612-349-2729

Common Signs of Unlawful Termination

It’s not always clear when a firing crosses the line from unfair to unlawful, but there are red flags that may signal your rights have been violated. As experienced Minnesota employment lawyers for unlawful termination, we have seen the patterns local employers use to cover up illegal motives. If you’ve experienced any signs of wrongful termination mentioned below, it’s time to take a closer look at your situation:

• Sudden negative performance reviews after a strong track record of positive feedback
• Being excluded from meetings, communications, or projects shortly after reporting a problem or filing a complaint
• Termination that happens right after you request leave, report misconduct, or assert your legal rights
• Vague or constantly changing reasons for why you were let go
• A paper trail that tells a different story – like emails, evaluations, or HR notes that contradict your employer’s explanation

Performance Improvement Plans (PIPs) as Pretext for Wrongful Termination

One of the most common tactics Minnesota employers use to build a false paper trail is the performance improvement plan, or PIP. While PIPs are presented as opportunities to improve, they’re often used to manufacture documentation that justifies a termination the employer already decided to make.

Warning signs that a PIP may be pretextual:

• You received the PIP shortly after engaging in protected activity (filing a complaint, requesting FMLA leave, reporting discrimination)
• The PIP contains vague goals, impossible deadlines, or “moving goalposts” that change as you meet them
• You were terminated despite successfully completing the PIP requirements
• Co-workers with similar or worse performance were not placed on PIPs
• The PIP was issued after you returned from medical leave or requested a disability accommodation

Minnesota courts recognize PIPs as evidence of pretext. In Henry v. Independent School District #625 (2023), the Minnesota Supreme Court ruled that an employee who resigned after receiving a negative PIP following 19 years of positive reviews could pursue an age discrimination claim for constructive discharge. You are not required to sign a PIP, and signing one does not waive your legal rights. If you’ve been placed on a PIP after protected activity, read our guide on how to prove retaliation in the workplace.

Minneapolis Wrongful Termination Lawyer Near Me 612-349-2729

Wrongful Dismissal vs. At-Will Employment: What You Need to Know

Most jobs in Minnesota fall under at-will employment, which means your employer can let you go at any time, without notice, without warning, and without giving a reason. But at-will does not mean without limits.

Your employer cannot use the at-will label to cover up an illegal firing. When a termination violates your legal rights, it becomes a wrongful dismissal, no matter what the company claims.

Common examples of wrongful dismissal include being fired for:

• Reporting harassment, discrimination, or other workplace misconduct
• Requesting protected leave under the FMLA or state law
• Refusing to take part in illegal or unethical behavior
• Belonging to a protected class, such as race, gender, age, religion, disability, or sexual orientation

We’ve seen Minnesota employers of all sizes in different industries try to justify terminations under “at-will” to avoid liability, but the real reason for your firing still matters and needs to come to light. If your rights were violated, we can expose the truth and hold your employer accountable under Minnesota employment law.

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Statute of Limitations: How Long Do I Have to File a Wrongful Termination Claim?

Timing is everything. In Minnesota, the deadline to file a claim (known as the statute of limitations) varies depending on the type of claim you’re pursuing and which agency or court will handle your case.

Type of Claim	Where to File	Deadline
Discrimination or Retaliation	EEOC (federal)	300 days from termination
Discrimination or Retaliation	Minnesota Department of Human Rights (MDHR)	1 year
Breach of Contract	Minnesota State Court	6 years from the breach (Minn. Stat. § 541.05)
Whistleblower Retaliation	Minnesota State Court	6 years (Minn. Stat. §§ 181.932, 541.05)
Whistleblower Compensation Retaliation	Minnesota State Court	6 years (Minn. Stat. § 176.82)

These deadlines depend on which claim and which agency applies to your situation, and more than one may apply to the same firing. As of October 1, 2025, the EEOC and the Minnesota Department of Human Rights no longer automatically cross-file a charge with each other. If you want to preserve both your state and federal claims, you must file separately and independently with each agency, and the EEOC’s 300-day deadline closes first.

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Why Hire a Minneapolis Wrongful Termination Lawyer for Your Case

When you’ve been wrongfully fired, it can feel like the odds are stacked against you, and in many ways, they are. Your employer has experienced HR teams, well-paid lawyers, and carefully crafted policies, all working to protect the company, not you. Their goal is to shut down claims quickly, shift blame, and avoid responsibility.

Our Minneapolis employment lawyers know how to level the playing field. As your wrongful termination attorney, we’ll cut through the company’s missteps and excuses, expose unlawful motives, and fight to make sure your voice is heard.

Benefits of Having a Legal Advocate After Being Terminated

As a Minneapolis wrongful termination attorney, we don’t just handle paperwork. We stand up for you when it feels like no one else will and protect your reputation, your career, and your future.

Here’s what you gain when you have a dedicated legal advocate on your side:

Clear Legal Analysis of Your Termination

• We review the facts and determine whether your firing violates Minnesota or federal employment laws, so you know exactly where you stand.

Thorough Evidence Review and Case Building

• We help secure and organize critical documents like performance reviews, emails, internal memos, and messages.

Protection Against Retaliation

• If your former employer tries to interfere with your job search or takes further adverse action, we protect your rights and hold them accountable.

Negotiation of Severance Agreements

• We carefully review and negotiate severance packages to ensure you’re not giving up your legal rights without fair compensation.

Strategic Filing of Claims

• We guide you through filing with the EEOC, Minnesota Department of Human Rights (MDHR), or directly through the courts, making sure everything is done properly and on time.

Types of Unlawful Termination Cases We Handle

We represent employees fired for reasons that violate state or federal law. Here are the most common cases we handle at Madia Law LLC. Each has its legal standards, timelines, and strategies.

Retaliation for Reporting Misconduct or Whistleblowing

If you were fired after reporting illegal activity or serious misconduct at work, that’s not just morally questionable; it may be defined as retaliation that is illegal under both Minnesota and federal law.

Whistleblower protection laws exist to shield employees who speak up about:

• Discrimination or harassment
• Wage theft or unpaid overtime
• Unsafe or hazardous working conditions
• Fraud, ethics violations, or other unlawful conduct by an employer

It doesn’t matter whether you reported the issue internally or to a government agency; you have legal protection either way. If your employer fired you in response, you may have a strong wrongful termination case.

At Madia Law LLC, we’ve successfully represented whistleblowers and retaliation victims, including securing a $1.1 million settlement for employees fired after reporting financial mismanagement and a $495,000 recovery for an employee terminated after refusing to participate in fraudulent activities.

Termination Based on Race, Gender, Disability, or Religion

Being fired because of characteristics that define who you are, such as race, gender, disability, religion, or sexual orientation, is discrimination and a clear violation of federal and Minnesota law.

Your employer cannot legally terminate you because of:

• Your race, national origin, or cultural background
• Your gender, gender identity, or sexual orientation
• A disability or medical condition
• Your religious beliefs or practices

These protections are guaranteed under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Minnesota Human Rights Act. Review our ADA case results and race discrimination case results to see how we’ve helped employees in similar situations.

Our lawyers at Madia Law LLC have helped clients hold employers accountable in serious discrimination cases, including a $1.3 million jury verdict for disability discrimination with subsequent retaliation, a $486,000 recovery for a worker terminated after reporting severe racial discrimination, and a $2.4 million settlement for an employee wrongfully fired after reporting gender discrimination.

If you believe your termination was based on your identity, contact us today. We’ll review your case, explain your rights, and stand by your side to make sure justice is served.

Wrongful Firing Due to Medical Leave or Pregnancy

You can’t be fired, excluded from promotions, or have your hours cut for taking protected medical or family leave. If you and your employer meet the FMLA’s eligibility and coverage requirements, or under the broader protections of Minnesota employment law, you may be entitled to time off for:

• Serious health conditions
• Disability-related treatment or recovery
• Pregnancy, childbirth, and postnatal care
• Caring for a family member with a serious medical issue

Read our guide for more insights on whether you get fired for being pregnant or whether you can get fired for being sick.

Breach of Employment Contract or Implied Agreements

You have a wrongful termination claim for breach of contract if you were fired for violating a written or implied employment agreement. Even in at-will states like Minnesota, contracts and implied commitments override at-will rules when the employer fails to uphold them.

This applies when:

• Your termination violates terms in a signed contract, offer letter, or employment agreement
• Company policies, handbooks, or past practices created a reasonable expectation of job security
• Promises made verbally or in writing weren’t honored by your employer

Workers’ Compensation Retaliation

Minnesota law prohibits your employer from firing, threatening, or discriminating against you for:

• Filing a workers’ compensation claim after a workplace injury
• Testifying in a workers’ compensation proceeding
• Seeking medical treatment for a work-related injury (Minn. Stat. § 176.82)

Minnesota’s workers’ compensation retaliation claim carries a 6-year statute of limitations, longer than most employment claims, and can include punitive damages.

We secured a $650,000 settlement for two employees terminated after seeking workers’ compensation benefits following workplace injuries. View more workers’ compensation retaliation case results.

Fired to Prevent Bonus or Commission Vesting

Some employers terminate employees right before a bonus pays out, a commission vests, or stock options become exercisable. This may violate the implied covenant of good faith and fair dealing. You may be able to sue your employer for not paying your bonus. If your employer fired you specifically to avoid paying earned compensation, you may have a claim for:

• The unpaid bonus or commission you would have received
• Breach of contract if your compensation plan created enforceable obligations
• Additional damages if the timing suggests bad faith

Constructive Discharge: When You’re Forced to Quit

You don’t have to be formally fired to have a wrongful termination claim. If your employer created a hostile work environment so intolerable that any reasonable person would feel compelled to resign, you may have a constructive discharge claim.

Common examples of constructive discharge include:

• Severe harassment that your employer refuses to address
• Significant demotion, pay cut, or change in job duties designed to force you out
• Retaliation that makes your work environment hostile after you filed a complaint
• Unsafe working conditions your employer won’t correct

Minnesota courts analyze whether a reasonable person in your situation would have felt they had no choice but to resign. In one notable case, the Eighth Circuit found constructive discharge in a race discrimination case after reversing the district court. We’ve secured a $525,000 settlement in a constructive discharge case against a local school district, demonstrating that “quitting” doesn’t mean giving up your legal rights.

How Our Minneapolis Attorneys Prove Wrongful Termination

Proving wrongful termination is not about what actually happened but what you are able to prove. At Madia Law LLC, we use a strategic, evidence-backed approach to show that your firing violated the law.

We focus on a 3-step process to build a case that holds up in court or drives a strong settlement: gathering documentation and witness statements; consulting legal and employment experts; filing formal claims with the right agencies on time.

1. Gathering Evidence: Emails, Witnesses, and Documentation

Solid evidence is the backbone of any wrongful termination case. At Madia Law LLC, we help clients collect and preserve proof that shows why they were fired and what happened behind the scenes.

Key evidence includes:

• Emails and written communications with supervisors or HR
• Performance reviews or disciplinary records showing inconsistencies
• Witness statements from coworkers who observed retaliation, bias, or sudden treatment changes
• HR policies or employee handbooks that contradict the employer’s actions
• Documentation of complaints filed before termination (internal or with agencies)

Talk to our team immediately if you believe your firing was unlawful. Preserving evidence early makes or breaks your case.

2. Working with Employment Experts and Legal Strategists

Wrongful termination cases often include the interpretation of policies, intent, and damages. Understanding what counts as wrongful termination requires careful legal analysis. We work with trusted employment law experts and HR professionals to support your claim.

These experts help:

• Analyze how your employer’s actions violated workplace standards or policies
• Assess economic losses, like missed wages and future earning potential
• Strengthen your case with independent, professional credibility if it ends up going to trial

3. Filing a Claim with the EEOC or State Agencies

Discrimination and retaliation claims generally require filing a charge with the EEOC or MDHR before you can sue; breach of contract and whistleblower claims can typically go straight to Minnesota state court.

Most agency-track claims begin with the Equal Employment Opportunity Commission (EEOC) or the Minnesota Department of Human Rights (MDHR).

Here’s how the process for filing an employment discrimination complaint works:

1. Submit a formal complaint within the required deadline.
2. The agency will investigate the claim, request documents, and likely interview witnesses.
3. You receive a Right to Sue letter from the EEOC, allowing you to file a lawsuit in federal court.
4. Your attorney represents you throughout, from filing to resolution or litigation.

What Compensation Can You Recover After Being Wrongfully Terminated?

If you were wrongfully terminated, you may be able to recover more than just back pay. The amount you can sue for a wrongful termination case depends on your lost wages, emotional distress, future income loss, and whether the employer’s conduct supports punitive damages.

Compensation can include lost wages, emotional distress, reinstatement, and punitive damages in cases of extreme misconduct. Severance packages are also reviewed and can be renegotiated to reflect the true value of your claim.

1. Lost Wages, Emotional Distress, and Reinstatement

• Lost Wages: Back pay for the income you missed from the termination date, plus front pay for expected future earnings if you can’t immediately return to a similar position.
• Emotional Distress: Compensation for the anxiety, humiliation, or mental health impact caused by the wrongful firing. Courts consider medical records or therapist notes if applicable.
• Reinstatement: In some cases, especially ones involving government and other public sector employers, you will be reinstated to your former job if it’s legally and professionally appropriate.

2. Punitive Damages in Cases of Malicious or Egregious Conduct

Punitive damages are awarded when an employer’s actions go beyond unfair and veer into malicious or recklessly harmful conduct. These damages are meant to punish the employer and send a message to deter similar behavior.

Punitive damages are rare but powerful and often apply in cases involving discrimination, harassment, or whistleblower retaliation.

To qualify, you typically must show:

• The employer acted with clear intent to harm or deceive
• There was evidence of retaliation, cover-ups, or repeated violations
• The misconduct caused serious emotional or financial damage

3. Severance Review and Negotiation to Maximize Your Outcome

Do not sign a severance package without legal guidance if you have been offered one. Many agreements include clauses that waive your rights to sue, even if you were wrongfully terminated.

A wrongful termination attorney:

• Reviews the severance agreement for waivers, non-compete terms, and release of claims
• Identifies whether the offer reflects your true legal value
• Negotiates for higher compensation, especially if there’s a legal violation involved

Learn when not to sign a severance agreement in Minneapolis before talking to a severance review lawyer for wrongful termination.

Our Track Record in Minneapolis Wrongful Termination Cases

When your livelihood is on the line, you need a legal team that knows how to prove wrongful termination and maximize what you recover. At Madia Law, we deliver results you can count on. We’ve won big for workers in the Twin Cities for years and continue to do so with strategy, speed, and dedication to achieving fair results.

Results-Driven: Our History of Securing Strong Settlements

Here are some of the settlements and verdicts we’ve secured for Minnesota clients:

• $3 million settlement for an employee fired after requesting a disability accommodation
• $2.4 million settlement after reporting gender discrimination
• $2.1 million jury verdict for reporting racial bias
• $1.95 million for four employees who exposed workplace harassment and assault
• $1.3 million jury verdict for disability discrimination with retaliation
• $1.1 million settlement for whistleblowers fired after reporting financial mismanagement
• $500,000 settlement for a 10-year employee fired after a first-time drug test, in violation of Minnesota’s DATWA
• $486,000 for an employee who faced racial slurs and physical assault, then was fired after reporting it
• $300,000 pre-litigation settlement in a retaliation case involving ethics violations

Each result reflects our commitment to holding Minnesota employers accountable and fighting for full compensation.

Case Evaluation and Confidential Consultation

Every wrongful termination case starts with a conversation. When you reach out to Madia Law LLC, we take the time to understand what happened, assess the legal issues, and help you decide what steps to take next.

Your consultation is:

• Confidential and secure, meaning your employer won’t be notified.
• Focused on your specific facts, concerns, and objectives.
• An opportunity to learn legal basics and receive honest, experience-based guidance.

No Upfront Cost: How Contingency Fee Arrangements Work

We understand that losing your job creates financial stress. That’s why we handle wrongful termination cases on a contingency fee basis. This means:

• You pay nothing upfront. No retainer, no hourly billing while your case is pending.
• We only get paid if you win. Our fee is a percentage of your settlement or verdict.
• Case expenses are separate. Filing fees, expert witness costs, and deposition expenses are typically deducted from your recovery in addition to the contingency fee.
• Fee-shifting statutes may apply. Under the Minnesota Human Rights Act, if you win your case, the court may order your employer to pay your attorney fees on top of your damages.

This arrangement means we take on the financial risk of pursuing your case. We’re motivated to get you the best possible outcome because our success depends on yours.

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Understanding the Bigger Picture: Wrongful Termination in Minnesota

Wrongful termination is one piece of Minnesota’s larger employment law framework, which balances at-will rules with legal protections for workers.

State vs. Federal Protections for Workers in Minnesota

Minnesota employees are protected by state and federal employment laws, each with its own agency and scope.

• At-will employment in Minnesota means your boss can fire you without warning or cause, but not for an illegal reason.
• Federal protections are enforced by the Equal Employment Opportunity Commission (EEOC). These laws cover workplace discrimination, retaliation, and medical leave under acts like Title VII, ADA, and FMLA.
• Minnesota protections are enforced by the Minnesota Department of Human Rights (MDHR). The Minnesota Human Rights Act offers broader coverage in some areas, like sexual orientation and gender identity.

Trends and Statistics: How Often Wrongful Termination Happens

Wrongful termination happens more frequently than many Minnesotans think, and public labor data backs it up.

• According to the EEOC’s FY 2024 Annual Performance Report, the agency received 88,531 new discrimination charges, involving allegations of discriminatory treatment or termination based on protected characteristics such as race, gender, disability, or age. A 9.2% increase over the prior fiscal year.
• Nationally, the EEOC processes over 60,000 retaliation claims annually, with wrongful termination being the most common issue cited.
• Discharge and constructive discharge were the single most common issue raised in EEOC lawsuits filed in FY 2024, appearing in 72.1% of new suits, according to the EEOC Office of General Counsel’s FY 2024 Annual Report.

What Should I Do Immediately After Being Terminated?

If you’ve just been fired, taking the right steps now can protect your rights later.

Wrongful termination checklist for Minnesota employees:

1. Write down what happened: Record dates, conversations, and any unusual behavior leading to your firing.
2. Preserve emails and texts: Save communication with supervisors, HR, or coworkers, especially if the correspondence shows evidence of retaliation or policy violations.
3. Request your personnel file: Under Minn. Stat. § 181.961, your employer must let you review and copy your personnel record within seven working days of receiving your written request.
4. Demand a written reason for your termination: Under Minn. Stat. § 181.933, you have 15 working days from your termination date to request a written explanation, and your employer has 10 working days to respond truthfully. Send the request by certified mail or timestamped email and keep proof of delivery — an explanation that later shifts or contradicts what you were told can become evidence of pretext.
5. Avoid signing anything under pressure: Don’t accept a severance package, NDA, or release form before speaking with a lawyer.
6. Talk to a wrongful termination attorney: A lawyer helps determine if your firing broke the law and what compensation you deserve.

For detailed guidance, read what to do if you’ve been fired and how to fight wrongful termination.

Can I Be Fired Without Warning in an At-Will State Like Minnesota?

Yes, but only if the reason is legal. Even if Minnesota is an at-will employment state, it does not allow firing someone for a reason that violates the law.

Employers often use cliché statements like “poor performance” or “company restructuring” to mask illegal motives. Close timing between your protected activity and your firing can be strong evidence of an illegal motive, though timing alone doesn’t automatically establish a claim.

We review the full picture, including your performance history, your employer’s stated reason, and how consistent that reason has stayed, before advising you on next steps. For more details, see our guide on suing for being fired without warning in Minnesota.

Note: Being told you’re on a “probationary period” doesn’t change any of this. Probationary status may limit certain internal company procedures, but it does not eliminate your legal rights. You still cannot be fired during probation for discrimination, retaliation, or requesting protected leave.

Minneapolis Wrongful Termination – FAQS

Can I Still Sue If I Signed an Arbitration Agreement?

Generally, no. A valid arbitration agreement moves your case out of court and into arbitration. But agreements obtained through fraud, unconscionable terms, or buried in paperwork you never knowingly agreed to can be challenged. Sexual harassment and sexual assault claims are exempt from arbitration entirely under federal law as of March 2022. And you can always file a charge with the EEOC or MDHR regardless of any arbitration agreement. Don’t assume you have no options; have the agreement reviewed before you rule out a claim.

Can I Collect Unemployment While Pursuing a Wrongful Termination Claim?

Yes, these are separate legal processes, and filing for unemployment does not hurt your wrongful termination case. Your employer has 10 calendar days to contest your claim and must prove you were fired for misconduct to disqualify you (Minn. Stat. § 268.095). If your employer gives a different reason to the unemployment office than what they told you at termination, that inconsistency can become evidence of pretext in your wrongful termination case.

Can I Still Change My Mind After I Signed a Severance Agreement?

Possibly. Under Minnesota law (Minn. Stat. § 363A.31, subd. 2), if your severance release waives claims under the Minnesota Human Rights Act, you generally have 15 calendar days after signing to rescind it in writing, unless the release settled a claim you had already filed with an agency or court. If you’re 40 or older and part of a group layoff, federal law (OWBPA) separately requires your employer to give you at least 45 days to consider the agreement and 7 days to revoke it after signing. If your employer rushed you to sign or didn’t provide these rights, your release may not be enforceable.

Is Minnesota a Right-to-Work State?

Minnesota is not a right-to-work state, and that’s a different question from at-will employment. Right-to-work laws govern union dues; at-will employment governs how easily you can be fired. Minnesota is an at-will state, so your employer can fire you without cause, but not for an illegal one.

Do I Need to File With Both the EEOC and the MDHR?

Yes, as of October 1, 2025. The EEOC and MDHR no longer automatically cross-file a charge with each other. To preserve both your state and federal claims, you must file separately and independently with each agency, and the EEOC’s 300-day deadline closes first. You can also bypass the agency process entirely and file your MHRA claim directly in Minnesota state court (Minn. Stat. § 363A.33).

What Should I Look for in a Wrongful Termination Attorney in Minneapolis?

Look for a firm that prepares every case for trial from day one, not just for settlement. Employers negotiate differently when they know you’re prepared to go to a jury. Ask about trial experience specifically, not just years in practice, and confirm the fee arrangement in writing before you sign anything.

Should I Still Call If I’ve Already Been Turned Down by Another Law Firm?

Yes. Several Madia Law clients contacted multiple firms before finding us, including workers whose cases other attorneys called too complicated or not worth the time. We evaluate the facts and the law, not how many firms passed on your case first.

Protect Your Employee Rights: Take the First Step Towards Justice Today

Don’t stay silent if you believe your termination was illegal. Fill out our quick form or call us to start the process.

It only takes a few minutes to get clarity and protect your rights. Start now.

Call 612-349-2729 or complete a Case Evaluation form.

Call 612-349-2729 or complete a Case Evaluation form