Practice Group | Bassford Remele

Employment

From Fortune 500 Companies to non-profit organizations, and every type of employer in between, we provide practical advice and seasoned representation in all matters of employment law. Bassford Remele’s employment-law team is led by attorneys recognized as leading practitioners in the field. The accomplishments of these lawyers include service as an adjunct professor of employment law, selection as faculty of the Upper Midwest Employment Law Institute, authorship in leading treatises, and identification by The Best Lawyers in America®, Super Lawyers, and Rising Stars.

Representative Cases

Trials and Arbitrations

Obtained a defense verdict for a Fortune 150 company in an ADA retaliation case.

Obtained defense verdict for a Fortune 150 company in an ADA discrimination case.

Obtained defense verdict for a health-care system at trial in a defamation case.

Defended a health-care system at trial, obtaining a defense jury verdict in a defamation case.

Defended broadcasting company at arbitration, obtaining a complete defense order in breach of employment contract case.

Successfully obtained judgment as a matter of law for manufacturing client after week-long trial on claims for breach of non-compete agreement and tortious interference brought against terminated employee and his new employer.

Obtained defense verdict for international food company, as well as a $90,000 judgment against plaintiff, in employment discrimination case.

Summary Judgment and Similar Successes

Obtained summary judgment for employer in a disability-discrimination case.

Obtained summary judgment for Fortune 150 company in an ADA discrimination case.

Obtained summary judgment for health-care system in a public-accommodations case.

Obtained summary judgment and affirmance of summary judgment order for health-care provider in a whistleblower case.

Obtained summary judgment for employer in a disability-discrimination case.

Obtained affirmance of summary judgment order for health-care provider in a whistleblower case.

Obtained summary judgment for professional sports team in age-discrimination case.

Obtained summary judgment for travel company on claims for disability discrimination, sexual harassment, reprisal and marital-status discrimination.

Obtained summary judgment for residential management company on claims for sexual harassment and negligence.

Obtained temporary restraining order for transportation client against accounting manager who sought to work for a competitor in violation of her non-compete agreement.

Defended insurance company by obtaining Rule 12(b)(6) dismissal on former employee’s claims for tortious interference and defamation.

Other Representative Matters

Obtained favorable settlement for a financial institution in an unfair-competition case.

Obtained favorable settlement for an individual in a whistleblower case.

Obtained favorable settlement for an individual in a race-discrimination case.

Obtained favorable settlement for an individual in an unpaid-commissions case.

Obtained settlement in unpaid-commissions case.

Defended temporary staffing company against claims of religious discrimination and failure to accommodate religious beliefs regarding prayer breaks.

Defended dental supply company against claims of age and sex discrimination, reprisal, and violation of the Equal Pay Act.

Defended international food company against claims for sex-plus discrimination, reprisal and marital status discrimination.

Defended employer and its owner against claims of disability discrimination, reprisal, aiding and abetting discrimination, violation of Minnesota's whistleblower statute, negligence and intentional interference with economic advantage.

Defended philanthropic organization against former employee’s allegations that he was wrongfully discharged in violation of the parties’ lifetime employment agreement.

Defended surgeon in hospital’s internal investigation related to claims for sexual harassment.

Defended real estate company and its employees against claims by competitor for breach of confidentiality and breach of the duty of loyalty.

Represented numerous school administrators in employment contract negotiations, school board investigations and various workplace issues.

Defended hospice care provider against claims for breach of non-competition agreement and misappropriation.

Defended biotech company against former employees’ claims for age discrimination, breach of contract, promissory estoppel, fraud, civil conspiracy, and tortious interference.

Represented publicly held company in investigating sexual harassment allegations against C-suite employee and defended client against claims for sexual harassment and sex discrimination.

Represented the former chairman, chief executive officer, and selling-shareholder in a class-action ESOP litigation, winning summary judgment from the district court for the firm’s client on the eve of trial. (Following separate trials on liability and damages, the plaintiff class was awarded more than $15 million in relief. Judgment in favor of the firm’s client was unchallenged on appeal.) Chesemore v. All. Holdings, Inc., 276 F.R.D. 506 (W.D. Wis. 2011); 886 F. Supp. 2d 1007 (W.D. Wis. 2012); aff'd sub nom. Chesemore v. Fenkell, 829 F.3d 803 (7th Cir. 2016).

Comments from clients and the legal community:

Dan Olson at Bassford Remele has been great to work with. He stepped in a difficult situation, made recommendations and was always available to answer questions. (Vice President, Operations, Credit and Collections Industry)

Dan Olson of Bassford Remele was a pleasure to work with: effective, personable, responsive, and helpful. We had a very positive outcome, and I give Dan much of the credit for that. (President, Bank)

I have relied on Bassford Remele for legal support for many years and have been extremely satisfied. My experience working with their attorneys has been positive in many ways, including their responsiveness, knowledge, professionalism and caring attitude.

Bassford Remele has provided expert legal counsel and representation to our organization. Their advice is practical and wise.

Bassford Remele's employment attorneys are excellent. We had the opportunity to work with them multiple times in the past year as we managed personnel issues related to the pandemic and they were extremely responsive and helpful in guiding us to decisions even when there were no clear answers. I appreciate that they take into consideration the practical side of any issue and consider the business implications, as well as the legal ones. I would highly recommend Bassford Remele. (General Counsel, Health Care Provider)

Bassford Remele's labor and employment law team provides exceptional value to our institution. Their lawyers have deep expertise in both employment law and litigation in general. In addition, they are genuinely enjoyable to work with and exceedingly professional. (General Counsel, Education Provider)

Bassford Remele is a terrific partner for us. They drive strong results, are exceptionally responsive, and cost-effective. I highly recommend them. (Senior Vice President, Bank)

We use Bassford Remele for multiple labor and employment needs. They are extremely responsive, knowledgeable, and aware of the budget for a given project. As a non-profit, I appreciate that tremendously. In addition, they provide training and other "value adds" that help me in my work within the organization. They've taken a true interest in *** which makes it that much easier when we have a matter we need them to assist with because they already know the people and the culture. (General Counsel, Health Care Provider)

They understand and know how to work with our unique client. We have a variety of issues that arise and they handle them all expertly, diligently and also with the highest degree of professionalism.

The overall best and most knowledgeable attorneys to work with.

Excellent experience working with Bassford Remele. I highly recommend this company.

Bassford Remele has been fantastic in helping us with two difficult and unique litigation matters. They are smart, creative, responsive, and efficient. They are collegial and work with integrity.

Bassford Remele is a quality law firm with high confidence in their professional services.

Bassford Remele is an outstanding firm. I trust the attorneys to handle matters on behalf of our organization because I know they are smart, thorough and appreciate the budget constraints I have in a legal department within a non-profit. When I hand off a matter, I need to know that it's going to be taken care of without significant oversight by me, a legal department of two. I can do that with Bassford Remele and have been very pleased with the results.

Bassford Remele attorneys are professional, responsive, client focused, knowledgeable and ethical with a solid reputation.

These comments were collected as part of the U.S. News - Best Lawyers® "Best Law Firms" research process.

Newsletter: The Work Week with Bassford Remele

Each Monday morning, the Bassford Remele Employment Team publishes and sends an article on a timely topic to your inbox to hopefully assist you in jumpstarting your work week.

Subscribe to The Work Week here.

Previous Editions

November 11, 2024
Minnesota Laws on Commissions

November 4, 2024
Votes, Views, and Office Truces: An Employer's Guide to Election Season and Political Talk

October 28, 2024
NLRB's Abruzzo Issues Memorandum on the Detrimental Effects of Non-Compete and Stay-or-Pay Provisions: A Summary and Recommendations for Employers

October 21, 2024
More Employers are Pushing for Return to Office Policies

October 14, 2024
Clearing Up Wage Transparency

October 7, 2024
Supreme Court Hears Two Pivotal Employment Law Cases

September 30, 2024
Let's Talk About Employee Records

September 23, 2024
The Employer-Employee Guide to Navigating the Election Season in Minnesota

September 16, 2024
Canine Colleagues: Are Service Dogs a Reasonable Accommodation?

September 9, 2024
When Personnel Contributes to Your Intellectual Property Portfolio: What Every Business Should Know

September 3, 2024
Gratuity Laws in Minnesota

August 26, 2024
FTC Noncompete Ban Invalidated

August 19, 2024
The Risky Business of Hiring Independent Contractors

August 12, 2024
Additional Minnesota Legislative Updates

August 5, 2024
Calculating ACA Lookback Under Minnesota's Pregnancy and Parental Leave Act

July 29, 2024
Political Talk at Work: What to do When Water Cooler Talk Boils Over

July 22, 2024
New Testing Options Under DATWA

July 15, 2024
Recent Case Law Construing the Minnesota Human Rights Act

July 8, 2024
Amendments to the Minnesota Human Rights Act and the Uncertainty of the FTC's Non-Compete Ban

July 1, 2024
The Reversal of Chevron and its Effects on Employment Law

June 24, 2024
The Federal Trade Commission Faces Legal Challenges Against its Ban on Noncompete Clauses

June 17, 2024
The Perils of Paid and Unpaid Internships

June 10, 2024
Expanded Definition of "Disability" in Minnesota's Human Rights Act

June 3, 2024
Updates to Minnesota's Paid Family and Medical Leave Law

May 28, 2024
Another Record Year For Legislative Changes

May 20, 2024
Supreme Court Unanimously Rules that Courts Must Stay, Not Dismiss, Lawsuits During Arbitration

May 13, 2024
EEOC Publishes Final Guidance on Workplace Harassment

May 6, 2024
EEOC’s New Rule and Guidance on the Pregnant Workers Fairness Act

April 29, 2024
Overtime Eligibility Expanding to Include More Employees Under DOL Final Rule

April 22, 2024
Non-Competes and New Standards for Employment Discrimination

April 15, 2024
More Changes! Minnesota House Passes 2024 Labor Bill

April 8, 2024
Minnesota Legislature Considers Banning Restrictive Covenants in Service Contracts

April 1, 2024
Navigating Alleged Workplace Harassment: How a Thorough Workplace Investigation Shields Against Liability

March 25, 2024
Minnesota Lawmakers Propose Bill Requiring Salary Ranges in Job Postings

March 18, 2024
Worker Classification: The New DOL Final Rule, Current State Law, and Proposed Changes to Minnesota’s Construction Classification Law

March 11, 2024
Examining Employers' DEI Initiatives and the Increasing Challenges to the Same

March 4, 2024
2024 Minnesota Legislative Update on Employment Laws

February 26, 2024
NLRB Rules Employee's "Black Lives Matter" Marketing on Home Depot Apron Was Protected

February 19, 2024
A Whistleblower Claim Under The Sarbanes-Oxley Act Does Not Require Retaliatory Intent

February 12, 2024
The Hot Topic of Unionization

February 5, 2024
Department of Labor Issues Final Rule on Determining Independent Contractor Status

January 29, 2024
Addressing Employees' Mental-Health Concerns

January 22, 2024
Labor Standards Boards: A New Trend Targeting The Workplace

January 16, 2024
Minnesota AG Sues Evergreen Acres Diary Alleging Wage Theft and Substandard Housing Conditions

January 8, 2024
Supreme Court Rules on Civil Rights Tester Case

January 2, 2024
January 2024 Is A Monumental Moment For Minnesota Employers

December 18, 2023
Emerging AI: The White House's Executive Order and Its Impact to the Workplace

December 11, 2023
SCOTUS Hears Oral Argument on Landmark Employment-Law Case

December 4, 2023
Employers Face Scrutiny under the FLSA for Rounding Employee Time
Eighth Circuit Reverses Dismissal in Class Action Case Against Employer for Rounding Off Employee Time at the Beginning and End of the Day Because It May Violate the FLSA

November 27, 2023
The December Dilemma - Employment Tips for the Holiday Season

November 20, 2023
Thoughts, Questions, Concerns: DOL Proposed Rulemaking Change to Overtime Pay and What People Have to Say About It

November 13, 2023
Should Employers Address Mass Shooting Tragedies?

November 6, 2023
NLRB Expanding The Joint Employer Rule

October 30, 2023
The Tricks to Making the Workplace Halloween Party a Treat

October 23, 2023
SHOW ME THE MONEY! Addressing pay inequity with pay-transparency laws

October 16, 2023
It's the Final Countdown...To Mandatory Paid Sick and Safe Leave

October 9, 2023
Who Bears the Liability When an Employee's Email Account Gets Hacked?

October 2, 2023
Supreme Court Hears Two Pivotal Employment Law Cases

September 25, 2023
#BadBoss: How to Approach Negative or Slanderous Commentary on Social Media

September 18, 2023
Employer Considerations When Responding to Employee-Records Requests

September 11, 2023
Department of Labor Introduces New Proposal to Increase Salary Exemption Threshold

September 5, 2023
The NLRB Continues its Trend of Reversing Precedent and Expanding Employee and Union Rights

August 28, 2023
The EEOC Penalizes an Employer for Utilizing AI in the Application Process

August 21, 2023
Advantages and Disadvantages of Employers Implementing Arbitration Agreements With Class and Collective Action Waivers

August 14, 2023
Minnesota's Legislature Has Been Active. What's Going on At the Federal Level?

August 7, 2023
The New Regulations for Cannabis in the Workplace

July 31, 2023
The Next Wave of New Employment Laws Set to Take Effect

July 24, 2023
Are DEI Initiatives a Litigation Risk?

July 17, 2023
Preparing Your Workplace for Legalized Marijuana

July 10, 2023
The End of Covid-Era I-9 Flexibility

July 3, 2023
SCOTUS Reframes Religious Accommodations Under Title VII

June 26, 2023
Changes to Existing Laws Going Into Effect July 1, 2023

June 20, 2023
Employee or Independent Contractor? The NLRB Expands the Definition of Employee

June 12, 2023
Managing Mental Health in the Workplace

June 5, 2023
EEOC Issues New Guidance on AI Use

May 30, 2023
The Unfortunate Workforce Reduction
How to approach layoffs and terminations in this turbulent economy

May 23, 2023
A Historic Legislative Session for Minnesota Employment Law Concludes

May 15, 2023
Legislative and Administrative Update: Paid Family Leave Bill Inching Closer to the Governor's Desk

May 8, 2023
Chat GPB is Everything, Everywhere, All at Once! All you need to know about the chatbot taking the world by storm.

May 1, 2023
What ESG Means for Employers

April 24, 2023
Employer Obligations Related to Employees Expressing Breastmilk

April 17, 2023
The Reemerging Tax Consequences of Remote Work

April 10, 2023
Severance Agreements Under Scrutiny

April 3, 2023
Legislative Update

March 27, 2023
Proposed Paid-Leave Legislation Makes Headlines
Minnesota Supreme Court Clarifies Analysis For Constructive Discharge Discrimination Claims Under Minnesota Human Rights Act

March 20, 2023
Increasing Prosecution of Employers for Wage Theft
5 Reasons Why You Should Hire an Outside Investigator

Meet the Team

Mr. Olson is a commercial and employment litigator with a record of successfully trying, arbitrating, and mediating a variety of disputes. He represents clients ranging...