Recognizing the emotional magnitude of wrongfully losing a job, and the momentous task of suing an employer, Ross takes pride in making every effort to keep his clients informed and reassured. Picking up the phone, sending the additional email — whatever it takes — he is committed to a transparent, trustworthy client relationship. Whether an employee has experienced discrimination, retaliation or a wrongful termination, Ross’ pragmatic approach is to pursue all options for resolution. Failing that, he doesn’t hesitate to go to trial. Clients are well-served by Ross’ determination and steadfast commitment to seek justice and compensation to remedy the wrongful acts of others.
Our Team
Ross D. Stadheim
- Employment Law – Employee
- Labor and Employment
- Wrongful Termination
- Sexual Harassment
- Civil Rights
- Litigation
- Whistleblower
- Severance
- Discrimination
- Wage and Hour Violations
- Minnesota
- Minnesota Court of Appeals
- District of Minnesota
- 8th Circuit Court of Appeals
- District of North Dakota
- University of St. Thomas School of Law, Minneapolis, Minnesota
- J.D. – 2011
- University of Wisconsin – Madison, Madison, Wisconsin
- B.A. – 2008
- National Employment Lawyers Association
- Minnesota Association for Justice
- Federal Bar Association
- Weber vs. Minnesota School of Business d/b/a Globe University. $1.1 million dollar jury verdict in Washington County, Minnesota, inclusive of attorneys’ fees, for a wrongfully-terminated manager that blew the whistle on her employer in this Minnesota Whistleblower Act case. Successfully defended that verdict against the company’s appeals in the Minnesota Court of Appeals after the verdict was handed down.
- Messina vs. North Central Distributing, Inc., d/b/a Yosemite Home Décor. Successfully defended an appeal from the district court’s decision to deny the company’s Motion to Compel Arbitration in the 8th Circuit Court of Appeals. Also successfully defended against the company’s Motion for Summary Judgment in the main breach of an employment contract case, which means that the court denied the company’s motion to dismiss the case.
- Harwell vs. Tousley Motorsports, Inc. Successfully defended against the company’s Motion for Summary Judgment in this Minnesota Whistleblower Act wrongful termination case where the employee allegedly reported to his boss and the police that a co-worker had choked him during work hours.
- Barnhart vs. Regions Hospital. Successfully defended against the hospital’s Motion for Summary Judgment against all four counts in this Minnesota Human Rights Act / Family and Medical Leave Act wrongful termination case, where the disabled, terminated employee had asked for, but was denied, reasonable accommodations after an FMLA leave.
Contact Us For Help
Our firm's Minnesota employee rights lawyers are available to advise you about your legal rights and your options for moving forward. Contact us at 612-605-4098 or toll free at 866-523-8533 for assistance.