Case results for Minnesota and Illinois employees
Every case on this page belongs to someone who was fired, underpaid, pushed out, or punished for speaking up. We’ve written each one the way it happened — the conduct, the evidence that mattered, and what it resolved for. Names and employers are withheld. Everything else is the record.
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$[X]M+
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Resolved without filing suit
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25+ years
Representing employees
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She Took Medical Leave. Her Employer Rewrote Her Review. It Cost Them $42,500
Her employer promised her work would be covered. It wasn’t, and the pile became her performance problem.
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What these cases have in common
Different statutes, different employers, same handful of things that decide the outcome.
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Timing is its own evidence
A short gap between a protected act and the punishment that follows is proof on its own. When discipline starts two weeks after someone returns from leave, the sequence does the work — no admission required.
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The stated reason is rarely the real one
Nobody gets told they’re being fired for their pregnancy or their complaint to HR. They get told performance, restructuring, fit. That’s usually where a case starts, not where it ends.
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Paper beats memory
What you remember is testimony. What you kept is evidence. The cases that move fastest are the ones where the employee held onto the writing.
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Most of this ends before a courtroom
Some cases need to be filed, and some need to be tried. But a claim that arrives well documented tends to resolve in months rather than years, often before a complaint is ever filed.
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