We represent individuals against corporate employers.

 

You deserve someone you can trust. You deserve someone who will stand up for you. You deserve someone who will make your voice heard. This is what we will bring to the table.

We are an employment and civil rights law firm that exclusively represents individuals and workers in all aspects of employment and civil rights law. We fight for employees and whistleblowers across all industries. We take on employers of all sizes, from small businesses to Fortune 500 corporations.

Employment and Civil Rights law are complex and dynamic areas of the law. Changes to state and federal employment statutes are regular and frequent, and decisions by the appellate courts and United States Supreme Court occur each year. Therefore, it's important that you hire a firm that keeps up to date in these practice areas, and an attorney with knowledge, training, and experience in these fields. This is what we do, and this is who we are.

A core belief at Tyler W. Brennan Law is that in order to be successful, we must be able to work together. There are many great employment firms in the Twin Cities, and therefore it is essential that you choose the right attorney for you as an individual. As a client, we view you as a partner in the process. If we find that we are not the right fit, we will happily assist you in finding representation through another skilled and qualified firm in the area.

Each case is different, and each client has needs that are unique.  Therefore, we will work with you to tailor our representation to your particular needs as a client. Whether that involves aggressive litigation and trying your case before a jury, or working to achieve a fair and reasonable settlement without trial, we are here to work both with you and for you. Regardless of the specific employment issue, our firm stands ready to assist you and provide the necessary representation to meet your needs.

 
 
 
 
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Tyler W. Brennan Law

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Recent Blog and Law Updates

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Do I need an Attorney to Review my Severance Agreement?
Do I need an Attorney to Review my Severance Agreement?

Being laid-off or discharged from employment is a stressful situation. In some instances, your employer may provide you with a separation agreement in which they offer you some money in exchange for your signing of the document. This may seem like a nice gesture (and, on occasion, it is), but if you receive a separation or severance agreement, there are several reasons why you may want to discuss it with an attorney:

What is a Whistleblower?
What is a Whistleblower?

We’ve all heard the term. We’ve seen them featured in films, novels, and more recently through social media. But what exactly does it mean to be a “whistleblower?”

Terminated Employee's Right to Commissions
Terminated Employee's Right to Commissions

The Minnesota Payment of Wages Act (“PWA”), Minn. Stat. § 181.13 governs the payment of wages and commissions earned by employees. It also dictates that when an employer terminates an employees, all wages “earned” became immediately due and payable “upon written demand” by the employee. When an employer fails to pay these commissions, they become liable for not only the commissions earned, but for additional things such as penalties, costs, and fees (the employee’s “damages”). In order to determine whether Frank’s employer was in default, we had to look closely at a number of documents.

Can I be Fired for any reason?
Can I be Fired for any reason?

One of the most common questions that I receive from callers is “can I be fired for any reason?” The answer, as I often have to admit, isn’t so simple. Minnesota, like many other states, recognizes the concept of “at-will” employment and therefore most employees who are hired in this state are hired “at-will.” When people ask me to describe for them what means to be an “at-will” employee, here’s what I tell them:

Overtime Pay for Salaried Employees
Overtime Pay for Salaried Employees

One of the most misunderstood areas of employment law involves overtime pay and salaried employees. Under the Fair Labor Standards Act—one of the most significant acts of employment legislation in our nation’s history—employees who work more than forty (40) hours per week are entitled to overtime at a rate “not less than one and one-half times the regular rate at which he is employed.” 29 U.S.C. § 207(a)(1). The Fair Labor Standards Act was enacted in 1938 in response to “conditions detrimental to the maintenance of the minimum standard of living necessary for health, efficiency, and general well-being of workers…” 29 U.S.C. § 202(a). Its purpose was to “eliminate the conditions above referred…without substantially curtailing employment or earning power.” 29 U.S.C. § 202(b).