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Email: athronson@fredlaw.com
Office: 612.492.7353
Assistant: Julianne Hill, 612.492.7854
Ashley represents clients in employment, labor and business-tort litigation. She also assists employers with legal compliance and issues related to employment contracts.
Ashley’s practice focuses on employment law and litigation, as well as business torts and contract issues stemming from employment and shareholder relationships. She has experience representing both businesses and individuals and has litigated a wide variety of workplace issues, including wage and hour disputes; harassment, discrimination and whistleblower issues; misappropriation of confidential information; and breaches of employment-related contracts and fiduciary duties. She has advocated for her clients in state and federal court, in front of administrative agencies and at alternative dispute resolution proceedings.
Prior to joining Fredrikson & Byron, Ashley practiced law at a boutique employment law firm in Minneapolis. While obtaining her J.D. from the University of Minnesota Law School, she represented tenants in the Hennepin County Housing Court as a certified student attorney. She has also worked as a legal intern at the Equal Employment Opportunity Commission and served as a judicial extern for the Honorable Ann D. Montgomery of the United States District Court for the District of Minnesota.
December 1, 2017
By Anne M. Radolinski & Ashley R. Thronson
Minimum wage hike initiatives continue to garner press attention and momentum nationwide. Lobbying and pressure on the national, state and local levels continues, and a growing number of states and cities have responded.
July 7, 2017
By Anne M. Radolinski & Ashley R. Thronson
On June 30, 2017, the Minneapolis City Council passed an ordinance raising minimum wage rates in Minneapolis over a seven-year period, ultimately to a minimum wage rate of $15 an hour by July 2024 for all covered employers.
June 1, 2017
By Anne M. Radolinski & Ashley R. Thronson
On May 30, 2017, Minnesota Governor Dayton vetoed a bill that would have prevented cities from enacting their own minimum wage and sick time ordinances.
January 24, 2017
By Anne M. Radolinski, Norah E. Olson Bluvshtein & Ashley R. Thronson
Last Thursday, a Hennepin County district court judge issued its first substantive ruling in the legal challenge to the Minneapolis Sick and Safe Time Ordinance. The court largely denied the Chamber of Commerce’s request to halt enforcement of the ordinance but agreed that employers located outside of Minneapolis should not be subject to the regulation – at least during the pendency of the suit.
January 12, 2017
On February 23, 2017, Anne Radolinski and Ashley Thronson discussed the current legal and business landscape related to paid leave, including the recent enactment of the Minneapolis and St. Paul sick and safe time ordinances.
September 8, 2016
By Anne M. Radolinski & Ashley R. Thronson
On September 7, 2016, the St. Paul City Council passed the St. Paul Earned Sick and Safe Time Ordinance, becoming the second city in Minnesota to guarantee paid “sick and safe” leave for employees working within its city limits. The law, which is similar but not identical to the Minneapolis Sick and Safe Time Ordinance (Minneapolis Ordinance), will go into effect on July 1, 2017, for employers with 24 or more employees, and on January 1, 2018, for employers with 23 or fewer employees. While the city may issue additional guidance, here is what employers need to know now if they have employees who work in St. Paul.
June 8, 2016
By Richard A. Ross & Ashley R. Thronson
While there has been a lot of discussion regarding the Department of Labor’s recent release of the much-anticipated overtime regulations, some employers may have missed the issuance of another significant rule from the Department – OSHA’s Injury Reporting rule.
May 17, 2016
Attorney Ashley R. Thronson has joined Fredrikson & Byron as an associate in the Employment & Labor, Litigation and Employment & Labor Litigation Groups.
May 16, 2016
By Mary M. Krakow & Ashley R. Thronson
Under the Minnesota Human Rights Act (MHRA), an employee has one year to file a legal claim with the Minnesota Department of Human Rights or a court for alleged unlawful employment discrimination. That year, however, does not count the time the parties voluntarily engage in a dispute resolution process. See Minn. Stat. § 363A.28, subd. 3. Until recently, many believed that only formal dispute resolution processes, such as mediation or arbitration, qualified for tolling (suspending) the one-year statute of limitations (SOL) period. However, a recent Minnesota Court of Appeals case found that even an employer’s internal investigation can toll the running of the SOL if the underlying complaint involves alleged unlawful discrimination.
