Tag Archives: Attorney Michael Brown

Class Action Lawsuit Filed Against Tata Consultancy Services, Alleging Discrimination Against U.S. Workers

The attorney-author of this article, Michael Brown of DVG Law Partner LLC, and co-counsel filed a federal class action lawsuit against Tata Consultancy Services, Ltd. (“Tata”). The lawsuit was filed on behalf of a proposed class of non-South Asian individuals who Tata did not hire and/or who faced an adverse employment action once hired by Tata (e.g., termination, demotion, etc.). The lawsuit alleges Tata discriminates against individuals who are not South Asian (or of Indian, Nepalese, or Bangledeshi national origin) in violation of Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1866. According to the Complaint, as a result of Tata’s discrimination, its United States-based workforce is approximately 95% South Asian, primarily Indian.

The attorney-author Michael Brown is among the attorneys representing the workers who filed the lawsuit, along with attorneys Daniel Kotchen, Daniel Low and Michael von Klemperer of Kotchen & Low LLP and Vonda K. Vandaveer of V.K. Vandaveer, PLLC.

Please contact attorney Michael Brown at 920-757-2488 or mbrown@dvglawpartner.com if you have any information or questions relating to the case.

Below, you can review the Complaint, which details the case’s allegations that Tata discriminated against non-South Asians in violation of discrimination law:


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Were You a Shareholder Who Was Removed or Financially Harmed By Majority Shareholders or Board of Directors? You May Have Strong WI Law Rights (Even Without a Contract)

In some instances, a shareholder of a company is also employed by that company, and compensated via salary, bonuses, dividends or other financial benefits.  If you were a shareholder of a Wisconsin company and were removed from duties or suffered financial loss due to actions of majority shareholders or board of directors, you may have strong legal rights.  These rights may exist even if you did not have a contract, and even if you were labeled an “at will” employee.

Below I give an overview of what at-will employment is.  Then I explain why a Wisconsin at-will employee– if he or she is a shareholder deprived of employment or income– may have strong legal rights notwithstanding an “at-will” label or a lack of a contract.  Continue reading

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Contract Case of Atty. Michael Brown Named by Wisconsin Lawyer to “Top 12” Wisconsin Supreme Court Decisions Last Term

The November 2012 issue of Wisconsin Lawyer magazine has an article titled “Top 12 2011-12 Wisconsin Supreme Court Decisions,” and it lists as number 5 the case of Kroner v. Oneida Seven Generations Corporation.

The plaintiff John Kroner was represented by myself, blog author (attorney) Michael Brown.

Mr. Kroner was formerly the CEO of the defendant Oneida Seven Generations Corporation (OSGC), a corporation affiliated with the Oneida Tribe of Indians of Wisconsin.  Mr. Kroner alleged he had years of good performance with OSGC and was discharged without notice or a good reason.  He further alleged he had a contract-law right, under Wisconsin law, that his employment with OSGC was such he could only have been discharged for “cause.”  (In contrast, many employers have “at-will” employment, where an employer does not need “cause” or a fair reason to terminate an employee’s employment).

Mr. Kroner asserted, to the Brown County Circuit Court, that he should have a trial in that Court to determine whether OSGC’s termination of his employment violated Wisconsin law.  OSGC attempted twice to have the Brown County Court drop the case, for reasons relating to OSGC’s tribal affiliation.  First, OSGC filed a motion to dismiss the case, based in large part on an argument that sovereign immunity applied and that the Oneida tribal forum had exclusive jurisdiction over the parties’ dispute.  That motion was denied by the Brown County Court.

OSGC also filed a motion seeking to transfer the case to the Oneida tribal forum, pursuant to a Wisconsin law allowing tribal transfer in certain situations.  The Brown County Court granted the motion, and the case was to be transferred to the tribal forum.  However, Mr. Kroner appealed.  The Wisconsin Court of Appeals agreed with the first Court’s decision, and upheld the transfer.  Mr. Kroner appealed again to the Wisconsin Supreme Court.

The Wisconsin Supreme Court found in Mr. Kroner’s favor (per its decision here), holding that tribal transfer was not permissible under the circumstances.  Mr. Kroner had argued that the fair decision was that his case be allowed to continue in the Wisconsin courts, based on issues of time and resources, procedure, the availability of fundamental Wisconsin-law rights, and other factors.  Some of the details are discussed at the Wisconsin Lawyer article above, which provides a helpful analysis of the case.

The Wisconsin Supreme Court agreed with Mr. Kroner that OSGC had not established legal grounds to transfer the case, overturned the tribal transfer decision, and remanded the case back to the Brown County Court to proceed there.

The case is set for a jury trial in the Brown County Circuit Court starting April 22, 2013.

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Video About Wisconsin Lawyer Assistance Program

The Wisconsin Lawyer Assistance Program (WisLAP) has posted a video on YouTube (embedded below), which describes the WisLAP program.  As stated at WisLAP’s website:

The Wisconsin Lawyers Assistance Program (WisLAP) provides confidential assistance to help lawyers, judges, law students, and their families cope with problems related to the stress of practicing law.

Attorney Michael Brown (this blog’s author) is a volunteer with WisLAP, and is happy to discuss the program with anyone who wants more information about it.

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