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Leonard Segal • Member

Oberman Thompson & Segal, LLC • Minneapolis, Minnesota

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Contact Information

Oberman Thompson & Segal, LLC
120 South Sixth Street
Suite 850
Minneapolis, Minnesota 55402
phone 612-217-6442
fax  612-217-6444


I practice in the areas of labor and employment law, primarily on the management-side.  After several years of working in large law firms, I formed my own sole practice in 2001.  In 2003, I co-founded Oberman & Segal, LLC (now Oberman Thompson & Segal, LLC).

I have extensive experience representing clients in employment-related litigation matters in state and federal court, as well as before various governmental agencies such as the Equal Employment Opportunity Commission and the Minnesota Human Rights Department. By way of example, I have defended claims for wrongful termination, discrimination, breach of contract, sexual harassment, retaliation, intentional infliction of emotional distress, and violation of Minnesota?s whistleblower protection statute, and I have initiated and defended claims arising out of non-competition and confidentiality agreements.

I frequently counsel clients regarding a wide range of employment-related issues including hiring practices, discipline and discharge, employment policies, drug and alcohol testing, affirmative action, sexual and other forms of unlawful harassment and discrimination, non-compete and confidentiality agreements, workplace violence, and labor union issues. I also advise clients regarding various employment-related laws and statutes including the Fair Labor Standards Act, the Family and Medical Leave Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Worker Adjustment and Retraining Notification Act, Title VII of the Civil Rights Act, and the Minnesota Human Rights Act.

In addition to providing litigation and counseling services, I regularly provide training for companies and their employees in areas such as discrimination, sexual and other forms of unlawful harassment, hiring, discipline and discharge, drafting and implementing employment policies, implementing non-compete and confidentiality agreements, workplace violence, and complying with wage and hour laws.  I firmly believe that regular training is critical for employers to comply with employment-related laws and to reduce the risk of litigation.

Activities, Awards, Acknowledgments

Member of Moot Court Honors Program and Phi Alpha Delta Law Fraternity
Speaker at various Minnesota CLE programs, as well as other programs


  • College: University of Minnesota School of Management, BSB
  • Law School: UCLA School of Law, JD

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Site Activity

Total Forum Posts: 0 (View Posts)
Workipedia Contributions: 0
Profile Views: 2860
Last Login: December 31, 1969

Practice Areas

• Affirmative Action
• Age Discrimination
• Disability Discrimination
• Drug Testing
• Employee Handbooks
• Employment At Will
• Employment Contracts
• Fair Labor Standards Act (FLSA)
• Family and Medical Leave (FMLA)
• Federal Employment
• HR Training and Compliance
• Labor Law
• National Origin Discrimination
• Noncompete Agreements
• Race Discrimination
• Reductions In Force
• Sex Discrimination
• Sexual Harassment
• Sexual Orientation Claims
• Unemployment Compensation
• Unfair Labor Practices
• Union Avoidance
• Wage and Hour Laws
• Whistleblower Claims
• Wrongful Termination
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