Nick Kaylor represents and counsels employees on a variety of employment law issues including employment discrimination, wage and hour issues, family medical leave, and employee benefits. Nick also has extensive experience with assisting clients in reviewing, negotiating, or litigating issues related to, employment contracts and noncompetition agreements. Nick maintains an active pro bono practice, assisting individual clients in housing and creditor collections matters.
Nick Kaylor graduated from the University of Minnesota Law School. During law school, he was a judicial extern with the Hon. Amy Dawson of Minnesota’s 4th Judicial District, served as an Online Articles Editor of the Minnesota Law Review, and was a Student Director with the James H. Binger Center for New American’s Detainee Rights Clinic.
Education
- University of Minnesota Law School, J.D.
- Indiana University-Purdue University, Fort Wayne, B.A.
Admissions
- Minnesota Supreme Court
- U.S. Court of Appeals, 8th Circuit
- U.S. District Court, District of Minnesota
Professional Memberships
- National Employment Lawyers Association, Minnesota Chapter
- Minnesota State Bar Association, Labor & Employment Law Section
- Hennepin County Bar Association
- Federal Bar Association, Minnesota Chapter
Honors
- MSBA North Star Lawyer, 2021–2022
Representative Cases
- Berner v. Metropolitan Council, No. CV 21-1639 (D. Minn. May 10, 2023) (denial of employer’s motion for summary judgment on employee’s claim of disability discrimination because a genuine issue of material fact existed as to whether the employee was qualified for their position and did not pose a direct threat)
- Trimark Hotel Corp. v. Int’l Union of Operating Engineers Loc. Union No. 70, 593 F. Supp. 3d 885 (D. Minn. 2022) (denying employer’s motion to vacate an arbitrator’s award and ordering enforcement of arbitration award that provided for the reinstatement of a terminated employee)
- USI Insurance Services v. Sturgis, 2020-CV-899 (Wis. Dist. Ct. Feb. 23, 2021) (granting employee’s motion to dismiss because former employer did not have the right to assign employee’s non-competition agreement to a purchasing entity)
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