Boardman Clark Attorney Jacob Frost Appointed as Dane County Judge

Governor Tony Evers recently announced the appointment of Boardman Clark attorney Jacob Frost to a Dane County judicial vacancy. Jacob will be filling the Branch 9 seat being vacated by retiring Circuit Judge Richard Niess, whose retirement is effective July 4.

“Jacob is a phenomenal attorney and has been a valued member of our firm going back to his days as a clerk with us over a decade ago,” said Richard Heinemann, Chair of Boardman Clark’s Executive Committee. “While we are very sad to see him go, we know he will be a tremendous judge and will serve his community well in this next phase of his career.”

Jacob has been an attorney with Boardman Clark since graduating from the University of Wisconsin Law School in 2010.  In his practice, Jacob assists businesses and individuals in a wide range of legal matters, including commercial and personal litigation, debt collection, landlord tenant law and family law. His family law experience focuses primarily on divorce cases and post-judgement matters, including modification of maintenance, child support, and contempt proceedings. His practice also includes focus in several unique industries, including the banking and dealership industries. Outside his practice, Jacob is treasurer of the Dane County Bar Association and previously served as board president of Access to Independence, which provides services and advocacy to people with disabilities.

The Latest

Recent Development on Arrest Record Discrimination and the Onalaska Defense

HR Heads Up | 05.25.22

Employers covered by the Wisconsin Fair Employment Act (WFEA) are generally prohibited from discriminating against individuals on the basis of their arrest and/or conviction records, subject to certain exceptions. There are key differences in the analysis depending on whether a “conviction” or an “arrest” record is at issue. Generally, employers have more leeway to consider conviction records and are extremely restricted in considering arrest records when making employment decisions. However, employers may generally discharge or refuse to hire an individual based on the individual’s arrest record if, through the employer’s independent investigation of the conduct underlying the arrest, it concludes that the individual did commit the conduct for which the individual was arrested.