Jullia Potter, 2018 Up and Coming Lawyer Honoree

Boardman Clark attorney Julia Potter has been named as a 2018 Up and Coming Lawyer by the Wisconsin Law Journal. 

On Thursday, September 13, Julia and 29 other Wisconsin lawyers were acknowledged as attorneys that have been practicing law for 8 years or less that are: 1) on the fast track to making a significant impact on the legal profession, and 2) represent determination in legal work, community betterment, and improving their own law firms.

Julia’s practice primarily focuses on real estate & land use, labor & employment, and municipal law. She assists clients with a wide range of legal issues, including drafting and negotiating purchase and sale agreements, easements, leases, and assisting both municipal and private sector clients with development issues, zoning changes and variances.  Julia is passionate about making the law understandable and accessible to her clients and helping them find the most effective way to accomplish their goals.

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Boardman & Clark LLP is one of Madison’s largest and longest-standing law firms. The firm serves individuals, a wide range of business and corporate clients, school districts and local governments. Its areas of service include litigation, franchise and dealership law, business law, taxation, estate planning and probate, intellectual property, family law, municipal law, banking, labor and employment, land use, elder services, real estate, and school law.

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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.