Burkholder Sues Grand Forks Over Alleged Wrongful Firing
A longtime corrections administrator is taking Grand Forks County to court, alleging he lost his job for speaking up. Former Grand Forks County Correctional Center Administrator Bret Burkholder has filed a civil lawsuit against Grand Forks County, two county commissioners, and Sheriff Andy Schneider, claiming he was unlawfully fired after opposing a proposed jail merger — and that age bias played a role in the decision, according to the complaint filed in state district court.
Burkholder says firing was retaliation and age bias
In his complaint, Burkholder asserts he was terminated earlier this year after raising concerns about a consolidation plan involving the Grand Forks County Correctional Center. He alleges the move violated North Dakota’s protections against age discrimination and amounted to retaliation for voicing objections to the plan. The lawsuit seeks damages and other remedies permitted under state law.
Burkholder’s filing outlines a career spent inside county corrections leadership and argues his performance reviews and tenure did not warrant termination. He contends the timing — following his objections to the merger — and remarks he attributes to decision-makers demonstrate discriminatory treatment tied to his age. All claims are allegations that the county and named officials will have the opportunity to contest in court.
North Dakota’s Human Rights Act prohibits employment discrimination “because of… age” and bars retaliation against workers who oppose unlawful practices, per state statute (see N.D.C.C. 14-02.4, available via the North Dakota Legislature). Burkholder’s case invokes those protections to argue the county’s actions crossed legal lines.
Inside the jail merger that sparked the dispute
At the center of the conflict is a proposed merger of jail operations that Burkholder argues would compromise oversight and safety, according to his complaint. He contends the plan would shift or consolidate lines of authority in a way that could strain staffing and training, raising liability and morale concerns for the Correctional Center.
County leaders have framed consolidation discussions in recent years as efforts to streamline services, address staffing challenges, and reduce duplicative management — common rationale cited by local governments considering corrections mergers. Agendas and staff presentations posted by Grand Forks County have highlighted budget pressure and operational efficiency in public safety functions, though specific details of the plan at issue will be tested in court alongside the employment claims.
Employment-law practitioners note that when workplace disputes intersect with policy debates — like a structural merger — courts typically focus on demonstrable evidence around motive and timing rather than the underlying policy merits. In short, the legal question will hinge less on whether a merger was wise and more on whether the county’s stated reasons for firing align with records, timelines, and treatment of similarly situated employees.
Why the case matters for county trust and oversight
Beyond the courtroom, the lawsuit lands squarely in a community that keeps a close eye on public safety and fiscal stewardship. Grand Forks residents — from UND students to families with ties to the Grand Forks Air Force Base — know the county jail’s operations touch everything from emergency response to court backlogs. A high-profile dispute over who runs the jail and how leadership decisions are made can test public trust in local government.
Cases like this also tend to reverberate through policy debates: commissioners may face renewed pressure for transparency around hiring and firing decisions, and Sheriff’s Office leaders could see added scrutiny on staffing, training, and reporting lines. Even without a verdict, the discovery phase of litigation can produce documents and testimony that inform future county policy.
Community leaders contacted by news outlets in similar North Dakota employment disputes often emphasize the importance of due process and clear communication. The same principles will likely guide local dialogue here: residents and employees seeking clarity on what prompted the termination, what safeguards exist against bias or retaliation, and how the merger discussion proceeds without chilling internal dissent.
What county leaders say — and what they haven’t answered
As of publication, county officials had not filed a detailed response in court, and no public statements addressing Burkholder’s allegations were available on county channels. Officials frequently decline to comment on pending litigation, citing legal constraints; this story will be updated if the county, the named commissioners, or Sheriff Andy Schneider issue statements.
Residents can track official actions through the Grand Forks County Commission’s public meetings and postings on the county website, including agendas and minutes under the Commissioners page. The Sheriff’s Office maintains contact information and public notices on its section of the county site as well. If you have firsthand information about the merger discussions or the firing, email our newsroom tips desk so we can follow up with documents and on-the-record accounts.
Unanswered questions include: What specific performance or policy grounds did the county cite in terminating Burkholder? How did the merger proposal evolve, and what alternatives were considered? And has the county conducted any internal review regarding potential age bias or retaliation concerns?
What the lawsuit triggers next
Procedurally, once defendants are served, North Dakota civil rules generally give them 21 days to answer or file a motion to dismiss. If the case proceeds, both sides can use discovery to seek emails, memos, and testimony, followed by potential summary-judgment motions and, if unresolved, a trial in the Northeast Central Judicial District (Grand Forks County). Members of the public can monitor filings through the state’s district court records search.
Remedies in employment cases can include back pay, reinstatement or front pay, compensatory damages, and attorneys’ fees, depending on the claims and findings. Separate from the lawsuit, workers with discrimination concerns can consult the North Dakota Department of Labor and Human Rights about complaints under state law and options for mediation or investigation (see the Department of Labor & Human Rights).
For residents following the merger issue, the county’s budget cycle and commission calendar will shape when — and how — any consolidation proposals move forward. Keep an eye on posted agendas for public comment opportunities and staff presentations that shed light on costs, staffing, and oversight.
What to Watch
Expect an initial court response from the county and other defendants within the standard timeline, along with early motions that may narrow the claims. Watch the county’s next regularly scheduled commission meetings (agendas posted on the county website) for any updates on jail operations and consolidation plans.
