Chicago, IL Employment Law Attorney
Workers in Chicago and surrounding areas of Illinois are entitled to legal protections and benefits in their workplaces, and both state and federal law guarantee employees certain rights ranging from lunch breaks to anti-discrimination protection. When you think that you might have an employment law claim in Illinois, you should contact a Chicago employment law attorney.
Certain employers do not comply with some aspects of employment law because of basic oversights or possibly conscious violations. When you have been treated unjustly in your workplace, you should know there are legal protections in the workplace that can help you regain your professional life.
Types of Employment Law Cases We Handle in Illinois
If an employer violates your rights in the workplace or you experience any kind of discrimination on the job, you will want to work with lawyers who fight against unfair treatment in the workplace. The Law Offices of Todd M. Friedman, P.C. has experience handling all kinds of employment law cases, such as:
- Wage and hour disputes — Federal and Illinois state laws govern employee wages. The Wage & Hour Division of the United States Department of Labor enforces the Fair Labor Standards Act (FLSA) and carries out enforcement through investigators across the country who conduct investigations and accumulate data on hours, wages, and other employment conditions or practices to determine whether an employer has complied with the law. An employer can make certain types of deductions from an employee’s pay, but an employer must first get an employee’s consent before providing a good or service and deducting the cost from the employee’s pay. Common wage and hour disputes3 relate to comp time, commissions, deductions from pay, final paychecks, meal and rest breaks, minimum wage claims, overtime exemptions and pay, and unpaid wages.
- Discrimination — When you think that an employer has been treating you differently because of your age, sex, gender, race, color, sexual orientation, disability, pregnancy, or national origin, you could have a possible claim for unlawful discrimination. Many of the aforementioned groups are considered to be “protected classes” of people under federal law.
- Wrongful termination — Only certain kinds of termination are actually wrongful under the law as a wrongful termination involves a person being fired for an unlawful reason. Illegal reasons might include violations of anti-discrimination laws, violations of whistleblower laws, or breaches of contract. Because Illinois is largely an at-will employment state, most employers are permitted to fire employees at any time for any reason or even no reason at all.
- Sexual harassment — Sexual harassment is a type of sex discrimination in violation of Title VII of the Civil Rights Act of 1964 applying to any employer with 15 or more employees. Sexual harassment may include requests for sexual favors, unwelcome sexual advances, or other verbal or physical conduct of a sexual nature that either explicitly or implicitly affects a person’s employment. Such acts can rise to the level of sexual harassment if they unreasonably interfere with a person’s work performance or create a hostile or offensive work environment.
- Union member rights — Employers cannot use threats, intimidation, or retaliation to dissuade employees from forming a union. Under Section 8 of the National Labor Relations Act of 1935 (NLRA), there are several illegal activities that are considered unfair labor practices (ULPs). Employer conduct that may constitute an NLRA violation includes threatening to close a plant when employees select unions to represent them, questioning employees about their union sympathies or activities in circumstances that tend to interfere with, threatening employees with the loss of a job or benefits should they either join or vote for a union or engage in any kind of protected concerted activity, coerce or restrain employees in any exercise of their rights under the NLRA, promising benefits to employees to discourage their union support, and laying off, transferring, terminating, or assigning employees work tasks that are more difficult because they engaged in union or protected concerted activity. Union conduct that violates the NLRA includes any threats to employees that they could lose their jobs unless they support a union’s activities, refusing to process grievances because employees criticized union officers, fining employees who validly resign from unions for engaging in protected activity following their resignations, seeking the discharge of employees for not complying with union shop agreements when employees paid or offered to pay lawful initiation fees and periodic dues, and refusing referrals or giving preference in hiring halls on the basis of race or union activities.
- Collective bargaining — The NLRA states that employees have the right to engage in concerted activities for the express purpose of collective bargaining or other mutual aid or protection.
- Class actions — A class-action lawsuit could involve a large group of people who have all experienced a similar harm from an employer, and they can join together in a legal action to ensure that all their voices will be heard in one action.
- Retaliatory discharge — If an employer terminates an employee for refusing to commit an unlawful act on the job, it can be a retaliatory discharge that is against the law. Such a firing is a clear exception to at-will employment. If you are terminated for refusing to break a law or performing an act otherwise protected by federal policy, you could have a case against your employer.
- Employment contracts — Some employees may need assistance in formulating the contracts they intend to sign with employers while other employees may have claims relating to violations of employment contracts. Many workers do not have contracts but those who do need to understand the rights their contracts afford them.
You should always consult with an experienced employment law attorney any time that you think you might have a legal issue in your workplace. Even if you doubt when a legal claim might exist, get clarification before just giving up.
Frequently Asked Questions (FAQs) About Illinois Employment Law
Does an employee have to give two weeks notice when they are quitting a job in Illinois?
No. As it relates to at-will employment, neither party in an employment agreement must supply any notice to the other when quitting or terminating.
Do I have the right to medical or family leave with my employer in Illinois?
The Family and Medical Leave Act of 1993 is a federal law that entitles you to family or medical leave when your employer employs 50 or more employees or you work for a public agency or private elementary or secondary school; you have worked for your employer for at least 12 months; you worked at least 1,250 hours during the 12 months before the beginning of your leave; and your employer has 50 or more employees within 75 miles of your work site.
Will I be able to collect Illinois unemployment compensation if I am fired?
Most people in Illinois qualify for unemployment compensation when they have worked long enough under covered employment, lost a job through no fault of their own, are still able to work, and are actively seeking new employment. There are actually multiple types of unemployment compensation a person could qualify for, so make sure to explore all of your options before applying.
Call Us Today to Schedule a Free Consultation with a Chicago Employment Lawyer for Illinois Employee Rights
Do you think that you might have an employment law claim against your current or former employer? You will want to be sure you speak with The Law Offices of Todd M. Friedman, P.C. so you can be certain about your legal options.
Our firm handles all kinds of employment law cases in Illinois and we know how to fight to win so you can be confident that you will have the best chance of securing the most favorable outcome to your case. You can call (818) 646-5690 or contact us online to arrange a free consultation so we can sit down with you and go over everything relating to your case while also outlining what actions you might be able to take.
Searching For Experienced Employment Law Counsel In Illinois?
As a productive employee, your focus is to do the best job you can for your employer. However, some situations are out of your control and can hamper your ability to do your job. Some of these situations are even illegal. You have protections under both federal and Illinois state labor laws. Do not wait to get the legal counsel you need. Seek help from an employment law attorney in Illinois.
If you believe you have an employment law matter in Illinois, reach out to the Law Offices of Todd M. Friedman. Our attorneys represent employees throughout Illinois no matter what type of employment law issue they are facing. We strongly believe in protecting the rights of employees using our knowledgeable and seasoned employment law skills. From negotiations to trial, we can help you protect your right as an employee in Illinois.
Employment Law For Employees In Chicago and Throughout Illinois
Our law firm believes in protecting the rights of employees throughout Illinois. Whether you believe you are being sexually harassed at work or discriminated against because of your religion, race or sexual orientation or you have a potential whistleblower case, we can help you.
We represent employees in a wide range of employment law issues. Experience and dedication matter, and our Northbrook law office can provide that and more.
Reach Out To Our Employment Law Firm
To talk to employment lawyers who serve clients throughout Illinois, please call us at 312-815-2024. At our office in Northbrook, Illinois, our attorney can talk to you in a confidential and private appointment.
