Best Employment Lawyers in Palatine

FAQs

• What is the non-emergency contact number for the local police station in Palatine, Illinois?

  Call the Palatine Police Department at 847-359-9000 for non-emergencies.

• Where can I get a copy of police reports for incidents related to my case in Palatine, Illinois?

  Pick up reports in the police headquarters at 595 N Hicks Road in Palatine between Mondays and Fridays, from 7:00 a.m.-4:30 p.m.

• Should an employee provide at least two weeks' advanced notice when resigning from their jobs in Palatine?

  Under the state's at-will employment laws, an employee in Palatine is not required to provide any advanced notice when resigning from their jobs. Likewise, an employer is also not required to provide any advanced notice when terminating employment nor do they have to give the reason for termination.

• Can unpaid interns in Palatine file a complaint for sexual harassment?

  Yes, unpaid interns in Palatine file a complaint for sexual harassment since paid or unpaid interns are treated as regular employees. This also means that they're granted the same protection and rights as regular employees. If interns are afraid of retaliation from their employers, they can seek counseling from the Illinois Sexual Harassment and Discrimination Helpline at 877-236-7703, from Mondays to Fridays during regular office hours. All information given on the helpline remains confidential.

• How does mediation happen in a Palatine discrimination claim submitted to the Illinois Department of Human Rights?

  Discrimination claims in Palatine that are submitted to the Illinois Department of Human Rights can be scheduled for mediation immediately after filing, depending on each party's decision. The mediation conference provides the opportunity for each party to know the other side's concerns and work towards a solution in a confidential manner. Should any party decide against mediation, the case will undergo investigation.

• Can an unlawfully employed minor in Palatine who got injured on the job pursue compensation?

  A civil action can be pursued in Palatine on behalf of the unlawfully employed minor who sustained injuries at work. If the minor was lawfully employed, a workers' compensation claim would have been filed. To file a civil lawsuit, a notice has to be sent to the Illinois Workers' Compensation Commission rejecting the right to obtain benefits under workers' compensation insurance. This has to be done within six months after the injury happened or the time the minor obtained legal representation, whichever is later.

• Can undocumented workers in Palatine apply for unemployment benefits?

  Undocumented workers in Palatine cannot apply for unemployment benefits because they are not lawfully permitted to work. Since they're not legally permitted to work, the wages they earned cannot be used to establish the weekly benefits amount. However, green card holders may be able to apply for unemployment benefits provided they meet eligibility requirements.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.