Best Employment Lawyers in Cicero

FAQs

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

  708-652-2130 is the non-emergency hotline of the Cicero Police Department.

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

  Contact the police department's main line at 708-652-2130 for more details on how to obtain a report. The Cicero Police Department is located at 4901 W. Cermak Road.

• How does an employee in Cicero give up their rights to sue employers in court?

  Employees in Cicero who sign arbitration agreements could be giving up their rights to sue employers in court. These agreements usually state that employees can pursue claims against their employers only through arbitration and not a lawsuit. Arbitration can be disadvantageous to an employee because it cannot be appealed and might not be fair because employers tend to have more evidence. On the other hand, it is resolved faster and does not subject the employee to a lot of stress.

• In what situations can the Illinois Department of Labor help in a discrimination complaint in Cicero?

  The Illinois Department of Labor can help investigate cases in Cicero that may involve an employee being discriminated against because they are victims of sexual violence. The IDOL can also check complaints from employees who did not receive equal pay for a similar work type because of their gender. For additional information on this matter, call the Chicago Office at 312-793-2800 or send an email to DOL.Questions@Illinois.gov. The office is located at 160 N. La Salle Street, C-1300 Chicago, IL 60601.

• How can an employment lawyer assist an employee in Cicero?

  An employment lawyer can help a Cicero employee determine if their employer has violated any law. These lawyers can also calculate how much money the employee is owed. They can negotiate with the employer to recover such an amount without going to court. They assist in filing paperwork within the deadlines, presenting a case before an administrative judge, and taking matters to trial, whether in state or federal courts.

• Does Cicero follow Cook County's Minimum Wage Ordinance?

  No. The Town of Cicero opted out of Cook County's greater-than-statewide Minimum Wage Ordinance, just like most of the municipalities in the country. It still follows state and federal minimum wage rules that include a $7.25 - $13 per hour minimum wage and overtime pay for employees working over 40 hours a week.

• How do you prepare on the day of the hearing for a Cicero wage claim?

  If you have an in-person hearing for your Cicero claim, you should be at the venue at least 15 minutes earlier than scheduled. You will be required to present a government-issued ID upon entering the building. Note that your mobile phone should be on silent mode or turned off once inside. If you have a telephone hearing, remember that the call from the hearing facilitator will not be blocked.

• 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.