Best Employment Lawyers in Arlington Heights

FAQs

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

  The Arlington Heights police department’s non-emergency number is (847) 368-5300.

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

  You may request for an Arlington Heights police report in person at: Records Bureau 200 East Sigwalt Street Arlington Heights, IL 60005 You may call the bureau for questions at (847) 368-5319.

• What is the ODRISA law implemented in Arlington Heights?

  The ODRISA or One Day Rest in Seven law which took effect in 2023 gives employees in Arlington Heights and the entire Illinois state the right to have one day of rest in every seven consecutive days and breaks on long workdays. Its purpose is to improve employees’ mental and physical well-being and prevent fatigue and burnout, which could negatively impact productivity and performance. The law also helps provide time for family, personal, and religious pursuits.

• How does the IRS determine whether a worker in Arlington Heights is an employee or an independent contractor?

  The IRS determines whether a worker in Arlington Heights is an employee or an independent contractor by looking at the following factors:

  • whether the employer directs the worker on where, when, or how to do their job;
  • whether the worker is trained by the employer prior to performing their job;
  • whether the worker’s hours on duty are controlled by the employer;
  • whether the worker's status in the company is full-time. If the answer to each of the above questions is "yes," then the worker should be classified as an employee.

• How can an Arlington Heights whistleblower and retaliation lawyer help employee whistleblowers?

  An Arlington Heights whistleblower and retaliation lawyer can help employee whistleblowers by pointing them to the relevant agency to report the wrongdoing to and educating them on how they can best report the issue. If the issue has already been reported and the wrongdoing already affects the employee’s daily work life, the attorney can help by working to move them to another department, moving them to another supervisor, and ensuring that they get the protection they need.

• What can a whistleblower in Arlington Heights do if they were demoted or terminated as a result of reporting their employer's?

  A whistleblower in Arlington Heights can do the following if they were demoted or terminated as a result of reporting their employer:

  • moving forward, a settlement can be worked out regarding how the worker must be treated;
  • a "buyout" may be negotiated, which is basically a severance package; or
  • a lawsuit can be filed against the employer.

• What are some of the unlawful practices that Arlington Heights employers engage in concerning their employees’ wages?

  Some unlawful practices that Arlington Heights employers can engage in concerning their employees’ wages include attempting to misclassify their workers as independent contractors and refusing to pay them minimum and overtime wages. State and federal laws, such as the Illinois Minimum Wage Act, forbid employers from paying certain workers wages that are below the minimum and require them to give their employees overtime pay for time worked that is above 40 hours during one work week.

• 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.