Best Employment Lawyers in Aurora, IL

FAQs

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

  Dial (630) 256-5900 for a non-emergency dispatch from the Aurora police.

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

  To get reports, go to the Records Unit on the first floor of the Aurora Police Headquarters Building at 15001 E. Alameda Parkway. The operating hours are Mondays to Fridays except Wednesdays, 8:00 a.m.-4:00 p.m. Reports can also be secured online at https://auroracolorado-police.nextrequest.com/. Should you have any concerns, contact 303-739-6320 and press option 2.

• How does a fraud and misrepresentation claim in Aurora happen?

  A fraud and misrepresentation claim is when an Aurora employee leaves a job to take a new position at another employer based on what ended up as a bogus guarantee. The new employer may guarantee the employee an increased salary, higher job position, or additional benefits only to break their promises when the employee has already left their job. It might lead to severe losses to the employee because their income has been cut off, and they may have sold their homes to relocate.

• After being fired from a workplace in Aurora, how would you know the reason?

  In some cases, you may be able to find out the reason for your discharge if you submit a complaint with the EEOC or the Illinois Department of Human Rights. This is because, under state laws, your employer in Aurora does not need to tell you why your employment was terminated unless there is a contract.

• Can an employee in Aurora be allowed to view their personnel records and obtain copies?

  Under state laws, employees are allowed to view their personnel records and obtain copies of the records. They can also disagree with the content entered on the records and request to have the questionable information removed. If the employer does not agree with the removal, the employee has the right to include a rebuttal document in the personal records to provide their own version. Additionally, employers in Aurora are not allowed to disclose specific disciplinary information to third parties without informing the employee.

• When should you file a complaint at the EEOC first before filing an employment lawsuit in Aurora?

  Aurora Discrimination cases involving a violation of laws such as Title VII and the Americans with Disabilities Act require filing a complaint at the EEOC before a lawsuit can be filed. Laws enforced by the Genetic Information Nondiscrimination Act and Age Discrimination in Employment Act also require EEOC filing. Only enforcement of the Equal Pay Act does not require action at the EEOC.

• What kinds of cases in Aurora are covered under the Illinois Department of Human Rights’ Mediation Program?

  Employment law cases such as sexual harassment, public accommodation, and retaliation can be eligible for the Illinois Department of Human Rights’ Mediation Program. Through the mediation conference, parties in the Aurora case can discuss their differences and come up with a resolution. Mediation has several advantages, such as confidentiality, neutrality and fairness, and being cost-free to both parties.

• 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.