Best Employment Lawyers in Bolingbrook

FAQs

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

  The non-emergency contact number of the Bolingbrook Police Department is 630-226-8600.

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

  You can acquire copies of Bolingbrook public records by submitting requests through https://bolingbrookil.govqa.us/WEBAPP/_rs/(S(5ujtjk4yccm0tngoyzzxvrf0))/SupportHome.aspx. When submitting a FOIA or public records request with the online portal of Bolingbrook, a date or date range of the incident is needed.

• Are unpaid interns in Bolingbrook protected against sexual harassment at work?

  Yes. Unpaid interns in Bolingbrook are protected against sexual harassment at work under the Illinois Human Rights Act. As such, they are privileged to the same protections and rights under the anti-sexual harassment legislation as regular employees. Unpaid interns can report sexual harassment to their employers or the Illinois Department of Human Rights.

• Do you risk losing your job if you report sexual harassment at work in Bolingbrook?

  Both federal and state regulations in Bolingbrook prohibit your employer from demoting or firing you due to filing a sexual harassment complaint. There is also the risk of retaliation to witnesses being pressured to lie about what they saw or heard or even threatened if they refuse to change their stories. You may bring a retaliation claim with the Illinois Department of Human Rights or the U.S. Equal Employment Opportunity Commission for losing your job resulting from reporting sexual harassment by a boss or coworker.

• How can you demonstrate that you experienced sexual harassment at your job in Bolingbrook?

  The best way to demonstrate sexual harassment at your Bolingbrook job is to save emails, phone messages, or notes. When you file a sexual harassment complaint with your supervisor, manager, or human resources department, you must reserve an extra copy of the formal letter for your records. You may also be able to establish sexual harassment if you provide proof that you are avoiding the accused harasser and that you have requested that the harasser cease bothering you.

• In Bolingbrook, do you have a right to overtime pay?

  Unless an employee is exempt, most employers in Bolingbrook are required by Illinois law to provide overtime compensation for each hour of overtime an employee works. To determine if you are qualified for overtime compensation in Illinois, you must understand whether federal or state overtime pay requirements apply to your employer, whether you are exempt from legislation requiring overtime pay, and the laws governing overtime compensation in Illinois.

• How do severance contracts function in Bolingbrook?

  In Bolingbrook, severance contracts are enforceable agreements between employees and employers. They offer compensation to employees for losing their employment, such as a financial package. Employees agree to severance contracts in exchange for giving up specific legal rights. For instance, a worker who accepts the severance will forfeit their right to sue their company.

• 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.