Best Employment Lawyers in Deerfield

FAQs

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

  The non-emergency number of the Deerfield Police Department is 847-945-8636.

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

  You can get a copy of a police report for a related incident in Deerfield by sending a request online. You can access the request form here: https://www.deerfield.il.us/FormCenter/Freedom-of-Information-Act-FOIA-Public-R-8/Request-for-Public-Information-Police-Re-52.

• Can you be terminated for any reason if you're an at-will employee in Deerfield?

  While your employment in Deerfield can be terminated at any moment for any reason because Illinois is an "at-will" state, there are some restrictions. You cannot be dismissed for reporting an employer's illegal behavior, exercising your legal rights, or for discriminatory reasons. It is critical that you contact an attorney to assist you with your employment lawsuit.

• What compensation can you receive from a wrongful termination claim in Deerfield?

  The amount and type of compensation you can collect from a wrongful termination claim in Deerfield is determined by the circumstances of your case. Back pay, medical expenditures, lost wages, and the costs of finding new work are all possible. In rare cases, if the court rules in your favor, you may be reinstated.

• Are you entitled to compensation if you were laid off due to a mass layoff in Deerfield?

  It depends on the specifics of your situation. If you were laid off as part of a mass layoff or planned shutdown in Deerfield but have not given a 60-day written notice/pay, you may be entitled to additional compensation because your company may have violated the WARN Act. The WARN Act protects employees, their families, and communities by requiring employers to provide a 60-day notice before a plant closing or mass termination to affected employees and state and local representatives.

• How do you know if you have a workplace harassment case in Deerfield?

  Knowing if you have a workplace harassment case in Deerfield can be difficult because you must gather evidence showing you were subjected to illegal harassment as a member of a legally protected class (for example, race, age, religion, and national origin). Thus, to be considered workplace bullying or illegal harassment, the supervisor or coworker is targeting the employee because they belong to a protected class, and there must be evidence that this is the motivation for the bullying.

• What is the statute of limitations for filing an employment claim in Deerfield?

  The statute of limitations for filing an employment claim in Deerfield varies depending on the type of lawsuit. For example, if you have a claim for unpaid wages, you have three years to file it. The statute of limitations for retaliatory discharge claims is five years. The time restriction for wrongful termination cases is five years for verbal contracts and ten years for written contracts.

• 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.