Best Employment Lawyers in Springfield

FAQs

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

  For non-emergencies requiring police assistance, call 217-788-8311 or 217-789-2186 for TDD only.

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

  To obtain a copy of a Springfield police report, submit a written Freedom of Information Act request to the Springfield Police Department's Records Division, which is located at 800 East Monroe Street, 5th Floor, Springfield, Illinois 62701. The Springfield City Clerk's office also handles online FOIA requests, as well as fax-written requests to (217) 789-2144.

• In Springfield, what are the exceptions to at-will employment?

  In Illinois, including Springfield, exceptions to at-will employment include circumstances where a dismissal violates public policy, such as termination based on religious views, race, or gender. Another instance is when a termination is in violation of an implicit contract. Cases requiring implied pledges of fair dealing and good faith are the final exception to at-will employment.

• In Springfield, how long does an employer have to pay you after leaving the company?

  When an employee in Springfield resigns from a job, the employer is required to pay the employee's final compensation in full at the time of separation, if possible. Also, payment should be no later than the employee's next paycheck. Severance pay is not owed unless specifically stated in the individual employment contract or agreement. Wages, salaries, earned commissions, won bonuses, and the monetary equivalent of earned vacations and earned holidays, as stipulated by the agreement, can all be considered final remuneration.

• What is the current minimum wage in Springfield?

  The Illinois state minimum wage, which covers Springfield, is $13.00 per hour as of January 1, 2023. It is now higher than the federal minimum wage of $7.25. Employees there are entitled to the state's higher minimum wage. Because of the rise in the State Minimum Wage, Earnfare participants can now earn up to $455 each month.

• What rights do fired employees in Springfield have?

  The protections for terminated employees are limited since Illinois is an at-will employment state. They're also not entitled to severance pay. However, the Illinois Work Adjustment and Retraining Notification Act applies to employers with over 75 employees, providing certain protections for layoffs and terminations. If the employer plans to close or conduct a mass layoff, they must give employees a 60-day advanced notice.

• What is the required content of employee handbooks issued in Springfield?

  Springfield employees issued handbooks by their employers must find sections in it discussing at-will provisions, pay and hour policies, leave policies, employee benefits, employee behavior policies, and other items. It also applies to private employers for usage and implementation. This checklist is intended to ensure compliance with Illinois law and the laws of key local jurisdictions.

• 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.