Illinois

Chicago Employment Law Attorneys

Attorneys Who Protect Your Employee Rights in Illinois

Barrett & Farahany proudly operates in Chicago, Illinois, as well as across Illinois, Minnesota, Ohio, Colorado, and DC. Aaron B. Maduff, previously with Maduff & Maduff since 1996, now serves as a partner and managing attorney at Barrett & Farahany. His vast legal experience uniquely positions him to champion client interests nationwide.

“We are confident that with our expanded resources and Western footprint, our team will be able to help secure justice at work for more people than ever before,” says Aaron B. Maduff. “Our mission remains the same—to protect and fight for the rights of individuals nationwide.”

Barrett & Farahany’s Chicago Employment Law Attorneys

The team at Barrett & Farahany can do what we do because we are driven to improve the lives of those who employers would push around employees. To accomplish this, we are constantly seeking to expand and partner with attorneys and law firms around the country who share our values. This mentality is how we expanded into Chicago, Illinois, where our attorneys seek to help people who’ve experienced several different employment law issues.

If your employer is trying to take advantage of you, contact the Chicago employment law attorneys at Barrett & Farahany or at 773-337-7999.

Illinois Employment Laws You Need to Know About

Victims’ Economic Security and Safety Act (VESSA)

The Illinois Victims’ Economic Security and Safety Act (VESSA) is a law designed to support employees who are victims of domestic violence, sexual violence, gender violence, or other crimes of violence. It also extends to employees with family or household members who are victims of such violence. Here are the key provisions:

1. Unpaid Leave: Employees are entitled to up to 12 weeks of unpaid leave within a 12-month period. This leave can be used for:
   • Seeking medical attention or recovery from injuries.
   • Obtaining victim services or counseling.
   • Participating in safety planning or relocation.
   • Seeking legal assistance or attending court proceedings.
2. Job Protection: The leave is job-protected, meaning employees cannot be terminated for taking it.
3. Reasonable Accommodations: Employees can request workplace accommodations to address issues related to domestic or sexual violence.
4. Confidentiality: Employers are required to maintain the confidentiality of all records related to VESSA leave, including requests and documentation.
5. Eligibility: The law applies to private sector employers with 50 or more employees, state and local government entities, and school districts.

VESSA aims to help victims maintain financial independence and protect their civil and economic rights while addressing the challenges posed by violence.

The One Day Rest in Seven Act (ODRISA)

The One Day Rest in Seven Act (ODRISA) in Illinois ensures that employees receive adequate rest and meal breaks. Here are the key provisions:

• Rest Day Requirement: Employers must provide employees with at least 24 consecutive hours of rest in every seven-day period. However, employers can obtain permits allowing employees to work on the seventh day if the employee voluntarily agrees and is compensated at the applicable overtime rate for hours exceeding 40 per week.
• Meal Breaks:
  • Employees working 7.5 hours or more must receive a 20-minute meal break, starting no later than 5 hours into their shift.
  • For shifts lasting 12 hours or more, an additional 20-minute meal break is required.
  • Restroom breaks are provided in addition to meal breaks.
• Applicability: The law applies to non-exempt employees and aims to promote work-life balance, prevent burnout, and improve overall well-being.
• Amendments (Effective 2023): Recent updates emphasize the importance of compliance, including displaying updated posters and ensuring proper documentation.

What Employment Law Issues Can Our Chicago Attorneys Help You With?

Our attorneys in Chicago are experienced in many areas of law, and several different focuses. If you experience or witness any of the following employment law issues in your workplace, you should contact our attorneys.

1. Sexual Harassment: Any unwanted sexual conduct is sexual harassment. This includes unwanted advances, comments, questions, or other remarks of a sexual nature to which one party does not consent.
2. Discrimination: Treating someone differently based on their status as a member of a protected class is illegal. A protected class, as defined by the Equal Employment Opportunity Commission, includes:
   • Race
   • Color
   • Religion
   • Sexual orientation
   • Pregnancy
   • Gender identity
   • National origin
   • Age (40 or older)
   • Disability
   • Genetic information
   • Marital status, or other relationship status of someone of the previously stated protected classes.
3. Family Medical Leave: In 1993, the Family and Medical Leave Act (FMLA) was signed into law, and guarantees workers the right to take leave for a certain amount of time to take care of themselves or a family member after they have fallen ill or been injured in some way, without fearing for job safety. There are ways employers violate the FMLA and your right to time off to care for yourself or a family member without worrying about losing your job.
4. Overtime Wages: Overtime wages must be at least 1.5x your standard pay and certain types of employment must legally pay overtime. If you are not being paid what you’re owed, you may be experiencing an overtime wage violation.
5. Non-compete Agreements: Many employers will have employees sign contracts agreeing not to work for their competitors. How they define a competitor must be reasonable, or else the agreement is null and void.
6. Severance Agreements: When you are let go by an employer, they may offer you a severance package, or it’s promised in your original employment contract. The severance agreement usually comes with stipulations, such as an added non-compete or non-disclosure agreement that may or may not be acceptable to you.
7. Employment Contracts: When you start a new job, you’ll have to sign an employment contract agreeing to certain terms and conditions. These conditions may or may not be acceptable to you, and they may also not be clear to understand.

Our Chicago attorneys are also experienced in helping you deal with civil rights violations outside of the workplace. In this case, you would be experiencing many of the same issues we cover, but not at the hands of your employer or fellow employees.

Why the Chicago Employment Lawyers at Barrett & Farahany?

As we said, we are driven, ready to put in the hours, focus on the outcomes, and succeed at all costs. We understand that in many of these cases, you have more to lose than anyone else. To best serve your needs, we need to act as if we have more than lose than anyone else as well. This brings us the motivation, experience, teamwork, and hard work that has led to us helping so many of our clients.

Because of the work we have done and the battles we have won, we have managed to grow our solution-oriented across the country through our growing law firms and partners. Only people who are willing to learn and improve can grow as we have and continue to. That’s how you know you can trust us to help you with your employment law issue. Contact our attorneys today for more information.

Illinois Employment Frequently Asked Questions

Q1. Can an employer terminate me without notice or reason?

Illinois is an “employment at-will” state, meaning employers and/or employees can terminate the relationship at any time without reason, as long as it is not discriminatory or illegal. Employers are not the only ones that can terminate a working relationship at any time.

Q2. Is an employee required to give two weeks’ notice when quitting?

No, there is no legal requirement for employees to provide notice before quitting. This is a privilege workers are afforded when working in an “at-will” state.

Q3. Am I entitled to vacation or holiday pay?

Illinois law does not require employers to provide vacation or holiday pay unless it is part of the employment agreement. If your employment agreement promises you vacation or holiday pay and your employer refuses to grant it to you, our attorneys can help.