Despite a Supreme Court decision restricting their remedies under the NLRA, undocumented workers can still get relief under other employment laws, this author opines.
The seventh circuit ruled recently that constructive discharge can be a "tangible employment action" in a Title VII suit, in which case employers may not invoke affirmative defenses. And the employer in this case was an Illinois circuit court.
Employers are no longer required to get an alleged wrongdoer's consent to hire an outside firm to conduct an investigation of alleged misconduct on the job.
An employee who is a victim of domestic or sexual violence, or has a family or household member who is a victim, may take 12 weeks per year of unpaid leave from work to address domestic or sexual violence issues, pursuant to the Victims' Economic Security and Safety Act.
Employers (excluding governmental entities) are now prohibited from making, adopting or enforcing any rule, regulation or policy that prevents an employee from disclosing information to a government or law enforcement agency if that employee reasonably believes the information discloses a violation of a state or federal law.
On March 25, 2003, the Appellate Court of Illinois, First District, reversed and remanded the order of the circuit court of Cook County granting summary judgment for the defendant corporation.
An ISBA member combined a state common law intentional infliction of emotional distress claim with an FMLA claim to win a huge federal trial court judgment for his client.
Teachers, police officers, and other government workers charged with crimes related to their official duties have one thing in common ; they all face the loss of their pensions, a fact their lawyers should keep in mind.
More employers are offering benefits to their employees' nonspouse partners. Here are some of the legal and administrative issues they need to consider.
On July 12, 2002, the United States Court of Appeals for the Seventh Circuit affirmed the grant of summary judgment to the Illinois Department of Transportation (IDOT) in a suit brought by an employee under Title VII.
Employer-employee arbitration agreements that require each party to pay its own attorney fees in civil rights and sexual harassment cases are unenforceable, the seventh circuit rules.
