The Employment Law attorneys at McKenna Storer handle a broad range of matters for employers from representing them before various administrative agencies and courts to offering counseling and preventative services. Our attorneys regularly defend claims brought under state and federal human rights statutes such as Title VII, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA) and Illinois Wage Payment and Collection Act.
I was recently at a seminar at a large university where the speaker stood at the podium and stated, “Hi, my name is… and the pronouns I most identify with are “ze, zirzirs.” The next speaker did the same, only this time the pronouns were “ze, hir and hirs.” A couple sitting next to me whispered to each other, “What’s a pronoun?” “Pronouns are he or she.” “Why did she say he?”
On March 14, 2019, the Illinois House passed Senate Bill 1596 by a vote of 70-40-1. The Bill creates a statutory exception to the workers’ compensation exclusive remedy provision for occupational injuries otherwise barred due to the Acts’ repose provisions.
Smaller companies often mistakenly believe that the state and federal employment discrimination laws do not apply to them because they are too small to be expected to know the laws or should not be held to the same standards of a larger company.
The Illinois Wage Payment and Collection Act has been amended to require reimbursement of employees expenses, which may include higher ticket items like cellular phones, cellular data service fees, home computers and internet provider fees for employees who are expected to work remotely and more travel expenses.
Employers need to be proactive in formulating a written policy for workplace violence. The news is replete with stories of workplace violence. A disgruntled ex-employee, coworker or spouse of an employee, or sometimes just a random customer or stranger walks in and violence breaks out.
The Illinois Legislature recently approved amendments to the Nursing Mothers in the Workplace Act, 820 ILCS 260, changing nursing mothersunpaid breaks to paid. Under 820 ILCS 260, Section 10, any covered employer must provide paid breaks to mothers needing time to express breast milk:
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination “because of . . . sex.” 42 U.S.C. § 2000e-2(a) (2012 Since its enactment, the Supreme Court has interpreted Title VII expansively to prohibit not only discrimination based on gender, but also same-sex sexual harassment and discrimination based on gender stereotypes. Nevertheless, the U.S. Supreme Court has not yet ruled on the issue of whether discrimination based on sexual orientation or transgender status violates Title VII.
This is the season when employers are finalizing their plans for summer interns. The summer internship gives students experience in the working world and the company is provided the opportunity to get to know the student prior to extending post-graduation employment offers.
When hiring or recruiting drivers, commercial truck driving companies must walk a tightrope between not violating the Department of Transportation’s health standards for long-haul truck drivers (DOT Regulations)