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Schaumburg, IL 60173

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Schaumburg Employment Law AttorneyThere is a myriad of risks that a business may face in all areas of operation, however, one area that some business owners overlook until it is too late is the risk that is posed by their employees’ actions. Under the law, this is known as “vicarious liability” and every business owner should be aware of what the potential legal and financial ramifications could be.

What Is Vicarious Liability

Per the legal doctrine of vicarious liability, a victim who sustains injury as a result of a business’s employee is entitled to receive financial compensation from the employer as long as the employee’s actions or conduct occurred within the scope of that employee’s employment.

One example of vicarious liability would be a delivery driver who runs a red light while rushing to make a delivery and crashes into another vehicle, resulting in the driver of that vehicle suffering serious injury. The business the delivery driver works for would be liable for the victim’s damages since the delivery driver was performing their work duties when they ran the light.


b2ap3_thumbnail_shutterstock_291890765.jpgThe state of Illinois is an at-will employment state, meaning employers are generally allowed to terminate employees for whatever reason they like. However, for many employees, the loss of their job can be so upsetting that they will accuse their employer of terminating them illegally. If you have been accused of an illegal employee termination, contact a Schaumburg, IL employment attorney right away.

Wrongful Termination

There are legal protections in place to protect workers from wrongful termination. “Wrongful termination” does not necessarily mean the termination was unjustified or unfair. It means that the termination violates the law in some way.

Examples of violations include:


illinois employment law attorneyThe first of the year often means New Year’s resolutions for many people. In Illinois, the first of the year also often means new laws and amendments to existing laws that were voted in by state lawmakers and signed by the governor go into effect. That is exactly the case with Senate Bill 672 (SB 672). This new law – which takes effect January 1, 2022 - amends the Illinois Freedom to Work Act, specifically in the area of noncompete and nonsolicitation agreements.

The Illinois Freedom to Work Act

The Illinois Freedom to Work Act, which went into effect in January 2017, stated that employers were barred from requiring “low-wage” employees to enter into noncompete agreements. The law also stated that these agreements would be deemed illegal and void.

In the original law, a low-wage employee was classified as any employee who earned the greater of the following categories:


Schaumburg Employment Law AttorneyIn June, the Chicago City Council voted yes to a new ordinance that addresses sick leave and wage theft protections for people who work in the city. This new ordinance is in addition to another new ordinance our firm discussed in a prior post regarding the minimum wage change Chicago enacted and the potential penalties for violations.

New Law

The ordinance, SO2021-2182, applies to any business that employs four or more employees. If the employee is a domestic worker, then the law applies to businesses with one or more employees. The new ordinance is for any employee who works two or more hours within the city limits of Chicago during any two-week period. 

Under the new ordinance, which went into effect July 1, employees can use their paid sick leave for the following reasons:


Schaumburg Employment Law AttorneyWhen the COVID-19 pandemic first hit, many employers were forced to quickly adapt to a new way of conducting business. For many businesses, this meant allowing employees to work from home. Employers had to find ways to ensure that remote workers were still meeting the requirements expected of them while employees had to find ways to juggle emails, online discussion boards, and video conferences from their living rooms. While switching to remote work was a major adjustment for many people, employers and employees are starting to recognize the benefits of work-from-home opportunities.  If you are one of the many employers who intend to continue remote work indefinitely, make sure you understand the employment law implications you may face.

Avoiding Discrimination in Work-From-Home Opportunities

Understandably, an employee’s ability to effectively conduct work duties remotely depends largely on the employee’s type of work. Some jobs are simply not suited for remote work. If some of your workers are allowed to work from home and others are not, make sure that there are documented, legitimate reasons for the differences in opportunities. Failure to do so can lead to accusations of discrimination.

Accurate Timekeeping is Crucial

Another concern employers utilizing remote workers must be aware of is timekeeping. Nonexempt employees should keep detailed records of their work hours. These hours should be regularly updated in the company’s timekeeping system. Do not let employees fall into the habit of failing to report work hours. The Fair Labor Standards Act requires employers to keep track of nonexempt employees’ work hours. Lax recordkeeping can lead to lawsuits and an employer being forced to reimburse the employee for back pay and other damages. Employers must also ensure that employees understand company policies regarding vacation time, sick days, and meal breaks. 


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Illinois State Bar Association

1051 Perimeter Drive, Suite 400
Schaumburg, IL 60173
Phone: (847) 995-1205

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