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Schaumburg employment lawyer

Originally Published: 21 July 2020 -- Updated: July 7, 2021

On July 1, 2021, the minimum wage in Chicago became $15-an-hour. For servers and other workers who receive tips, the minimum wage is $9-an-hour. In Cook County, the minimum wage is $13-an-hour for regular employees and $6.60 for workers who receive tips. The state minimum wage in Illinois is currently $11-an-hour with a $1 increase scheduled to take effect January 1 of next year. By 2025, workers in Illinois are all set to receive $15-an-hour.

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Illinois-employment-lawyer-minCOVID-19, or coronavirus 2019, is a respiratory illness that can spread from animal to person or person to person. The virus was first identified during an outbreak in Wuhan, China. Currently, health officials are working on a vaccine for it, but that may take up to a year before it is approved. There is no doubt the virus has had a significant impact on people’s lives since it was declared a global pandemic by the World Health Organization (WHO). Here in Illinois, Governor Pritzker said he is filing emergency rules that will allow those who cannot work because they are sick with coronavirus to collect unemployment insurance benefits to the full extent permitted by federal law. This would mean employers are required to pay workers who go on sick leave due to coronavirus.

What Are the Symptoms of COVID-19?

It is imperative that a person who thinks they may have coronavirus seek medical attention to avoid life-threatening complications and reduce the spread of it. President Trump recently announced that he was halting air travel from Europe to the United States for 30 days. In addition, he advised citizens to stay away from large gatherings in an effort to contain the virus and avoid further cases of it.

The following upper respiratory symptoms may appear 2-14 days after exposure:

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Schaumburg employment lawyerSince the Industrial Revolution that took place between the late 18th century and the mid 19th century, the United States has seen an emphasis placed on improving the lives of workers. There are numerous state and federal laws that have been enacted to protect the rights of employees, including laws about worker safety, wage and work hour standards, discrimination policies, and other things that restrict what employers can and cannot do. Like any other laws, workplace laws are always evolving. A recent public act that was signed into law in Illinois will add new employment laws and amend some that already exist.

Workplace Transparency Act

The Workplace Transparency Act was signed into law by the governor this past August. The new law will apply to all contracts, waivers, agreements, or clauses entered into after January 1, 2020 concerning sexual harassment violations or any other Title VII or human rights violations. Employees will be prohibited from unilaterally requiring arbitration (a form of alternative dispute resolution) for claims that arise from violations of any law that is enforced by the Equal Employment Opportunity Commission (EEOC) or the Illinois Department of Human Rights.

Hotel and Casino Employee Safety Act

Beginning July 1, 2020, some hospitality and casino industry employers will face new laws concerning the safety of employees. Employees will now be required to be given a personal safety and notification device that they can use to summon for help. The sexual harassment and discrimination training will also be changed for employees in this industry. They will need to be expressly informed of their right to leave a work area if they perceive danger. Employers will also be required to take certain measures to protect their employees from guests who have engaged in sexual harassment and allow them time off if they wish to pursue legal action against such guests.

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Schaumburg, IL employment law lawyerTrying to balance work and family life can be a challenge for anyone, but when an employee’s family member is sick or there is a birth in the family, it can be even more daunting. The Family and Medical Leave Act (FMLA) was created to mitigate some of the stresses that come with certain life circumstances. There are caveats to the FMLA, however. For example, in the private sector, the FMLA only applies to employers who have 50 or more employees. Employees must have worked for the employer for at least 12 months and have worked a minimum of 1,250 hours for that employee to be covered by the FMLA. Only specific scenarios are covered by the FMLA, and as an employer, it is important you are aware of these situations.

Birth of a Child

When an employee has a child, he or she is eligible to take leave to bond with and care for that child, no matter if the worker is the mother or the father. However, the employee must take his or her leave within 12 months after the child is born. This type of leave must be taken as a block of time (consecutive days or months) unless you as the employer agree to intermittent leave.

Placement of a Child for Adoption or Foster Care

An employee who takes leave to care for or bond with an adopted or foster child may do so before the placement occurs if the leave is necessary for the placement to proceed. This can include the employee attending counseling sessions, appearing in court, traveling to another country to complete an adoption, or consulting with his or her attorney. This type of leave also expires 12 months after the placement of the child.

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Schaumburg, IL employer defense attorneyIn the United States, several measures have been put in place in an effort to prevent discrimination of any kind in the workplace. Workplace discrimination occurs when an employer treats an employee or prospective employee in a prejudicial manner because of his or her race, religion, gender, sexual orientation, age, or other factors. These prejudices can affect hiring, firing, promotions, salary, benefits, job training, or assignments. If any employee feels like he or she has been discriminated against, he or she has the right to file a complaint and/or a lawsuit against the company, which can result in negative consequences toward the employer.

Types of Discrimination

There are many different aspects that can serve as a basis for discrimination, which is prohibited by law. According to the U.S. Equal Employment Opportunity Commission (EEOC), workplace discrimination can be based on:

  • Age: Federal law and Illinois state law prohibit employers from treating employees less favorably because of their age. This law applies to employees who are age 40 or older.

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