Delivery company was having me fill out paper work for employment. Back ground checks and waivers and such, I let him know that I have a medical condition with my legs and I may not be as fast as his other employees. He said he'd have to talk to his boss. He comes back and said he'd have... Read more »
The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability unless doing so would cause significant difficulty or expense for the employer ("undue hardship"). You should connect with an experienced employment discrimination attorney...Read more »
I have a Doctor's note stating I should work from home. The office has not been professionally cleaned, there "are sanitizing wipes if needed.." There is only one bathroom for the entire floor of the office building I am in. Over half of the staff already works from home. I have... Read more »
Under federal law, you likely have the right to ask for a reasonable accommodation for your disability. Have you shared the doctor's note with management or human resources? If not, immediately write a request for a reasonable accommodation to work from home. Your doctor's note needs...Read more »
The order states that those who are medically able to wear them must. But what about those who can't. Can they really tell us we can't work? Are stores really able to deny us access because we can not wear the mask because of a disability?
This is a difficult topic that does not have a clear "yes" or "no" answer. Overall, you should be allowed to make decisions for your own well being but in an employment setting, the employee doesn't have full control.
The logic behind the mask requirement is that...Read more »
Illinois has a labor law called the One Day Rest in Seven Act (820 ILCS 140/1 et seq.). The One Day Rest in Seven Act requires at least 24 hours of rest for an employee in every calendar week. This means Illinois employees cannot be forced into working 7 days in a row unless the employee...Read more »
Nothing is stated about a pandemic or rescheduling. We have reached out to the venue and they are pushing to postpone our wedding, we don’t think that’s fair to push it back or have it on a Sunday for the amount we are paying for. What are our rights?
I'm sorry to hear about your situation. If you want to take charge of the situation, you should hire an Illinois attorney to help you review the contract and if necessary re-negotiate the terms of your contract. Many attorneys will do this for a low flat fee.
I am a white male and took a bartending position at a Chinese restaurant. I was told I'd be making "3 grand easy", upon being hired. Turned out that I was making under minimum wage and was only receiving customers when all the other - Chinese born - employees were overwhelmed.... Read more »
Under normal circumstances, you would have to complain to the Chinese restaurant management/HR about the perceived discrimination, giving them the opportunity to investigate or otherwise resolve the situation. However, considering Illinois restaurants/bars are going to be closed for dine-in...Read more »
Hi, I left my job on December 6, 2019, I was paid the 8 hours of vacation I had left. However my colleague told me to ask for my accrued vacation time also as he said Illinois is 1 of the 2 states that have a law saying you are owed accrued vacation time. I contacted my previous employer he... Read more »
In Ilinois, the Illinois Wage Payment and Collection Act protects the rights of employees to receive their due compensation. If 8 vacation hours was all you had left in 2019, you didn't accrue any vacation time in 2020 and there is no violation of an employment contract or policy, you likely...Read more »
It depends on what the contract says and if your landlord is being flexible to the terms. Most leases clearly state and lease term (such as 12 months) as well as renewel terms (such as automatic renewal unless one party cancels in writing so many days before the renewal starts). If you are stuck...Read more »
Hired as general manager to train for position with current general manager until they left. Plan was to take over duties February 1, 2019. Now current manager decides not to leave and the new person has had hours cut and is not receiving hours/pay that was told would receive when hired. New... Read more »
Depending on additional details not provided, the incoming new employee general manager may have a breach of contract claim and/or a right to collect unemployment benefits, but otherwise, just because this is unfair does not mean it is illegal. Employers may change their plans for any reason as...Read more »
Recently had a work from home policy go into effect but is only allowed for exempt employees. The claim by management is that admins and support personnel, must by law, be non-exempt and are therefore ineligible for the work at home program.
From a legal perspective, "Work from home" policies are typically looked upon as completely discretionary by your employer. The only exceptions might be if you benefit from such arrangement because you have a disability and are in need of a reasonable accommodation.
I worked at this place for almost a year and loved it. When the site director changed she didn't like me very much and bullied and harassed me trying to get me to quit and when I didn't she fired me. The initial reason she fired me was false and I was able to prove that, so she came up... Read more »
A tenured teacher under pressure of health issues and a bi-polar daughter who has attempted suicide is unduly pressured to provided detailed differentiated Physical Education lesson plans for K-5 graders that are never acceptable. She is accused of having problems with parents/teachers and staff... Read more »
In Illinois, terminating a public tenured teacher is a complicated process and usually requires due process via a hearing. This can involve hundreds of pages of paperwork, strict deadlines and appeal rights.
If she is in danger of being terminated, she should notify her union (where...Read more »
I was written up and suspended for AWOL charges because my manager claims I didn’t call and leave a message on the dates I was written up for even though I presented my call logs that showed I did call.
I have been a driver for Lyft over a years now. And they fired me for something on my background that has been on there for over five years now. When i first started they did a background check with a company Call Checker over a year ago i was good to drive and another sometime in the middle of the... Read more »
I'm sorry to hear about your experiences with Lyft, but please understand you are likely not an employee but rather an independent contractor. Employees vs. Independent Contractors have very different legal rights, as most local, state and federal employment laws only protect bona fide...Read more »
Contractor kept putting us off. I called him at the end of June and told him we needed our patio by the end of July. He told us we'd have a beautiful patio by then. We did not. We have a unlevel, unmeasured, poorly stamped crooked patio. It's September and it's still not cut and... Read more »
You are protected by consumer rights if you believe this contractor committed fraud. You should speak with a local attorney about your options which might include reviewing any written or oral agreements about the work to be done, demanding that the contractor give you a partial refund or...Read more »
Sometimes. It depends on the unit of government and what funds they are using to pay for work projects. If an Illinois local government agency is required to advertise their work projects, they are likely required by state law or local ordinance to publish each bid in the newspaper and may also...Read more »
This company in my short tenure. I have seen people quit and get fired for no reason. Their Glassdoor page is filled with accurate accounts of what happened to me today. I was told I was fired because I wasn't happy. Not performance issues at all. They want me to sign a non disclosure in order... Read more »
This is not an easy "yes" or "no" answer. It depends on the nature of the medical problems and the tenure of the employee. The FMLA is a federal law that protects employees who have worked for a minimum of 12 months, whereas the ADA is a federal law that protects all employees...Read more »
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