I deliver packages and I get paid hourly 12pm to around 8pm. Usually I don’t take a break so I can finish earlier as it takes longer delivering in the dark. My employer says that I must take a mandatory unpaid meal break and he states that if I continue to not take one I will be terminated... Read more »
Your employer has a valid point: you have to take a break pursuant to the state labor and employment laws because if you do not (for any reason) that the employer may be accused (even by you) of violations of the state employment law, not to mention civil liability stemming from that violation.
I believe that I am being wrongfully discharged and I need legal advice. My doctor’s recommendation against my taking vaccinations due to previous medical reactions were rejected by my employer. I also have religious beliefs that do not support my taking the vaccines. My employer fraudulently... Read more »
Sorry, but it is a slam-dunk loser. Every court that has addressed compulsory vaccination has found that it was merited. If your children are not vaccinated (against childhood diseases), they CANNOT attend public school. Why should you have an additional opportunity to become infected and to...Read more »
I work for a big name delivery company as a driver and I do not take a 30 minute meal break. My employer initially noticed this and is claiming that it is mandatory for me to take a 30 minute break by Illinois law. A week passed and he just messaged me today saying that if I do not take a 30 minute... Read more »
The employer is correct. No providing that break will subject that employe to a de facto state employment law violation. Additionally, permitting you not to take that necessary break will directly subject that employer to a civil suit for damages in several ways.
I was hired as country manager by a US 500 company in 2013 on indefinite employment terms contract. 12 months later problems started mainly because I refused company illegal way of doing business. As a result, I was fired and sued for criminal charges in the foreign country. In 2019, I won an... Read more »
IL statute of limitations on a breach of contract action is ten years. But first, you have to ascertain which country's laws apply. Did you have a written employment agreement and where was was it signed, in the US or in that foreign country? That's the law that will apply to a breach of...Read more »
I am part of a labor union in Illinois. Since COVID, we have lost many co-workers and applicants to higher-paying non-union jobs in our field. Our contract is not up until January, but if it keeps going this way, we will have no labor force left by then because we cannot stay competitive pay-wise.... Read more »
This is a contract law question. Workers' Compensation is an area of law that deals with work-related injuries. Whenever BOTH parties to a contract WANT to make a changes (irrespective of reason), they certainly may.
The Union's response should be "Your hands are NOT tied...Read more »
So, I used to work for a big name company and they fired me for calling off due to a icy weather (not sure if I have the vm proofing it) but I do have emails, phone calls are recorded on their end and a letter from unemployment stating that my former employer said they fired me for misconduct and... Read more »
The best legal approach would be scheduling a personal or remote meeting with an Illinois licensed employment (labor) law attorney and discussing possible merits on that legal action in a two way format. Without that it is rather impossible to suggest whether your case has merits.
I'm opening a 401k with my new employer and want to know if I can list my former fraternity's chapter specifically as my beneficiary or not. Assume that there will be no spouse in the picture and that the beneficiary will be updated if there is.
I would NOT list your fraternity as a beneficiary to your 401K, but rather make other arrangements in your estate plan. As to if you can name a specific chapter in your fraternity - that could depend on the fraternity, so I cannot give you a good answer on that, you would need to speak to them....Read more »
The vaccines have been approved by the FDA on an emergency basis. Your employer is not forcing the vaccine on you. They are simply saying you can't work for them if you aren't vaccinated. Your choice entirely.
There are state rules that provide guidance regarding voluntary and involuntary termination rules for when the final paycheck should be provided. However, if an employee makes a specific request to receive their final pay upon termination (regardless of state or reason for termination), is the... Read more »
You need to ask a question. Entry level jobs are plentiful and many employers are offering incentives. If this is a new, entry-level position, move on. If racial hostility or hostility against non-Spanish-speaking people is obvious, you may wish to seek a Right to sue letter from the EEOC but...Read more »
Your employer does not need to pay you for time spent in training programs, but ONLY if they can meet all of the following criteria: (1) the training is outside normal work hours; (2) the training is voluntary (i.e. not required to perform or keep your job); (3) the training is not job-related; and...Read more »
I work for FedEx as a housekeeper through a company called GDI. There are currently no designated areas for employees to have breaks on the premises. There are two conference rooms we are allowed to take breaks if they are not in use in but there is no guarantee we will be able to take a break away... Read more »
I am still employed but unable to do my job because of an injury (not work related); therefore, I was placed on an unpaid medical leave of absence and am receiving no pay. I am able to do some form of work; however, my job requires me to stand for long periods of time, which I am unable to do. As... Read more »
I'm sorry to hear about your injury. If you haven't already, you should ask your employer for a light duty assignment supported by a doctor's note indicating the need to do work that does not require standing for long periods of time. The employer would then have the duty to...Read more »
An employment agreement in Illinois which specifically states the employee is considered an "employee at will" but also includes a per day fine for not giving 28 working days notice (a $500 fine for each that the employee does not work of the notice period). The agreement specifically... Read more »
You can be an at-will employee, but still subject to an agreement to provide certain notice before ending your employment. You should contact an Illinois employment law attorney to review your contract to discuss your options in greater detail.
Federal law does not require employers to offer benefits (such as insurance, retirement plan, PTO, etc.). However, federal law does require you to be paid at least minimum wage for all hours worked, and overtime for all hours worked over 40 in a week (if you're paid by the hour). If...Read more »
I have worked here for 5 years in QA department, have had many meetings with PM, HR and my manager about pay. They state merits are the same across the board, take it or leave it. On production floor they are hourly, have a top out rate on pay after 2 years(literally ppl after 2 years make more... Read more »
While your situation seems unfair, the only federal laws governing the payment of wages are minimum wage and overtime laws (if you're paid by the hour and work over 40 hours per week). So, as long as your pay is at or above minimum wage, your employer's pay system is not unlawful.
I was issued a warning from 27th October 2020 which was ended on 26 dec 2020 in the written document and yesterday I was told that the warning was never ended and they can terminate my services for no serious reason .
Illinois is an "at will" employment state. This means that you can quit your job at any time or your employer can terminate your job at any time with no obligation to state the reason for the dismissal or termination. The only restriction and termination is that you cannot be terminated...Read more »
Your employer had absolutely no obligation to pay you during a period of quarantine. You're expected to live, sleep, and eat in close quarters with your husband who was sick. If you have never heard of Typhoid Mary, Google it. Your employer has to protect your fellow employees and has to pay...Read more »
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