The Law Office of John C. Kunes, P.C.

In the absence of an employment contract, Illinois law presumes that employment is "at will."  At will employment means that both the employee and employer have the right to terminate the employment relationship for any reason, or no reason at all.  However, federal and state statutes have created exceptions to the "employment at will" doctrine, and prohibit employers from making employment decisions based on discriminatory factors.  These factors include:

    * Race
    * Color
    * National Origin
    * Religion
    * Sex
    * Age
    * Disability

Disparate treatment of employees, including termination, failure to promote, and failure to hire, based on these protected characteristics are violations of federal and state statutes.

If you believe you have suffered discrimination at the hand of an employer, call today to arrange a consultation.

Such as unwelcome sexual advances, request for sexual favors, or conduct of a sexual nature, in the workplace is prohibited by Title VII of the Civil Rights Act of 1964, as well as state statute, as a form of sex discrimination.

There are two types of sexual harassment; quid pro quo harassment, in which a tangible employment action is based on submitting to or rejecting sexually harassing conduct, and hostile environment harassment, in which sexually harassing conduct is so severe or pervasive that it materially alters the terms or conditions of employment.

Sexual harassment can be damaging emotionally, economically, and even physically.  If you are experiencing sexual harassment in the workplace, it can be beneficial to seek legal advice before the situation becomes unbearable.  An attorney can help you understand your rights, determine if your employer is liable for the harassment, and cousel you as to the appropriate course of action to solve this devastating problem.

The Fair Labor Standards Act entitles non-exempt employees to be compensated at one-and-a-half times their hourly rate for time worked in excess of 40 hours in a workweek, and makes it illegal for employers to withhold such overtime pay.

Employers often avoid paying overtime by improperly classifying employees as exempt, having employees work off the clock, or refusing to pay employees for time spent on activities such as putting on uniforms or equipment or putting them away.

The Fair Labor Standards Act allows employees to file a private suit against their employer for unpaid overtime or minimum wage violations, and imposes penalties on employers who improperly classify their employees as exempt.

The Fair Labor Standards Act entitles non-exempt employees to be compensated at one-and-a-half times their hourly rate for time worked in excess of 40 hours in a workweek, and makes it illegal for employers to withhold such overtime pay.

Employers often avoid pa

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