Goldman & EhrlichGoldman & Ehrlich2026-10-13T03:11:23Zhttps://www.goldmanehrlich.com/feed/atom/WordPress/wp-content/uploads/sites/1503307/2022/11/cropped-site-icon-32x32.pngOn Behalf of Goldman & Ehrlich<![CDATA[Are Illinois employers required to pay employees for training time?]]>https://www.goldmanehrlich.com/?p=481022026-10-13T03:11:23Z2026-10-13T03:11:23ZMandatory training is common in many workplaces, but Illinois law has strict limits on when that time can be unpaid. The Illinois Minimum Wage Law defines “hours worked” more broadly than federal law and does not adopt the same federal exclusions for pre-and-post work activities.
As a result, state employers must evaluate training time under Illinois standards rather than relying solely on federal rules.
When training qualifies as paid work
In "Johnson v. Amazon.com Services, LLC," the Illinois Supreme Court clarified that the time an employee must be on the employer’s premises or under the employer’s control is compensable. Because of that determination, required on‑site training and events where the employer directs the worker’s location or activity are generally compensable.Examples of common paid‑training situations include:
Required onboarding sessions
Mandatory safety or compliance courses
Training tied to current job duties
Instruction scheduled during regular hours
In short, training time must be paid when an employee is under the control of the employer.
When training may be unpaid
Even though Illinois has its own employment laws, the state follows the federal four‑factor test for determining whether or not voluntary training may be unpaid. This means training is paid unless:
Attendance is only voluntary
It occurs outside regular working hours
It is not directly related to the employee’s job
No productive work is performed
As a rule, training sessions may be unpaid only when all four of these factors are satisfied.If you believe you were denied payment for job or safety training, evidence can help you prove your case. Collect work schedules, communications (emails, memos, etc.) and time records. In skilled hands, this documentation can help you obtain the compensation you are due under Illinois law.]]>On Behalf of Goldman & Ehrlich<![CDATA[Who is protected from discrimination at work in Illinois?]]>https://www.goldmanehrlich.com/?p=480992026-09-28T16:11:15Z2026-09-28T16:11:15ZIllinois prohibits discrimination in the workplace against job applicants and employees. The Illinois Human Rights Act (IHRA) prohibits unfair treatment by employers. But which type of workers are protected?
Here is who is protected:
Protected characteristics in Illinois
Illinois law prohibits employers from making unfavorable decisions based on protected characteristics. These include race, color, ancestry, national origin, disability, religion, sex, sexual orientation, age (40 and over), marital status, pregnancy, reproductive health decisions, family responsibilities, military status and unfavorable discharge, citizenship status, work authorization status, order of protection status, language, arrest record and conviction record (with limitations).Employers cannot use these characteristics when making decisions like hiring, firing, compensation, promotion, demotion, duty/shift assignments, training, transfer, performance evaluation, discipline and working conditions.For example, refusing to hire/promote qualified applicants of a particular race; paying female employees less than male coworkers for the same duties; subjecting a veteran to constant offensive remarks; suspending an employee of a specific race or gender while giving their colleague a verbal warning for the same mistake, and so on.It’s also unlawful when an employer, supervisor, or coworker creates a hostile work environment for an employee, for instance, through sexual harassment.
Does the law apply to all employers?
You are protected from employment discrimination if you work for a private employer, state and local government employer, employment agency or labor organization (union). If an employer has had at least one employee for each working day in 20 or more calendar weeks in the current or preceding year, an employee or job applicant can file most employment discrimination claims against them. If a claim involves sexual harassment, disability or pregnancy, only one employee is needed for a claim to be filed. Employment discrimination can significantly impact one’s career. If you have experienced any form of discrimination at work, consider legal guidance to know the steps to take. ]]>On Behalf of Goldman & Ehrlich<![CDATA[Can your employer deduct money from your paycheck?]]>https://www.goldmanehrlich.com/?p=480952026-09-17T23:50:33Z2026-09-17T23:50:33ZA prior agreement may not be enough
Illinois law requires an employee’s express written authorization that is freely given at the time of the deduction when an employer relies on that consent to withhold wages. A provision in an employee handbook or a general workplace policy may not give an employer unlimited authority to take money from your paycheck.
This distinction can matter if your employer deducts money for a cash shortage, damaged company property, an alleged overpayment or another work-related expense. The circumstances surrounding the deduction, including when and how you gave consent, can affect whether the withholding complies with the law.
The steps to take if you have concerns
Before assuming your employer had the right to take your money, you should look at both the purpose of the deduction and whether you actually authorized it. Start by checking your pay stub and identifying exactly what was withheld and why.
Next, review any agreement, policy or communication your employer provided about the deduction, and keep copies of records that may help establish when you were notified or asked to authorize it. If the reason is unclear, ask your employer to explain the deduction in writing. Keep a record of their response along with any documents relating to the deduction.
Seeking experienced legal guidance can help you determine whether the deduction complied with Illinois law and whether you may have a claim for wages that were improperly withheld.
]]>On Behalf of Goldman & Ehrlich<![CDATA[3 subtle signs of sexual harassment at work]]>https://www.goldmanehrlich.com/?p=480942026-09-01T15:08:35Z2026-09-01T15:08:35ZHas a coworker, manager or employer even said something sexual to you that made you feel humiliated or uncomfortable? Workplace sexual harassment is reported by nearly 40 percent of women and 14 percent of men, according to the National Sexual Violence Resource Center (NSVRC). Sexual harassment can be harmful, demeaning and dangerous for victims. It can destroy careers and peace of mind. However, not all signs of sexual harassment are obvious. Here are some subtle signs of sexual harassment at work:
1. Unwanted texts
A coworker or employer may text an employee outside of workplace hours. These texts may be seemingly casual and informal, such as asking what an employee is doing on their weekend. However, these texts may become invasive and unwanted when a person starts asking very personal questions.
2. Unsolicited touching
Many workers experience unsolicited touching at work. This can occur when coworkers or employers give lingering hugs or kisses to an employee. Even requests for physical contact, such as back rubs, can be a form of sexual harassment.
3. Quid pro quo pressure
An employer or manager is in a position of power. This power may be used irresponsibly and inappropriately when an employee is given a raise, promotion or bonus in exchange for sexual favors. This kind of dynamic takes advantage of an employee’s or manager’s position and can severely hurt an employee if they refuse. Employees have a right to report sexual harassment. If a sexual harassment report is not taken seriously or an issue is not resolved, professional legal guidance can help.]]>On Behalf of Goldman & Ehrlich<![CDATA[3 signs that your employer may be taking advantage of you]]>https://www.goldmanehrlich.com/?p=480912026-08-22T13:46:08Z2026-08-22T13:46:08Zlegal professional at how your employer handles your wages.
Not every workplace dispute amounts to a legal violation. However, certain patterns can indicate that an employer is benefiting from your labor without providing the compensation or protections required by law.
1. You are working off the clock
One of the clearest warning signs is being expected to perform work before clocking in or after clocking out. Unpaid work may include:
Opening or closing duties
Completing paperwork after clocking out
Attending required meetings
Responding to work-related requests outside scheduled hours
Keeping your record of when you start and finish work can help you identify differences between the hours that you worked and the hours appearing on your paycheck.
2. Your employer makes questionable deductions from your pay
Your paycheck should not contain unexplained deductions. Illinois's Wage Payment and Collection Act regulates wage payments and the deductions employers may make from employee paychecks.
Pay attention if your take-home pay suddenly decreases or deductions appear without a clear explanation. Review each wage statement and compare it with the agreed rate of pay and other compensation you expected to receive.
3. Your wages are late, missing or lower than expected
Chicago expressly prohibits wage theft. Under the city's ordinance, wage theft can include failure to timely pay wages for work performed and failure to properly provide or pay certain required paid time off and contractual benefits. Therefore, missing wages should raise concerns, especially when the problem happens repeatedly.
If your hours and paycheck do not match or you repeatedly perform work without receiving the compensation you’ve earned, seeking legal guidance can help you determine whether your employer's practices violate wage and hour laws.]]>On Behalf of Goldman & Ehrlich<![CDATA[Is harassment by a client your employer’s responsibility?]]>https://www.goldmanehrlich.com/?p=480902026-08-02T14:46:13Z2026-08-02T14:46:13ZEmployers cannot ignore third-party harassment
Federal and state employment laws recognize that sexual harassment is not limited to actions by coworkers. Employers may be held responsible if they know or should reasonably know that an employee is being harassed by a customer or client and fail to respond appropriately.
Every situation is different, but an employer cannot dismiss the behavior by saying:
"They are an important customer."
"That's just how they act."
"Try not to take it personally."
"It's part of the job."
If management is aware of repeated or serious misconduct and does nothing to address it, the employer may face legal consequences.
What does customer or client harassment look like?
Sexual harassment can take many forms. Some conduct is obvious, while other behavior may become unlawful because it is severe or happens repeatedly. Examples include:
Making unwanted sexual comments or jokes.
Asking for dates after being told no.
Sending inappropriate text messages or social media messages.
Touching, hugging or grabbing without permission.
Sharing explicit photos or videos.
Making sexual gestures or suggestive remarks.
Repeatedly commenting on an employee's body or appearance.
No employee should feel pressured to accept unacceptable behavior to keep a customer satisfied. If your employer ignores repeated complaints or refuses to address harassment by a customer or client, speaking with a qualified legal professional can help you with determining your next steps.]]>On Behalf of Goldman & Ehrlich<![CDATA[When is unfair treatment actionable workplace discrimination?]]>https://www.goldmanehrlich.com/?p=480892026-07-27T14:51:40Z2026-07-27T14:51:40Zdiscrimination is illegal. This can occur in a variety of situations, including hiring, pay, promotions, discipline, benefits, scheduling, layoffs and termination. The key is that the treatment must have been inspired by a negative response to a legally protected characteristic.
What are legally protected characteristics?
There are many different legally protected characteristics that aren’t allowed to play a role in any part of the employment process. Race, color, genetic information, national origin, disability, age, religion, sex or pregnancy are some of the most commonly litigated protection-related concerns.
What are some examples of discrimination?
It’s not always easy to spot discrimination at work, but watching for patterns is typically beneficial. Direct discrimination involves things like a supervisor making negative comments about a protected characteristic while they’re making decisions about what opportunities a person should have at work. Indirect discrimination could involve an employee receiving fewer promotions allegedly for other reasons, but ultimately because of their protected characteristics.
Why are records important in discrimination cases?
Discrimination claims often turn on specific details related to the alleged mistreatment, which can can include who participated in the discrimination, who witnessed it and exactly what happened. Writing down things that were said may also be beneficial so it’s easier to remember details accurately.
Unfair treatment shouldn’t be ignored. Looking into one’s concerns can help to determine if a worker’s situation actually involved discrimination. It’s beneficial to work with a legal professional who can help to determine what legal actions are possible accordingly.]]>On Behalf of Goldman & Ehrlich<![CDATA[Can employment contracts stonewall entrepreneurship?]]>https://www.goldmanehrlich.com/?p=480882026-07-09T14:23:35Z2026-07-09T14:23:35ZContract details determine the risk
In some cases, starting a new business after leaving a position at a company could be a clear violation of a noncompete agreement. Specific details, including the location of the employer and the location of the new business, as well as the function of the former employer’s company and the plan for the new company, can influence whether or not restrictive covenants might impact the ability of an individual to start a new company.
Generally speaking, employees have to receive appropriate salaries for noncompete agreements to be enforceable contract inclusions. Additionally, the noncompete agreement must have appropriate limitations worked into its terms, including applying to a limited geographic area and only being enforceable for a set amount of time.
Those planning to start a new business may be able to transition gracefully without risk of legal controversy if they review existing agreements carefully before taking any major steps. Discussing a noncompete agreement included in an employment contract with a legal professional can help people evaluate their options. Legal guidance makes it easier to adhere to any valid contractual restrictions that could affect future business opportunities.]]>On Behalf of Goldman & Ehrlich<![CDATA[Can employers fire workers who act as whistleblowers?]]>https://www.goldmanehrlich.com/?p=480872026-06-24T18:47:21Z2026-06-24T18:47:21ZThe law prohibits retaliation
Whistleblowing activities have protection under federal statutes. Employers should not penalize workers for reporting concerns internally, alerting regulatory agencies or filing qui tam lawsuits. In theory, whistleblower should retain their jobs, and their employers should not consider their whistleblowing activities when making decisions about employee retention or promotions.
Unfortunately, illegal retaliation does occur. Businesses may terminate, demote or unfavorably transfer whistleblowers as a punishment. Their actions can have a chilling effect on others considering whistleblowing activities.
Those concerned about potential retaliation can document issues before they act as whistleblowers and preserve communications with their employers about any retaliation that occurs afterward. With the support of a lawyer, whistleblowers who experience retaliation may be able to file wrongful termination lawsuits and hold companies accountable.
Understanding how the law protects whistleblowers is the first step toward making use of those legal rights. An attorney's guidance is important before whistleblowing, while communicating with employers or regulatory agencies and when responding to retaliatory employer actions.]]>On Behalf of Goldman & Ehrlich<![CDATA[Resigning in protest can harm your workplace discrimination case]]>https://www.goldmanehrlich.com/?p=480862026-06-16T02:57:01Z2026-06-16T02:57:01Zhow you respond or handle the situation matters. Here’s how a premature resignation can undermine your case.
Your resignation doesn’t speak for itself
It’s a common mistake to assume that leaving the job to escape discrimination or other wrongful treatment automatically strengthens your position or makes the wrongdoing easier to prove. Courts don't automatically see resignation as evidence of discrimination. In fact, they often interpret it as evidence that someone chose to leave, which is legally very different from being forced out.
When you voluntarily resign, the burden shifts. You now have to prove that your employer deliberately created conditions so intolerable that any reasonable person would have felt compelled to quit. It’s a high legal threshold, and simply showing that your workplace was unpleasant, stressful or hostile at times may not be enough.
You might disrupt your evidence trail
Discrimination cases are rarely decided based on a single incident. They are evaluated based on patterns, escalation and how the employer responded over time. An early resignation can cut that evidentiary record short. There may be fewer written complaints, fewer documented HR interactions and fewer opportunities for the employer to respond, which can weaken your claim.
Protecting your position before making a final decision
Leaving a discriminatory workplace may ultimately be necessary for your well-being, but the legal implications of when and how you resign are significant. Before taking that step, it is important to understand how your decision may be interpreted later and whether additional steps could strengthen your position. Seeking early legal guidance can help you take informed action and safeguard your interests as a victim of workplace discrimination.]]>