Goldman & EhrlichGoldman & Ehrlich2026-09-01T15:08:35Zhttps://www.goldmanehrlich.com/feed/atom/WordPress/wp-content/uploads/sites/1503307/2022/11/cropped-site-icon-32x32.pngOn 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.]]>On Behalf of Goldman & Ehrlich<![CDATA[How company dress codes may contribute to racial discrimination]]>https://www.goldmanehrlich.com/?p=480852026-06-03T17:36:23Z2026-06-03T17:36:23ZPolicies may affect one group disproportionately
Historically, European business clothing and hairstyles that suit white hair textures have dominated the professional landscape. As such, appearance policies may include terms that are unintentionally discriminatory toward certain groups of people.
Illinois has taken steps to address this common issue by passing the law now known as the “Illinois Crown Act.” This law prevents employers from discriminating against those who use protective hairstyles, such as dreadlocks or braids, instead of straightening their hair to conform to Eurocentric appearance standards.
There are still other appearance policies that could impact certain races more than others. No-beard policies can also potentially be discriminatory, as men with darker complexions often have a greater risk of razor burn, for example. If a policy affects one group more than others, there may be reason to question whether it leads to indirect racial discrimination.
Reviewing company policies and the impact they have on workers with a skilled legal team can help people take action to fight workplace discrimination. Even unintentional or indirect racial discrimination can affect employment opportunities and may require legal action from workers to improve company practices.]]>On Behalf of Goldman & Ehrlich<![CDATA[How severance agreements may affect your legal rights]]>https://www.goldmanehrlich.com/?p=480832026-05-20T15:08:02Z2026-05-20T15:08:02ZLosing a job can be stressful and emotional. You feel like the rug has been pulled out from under your feet as you worry about how you’re going to keep a roof over your head and food on the table.
If your employer offers you a severance agreement, it can feel like a lifeline while you’re trying to determine your next few steps. But you may want to take the time to review the severance package thoroughly. Many employees assume that it’s simply financial assistance during a transition period. However, these agreements often contain important legal terms that can affect an employee’s rights.
What is a severance agreement?
A severance agreement is a contract between an employer and an employee that may be offered when employment ends. Severance packages can include:
Lump-sum payments
Continued salary for a period of time
Extended health insurance coverage
Payment for unused paid time off
But, in exchange for compensation or benefits, the employee may need to agree to certain conditions requested by the employer.One of those conditions may be giving up the right to file legal claims against the employer. By signing the agreement, the employee may waive claims involving:
Wrongful termination
Workplace discrimination
Harassment
Retaliation
Wage and hour disputes
In many situations, the employee won’t be able to pursue compensation through a lawsuit later once they’ve waived those rights.Severance agreements often contain confidentiality or non-disparagement provisions. These conditions can restrict what an employee can say about the employer or the circumstances surrounding their departure. They may be prohibited from discussing the amount of severance paid or stating any negative opinions about the company. Employers often give employees limited time to review the severance agreement. They may pressure the employee to sign quickly, especially during layoffs or restructuring. It’s important to note that older workers may have additional review periods under theOlder Workers Benefit Protection Act.But rushing into an agreement can have long-term consequences. Severance agreements are often written to protect the employer’s interests. A legal representative can review the package and determine whether the compensation is reasonable, which claims may be waived and whether additional negotiation is possible. In some situations, it may be possible to negotiate better terms before signing.
]]>On Behalf of Goldman & Ehrlich<![CDATA[Can women “climb above” sexual harassment in the workplace?]]>https://www.goldmanehrlich.com/?p=480812026-05-06T22:49:49Z2026-05-06T22:49:49Z“If only I had more seniority, I might never again have to put up with sexual harassment from others at work.” As a woman, you might think that working your way up the company's ladder could put you out of reach of such behavior.Is there any validity to this reasoning?
Studies show that sexual harassment could actually increase
While getting a promotion might prevent some people from harassing you, through fear of the consequences you could bring upon them, one study found that sexual harassment often increases as women make their way up the career ladder.
More people know who you are
Let’s say ten men in a particular workplace may be inclined to sexually harass a woman. If they never come across you during your time there, you may escape their attention. The moment you start moving up the ranks, the more likely it becomes that they learn you exist. So, in part, the problem that higher-ranking women face is that they are more visible to those who might commit such acts.
More people may feel threatened by you
Some men have major difficulties being further down the ranks than a woman. Even if that woman is vastly more experienced and skilled than they are, their misogynistic thinking means that they cannot accept being under her command.Men who are already higher up in the company may also feel challenged by a woman who is working her way up toward them. They may have spent years as part of an all-male hierarchy and not want to see that change, or perhaps realize that she may well rise above them in the future. So they turn to sexual harassment as a way to entrench their higher status and keep her down. While men can be victims and same-sex sexual harassment is also a reality, more often than not, it is something men do to women. Working your way up the company won’t protect you from it. Getting some legal weight behind you is often the best way to protect yourself and others from it.]]>