DGAA bLAWg

Getting the Overtime Pay You Deserve

Web Admin - Tuesday, June 07, 2016

overtime pay you deserve, Illinois Employment Law Attorneys Countless workers in Illinois are eligible for overtime compensation when they work more than their standard work week worth of hours. For those overtime compensation eligible workers, once 40 hours of work is put in for a week, anything above and beyond that should be compensated at a rate of time and a half. Workers who are typically eligible for overtime pay protections are general laborers (not agricultural laborers), workers who are compensated through tips, and many blue collar workers. Some salaried workers may also be eligible, depending on their circumstances. 

Anyone who believes that they have been wrongly denied compensation for overtime hours that they have worked should consult with an experienced employment law attorney at our law office. Our professionals can help you determine if you are eligible for overtime compensation by your employer. 

Workers’ Overtime Compensation Rights Under the Law

Certain workers are eligible for overtime compensation at a rate of time-and-a-half under the Fair Labor Standards Act (FLSA). The FLSA is a federal law which protects workers from grueling hours without pay. A worker who believes that he or she has been wrongly denied overtime pay can file a claim with the wage and hour division of the U.S. Department of Labor (DOL). The DOL will review the employee’s claim, and will determine whether an investigation needs to be conducted into the alleged violation of the FLSA by the employee’s employer. 

When the employee’s claim is found to be valid, the DOL will pursue the back wages from the employer on the worker’s behalf. The employee can also sue his or her employer for owed back wages as well. 

Under the FLSA and Illinois law, workers who are executives, administrators, professionals, and some computer workers who earn at least $455 a week are exempt from overtime compensation. This means that these workers are not entitled to overtime pay if they work more than their standard 40-hour work week. Independent contracts, and some live-in employees are also exempt from unpaid overtime protections. External sales people are also often exempt from overtime pay protection laws. 

There are several exemptions to the overtime pay laws, and these exemptions can be confusing. Tests are used to determine if a worker qualifies for protection, and sometimes it is difficult to determine whether you are eligible under the laws or not. An experienced employment law attorney can help you assess your eligibility for unpaid overtime compensation protection. 

If you are concerned that your employer is not compensating you for overtime that you have worked, and you believe that you are eligible for overtime pay protection under the FLSA and Illinois law, you should consult with an Illinois employment law attorneys today. Our law firm serves the communities of Crystal Lake, Des Plaines, Rolling Meadows, Buffalo Grove, Barrington, Inverness, and Deer Park. Please call 847-934-6000 to speak to a member of our team.

      Ken Apicella

      About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.




Sources:
https://www.dol.gov/whd/regs/statutes/fairlaborstandact.pdf
http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2400&ChapterID=68

Severance Agreements

Web Admin - Tuesday, January 12, 2016

severance agreements, Illinois employment law attorneyIndividuals who are facing termination from employment may be offered a severance package. The terms of this package are contained within a severance agreement. Employees facing termination should pay careful attention to the terms placed within the agreement and be sure that they understand what the terms mean before signing. 

Provisions in Severance Agreements

Severance agreements are important to employers and employees. For employers, they provide protection against the employee filing a lawsuit against the employer in the future. For employees, the agreement describes what payment and benefits they will receive. Additionally, provisions can be included to protect against what will be said to future prospective employers about the reasons for the termination. The following are several of the most common issues that are addressed in severance agreements: 

- Severance Pay: Payment for the termination is usually offered in some term of weeks (for example, five weeks of pay). It is common for the offer to be based on the length of employment, such as one week of pay for each year of employment.

- Vacation Pay: Employees are entitled to payment for earned, but unused vacation time.

- Non-compete Agreement: If the employer and employee entered into a non-compete agreement, the employer should provide a copy of it to the employee and remind him or her of the terms and conditions. Additionally, changes to the non-compete can be made during severance negotiations and placed in the agreement.

- Returning Equipment: A discussion of what happens to any property of the employer (such as a company phone, laptop, or keycards) that is in the possession of the employee should be included in the agreement. This provision should explain how and by what date the property must be returned.

- Future Jobs: For the terminated employee, it is likely that he or she will be searching for a new job. In that case, it is important for the employee and his or her former employer to agree on how the employer will communicate with prospective employers. If the employee and employer give different reasons for the termination, it can be detrimental in the search for a new job. Additionally, the parties may enter into a non-disparagement clause, which states that neither of them will make disparaging remarks about the other to third parties. A non-disparagement clause should specifically define what cannot be said.

- Claims Waived: This is often the most important provision for employers. Under this provision, the employee relinquishes any right to file a lawsuit against the employer. It should define all of the types of claims and lawsuits that are barred.

- Employees Over 40 Years Old: These types of employees are protected by the Older Workers Benefit Protection Act (OWBPA). Workers 40 years of age and older must be given 21 days to review the severance agreement prior to signing it. Further, they have seven days after signing the agreement to change their mind and revoke it. 

Helping Employees 

If you are faced with a severance agreement negotiation, you should contact a skilled Illinois employment law attorney as soon as possible. Our team can help you understand the provisions in severance agreements, which can help you secure benefits and protect your rights. We proudly represent individuals the communities of Crystal Lake, Schaumburg, Palatine, Des Plaines, Rolling Meadows, Buffalo Grove, Barrington, Arlington Heights, Inverness, and Deer Park. We look forward to hearing from you. 

      Ken Apicella

      About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.



Source: http://www.eeoc.gov/eeoc/history/35th/thelaw/owbpa.html


Misclassification of Employees

Web Admin - Thursday, November 19, 2015

    misclassification of employees, Illinois employment law attorneyIndividuals who are performing work for a business entity are generally either classified as independent contractors or employees. The difference between the two classifications is important; being considered an employee entitles individuals to greater benefits than independent contractors receive. Unfortunately, whether intentionally or not, the misclassification of employees occurs, and can end up costing employees access to significant benefits. 

    Classifying Workers 

    An independent contractor provides a good or service while retaining control over how that good or service is provided or performed. Moreover, an independent contractor will often treat the entity that he or she provides the work for more like a customer or client, rather than an employer. Frequently, an independent contractor will be performing similar work for multiple entities. 

    If a person performing work is considered an independent contractor, the business entity can avoid providing the person with the benefits that employees are entitled to. Some of these benefits include workers’ compensation, overtime pay, insurance, minimum wage, and family or medical leave. By avoiding these benefits, the entity can enjoy significant cost savings, which can create a competitive advantage over similar businesses. However, this comes at the expense of the individuals the entity employs. 

    Under the Illinois Unemployment Insurance Act, a presumption of employment exists that must be rebutted by the entity in order to lawfully classify the individual performing work as an independent contractor. Specifically, an individual performing services for a business entity is considered an employee unless it is proven that:

    1. The individual is free from the entity’s control or direction over the performance of the work, both under the terms of the contract and in fact;

    2. The service provided is outside of the normal course of the business or is completely performed outside of all of the places of business of the entity; and

    3. The individual is part of an independently created trade, occupation, profession or business. 

    Under the Illinois Employee Classification Act, a construction worker is considered an independent contractor if the above test is met or if the worker is a sole proprietor or partnership. 

    Holding Employers Liable 

    The Illinois Department of Labor, as well as various other government agencies, is responsible for enforcing state laws that govern employee misclassification. Consequences for misclassifying employees as independent contractors include the assessment of interest on late or delinquent unemployment insurance trust contributions and financial penalties. An employer that does not obtain workers’ compensation insurance can be fined up to $500 for every day that it is non-compliant, with a minimum fine of $10,000. It is also possible for an individual to file a personal lawsuit against his or her employer to recover damages such as wages, back overtime pay, or other lost benefits. 

    If you believe that you have been misclassified as an independent contractor, it is important to contact an experienced Illinois employment law attorney as soon as possible. There are potentially significant benefits that you have been denied as a result of that misclassification. Our firm proudly helps individuals in communities throughout the northwest suburbs, including Crystal Lake, Schaumburg, Palatine, Des Plaines, Rolling Meadows, Deer Park, Inverness, Arlington Heights, Barrington, and Buffalo Grove. 

      Ken Apicella

      About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.



    Sources:

    http://www.ilga.gov/legislation/ilcs/fulltext.asp?DocName=082004050K212

    http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2898&ChapterID=68


    New Law Mandates Reasonable Accommodations for Pregnant Women

    Web Admin - Thursday, December 11, 2014

    pregnant woman wrongful termination, employee rights lawyerDiscrimination against pregnant women in the workforce has long been a concern, and now the Illinois legislature has passed a new law designed to help give women greater protection. The new law modifies the Illinois Human Rights Act, effective starting next year, to more clearly protect pregnant women's rights. The new rights include the right to reasonable accommodation of their pregnancy by their employers, protection from employment discrimination, and protection from forced leave. The law also grants employers some protection from unreasonable demands, such as the ability to refuse accommodations if such accommodations would place an undue hardship on the business.

    New Rights for Pregnant Women

    The law includes four new rights for “women affected by pregnancy, childbirth, or medical or common conditions related to childbirth.” The most legally complex of these rights is the right to a reasonable accommodation of their pregnancy. These accommodations are changes to the employee’s duties or their workspace that allow the employee to perform the “essential duties” of the position. The law provides some examples of these reasonable accommodations, which may include things like more frequent bathroom breaks, private space for breastfeeding, or a modified work schedule.

    The law also provides another set of more concrete rights to pregnant women. For instance, employers may not force accommodations onto a pregnant woman if she does not want them, a provision that is likely designed to protect women from being forced to modify or reduce their work schedules. Similarly, the law forbids an employer from forcing a pregnant woman to take maternity leave if she chooses not to.

    Employer's Rights

    The law also includes a new set of rights for employers that relate to the issue of reasonable accommodation. The first right is that employers can claim that the accommodation the woman is asking for would place an undue hardship on the company. The law defines undue hardship as “an action that is prohibitively expensive or disruptive.” It also provides four factors for judges to consider when determining whether something is an undue hardship:

    1. 1. The nature and cost of the accommodations;
    2. 2. The financial resources of the facility providing the accommodation and the accommodation's impact on the company's operations;
    3. 3. The resources and size of the employer; and
    4. 4. The type of work the employer does.

    This provides a highly individualized test that depends greatly on both the specific employer and the accommodation requested. The law also provides the employer with the right to request medical documentation supporting the need for the accommodation.

    If you believe that your rights under this new act are being violated or if you are an employer concerned about your obligations under the new law, contact a Crystal Lake employment law attorney today. Our firm helps many northwest suburban employees and businesses in towns like Rolling Meadows, Crystal Lake, Arlington Heights, Inverness, Deer Park, Palatine, and Barrington.

    Ken ApicellaAbout the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.

    Payment for Unauthorized Overtime

    Web Admin - Friday, September 19, 2014

    payment for unauthorized overtime, Palatine employment law attorneyThe law related to wage and hour violations is a complex legal area that touches virtually every employee. These laws lay out employees' rights with regard to things like when they may be paid, how much they must be paid, and the various overtime rules. The overtime rules are some of the most difficult, and can often lead to violations by employers, either knowingly or simply by virtue of not understanding their full complexity. Regardless of the reason for the violation, employees should be aware of their legal rights so that they can enforce them in case something goes wrong.

    One of the most common issues that arises with overtime is the idea of “unauthorized overtime.” Many companies have a policy in place that requires employees to get supervisor permission before they work overtime, because overtime switches them to an increased hourly salary. However, this policy can cause confusion when an employee works unauthorized overtime. Some companies refuse to pay workers extra for unauthorized overtime work, but that refusal is a violation of federal law.

    The Fair Labor Standards Act

    The Fair Labor Standards Act (FLSA) is the major piece of federal legislation governing things like overtime pay and wage and hour violations. For the purposes of the question about unauthorized overtime, the important section is 203(g), which defines the word employ. A company employs someone when it “suffer[s] or permit[s]” the person to work. Such a broad definition of the word employ means that even if the company has not authorized the overtime hours, they are still allowing the overtime work to happen. The fact that they allowed it at all means that the employee must be paid properly for their time, regardless of any company policy. However, employers are still allowed to take certain steps related to authorizing overtime.

    What Employers May Do

    Just because employers must pay their workers for unauthorized overtime does not mean that they are not allowed to have a system for approving overtime beforehand. Companies are allowed to decide whether they want their employees working extra time or would rather simply have the project completed at a later date. In fact, companies are even allowed to institute disciplinary procedures related to working overtime without the proper authorization. Yet, even with such procedures in place, if the employee still works overtime, they must be paid accordingly, even if they are also disciplined for violating the company policy related to unauthorized overtime.

    Employees who have been the victim of wage and hour violations often feel powerless to stand up to their employers. If you believe that you are owed extra overtime pay, contact a skilled Illinois employment lawyer today. Our dedicated team can help provide you with the backup you need to enforce your legal rights as an employee. We assist clients in Palatine, Des Plaines, Buffalo Grove, and those throughout the suburban Chicagoland area.

    About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.

    Common Methods of Wage Theft

    Web Admin - Tuesday, February 11, 2014

    illinois wage theft lawyerMore and more employees are facing issues related to wage theft. Even though many are not aware of what the term actually mean, legal claims related to it have been steadily rising in recent years.

    Broadly speaking, wage theft happens when an employer illegally deprives an employee of wages that they are owed. In some cases that can mean subverting laws that guarantee certain benefits to employees, like the minimum wage law, while in others it can simply mean not abiding by the agreement between the employer and the employee, both of which are violations of the law. Wage theft can be broken down into two categories based on the method the employer uses, methods relating to simply depriving the worker of money they are owed, and methods relating to improperly documenting the worker or their pay.

    Wage Deprivation

    Wage deprivation methods involve improper payroll practices designed to deprive an employee of their pay. The simplest method of this is an employer’s failure to pay their employees on time. This can include tactics like withholding an employee’s last paycheck or paying them for only certain hours or days worked, rather than paying for all their time.

    One common, similar method of wage theft involves withholding overtime pay. Under the Fair Labor Standards act, many employees are entitled to overtime if they work more than 40 hours a week. Employers often take advantage of confusion among employees as to whether they qualify and refuse to pay overtime. Fortunately, the Department of Labor maintains a guide explaining worker’s overtime rights.

    Documentation Issues

    Documentation issues are a slightly subtler version of wage theft. Rather than simply withholding wages, employers will adjust their payroll or misclassify employees to stop paying them everything that the employer owes them. One of the simplest documentation violations is agreeing to pay someone below the minimum wage ($8.25 currently), which is illegal. Employers may also adopt improper policies related to clocking-in, like forcing employees to work for a period in the morning before they start logging hours. These sorts of policies qualify as wage theft since employers owe employees for that time.

    Additionally, employers could improperly classify their employees as independent contractors. Independent contractor is a specific legal status related to the amount of freedom a worker has to set their hours and perform tasks as they see fit. Most workers a business hires will not fall into this category, but an employer may try to label employees as this since it allows the employer to avoid things like workers compensation insurance and payroll tax by shifting the burden to the worker.

    If you believe you have been a victim of wage theft, or have questions about your employer’s practices, get in contact with an Illinois employment lawyer. We serve clients in areas across the northwest suburbs such as Buffalo Grove, Barrington, and Arlington Heights.

    About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.

    Remedies for Unpaid Overtime in Illinois

    Web Admin - Thursday, February 06, 2014

    illinois unpaid overtime employment lawyerAmerican workers are facing a growing problem; their employers are failing to pay them overtime for extra hours that they worked. According to CNN, wage and hour claims have increased 400 percent in the last decade alone. Employers have a variety of tricks they can use to avoid paying employees the money they owe them. For instance, many employers improperly classify their workers as independent contractors, when they should actually be classified as employees.

    This allows employers to subvert overtime laws and shift some of their tax burden to the worker. Employers can also avoid paying overtime by instituting improper policies to prevent employees from logging all of their hours. This can include such practices as forcing employees to clock out for lunches through which they work, making employees show up for work and then wait to clock in until later, or forcing workers to work from home without tracking their hours.

    Fortunately, workers in Illinois have remedies available to them. Employees can bring suits for unpaid overtime under the federal Fair Labor Standards Act (“FLSA”) and under the Illinois Minimum Wage law. However, employees should know that both laws provide different limits on the amounts that they can recover from their employer.

    The Fair Labor Standards Act

    The FLSA is a federal law that protects workers from wage violations. If an employee brings a suit under the FLSA to recover overtime, they can receive overtime pay that the employer owes them from the past two years. That time period may increase to three years if the employee can prove that their employer willfully violated the statute.

    A willful violation of the statute occurs if the employer “showed reckless disregard for the matter of whether their conduct violated the statute.” Additionally, in the case of such willful violations, the court may award “liquidated damages.” These extra damages can be as high as the initial amount of overtime owed, meaning the employee can receive twice the amount that the employer failed to pay them.

    The Illinois Minimum Wage Law

    Illinois also has a minimum wage law under which employees can sue in order to recover overtime pay. Employees can recover up to three years of back pay under this law, regardless of whether the employer willfully violated the law. However, suing under the Illinois law would deprive the employee of the opportunity to receive liquidated damages. Instead, the Illinois law provides for employees to receive two percent interest for each month that their employer owed them overtime.

    Do you have questions about your employer’s overtime practices, or think you may be eligible for overtime pay that you never received? Reach out to a Rolling Meadows employment lawyer today. Our firm operates in many northwest suburban areas including Barrington, Crystal Lake, and Palatine.


    About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.

    Retaliatory Discharge and Whistleblower Claims in Illinois

    Web Admin - Thursday, January 30, 2014

    illinois whistleblower employment lawyerIllinois law creates something called an “at-will” employment relationship between an employee and an employer. Ordinarily, this means that an employer may fire an employee for any reason or even no reason at all. But, Illinois law does create an exception in cases of retaliatory discharge.

    A retaliatory discharge occurs when an employer fires an employee for taking an action that is protected by either a statute or general public policy. One of the most common actions that gives rise to a retaliatory discharge claim is an employer's firing of an employee after “whistleblowing.” Whistleblowing means that an employee reported suspected illegal conduct by the employer to the government, and it is protected by 740 ILCS 174.

    Illinois Whistleblower Protection

    Illinois law provides statutory protection to whistleblowers, so that their employers cannot fire them in retaliation for their reporting. However, the law has a limited set of actions that qualify as whistleblowing for the purposes of legal protection. Employers may not fire their employees for reporting their illegal conduct to a government or law enforcement agency, testifying against them in court, or refusing to perform an illegal act. Furthermore, the information that the employee provides does not actually have to expose any illegal conduct on the part of the employer. Instead, the employee merely needs a reasonable belief that the information involves an illegal act.

    The law also contains a few other miscellaneous provisions. It prohibits employers from putting in place policies that that would prevent an employee from disclosing information that they believed involved an illegal act on the part of the employer. Additionally, the law includes a catch-all provision, designed to provide broader protection to whistleblowers. It forbids employers from retaliating against employees for attempting to expose any “public corruption or wrongdoing.”

    In addition to forbidding retaliatory discharge, the law also recognizes other types of actions as retaliation. Generally speaking, the law forbids employers to retaliate with “materially adverse employment actions.” While termination is certainly the most common, other things like demotions, pay cuts, transfers and shift changes may qualify under certain circumstances.

    In the event that the employee proves that they suffered retaliation, the law provides them with a variety of remedies, including:

    • • Reinstatement; 
    • • Back pay with interest; 
    • • and Compensation for damages from the violation.

    If you believe that you suffered a retaliatory discharge for whistleblowing or some other protected act, contact a Chicago employment lawyer today. Call 847-934-6000 to speak to a member of our team. We serve many Northwest Suburban areas including Barrington, Palatine, Schaumburg, and other surrounding communities.


    About the Author: Attorney Ken Apicella is a founding partner of DGAA focusing in the areas of personal injury, employment, insurance coverage disputes, and civil litigation. Ken earned his J.D. from DePaul University College of Law in 1999. He has been named a SuperLawyers Rising Star and a Forty Illinois Attorneys Under Forty to Watch. Ken has written and lectured for the Illinois Institute for Continuing Legal Education and regularly serves as a moderator at Northwest Suburban Bar Association's Continuing Legal Education seminars.

    Recent Posts


    Tags

    Whistleblower Claims Palatine traffic accidents loss of consortium corporate law creditors minimum wage Schaumburg criminal law attorney Rolling Meadows tax attorney Mount Prospect elder law attorney rumble strips driving Rolling Meadows traffic attorney car accidents hiring employees Illinois civil litigation lawyer Fair Labor Standards Act defective products lawyer Rolling Meadows traffic law firm consent to a search insurance agents Illinois red light cameras probate process Attorney Ken Apicella Barrington real estate lawyer living trust Illinois criminal defense attorney ACA vacation home fines Crystal Lake employment attorney Illinois law employment attorney wrongful termination Palatine law firm Chicago employment lawyer insurance negligence car collision Illinois living will Arlington Heights employment law attorneys real estate zoning owner responsibility Illinois tax attorney Inverness estate planning lawyer agent condo association Rolling Meadows personal injury lawyers Palatine civil litigation lawyer Barrington employment law attorney Illinois insurance lawyer drug crimes lawyer Buffalo Grove probate lawyer Chicago traffic lawyer Schaumburg personal injury lawyers workplace sexual harassment Schaumburg employment attorney Des Plaines tax law firm Exclusions pregnant women digital information Chicago insurance claim attorneys bicycle accidents traumatic brain injuries insurance claim delay real estate leasing marijuana crimes attorney breathalyzer test Chicago estate planning murder defense civil rights violation Buffalo Grove employment lawyer home inspection lawyer personal injury Arlington Heights wills and trusts attorneys Class A misdemeanor fiduciary rule delay Rolling Meadows corporate lawyer Palatine criminal defense lawyer employment contract Rolling Meadows marijuana attorney life insurance policy license filing a medical malpractice claim brain injury probate lawyer Barrington boating accident attorney hit and run accident hands free device insurance attorney healthcare Rolling Meadows personal injury attorney in terrorem provision insurance denials foreclosure Illinois corporate lawyer insurance claims Palatine elder law attorney employment law, meal breaks, rest breaks, hotel employees, Des Plaines employment law attorneys liens Palatine employment lawyer speeding criminal defense Deer Park employment law attorney nursing home negligence loopholes Illinois rollover accident lawyers Illinois medical malpractice lawyers drug crimes job lawyers boating DUI Barrington drug crime attorney Illinois traffic ticket lawyer Illinois wrongful termination lawyer reckless homicide denied insurance claim Illinois medical malpractice claim texting while driving Deer Park DUI lawyer jet ski Illinois driving without license Des Plaines injury law firm POA anesthesia errors workers compensation Schaumburg insurance lawyers rent to own real estate contracts federal regulations for LLCs blood alcohol content back injuries bicycle dooring accidents wills Barrington injury attorney Illinois estate planning attorney Arlington Heights wills and trusts lawyers estate planning, death tax, succession plans, business estate plans, Barrington estate planning lawyers insurance dispute Buffalo Grove car accident lawyer texting and driving distracted driving accident victims probate fees Illinois real estate lawyer Mt Prospect Attorney construction contracts preventable medical errors Schaumburg car accident attorney Rolling Meadows DUI lawyer Illinois employment law dealing with problem employees Crystal Lake personal injury lawyer Illinois personal injury attorney Rolling Meadows insurance dispute lawyers, insurance dispute denied insurance claims Deer Park accident attorney Des Plaines DUI attorney operating agreements Inverness personal injury attorney BUI drunk driving Schaumburg probate attorney Crystal Lake pedestrian accident lawyer real estate attorneys preventing accidents Buffalo Grove traffic attorney Illinois insurance attorney trust payments Rolling Meadows probate lawyer Illinois DUI attorney Schaumburg criminal attorney blended families Joliet general practice lawyers income distribution deducation dynasty trusts Deer Park traffic lawyer Chicago corporate attorney Illinois small business sexual images Riverwoods estate planning lawyer insurance dispute, insurance dispute lawyers, insurance claim denial, insurance claim delays, Rolling Meadows insurance dispute attorneys rollover car crashes paid sick leave estate planning, digital assets, Revised Uniform Fiduciary Access to Digital Assets Act, Illinois digital assets, Illinois estate planning, holiday statistics forming a corporation in Illinois college kids life insurance lawyer employee rights Liquor Control Act child safety power of attorney distracted driving accidents Illinois job attorney Buffalo Grove medical malpractice lawyers Des Plaines motorcycle accident attorney Arlington Heights Traffic Lawyer subcontractor Des Plaines personal injury lawyer estate tax first degree murder Illinois insurance claim attorney insurance agent negligence insurance claim dispute attorney Illinois probate lawyer medical malpractice claims caretaker rights Illinois trucking safety medical marijuana Des Plaines accident attorney Illinois car accident attorney Palatine personal injury lawyer Illinois wills and trusts murder charges estate planning Illinois jet ski accident lawyer institutional trustee car accident lawyer Des Plaines collections attorney criminal revenge porn car accident lawyers Illinois wills and trusts attorneys Crystal Lake business law attorneys Super Mario Chicago will attorney, social media platforms, Illinois estate planning lawyer, Des Plaines pet law attorney Arlington Heights car crash attorneys Schaumburg traffic lawyer Rolling Meadows accident lawyer Mount Prospect wills and trusts lawyers Illinois Workers’ Compensation Commission workers comp Illinois traffic attorneys Rolling Meadows car accident lawyers vacation home condo power of attorney for healthcare startup company Deer Park medical malpractice attorney Illinois boating accident lawyer Illinois injury lawyer DUI penalities commercial leasing Arlington Heights Attorney privacy laws federal crimes Inverness injury lawyer taxes School Visitation Rights Act advance healthcare directive wage theft Landlord Tenant Ordinance Palatine business attorney underinsured motorist Illinois business lawyer Arlington Heights criminal lawyer Palatine traffic lawyer Palatine employment law lawyer Deer Park personal injury lawyer manufacturing liability claims Rolling Meadows estate planning attorney Des Plaines personal injury attorney guardianship attorney unpaid overtime Illinois workers compensation lawyer deadly crashes Schaumburg Rolling Meadows insurance dispute lawyers car crash Palatine civil attorney Schaumburg injury lawyer natural gas Schaumburg elder law lawyer Illinois Sales Representative Act Illinois employment law attorney personal injury claims Chicago biking tips Illinois workers compensation attorney Employment Discrimination Law trucking accidents traffic tickets modern family estate planning Thanksgiving Buffalo Grove corporate attorney Schaumburg medical malpractice lawyer work unions social media after death Illinois trusts attorney medical malpractice, missed diagnosis, delayed diagnosis, medical mistake, Deer Creek medical malpractice lawyers Crystal Lake law firm Long Grove wills and trusts attorneys Crystal Lake will lawyer digital assets Long Grove real estate lawyer pain and suffering compensatory time Barrington workers compensation attorney Crystal lake insurance dispute attorney internet trench injuries Illinois LLC creation Buffalo Grove law firm employee misclassification Schaumburg Attorney Arlington Heights lawyer golf accidents natural gas explosion Illinois real estate Policy Cancellation Kenilworth estate planning lawyer Rolling Meadows personal injury lawyer Crystal Lake pet attorney workers compensation benefits Illinois employment attorneys Illinois insurance dispute lawyers Barrington business law firm overtime pay Buffalo Grove criminal defense lawyer employment contract, employment law, employment at-will, Deer Park employment law attorneys, contract, changes to mortgage law estate planning for college students Illinois employment laws Palatine construction attorney license revocation traffic accidents insurance disputes, Illinois insurance disputes, Illinois insurance dispute attorneys, denied insurance claims, Arlington Heights insurance dispute attorneys truck collisions food poisoning Illinois insurance claim dispute lawyer investment property Schaumburg construction accident lawyer Illinois medical malpractice case motorcycle accident pay when paid contract Illinois lawyer Kenilworth estate planning attorney Crystal Lake medical malpractice lawyer Des Plaines insurance claim caregiver Illinois attorney small business crossover accidents Buffalo Grove injury lawyer pizza emoji pet law Chicago trucking accident attorney PTSD Inverness real estate attorney independent contractor employees FSLA comp time Mount Prospect real estate lawyer DMV digital assets, digital fiduciary, estate planning, digital content, Long Grove estate planning lawyers Rolling Meadows real estate attorney Buffalo Grove personal injury lawyer Barrington estate planning attorney eluding a police officer Rolling Meadows Attorney Arlington Heights employment attorney mortgage trustee health insurance dispute Affordable Care Act GM ignition switches Colin H. Gilbert South Barrington real estate attorney Rolling Meadows criminal attorney estate planning trusts Illinois personal injury lawyers boating under the influence cell phone real estate contract unpaid assessment products liability Barrington attorney Arlington Heights wills and trusts attorney gift taxes Crystal Lake accident attorney Palatine Attorney Long Grove estate planning Des Plaines insurance attorney Illinois insurance claims lawyers Home Sale Contingencies pet bites elder law personal injury accidents residential real estate wrongful death Des Plaines drug crimes lawyer Crystal Lake employment lawyer car accident life insurance claims llinois Real Estate Lawyers Association Illinois motorcycle accident lawyer employment lawyer problem employees Long Grove real estate attorney new real estate form Illinois estate planning law firm pedestrian-automobile accident digital media accounts, estate planning, Arlington Heights estate planning attorney, insurance claim dispute unfunded trust Palatine drug lawyer no contest clauses real estate attorney Illinois elder law attorney Crystal Lake employment law attorney IRA benefits BAC drugs Palatine insurance lawyer Arlington Heights trucking lawyer Fourth of July probate Chicago estate planning lawyer Rolling Meadows employment law attorney criminal record deed transfer car crashes IRS commercial leases traffic crimes Palatine probate lawyer Illinois personal injury liability Palatine real estate lawyer Self-Directed IRA Accounts Arlington Heights car accident lawyer Forcible Entry gift tax exemption, estate planning, estate planning strategies, Illinois estate planning, South Barrington estate planning attorneys Illinois Human Rights Act employee discrimination living trust benefits Inverness elder law lawyer overtime violations Crystal Lake injury attorney Illinois traffic attorney Chicago employment attorney Retaliatory Discharge motorcycle accident lawyer spinal cord injury Rolling Meadows Traffic Lawyer comparative negligence personal injury law firm traumatic brain injury Chicago attorney Des Plaines Traffic Lawyer DGAA Des Plaines medical malpractice attorney traffic violations defense Rolling Meadows medical malpractice lawyers Arlington Heights estate planning attorney Illinois business law atorneys Schaumburg personal injury lawyer Deer Park motorcycle accident lawyer medical research Schaumburg estate attorney BAIID Illinois Probate Act of 1975 Illinois estate planning fault based insurance Palatine corporate attorney healthcare claims wrongful termination, employment law, whistleblower protections, Illinois employment laws, discrimination in the workplace living wills Barrington employment attorney slip and fall Palatine workers compensation lawyer Illinois employee rights attorney. installment contracts employment law, Illinois employment laws personal injury lawyer Buffalo Grove traffic lawyers marijuana severance agreements product liability Illinois home inspection Do Not Resuscitate Rolling Meadows employment law attorneys personal injury attorney underfunded trust Illinois probate claims Chicago lawyer TBI denial of life insurance auto accidents Arlington Heights personal injury lawyer Palatine estate planning lawyer Barrington Illinois estate planning lawyer Crystal Lake car accident attorney Kenilworth estate planning attorneys whistleblower protections trauma after an accident Barrington personal injury lawyer Rolling Meadows litigation lawyer Buffalo Grove insurance claim dispute lawyers Illinois Wage Payment and Collection Act DUI defense construction accidents Barrington Traffic Lawyer privacy Crystal Lake estate planning lawyer trucking accident lawyers surgical mistakes insurance claim denial Arlington Heights TBI attorney Illinois traffic laws Schaumburg estate planning attorney traffic laws rollover accidents controlled substance Crystal Lake tax lawyer Barrington employment law firm insurance dispute attorney drunk driving statistics special needs trust Deer Park traffic accident attorney Arlington Heights accident attorney contracts Transfer on Death Instrument Chicago car accident lawyer Barrington personal injury attorney Illinois medical malpractice attorney Illinois workplace lawyer Jay Andrew Legal Info Schaumburg estate planning lawyer Rolling Meadows criminal lawyer Illinois employment lawyer Deer Park real estate law firm personal injury claim civil litigation attorney landlord tenant law pedestrian accident CAM Illinois insurance claim dispute lawyers Colin Gilbert Illinois employment law attorneys medical malpractice Palatine employment attorney Barrington estate planning lawyer IRA trust transfer wills and trusts Arlington Heights wills and trusts lawyer low-ball insurance settlement Des Plaines real estate attorney uninsured motorist foreclosed rental property Inverness traffic law firm Illinois will lawyer Barrington medical malpractice lawyers Des Plaines criminal attorney unauthorized overtime Arlington Heights real estate lawyer swimming pools Long Grove estate planning attorney Food and Drug Administration's Food Safety Modernization Act Inverness civil lawyer Arlington Heights insurance attorney icy parking lots Rolling Meadows insurance attorney sole proprietorship Crystal Lake medical malpractice law firm construction accidents, personal injury, wrongful death, Arlington Heights personal injury attorneys, workers' compensation premises liability Chicago insurance law firm Illinois pedestrian accident attorney meal breaks Rolling Meadows insurance lawyer real estate Schaumburg civil litigation attorney Inverness accident lawyer real estate lawyer Crystal Lake insurance lawyer Family Medical Leave Act murder business litigation South Barrington real estate lawyer Rolling Meadows drug defense attorney involuntary manslaughter Illinois personal injury lawyer Illinois mortgages right to work estate plan Des Plaines claims law firm slip and fall accidents defective products Barrington criminal lawyer Chicago will attorney disability benefits jet ski accidents LLCs Des Plaines real estate lawyer Illinois Transfer on Death Instrument Inverness probate lawyer Palatine injury attorney Arlington Heights personal injury attorney Federal Food Drug and Cosmetic Act trusts Schaumburg real estate lawyer Crystal Lake civil litigation lawyer pedestrian accidents license reinstatement Illinois speeding lawyer sexual harassment DUI attorney estate attorney drug crime personal injury, auto accident injuries, delayed injuries, serious injuries, Des Plaines personal injury attorneys spinal cord injuries accidental death benefits Illinois defective products attorney living trust vs will Buffalo Grove personal injury attorney insurance disputes DUI DNR Palatine punch death Rolling Meadows Rolling Meadows boating crash lawyer Illinois bicycle safety breach of contract Crystal Lake car accident lawyer Barrington litigation attorney employment law Illinois employment law firm attorney fees Schaumburg wrongful death attorney Barrington criminal defense lawyer ken apicella Des Plaines drug lawyer Crystal Lake medical malpractice attorneys insurance adjusters civil litigation ObamaCare Crystal Lake criminal defense attorney irrevocable trust bike accident automated cars Inverness DUI lawyer Deer Park workers compensation lawyer Illinois workplace discrimination attorney boating accidents financial advisors expungement bad faith insurance claims landlord suspended license Rolling Meadows employment attorney Palatine trusts lawyer real estate closing Home Remodeling Repair Act Des Plaines civil attorney Rolling Meadows business lawyer medication errors mass shooting dog bites Arlington Heights tax lawyer car crash injuries Deer Park criminal attorney Buffalo Grove real estate attorney Barrington civil litigation attorney life insurance Arlington Heights injury attorney estate planning attorney Illinois pet lawyer Arlington Heights traffic attorney Inverness insurance attorney estate planning lawyer appealing an insurance claim Illinois registered agent criminal law underage DUI Palatine corporate law attorneys Detainer Actions field sobriety test medical malpractice compensation traffic violations head on collisions Long Grove estate planning attorneys Crystal Lake traffic lawyer traffic offenses Schaumburg personal injury attorney FMLA traffic deaths Illinois Smoke Detector Act Crystal Lake personal injury attorney tax attorney homestead rights Schaumburg drug defense lawyer Schaumburg employment law attorneys Arlington Heights medical malpractice lawyer drug possession digital evidence Inverness corporate attorney Illinois insurance disputes capital gains tax insurance denial appeals probate claims process dram shop law Inverness real estate lawyer Crystal Lake bike accident lawyer insurance claim denials Arlington Heights pedestrian accidents Illinois traffic accident lawyer fiduciary rule Illinois construction accident attorney Des Plaines personal injury lawyers elder abuse Schaumburg corporate attorney commercial real estate Crystal Lake traffic attorney cell phone accidents cell phone tower data fatal car accidents Illinois collections attorney license suspension pedestrian injuries, pedestrian fatality IRELA senior citizens rest breaks clemency

    Archive