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Process
Our legal process begins with a confidential case intake to document the facts, dates, and evidence. We then conduct a rigorous analysis against federal statutes like Title VII of the Civil Rights Act and state laws such as the Illinois Human Rights Act. Our team, including senior attorneys and paralegals, builds your claim by gathering documentation, identifying witnesses, and calculating potential damages, which can include back pay, front pay, and compensatory damages, often quantified into six or seven figures in substantial cases. We manage the entire legal procedure, from filing administrative charges with the appropriate agency to litigation in federal or state court, ensuring every procedural step, including the critical 90-day right-to-sue letter deadline, is meticulously met. For specific issues like wrongful termination, learn more about our Termination & Dismissal practice.
Local Considerations — Chicago
Employment law practice varies significantly across the United States due to a complex overlay of federal statutes and diverse state laws. While federal laws like the ADA, FMLA, and FLSA set a baseline, states like California, New York, and Illinois have more protective statutes for workers regarding minimum wage, paid leave, and anti-discrimination. Our national practice is adept at navigating this patchwork. In the Midwest, including our home base of Chicago, we frequently handle cases involving plant closures, manufacturing sector discrimination, and violations of the Illinois Biometric Information Privacy Act (BIPA). We tailor our strategy to the specific jurisdictional nuances, whether representing a tech worker in a Silicon Valley non-compete dispute or a retail employee in a New York City wage-and-hour collective action.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical Case Evaluation Period | 1-3 Business Days |
| EEOC Charge Filing Deadline (Illinois) | 300 Days |
| Federal Court Filing Deadline Post Right-to-Sue | 90 Days |
| Common Damages Sought | Back Pay, Front Pay, Compensatory |
Standards & Compliance
- Title VII of the Civil Rights Act of 1964
- Americans with Disabilities Act (ADA)
- Illinois Human Rights Act
- Fair Labor Standards Act (FLSA)
Employment Lawyers in Chicago
Locations covered in Chicago
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Our team reviews your project and issues an initial report at no cost.
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Frequently Asked Questions
What is the first step in evaluating an employment law case?
The first step is a detailed, confidential consultation where we review all relevant facts, dates, communications, and documents. We analyze this information against applicable state and federal laws to provide a preliminary assessment of the claim's merits, potential legal theories, and critical deadlines.
How long does an employment lawsuit typically take?
The timeline varies widely. An EEOC investigation can take 6-12 months. If a lawsuit is filed, discovery and pre-trial proceedings often last 1-2 years, with the potential for longer if the case goes to trial. Many cases settle during mediation or through negotiation before trial.
What types of evidence are crucial for an employment case?
Key evidence includes employment contracts, offer letters, pay stubs, performance reviews, internal complaints (emails, HR reports), witness statements, and any documentary proof of the adverse action (termination letter, demotion memo) and the alleged discriminatory or retaliatory motive.
How much does an employment lawyer cost?
Legal fees depend on the case's complexity, required discovery, and anticipated litigation stage. Each listed firm typically works on a contingency fee basis for discrimination and wrongful termination cases, meaning we only get paid if we recover money for you. For other matters like contract review, we may use hourly or flat-fee structures. We provide a clear fee agreement after the initial case evaluation.