The Chicago regulatory environment is very favorable to employees. An employee does not have to win an original discrimination, harassment, or wage complaint to bring a retaliation claim. In many cases, the employee only needs to show that they engaged in legally protected activity and then suffered some type of punishment because of it.
This creates major risk for employers because a legitimate disciplinary decision must often occur shortly after an employee complains about something. Our Chicago business law attorney can help employers dealing with employment law issues. Whether you need to respond to employee complaints or defend against retaliation allegations before they become expensive lawsuits, we are here to help.