Ongoing Employment Advice
Employers as a regular course receive employment advice from their attorneys - and you should also receive such advice from a knowledgeable attorney of your choosing to level the playing field.
Some employees believe that if they merely complain to/ contact the Employer’s human resources department with an issue that their situation will be dealt with fairly - and sometimes it will. But it is important to realize that one of the primary functions of an Employer’s HR employees is to protect the Employer itself from liability; and so an employee cannot assume that the HR employee will either act to protect a complaining employee or maintain a request for confidentiality.
Yet many times (for a variety of reasons) it is necessary to first complain to the Employer’s HR department to protect your rights. I can assist you in navigating this situation toward attempting to obtain the result that you want.
I have over 30 years experience pursuing justice on behalf of employees - fighting institutions who engage in illegal employment practices. I have represented everyone from administrative support staff and blue-collar workers to high-level corporate executives, delivering strategic and intelligent solutions for employees faced with seemingly overwhelming challenges in the workplace. I can take some of the pressure off of you so that you can know your rights and know how to better handle your employment situation.
My law firm is dedicated to providing employees with innovative solutions, tenacious representation, and practical advice. As I stated in my home page, because I have represented both individuals and businesses, I know from experience what motivates both employees and employers in employment disputes. This dual perspective shapes not just my litigation strategies, but also my approach to resolving disputes.
I can assist you with workplace concerns such as:
How to address difficult/ ongoing work situations involving your boss/ supervisor/ co-workers (documentation and direct/ indirect communications with the Employer/ supervisor/ HR);
How to respond to/ address your having been issued a negative performance review or a Performance Improvement Plan - sometimes a rebuttal is needed, sometimes an internal complaint is needed, and sometimes both (or neither) or are needed;
Best practices for communicating with Human Resources;
Exit strategies - having the Employer agree not to contest unemployment and provide a positive or at least neutral reference/ obtaining severance where you decide you want to leave your employment/ attempting to work out the elimination of a restrictive covenant; and
What to do if your rights are being violated (there are usually many options).
Employers do not have all the power, and I can advise you of your rights and inherent tactical advantages as well as the employer’s vulnerability areas and how best to properly address and press forward your rights for maximum effectiveness.
Sometimes ongoing advice is needed (which I attentively provide), but other times a single consultation is all that is needed so that you will have a working strategy to go forward (which I also provide).
Depending on the circumstances, a mere consultation with me can make a positive difference in your employment situation (sometimes being the difference between you being disciplined/terminated and that not occurring), which understandably can likewise make a big impact on your income as well as your peace of mind.
Call me to briefly discuss if it makes sense for you to come in for an appointment to my Chicago loop office to further discuss your employment situation.