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style="--awb-border-sizes-top:0;--awb-border-sizes-bottom:1px;--awb-border-sizes-left:0;--awb-border-sizes-right:0;--awb-border-color:#a8aec1;--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-padding-top:0px;--awb-padding-right:0px;--awb-padding-bottom:0px;--awb-padding-left:0px;--awb-margin-top:0px;--awb-margin-bottom:0px;--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap" style="width:104% !important;max-width:104% !important;margin-left: calc(-4% / 2 );margin-right: calc(-4% / 2 );"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-2 fusion_builder_column_1_1 1_1 fusion-flex-column" 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83--awb-caption-title-font-weight:var(--h2_typography-font-weight);--awb-caption-title-font-style:var(--h2_typography-font-style);--awb-caption-title-size:var(--h2_typography-font-size);--awb-caption-title-transform:var(--h2_typography-text-transform);--awb-caption-title-line-height:var(--h2_typography-line-height);--awb-caption-title-letter-spacing:var(--h2_typography-letter-spacing);"><span class=" fusion-imageframe imageframe-none imageframe-2 hover-type-none"><img fetchpriority="high" decoding="async" width="1950" height="480" alt="The front steps to the entrance of the Art Institute of Chicago" src="https://glickmanpc.com/wp-content/uploads/2022/10/blog-2.jpg" data-orig-src="https://glickmanpc.com/wp-content/uploads/2022/10/blog-2.jpg" class="lazyload img-responsive wp-image-1970" 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class="fusion-row" style="max-width:100%;"> 91<section id="content" class="full-width"> 92 <div id="post-1335" class="post-1335 page type-page status-publish has-post-thumbnail hentry"> 93 <span class="entry-title rich-snippet-hidden">Blog</span><span class="updated rich-snippet-hidden">2022-10-12T13:47:59-05:00</span> <div class="post-content"> 94 <div class="fusion-fullwidth fullwidth-box fusion-builder-row-3 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling" style="--awb-background-position:left top;--awb-border-sizes-top:0px;--awb-border-sizes-bottom:0px;--awb-border-sizes-left:0px;--awb-border-sizes-right:0px;--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-padding-top:50px;--awb-padding-bottom:20px;--awb-background-color:var(--awb-color6);--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap" style="max-width:1216.8px;margin-left: calc(-4% / 2 );margin-right: calc(-4% / 2 );"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-3 fusion_builder_column_1_1 1_1 fusion-flex-column" style="--awb-bg-blend:overlay;--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:0px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;"><div class="fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column"><div class="fusion-title title fusion-title-1 fusion-sep-none fusion-title-text fusion-title-size-one" style="--awb-text-color:var(--awb-color2);--awb-margin-top-small:0px;--awb-margin-right-small:0px;--awb-margin-bottom-small:20px;--awb-margin-left-small:0px;"><h1 class="fusion-title-heading title-heading-left fusion-responsive-typography-calculated" style="margin:0;text-transform:capitalize;--fontSize:38;line-height:var(--awb-typography1-line-height);">Employment Law Chicago Blog</h1></div><div class="fusion-separator" style="align-self: flex-start;margin-right:auto;margin-top:0px;margin-bottom:40px;width:100%;max-width:170px;"><div class="fusion-separator-border sep-single sep-solid" style="--awb-height:20px;--awb-amount:20px;--awb-sep-color:var(--awb-color3);border-color:var(--awb-color3);border-top-width:3px;"></div></div></div></div></div></div><div class="fusion-fullwidth fullwidth-box fusion-builder-row-4 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling" style="--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-margin-top:50px;--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap" style="max-width:1216.8px;margin-left: calc(-4% / 2 );margin-right: calc(-4% / 2 );"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-4 fusion_builder_column_1_1 1_1 fusion-flex-column" style="--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:0px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;"><div class="fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column"><div class="fusion-blog-shortcode fusion-blog-shortcode-1 fusion-blog-archive fusion-blog-layout-medium fusion-blog-pagination fusion-blog-no-images"><div class="fusion-posts-container fusion-posts-container-pagination" data-pages="39"><article id="blog-1-post-2175" class="fusion-post-medium post-2175 post type-post status-publish format-standard hentry category-employment-law-chicago-blog"> 95<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/employer-alert-2026-amendments-to-the-illinois-workplace-transparency-act/">Employer Alert–2026 Amendments to the Illinois Workplace Transparency Act</a></h2><div class="fusion-post-content-container"><p>The Illinois Workplace Transparency Act, 820 ILCS 96/1-5, has been amended by the Illinois Legislature, effective for any employment or separation agreement entered into on or after January 1, 2026. The amendments impose additional restrictions and requirements on employers in connection with employment, separation and settlement agreements, with which Illinois employers should fam
95iliarize themselves.</p> 96<p><strong>Expanded Definitions</strong></p> 97<p><strong>Concerted Activity</strong></p> 98<p>The amendments expand the definition of concerted activity to include âactivities engaged in for the purpose of collective bargaining or other mutual aid or protectionâ¦.â</p> 99<p><strong>Unlawful Employment Practice</strong></p> 100<p>The amendments expand the definition of an unlawful employment practice to include, in addition to unlawful discrimination, harassment and [â¦]</p> 101</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2025-12-29T17:16:30-06:00</span><span>December 29th, 2025</span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/employer-alert-2026-amendments-to-the-illinois-workplace-transparency-act/" aria-label="More on Employer Alert–2026 Amendments to the Illinois Workplace Transparency Act">Read More</a></div></div></article> 102<article id="blog-1-post-2148" class="fusion-post-medium post-2148 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-adea-age-discrimination-in-employment-act tag-constructive-discharge tag-seventh-circuit"> 103<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/7th-circuit-reverses-summary-judgment-on-constructive-discharge-age-discrimination-claim/">7th Circuit Reverses Summary Judgment On Constructive Discharge Age Discrimination Claim</a></h2><div class="fusion-post-content-container"><p>On June 18, 2025, the 7th Circuit reversed an order of summary judgment in favor of a defendant-employer on a constructive discharge age discrimination claim. <em>Murphy v. Caterpillar Inc.</em>, No. 24-1517 (7th Cir. June 18, 2025).</p> 104<p>To establish a <em>prima facie </em>case of age discrimination claim under the Age Discrimination in Employment Act (âADEAâ), a plaintiff must demonstrate that they: (i) are in the protected age class, (ii) met the employerâs legitimate performance expectations, (iii) suffered an adverse employment action, and (iv) were treated less favorably than similarly situated substantially younger employees. If the plaintiff meets the elements of a <em>prima facie </em>case of age [â¦]</p> 105</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2025-07-02T16:22:33-05:00</span><span>July 2nd, 2025</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/adea-age-discrimination-in-employment-act/" rel="tag">ADEA (Age Discrimination in Employment Act)</a>, <a href="https://glickmanpc.com/tag/constructive-discharge/" rel="tag">Constructive Discharge</a>, <a href="https://glickmanpc.com/tag/seventh-circuit/" rel="tag">Seventh Circuit</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/7th-circuit-reverses-summary-judgment-on-constructive-discharge-age-discrimination-claim/" aria-label="More on 7th Circuit Reverses Summary Judgment On Constructive Discharge Age Discrimination Claim">Read More</a></div></div></article> 106<article id="blog-1-post-2144" class="fusion-post-medium post-2144 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-reverse-discrimination tag-scotus tag-title-vii-title-vii-of-the-civil-rights-act-of-1964"> 107<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/scotus-levels-the-playing-field-for-reverse-discrimination-plaintiffs/">SCOTUS LEVELS THE PLAYING FIELD FOR REVERSE DISCRIMINATION PLAINTIFFS</a></h2><div class="fusion-post-content-container"><p>On June 5, 2025, SCOTUS ruled in favor of a heterosexual woman in a Title VII reverse discrimination case, who alleged that her employer denied her promotion and demoted her because of her sexual orientation. <em>Ames v. Ohio Dept. of Youth Services</em><em>, </em>605 U.S. ___ (2025). SCOTUS held that Title VII reverse discrimination plaintiffs are not held to a heightened evidentiary legal standard. SCOTUS rejected the Sixth Cir
107cuitâs requirement, that members of a majority group must plead and prove the additional element of âbackground circumstances to support the suspicion that the defendant is that unusual employer who discriminates against the majority.â [â¦]</p> 108</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2025-06-08T12:01:30-05:00</span><span>June 8th, 2025</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/reverse-discrimination/" rel="tag">Reverse Discrimination</a>, <a href="https://glickmanpc.com/tag/scotus/" rel="tag">SCOTUS</a>, <a href="https://glickmanpc.com/tag/title-vii-title-vii-of-the-civil-rights-act-of-1964/" rel="tag">Title VII (Title VII of the Civil Rights Act of 1964</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/scotus-levels-the-playing-field-for-reverse-discrimination-plaintiffs/" aria-label="More on SCOTUS LEVELS THE PLAYING FIELD FOR REVERSE DISCRIMINATION PLAINTIFFS">Read More</a></div></div></article> 109<article id="blog-1-post-2085" class="fusion-post-medium post-2085 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-employment-contracts tag-non-competition-agreements-restrictive-covenants"> 110<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/texas-court-strikes-down-ftc-ban-on-non-competition-agreements/">Texas Court Strikes Down FTC Ban on Non-competition Agreements</a></h2><div class="fusion-post-content-container"><p>On August 20, 2024, in the case of <em>Ryan</em><em> v. FTC, </em>a federal judge in the United States District Court for the Northern District of Texas struck down the Federal Trade Commissionâs Final Rule that would have banned all non-competition agreements nationwide. The judge entered a nationwide permanent injunction invali
110dating, setting aside, and barring the implementation of the FTC Final Rule. The courtâs ruling is based on the grounds that the FTC exceeded its statutory authority and the Final Rule is arbitrary and capricious.</p> 111<p>The ruling has significant practical effect for all employers nationwide. The FTC Final Rule will not take effect [â¦]</p> 112</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2024-08-22T15:41:52-05:00</span><span>August 22nd, 2024</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/employment-contracts/" rel="tag">Employment contracts</a>, <a href="https://glickmanpc.com/tag/non-competition-agreements-restrictive-covenants/" rel="tag">Non-competition agreements/restrictive covenants</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/texas-court-strikes-down-ftc-ban-on-non-competition-agreements/" aria-label="More on Texas Court Strikes Down FTC Ban on Non-competition Agreements">Read More</a></div></div></article> 113<article id="blog-1-post-2078" class="fusion-post-medium post-2078 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-sexual-harassment"> 114<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/elements-of-a-sexual-harassment-claim/">Elements of a Sexual Harassment Claim</a></h2><div class="fusion-post-content-container"><p>On June 13, 2024, the 7th Circuit affirmed an order of summary judgment in favor of an employer-defendant in a Title VII sexual harassment case. <em>Anderson v. Mott Street</em>, No. 23-2765 (7th Cir. June 13, 2024). The plaintiff, a restaurant host, sued the employer for sexual harassment, sex discrimination and retaliation. In order to state a claim for hostile work environment sexual harassment, a plaintiff must plead and prove: (i) her work environment was both objectively and subjectively offensive, (ii) the harassment was based on her gender, (iii) the conduct was so severe or pervasive as to alter the conditions [â¦]</p> 115</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2024-07-16T11:02:31-05:00</span><span>July 16th, 2024</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/sexual-harassment/" rel="tag">Sexual harassment</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/elements-of-a-sexual-harassment-claim/" aria-label="More on Elements of a Sexual Harassment Claim">Read More</a></div></div></article> 116<article id="blog-1-post-2070" class="fusion-post-medium post-2070 post type-post status-publish format-standard hentry category-employment-law-chicago-blog"> 117<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/7th-circuit-affirms-summary-judgment-on-equal-pay-act-claims/">7th Circuit Affirms Summary Judgment on Equal Pay Act Claims</a></h2><div class="fusion-post-content-container"><p>On April 30, 2024, the 7th Circuit affirmed summary judgment in favor of an employer-defendant on equal pay, retaliation, discrimination, and hostile work environment claims. <em>Rongere v. City of Rockford</em>, No. 23-1761 (7th Cir. April 30, 2024). The plaintiff sued her former employer under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, the Illinois Human Rights Act, the Illinois Whistleblower Act, and Illinois common law.</p> 118<p>The equal pay claim failed because the plaintiff did not identify adequate comparators. To establish a claim under the Equal Pay Act, a plaintiff must demonstrate that: (i) different wages are [â¦]</p> 119</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2024-05-13T11:48:07-05:00</span><span>May 13th, 2024</span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/7th-circuit-affirms-summary-judgment-on-equal-pay-act-claims/" aria-label="More on 7th Circuit Affirms Summary Judgment on Equal Pay Act Claims">Read More</a></div></div></article> 120<article id="blog-1-post-2064" class="fusion-post-medium post-2064 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-employment-contracts tag-non-competition-agreements-restrictive-covenants"> 121<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/ftc-bans-non-competition-agreements/">FTC BANS NON-COMPETITION AGREEMENTS</a></h2><div class="fusion-post-content-container"><p>On April 23, 2024, the U.S. Federal Trade Commission (âFTCâ) published its Final Rule abolishing employment non-competition agreements. The Final Rule does not go into effect until 120 days after its date of publication in the Federal Register (the âEffective Dateâ).</p> 122<p>The Final Rule states that non-competition agreements constitute an unfair method of competition and, therefore, violate Section 5 of the FTC Act. After the Effective Date, employers will be prohibited from: (i) entering into or attempting to enter into non-competition agreements with employees, (ii) enforcing or attempting to enforce existing non-competition agreements with employees, or (iii) representing to employees that [â¦] 123</p></div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2024-05-10T12:30:38-05:00</span><span>May 10th, 2024</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/employment-contracts/" rel="tag">
123Employment contracts</a>, <a href="https://glickmanpc.com/tag/non-competition-agreements-restrictive-covenants/" rel="tag">Non-competition agreements/restrictive covenants</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/ftc-bans-non-competition-agreements/" aria-label="More on FTC BANS NON-COMPETITION AGREEMENTS">Read More</a></div></div></article> 124<article id="blog-1-post-1896" class="fusion-post-medium post-1896 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-ada-americans-with-disabilities-act tag-fmla-family-and-medical-leave-act tag-northern-district-of-illinois tag-retaliation tag-seventh-circuit tag-u-s-court-of-appeals tag-u-s-district-court"> 125<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/7th-circuit-affirms-summary-judgment-for-employer-in-fmla-lawsuit/">7th Circuit Affirms Summary Judgment for Employer in FMLA Lawsuit</a></h2><div class="fusion-post-content-container"><p>On March 9, 2022, the 7th Circuit affirmed an order of summary judgment in favor of the defendant employer in a lawsuit filed by a former employee, who alleged that the employer violated the Family and Medical Leave Act (âFMLAâ) by terminating her employment four days after she returned to work from an FMLA leave of absence. Anderson v. Nations Lending Corporation, No. 21-1885 (7th Cir. March 9, 2022). She filed a federal lawsuit for violations of the Americans with Disabilities Act as well as for interference and retaliation under the FMLA. In an FMLA interference lawsuit, the employee has [â¦]</p> 126</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2022-07-14T09:42:53-05:00</span><span>April 20th, 2022</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/ada-americans-with-disabilities-act/" rel="tag">ADA (Americans with Disabilities Act)</a>, <a href="https://glickmanpc.com/tag/fmla-family-and-medical-leave-act/" rel="tag">FMLA (Family and Medical Leave Act)</a>, <a href="https://glickmanpc.com/tag/northern-district-of-illinois/" rel="tag">Northern District of Illinois</a>, <a href="https://glickmanpc.com/tag/retaliation/" rel="tag">Retaliation</a>, <a href="https://glickmanpc.com/tag/seventh-circuit/" rel="tag">Seventh Circuit</a>, <a href="https://glickmanpc.com/tag/u-s-court-of-appeals/" rel="tag">U.S. Court of Appeals</a>, <a href="https://glickmanpc.com/tag/u-s-district-court/" rel="tag">U.S. District Court</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/7th-circuit-affirms-summary-judgment-for-employer-in-fmla-lawsuit/" aria-label="More on 7th Circuit Affirms Summary Judgment for Employer in FMLA Lawsuit">Read More</a></div></div></article> 127<article id="blog-1-post-1341" class="fusion-post-medium post-1341 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-ada-americans-with-disabilities-act tag-seventh-circuit tag-u-s-court-of-appeals"> 128<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/americans-with-disabilities-act-direct-threat-analysis/">Americans with Disabilities Act–Direct Threat Analysis</a></h2><div class="fusion-post-content-container"><p>On February 11, 2022, the 7th Circuit affirmed an order of summary judgment in favor of an employer in a disability discrimination lawsuit under the Americans with Disabilities Act (âADAâ).  <em>Pontinen v. US Steel Corporation</em>, No. 21-1612 (7th Cir. Feb. 11, 2022). The employer rescinded an offer of employment after determining that the potential employeeâs disabilityâseizure disorderâposed a direct threat to himself and to others in the workplace. The 7th Circuit concluded that summary judgment was appropriate because the undisputed evidence demonstrated that the disability was not the âbut forâ cause of the rescission of the job offer.</p> 129<p>The ADA prohibits an [â¦]</p> 130</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2022-07-13T14:30:53-05:00</span><span>February 15th, 2022</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/ada-americans-with-disabilities-act/" rel="tag">ADA (Americans with Disabilities Act)</a>, <a href="https://glickmanpc.com/tag/seventh-circuit/" rel="tag">
130Seventh Circuit</a>, <a href="https://glickmanpc.com/tag/u-s-court-of-appeals/" rel="tag">U.S. Court of Appeals</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/americans-with-disabilities-act-direct-threat-analysis/" aria-label="More on Americans with Disabilities Act–Direct Threat Analysis">Read More</a></div></div></article> 131<article id="blog-1-post-1485" class="fusion-post-medium post-1485 post type-post status-publish format-standard hentry category-employment-law-chicago-blog tag-at-will-employment tag-employment-contracts tag-illinois-appellate-court tag-illinois-law tag-illinois-supreme-court tag-retaliation"> 132<div class="fusion-post-content post-content"><h2 class="blog-shortcode-post-title entry-title"><a href="https://glickmanpc.com/blog/retaliatory-discharge-claim-for-employees-who-complain-about-unpaid-wages-under-the-illinois-wage-payment-and-collection-act/">Retaliatory Discharge Claim for Employees who Complain about Unpaid Wages under the Illinois Wage Payment and Collection Act.</a></h2><div class="fusion-post-content-container"><p>On December 23, 2021, the Illinois Appellate Court, Second District, held that the Amended Illinois Wage Payment and Collection Act (the âActâ) creates a statutory cause of action for retaliatory discharge for an employee whose employment has been terminated for exercising his or her rights under the Act. <em>Dichiarro v. Woodland Maintenance Group, LLC</em><em>, et al.</em>, 2021 IL App (2d) 210418 (2nd Dist. Dec. 23, 2021). The plaintiff alleged that the defendants terminated her employment in retaliation for and because of her repeated demands for payment of unpaid wages due and owing to her under the terms and conditions of [â¦]</p> 133</div></div><div class="fusion-clearfix"></div><div class="fusion-meta-info"><div class="fusion-alignleft"><span class="updated" style="display:none;">2022-02-01T00:00:00-06:00</span><span>February 1st, 2022</span><span class="fusion-inline-sep">|</span><span class="meta-tags">Tags: <a href="https://glickmanpc.com/tag/at-will-employment/" rel="tag">At-will employment</a>, <a href="https://glickmanpc.com/tag/employment-contracts/" rel="tag">Employment contracts</a>, <a href="https://glickmanpc.com/tag/illinois-appellate-court/" rel="tag">Illinois Appellate Court</a>, <a href="https://glickmanpc.com/tag/illinois-law/" rel="tag">Illinois law</a>, <a href="https://glickmanpc.com/tag/illinois-supreme-court/" rel="tag">Illinois Supreme Court</a>, <a href="https://glickmanpc.com/tag/retaliation/" rel="tag">Retaliation</a></span><span class="fusion-inline-sep">|</span></div><div class="fusion-alignright"><a class="fusion-read-more" href="https://glickmanpc.com/blog/retaliatory-discharge-claim-for-employees-who-complain-about-unpaid-wages-under-the-illinois-wage-payment-and-collection-act/" aria-label="More on Retaliatory Discharge Claim for Employees who Complain about Unpaid Wages under the Illinois Wage Payment and Collection Act.">Read More</a></div></div></article> 134</div><div class="pagination clearfix"><span class="current">1</span><a href="https://glickmanpc.com/blog/page/2/" class="inactive">2</a><a class="pagination-next" rel="next" href="https://glickmanpc.com/blog/page/2/"><span class="page-text">Next</span><span class="page-next"></span></a></div><div class="fusion-clearfix"></div></div></div></div></div></div> 135 </div> 136 </div> 137 </section> 138 139 </div> <!-- fusion-row --> 140 </main> <!-- #main --> 141 142 143 144 <div class="fusion-tb-footer fusion-footer"><div class="fusion-footer-widget-area fusion-widget-area"><div class="fusion-fullwidth fullwidth-box fusion-builder-row-5 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling" style="--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-padding-top:20px;--awb-padding-bottom:10px;--awb-background-color:var(--awb-color8);--awb-flex-wrap:wrap;" ><div class="fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap" style="max-width:1216.8px;margin-left: calc(-4% / 2 );margin-right: calc(-4% / 2 );"><div class="fusion-layout-column fusion_builder_column fusion-builder-column-5 fusion_builder_column_1_3 1_3 fusion-flex-column" style="--awb-bg-size:cover;--awb-width-large:33.333333333333%;--awb-margin-top-large:0px;--awb-spacing-right-large:5.76%;--awb-margin-bottom-large:0px;--awb-spacing-left-large:5.76%;--awb-width-medium:50%;--awb-order-medium:0;--awb-spacing-right-medium:3.84%;--awb-spacing-left-medium:3.84%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-margin-bottom-small:0;--awb-spacing-left-small:1.92%;"><div class="fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column"><div class="fusion-text fusion-text-1" style="--awb-content-alignment:center;--awb-font-size:13px;--awb-text-color:hsla(var(--awb-color2-h),var(--awb-color2-s),calc(var(--awb-color2-l) + 27%),var(--awb-color2-a));"><p>© Copyright 2026 Stephen A. 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