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Terminating Employees
Lombard Office
630-426-0196
Chicago South Loop
312-528-3290

Attorneys for Assistance with Terminating Employees in Arlington Heights

Experienced Legal Guidance on Terminating Employees in Schaumburg, Palatine, and Cook County

arlington heights employment lawyers

Many small businesses are hesitant to terminate an employee because they feel like they do not fully understand Illinois employment laws. The decision to let an employee go is rarely an easy one to begin with, but there are times when it is best for both the employer and employee to part ways. To ensure that you are fully compliant with all governing laws and regulations, it is a good idea to consult experienced legal counsel before terminating employees.

For over 15 years, A. Traub & Associates has provided skilled guidance and representation for small to medium sized businesses with legal matters such as terminating employees. Our lawyers are honest, compassionate, responsive and down to earth. We understand the challenges you face as a small business, and we work hard to provide the personalized representation you deserve. When you need help handling employee disputes, we work closely with you to bring your matter to a swift and favorable resolution. It is always preferable to resolve these matters outside of court, but when litigation is called for, we are there each step of the way to aggressively advocate for your best interests.

Terminating Employees in Illinois

In most cases, the employer-employee relationship in Illinois is considered to be "at will." This means that generally, an employee can be terminated at any time without reason and written notice. There are some important exceptions to this principle, including in cases where there are the following:

  • Employment Agreements: If there is an employment contract with specific terms and conditions regarding termination, these terms and conditions typically override the "at will" principle. It should be noted that even an unwritten agreement regarding conditions of termination could be considered binding.
  • Violations of Anti-Discrimination Laws: If an employee is terminated on the basis of race, religion, gender, national origin, disability, sexual orientation, or any other protected class, that can be considered wrongful termination.
  • Public Policy Violations: Employees are allowed to engage in certain activities without fear of retaliation. These include filing a workers' compensation claim, exposing illegal or improper conduct in the workplace (being a whistleblower), requesting time off under the Family Medical Leave Act (FMLA) and taking off work to participate in armed forces activities.

Though documentation of work performance is usually not required to terminate an employee, it is still good practice. In addition, Employee handbooks and policies should clearly spell out what is expected of employees and which actions may lead to termination.

Contact Our Employment Law Attorneys

If you are an entrepreneur or small business and need business counseling regarding issues such as terminating employees, or if you have already had a complaint filed against you, we are here to help. Contact our office today for a personalized consultation with one of our experienced business law attorneys. If you are not able to reach us immediately, we make every effort to return your call within 24 hours.

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