The Law Office of Jeffrey J. Kmoch

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In 2022, Illinois significantly restricted the use of non-competition agreements. The new Illinois law, the Freedom to Work Act, restricted the use of non-competition agreements (aka “covenants not to compete”) and other related agreements in several ways. Notably, the Act prohibited non-competition agreements for workers making less than $75,000 (adjusted upwards every five years), prohibited

Recently, it has come to my attention that some affiliates of credit reporting services are posting questionable job ads – for relatively high-paying ($22+ per hour), no skill or experience required and with immediate start dates – and then asking applicants to first send them screenshots from a credit reporting service. These services, however, while

The federal Department of Labor (DOL) released its long-awaited final rule to revise and update its regulations interpreting joint employer status under the Fair Labor Standards Act (FLSA), which governs responsibility for payment of minimum wages and overtime.
This rule rolls back the Obama administration’s much broader definition of joint employer and replaces it with

Today, Governor Pritzker signed HB0834 into law, amending Illinois’ Equal Pay Act to now prohibit employers from inquiring into job applicants’ salary or wage histories or using an applicant’s wage history, if volunteered, to screen them out of a position. Employers may still, however, ask applicants about their wage expectations. Unlike certain other jurisdictions’ wage

On June 2, 2019, both houses of the Illinois legislature passed Senate Bill 75, the Workplace Transparency Act (“WTA”), and Governor Pritzker is expected to sign the bill into law shortly.
The WTA amends the Illinois Human Rights Act (“IHRA”), expanding protections for Illinois workers against discrimination and harassment by:

  • Extending the IHRA to prohibit

In Lau v. Abbott Labs, 2019 IL App (2d) 180456 (Ill. App., Apr. 2, 2019), the Appellate Court of Illinois 2nd District, reversed in part the trial court’s grant of summary judgment and resurrected the discharged employee’s claims of discrimination on the basis of sex, race, national origin, or age.

A Plaintiff Need Not Identify