Workplace civil rights cases are at heart about whether the rules really apply to everyone. The firm represents employees in cases involving discrimination, retaliation, and termination that violate federal and state law.
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. The statute covers hiring, firing, pay, promotion, benefits, and the conditions of employment. Related federal statutes cover age (the ADEA), disability (the ADA), and equal pay. The firm represents employees in claims under each.
Most federal employment discrimination claims require filing a charge with the Equal Employment Opportunity Commission before suit can be brought. The deadlines are short, generally 300 days in Illinois. The firm handles EEOC charges from intake through right-to-sue, including position statement responses, mediations, and investigation interviews. A well-built EEOC record makes the federal case stronger when litigation begins.
Retaliation has become one of the most common employment discrimination claims and one of the strongest. Federal law protects employees who oppose discrimination, who file complaints, who participate in investigations, and who serve as witnesses. Retaliation claims often succeed when underlying discrimination claims fail because the employer's reaction to the protected activity is a discrete, traceable event. The firm builds retaliation cases around the timing, the documentary record, and the shift in treatment that often follows a complaint.
Successful Title VII plaintiffs may recover back pay, front pay, compensatory damages for emotional distress, and in cases of intentional discrimination, punitive damages, subject to statutory caps. Prevailing parties are entitled to attorney fees and costs under the federal fee-shifting statutes. Equitable remedies, including reinstatement and injunctive relief against the employer's practices, are also available.
Employment cases are difficult. Employers have lawyers, HR departments, and documentation systems designed to defend against exactly these claims. The firm takes cases where the evidence is strong enough to win, not just strong enough to file. That assessment happens at the first consultation, before any commitment is made, and clients get an honest read on what the case looks like.
If you have been discriminated against, harassed, or retaliated against in the workplace, the firm welcomes a confidential conversation about what happened.
Every case begins with a private conversation. Reach out to the firm to share what happened and find out what options may be available under Illinois and federal law.
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