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The Zoldan Law Group, PLLC is a full-service employment law firm. We represent both employees and employers throughout Chicago in matters ranging from discrimination claims to disputes involving non-compete agreements. With broad experience assisting clients in all stages and areas of employment law issues and litigation, our attorneys are ready to assist you with your specific goals.
Employment law is one of the fastest evolving areas of legislation. Because of this, our Chicago employment lawyers invest considerable time in staying up to date, so they know what has changed and how it may affect your company, or you, and your situation. Our lawyers will sit down with you to discuss the chain of events that brought you to us. By looking at the evidence and piecing together the specifics of your story, we can help give you a better sense of what your legal options are and what to anticipate. Most importantly, by hiring the right attorney, you can expect them to handle all of the details of your case for you, while being guided through each part of the process.
The Zoldan Law Group, PLLC commonly represents either employees or employers in the following types of matters:
In addition to federal legislation, the state of Illinois has specific laws that protect most employees, regarding wages and work hours:
Both state and federal laws dictate the minimum hourly wage an employee can be paid. As of the first of January 2020, Illinois has set the state’s minimum wage amount to $9.25 for workers who or 18 or older. However, Chicago is one of two local jurisdictions where the minimum wage is higher. The current hourly wage in Chicago is $13.00 per hour, which is $5.75 higher than the federal minimum wage of $7.25 per hour. Those under the age of 18 must receive at least $8.00 per hour. Tipped employees must receive minimum wage as well, but employers are able to pay $6.40 as their base pay and their tips make up the difference.
Employees who work more than 40 hours in one workweek, must be paid “time-and-a-half” of their typical hourly rate for any additional hours. This is specified by both state and federal laws. An employee who receives $12 an hour, for example, should be paid $18 for every additional overtime hours worked over 40 hours. However, for many employers and employees, it can be a grey area.
Employers are not required by federal or state law to pay employees for holidays, vacation time, or sick days. Unless, they have entered into a contract or an agreement with the employee, stating that said employee will be compensated for holidays, vacation days, and/or sick days.
Though not all employers are required to adhere to these rules, the vast majority are expected to, and may face substantial penalties for noncompliance.
It’s never too soon to get in touch with a Chicago employment law attorney. Employers and employees should start working to protect themselves right away. Call (312) 980-9992 today.
"I highly recommend them if you are looking for smart, accurate and helpful legal work. I recently engaged the Zoldan Law Group in a complex contractural issue - they were able to help me understand my options, walk through pros/cons for each and provide a thoughtful recommendation. Ultimately, they gave me much needed clarity and confidence throughout the process and I will gladly engage them in future matters."