Keeping the peace between employer and employees in Chicago
Keeping the peace between employer and employees is beneficial to both, but often an arduous task. Employers want employees to work to the best of his or her ability while maintaining a positive morale. Employees feel the need to hold on to their jobs even if they disagree or dislike their boss. High morale can prevent costly turnovers and increase the productivity of the company.
Considerations in Keeping the Peace
- An employer may want to consider an employment contract that offers more protection for the employee than at-will contracts offer. Improved job security often motivates the employee to perform to a higher degree.
- If you are the boss or owner of a company, take advantage of opportunities to build loyalty from your employees. For example, if the company is in a recession, ask your employees to trust the company and continue to put their best effort into their position. Encourage the employee that their efforts will be rewarded after the recession; then follow through on your promises.
- Create a productive relationship between employees and managers by taking an employee’s concerns seriously. Do not disregard an employee’s complaint or treat him or her unfairly. Develop a reputation for having value in your employees and you will reduce turnover and increase productivity.
- Implement recognition and reward incentives for your employees. Communicate with employees on how to achieve their best.
- Maintain open communications when you make changes in the workplace. Give warning as to what the changes will entail, allow for feedback on the pros and cons of the changes, and react to the cons in a proactive manner to eliminate a downturn in the morale.
Keeping the peace between employer and employee will ensure you have the most productive and positive atmosphere for your company. A reduced turnover rate will be beneficial to your day-to-day business.
Chicago Employment Protection
If you do have issues arise between employer and employees, you need to contact the Chicago attorneys at Goldman & Ehrlic for expert advice on how to reconcile the situation. Call today for a free and confidential consultation.
If you have faced termination from your employer, you need to ensure your rights are protected so you can receive the compensation, unemployment benefits and health insurance coverage you deserve. A lawyer who is familiar with Illinois termination law can guide you in this difficult time and help you receive everything you are owed after your termination. The Chicago law firm of Goldman & Ehrlic has a team of expert employee lawyers you should contact upon your layoff or termination from your employer.
Unlawful Termination Defined
Most employees are hired as “at-will” employees meaning the employer in a private industry has the right to fire or terminate an employee at any time for any lawful reason. Terminating an employee may be unlawful if:
- An implied contract exists and governs the terms of your employment. An implied contract is often considered valid if the employer promised employment for a specified time period.
- The employee was fired under circumstances that violate public policies. For example, an employer cannot terminate an employee for serving on jury duty, serving in the military, filing a complaint for illegal conduct, etc.
- The termination is based on a protected sector; race, color, age, national origin, disability and religion are protected and cannot be basis for firing an employee.
- The employer fired the employee for filing a workers compensation claim, reporting discriminatory behavior or sexual harassment, or reporting an OSHA violation.
If you feel your termination was unlawful, it is imperative to seek the counsel of Chicago termination lawyer. There are statutes of limitations in these legal matters, so it is important for you to begin your case as quickly as possible.
Receive the Benefits You are Owed after Termination
If you have a contract for your employment, you may be eligible for severance pay if your contract contains a severance clause and you are terminated. Most fired employees have the right to continue health coverage for a limited time after separation from the employer under the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986. Additionally, a person who is terminated may be able to receive unemployment compensation to help make ends meet while he or she searches for another job.
Contact the expert employment lawyers at the Chicago law firm of Goldman & Ehrlic to ensure you get what you deserve after termination.
It is important for an employee to understand the legal terms that constitute his or her employment in order for his or her rights to be protected. At-will employment versus for-cause employment can be confusing, and the terms are often misused.
At-Will Employment Defined
At-will employment means the employer can terminate your position “at-will,” without just cause, and without notice unless the firing is in violation of employment laws. All federal and state laws, as well as company policies, must be abided by to prevent an unlawful termination. Whether you believe the termination is justified or unjustified has no bearing upon the legality of the firing.
For-Cause Employment Defined
For-cause employees are somewhat more protected than at-will employees. A for-cause employee cannot be terminated without legitimate reason that has been documented and brought to the employee’s attention, along with an opportunity to correct the behavior. The employer must be firing the employee “for-cause.” Typically, labor unions protect against at-will termination. Government employees are also usually hired under for-cause agreements.
Chicago Employment Lawyer Advocacy
You owe it to yourself to understand the terms of your employment. The expert employment lawyers at the Chicago firm of Goldman & Ehrlic will help you understand your employment contracts, negotiate on your behalf, and protect your rights. If you have become the victim of an unlawful termination, our employment team will advocate for you to right the wrong. Contact our firm today to seek the best employment law guidance available. We will fight for you.