CONDEMNATION

The following Frequently Asked Questions (“FAQs”) provide information about the law of condemnation and eminent domain. The answers are intended to provide general descriptions of the law. Because each case is different, involving different facts and differing legal jurisdictions, the answers may not apply in all circumstances. The appropriate answer in every situation can only be determined after consultation with a lawyer. Accordingly, the following answers to FAQs are not to be thought of as legal advice, but only general descriptions of Illinois law.

Will I receive prior notice of the government's intent to acquire my property?

When do I have to move?

Will I have a say in the decision of the government to take my property?

Should I get an appraisal?

Will the government take all of my property?

LABOR AND EMPLOYMENT

The following Frequently Asked Questions (“FAQs”) provide information about the law of labor and employment. The answers are intended to provide general descriptions of the law. Because each case is different, involving different facts and differing legal jurisdictions, the answers may not apply in all circumstances. The appropriate answer in every situation can only be determined after consultation with a lawyer. Accordingly, the following answers to FAQs are not to be thought of as legal advice, but only general descriptions of Illinois and federal law.

What is the minimum number of employees I must have in order to be covered by Federal and State anti-discrimination laws?

Why can’t I ask an applicant if he has a disability which will prevent him from doing the job for which he applied?

I have an employee who is an alcoholic. Recently, he went off the wagon and started a fight on the shop floor. If he had been sober, I would have fired him, but he claims that his alcoholism is a disability and that I should accommodate him by giving him a last chance. Am I required to accommodate him under the ADA?

What about illegal drugs? Do I have to accommodate an employee's addiction?

How much time does an employee have to file a charge of discrimination?

I received a charge of discrimination from the Illinois Department of Human Rights, but the packet I received contains a letter from the Chicago District Director of the EEOC that says there is also a federal charge of discrimination. What's going on?

I have a customer who likes to "flirt" with the women in the office when he comes for business meetings. Several employees have complained, but I feel that I will lose the customer if I say something to him about his behavior. Can I be held liable for failing to stop him from flirting with my employees?

I have been told that an employee has 300 days to file a charge of discrimination. I just received a charge which claims that the employee has been sexually harassed for two years. Will EEOC dismiss the charge because it wasn't filed on time?

I just received a summons and complaint regarding a former employee who says that she was fired because of her race. Doesn't she have to file a charge of discrimination with the EEOC first?