Illinois employment discrimination lawyer.
Your employer’s explanation should be tested against the evidence. Custardo Law represents employees in selected discrimination, harassment, accommodation, and retaliation matters.
A discrimination case is built from the employment record: what the employer knew, how it treated the employee, what changed, and whether its explanation fits the documents and the treatment of others.
Discrimination in workplace decisions
Federal employment laws address discrimination based on protected characteristics such as race, sex, religion, national origin, age, and disability. Illinois law may also apply. The employer, the alleged conduct, and the available facts determine which laws and procedures fit the case.
The firm reviews selected matters involving termination, demotion, hiring or promotion decisions, pay, assignments, and other workplace actions. A focused assessment examines the stated reason for the action, the employee’s record, and evidence of different treatment.
Disability accommodation and workplace access
Accommodation disputes can turn on the employee’s job duties, the requested change, the information provided, and the employer’s response. The firm examines the communications, the practical demands of the position, and the process that occurred.
Bring any accommodation request, medical or work-restriction correspondence already provided to the employer, job description, and response from management or human resources. The legal assessment should connect the requested accommodation to the work the employee needed to perform.
Harassment and retaliation after a complaint
Workplace harassment and retaliation raise related but distinct questions. The firm evaluates the conduct reported, who knew about the complaint, what the employer did in response, and the action that followed.
Complaints about discrimination, requests for reasonable accommodation, and participation in discrimination proceedings can involve protected activity. The relevant protection and proof requirements depend on the law and circumstances. Keep the complaint, responses, and documents reflecting the employer’s later decisions.
A disciplined path from charge to litigation
Some employment claims require an administrative charge before a court action. Agency deadlines and later court deadlines can differ. An internal complaint or ongoing settlement discussion should not be assumed to protect a filing deadline.
Custardo Law evaluates the claim, the available evidence, the applicable procedural route, and the potential remedies. That assessment informs agency submissions, negotiation, discovery, dispositive briefing, and trial preparation when litigation is appropriate.
For an initial inquiry, provide the employer’s name, the dates of the main events, the challenged decision, and any EEOC or Illinois Department of Human Rights paperwork. Include any severance agreement and the date by which a response has been requested. The firm’s office is in Lisle, serving Chicago, DuPage County, and other Illinois communities.
Common questions
Do I need an EEOC or state agency charge first?
Certain claims require an administrative charge before suit. The correct agency, deadline, and next step depend on the claim and employer. Provide any charge and notices you have already received.
Can a disability accommodation problem lead to a claim?
It can require legal review. The analysis considers the job, the employee’s limitations, the accommodation requested, and the employer’s response under the applicable law.
What evidence is useful for a first review?
A timeline, job reviews, discipline or termination documents, complaint or accommodation communications, and agency notices are useful starting points. Identify the decision-makers and comparable employees you believe are relevant.
Should I sign a severance agreement before speaking with counsel?
An agreement can affect claims and impose deadlines. If you want legal review, provide the complete agreement and response date before signing so its effect can be evaluated.
Related practice areas
Helpful resources
Start with the facts that matter.
Send a concise summary, the court or employer involved, and any known deadline.