Employment Lawyers for Rockford, Illinois
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Meet some of our Rockford Employment Lawyers
Jeff A.
Trusted legal counsel and business advisor to businesses and executive teams in the software, financial, and technology industries. Practice areas include commercial transactions, licensing, SaaS/PaaS/IaaS delivery models, software product development, regulatory compliance, new business formation, employment matters, and general corporate matters.
Lauren F.
Former partner in mid-size firms, now a solo practitioner, with over a decade of experience in commercial real estate, including leasing, acquisition and disposition, and real estate finance.
September 12, 2023
Sarah P.
Sarah graduated magna cum laude from the University of Illinois College of Law in 2013. Prior to opening her own practice, Sarah worked in a large law firm defending corporate clients. She then transitioned to a smaller firm where her longing to serve clients in the surrounding community became evident. With her prior experience, Sarah opened her own firm in 2016 and has since served Lemont and the surrounding areas.
September 19, 2023
Sahil M.
Drishti Law is devoted to assisting clients identify and protect their competitive advantage by establishing a capitalization strategy that adapts to their needs. Our expertise focuses on developing competent asset management strategies for innovators, creators, startups, and businesses. Additionally, navigating the current IP trends require a seamless experience that is personable and reflective of your goals. The principal attorney, Sahil Malhotra, founded Drishti Law because of his deep passion and ever-evolving interest in Intellectual property and Data Privacy. We take a holistic approach in balancing the risk and rewards as it relates to the development, management, and capitalization of your assets. Our ability to implement complex litigation and prosecution services permits effective execution of trademark, trade secret, copyright, and data privacy for individuals and businesses. It begins with creating a client-centric environment that develops trust through efficient decision making and instituting creative solutions.
November 1, 2023
Katherine V.
I am a skilled legal researcher and writer with a background in contract drafting and negotiation as well as litigation. I've served as an arbitrator for the past three years and have presided over nearly 400 binding arbitrations for an online dispute resolution platform. Additionally, I am a content writer and editor for the insurance division of LexisNexis. In my role as a contractor for LexisNexis, I research, draft, and edit high-quality legal reference tools on a variety of insurance topics for use by lawyers and insurance industry professionals.
April 21, 2024
Jocelyn W.
Jocelyn A. Walters-Hird focuses her practice on conservation law and other real estate matters. She has provided counsel on dozens of conservation easement transactions as well as fee sales and acquisitions, including the structuring, negotiating, and closing of such projects. Prior to joining the conservation community, Jocelyn worked as a litigator, which has informed her approach to drafting workable documents and resolving post-transaction issues. With both in-house counsel and private practice experience, Jocelyn has a unique skillset allowing her to problem solve and provide sound legal advice to land trusts, landowners, and other organizations. She is the former Sr. Staff Attorney at the Minnesota Land Trust, where she led the legal team of the state’s largest non-profit land trust. She also worked as Attorney for Conservation Partners, LLP, a nationally-recognized boutique law firm that has assisted land trusts and landowners in protecting hundreds of thousands of acres of land. Jocelyn now serves as Contracted Counsel for the firm.
Lisa C.
Lisa Copland Gordon is a seasoned litigator who has practiced law in Illinois for over 25 years. She is a graduate of Northwestern Pritzker School of Law, with a concentration in Civil Litigation and Dispute Resolution. Lisa earned her undergraduate degree from Princeton University. Lisa provides counsel to clients in real estate matters including purchasing, selling, HOA and lease issues. She also represents clients and small businesses in all Cook County courthouse locations.
May 23, 2024
Marcia P.
Marcia is an experienced business litigation and transactional attorney providing general counsel to individuals and small businesses owners in transactions and business disputes. Marcia's law practice focuses primarily on commercial litigation and transactional law. She represents and defends individuals, partnerships, limited liability companies, corporations, and not-for-profit corporations in a variety of commercial and employment disputes including partnership disputes, shareholder disputes, member disputes, and contract disputes. Additionally, she advises clients on transactional matters including contract creation, review, and negotiation, real estate transactions, mergers and acquisitions, donations, corporate governance, municipal governance, policy formation, and various compliance issues.
Jack D.
Attorney licensed in Texas & Illinois
July 25, 2024
Jolanta Z.
Licensed to practice Law in Illinois since 2009. Family Law and Real Estate Law Attorney.
November 13, 2024
Alyssa C.
Illinois-licensed attorney with 9 years of experience in public interest work utilizing advanced skills in contract & project management, compliance, investigation, risk management, & training. Proven record developing and managing partnerships to deliver exceptional results in government agencies, non-profits, law firms, and broad community networks leading to multi-million dollar recoveries, risk management, and execution of large-scale program initiatives. Skills include: 1. Project & Contract Management: 9 years in project & contract management tracking project and contract goals, stages, budgets, and deliverables to lead and support program and department initiatives. 2. Compliance, Investigation, & Risk Management: 9 years in law, policy, & programs conducting investigation, research, writing, analysis, and education in administrative agency and court matters relating to: compliance, financial regulation, contracts, employment, workforce development, healthcare, retirement assets, mental health, disability, taxes, immigration, civil rights, grants, benefits, social services, & criminal defense. 3. Training/Teaching: 4 years training co-workers & community partners; 3 years teaching in U.S. & Ecuador (7 total). 4. Technology: Microsoft Office (including Excel), Contract Express, DocuSign, SharePoint, Westlaw, Lexis Nexis, Concordance, GoldFynch, Clio, Smokeball, Qualtrics, Google Forms, Slack, Zoom, Teams, Webex, & Adobe. 5. Spanish: Advanced Spanish skills from 1 year of teaching, studying, & travel in Ecuador, Peru, & Mexico.
February 26, 2025
Carissa E.
As a resident of the Chicago Southside, Attorney Carissa Essex is a dedicated mother, wife, and attorney. Carissa graduated from the Illustrious Spelman College in Atlanta, Georgia in 2012 with a Bachelor of Arts Degree in Political Science. She then returned to Chicago to obtain her Juris Doctorate in 2016 from DePaul University College of Law. After working in Corporate America for several years as a full-time Legal Project Manager practicing law part-time, Carissa decided to devote all of her time to her legal practice and founded Essex Law in early 2024. Focusing on Family Law and Real Estate Law matters, Essex Law provides exceptional and affordable services to all throughout the Chicagoland Area.
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Browse Lawyers NowEmployment Legal Questions and Answers
Employment
Settlement Agreement
Illinois
Can settlement agreements include non-monetary terms?
I recently entered into a settlement agreement with another party, and I am trying to determine whether non-monetary terms can be included in the agreement. I am concerned about potential liabilities and obligations that may arise from the agreement if non-monetary terms are included. I would like to know what legal considerations I should take into account when crafting the agreement.
Andre T.
Settlement agreements can contain any provisions that the parties are willing to agree to provided that those provisions are not illegal or against public policy. There are also safe guards that can be included in the language of the agreement so that legally enforceable terms are undisturbed even if part of the agreement may be found to be invalid.
Employment
Severance Agreement
Ohio
Can my employer modify the terms of my severance agreement after I have signed it?
I recently signed a severance agreement with my employer, which outlined the terms and conditions of my departure from the company, including a monetary compensation package. However, my employer has now informed me that they want to modify certain aspects of the agreement. I am unsure if they have the legal right to do so, and I am seeking clarification on whether my employer can make changes to the severance agreement after it has been signed.
Gary S.
Hello. Thank you for the opportunity to respond to this question. In general, NO, once a severance agreement has been signed by both the employer and the employee, the agreement cannot be modified. However, if the employer hasn't yet signed the agreement, and only the employee has signed the agreement, the employer may suggest modified terms as part of the negotiation. Also, if the agreement has been executed by both parties and the agreement contains a revocation period, the employee (or possibly the employer) may still be able to revoke the agreement within a certain number of days. The agreement would have to be reviewed to see if it has a revocation clause. Bottom line, if both parties have signed a validly executed severance agreement, the employer cannot unilaterally modify the terms of the agreement, unless the agreement states otherwise. * This response is for general information purposes only and does not constitute legal advice or create an attorney-client relationship. For advice specific to your situation, please consult a qualified attorney.
Employment
Employee Separation Agreement
California
Can an employee be forced to sign a separation agreement that includes non-compete clauses?
I recently received a separation agreement from my employer, which includes non-compete clauses that restrict me from working in the same industry for a certain period of time. I am concerned about the potential impact on my career prospects and wonder if I can be legally compelled to sign such an agreement.
Jeff G.
Forced? No. Can they condition signature to receiving some form of severance? Yes. Can they condition it to receive a final paycheck of money earned? No. Can they include a non-compete in a separation agreement? Yes… but California has VERY employee-friendly laws related to non-competes. The specifics of the presented language in the agreement will matter and should be reviewed by competent counsel in your jurisdiction.
Employment
Employee Separation Agreement
North Carolina
How to draft an employee separation agreement?
I am a small business owner and recently had to let go of an employee. I need to ensure that all of our interests are protected and that everything is done according to the law. I am looking for guidance in drafting an employee separation agreement that would be suitable for both parties.
N'kia N.
Generally speaking, an employee separation agreement should address rights, responsibilities, and restrictions. As applicable, this typically includes pay and benefits (such as final pay, severance pay or garden leave pay, COBRA, 401K, and stocks); return of company property; release of claims; and restrictive covenants (such as non-competition, non-disclosure/confidentiality, and non-disparagement). The agreement may also include other agreed-upon or required terms (such as eligibility for rehire and reference to the Age Discrimination in Employment Act/Older Worker Benefit Protection Act). This is just general guidance, as what is most appropriate for an employee separation agreement varies depending on specific circumstances.
Employment
Employment Offer
Ohio
Can an employer rescind a job offer after it has been accepted?
I recently went through the interview process for a job and received a verbal offer, which I accepted. However, a week later, the employer contacted me to rescind the offer, citing budgetary constraints. I had already given notice at my current job and now find myself unemployed. I would like to know if the employer has the legal right to rescind the offer after it has been accepted and if I have any recourse in this situation.
Gary S.
Hello and thank you for the opportunity to respond to this very important question. Here’s is a general breakdown of the situation from a legal perspective: 1. Is a verbal job offer binding? General rule: Employment in most U.S. states is “at-will.” This means either the employer or the employee may terminate the employment relationship at any time, for almost any reason, unless a contract specifies otherwise. A verbal job offer can sometimes create a contract if its terms are clear and definite (position, compensation, start date, etc.), but enforcing it is often difficult—especially if it’s for at-will employment. Courts usually distinguish between "an enforceable contract" (rare in at-will employment unless specific promises are made) and "a preliminary negotiation" (not enforceable). 2. Legal claims that might be available You likely do not have a straightforward breach of contract claim unless there was a definite term of employment promised (e.g., “we guarantee you 12 months of work at X salary”). However, there are a couple of possible avenues: Promissory Estoppel (Reliance): If you reasonably relied on the promise of employment (e.g., quit a stable job, relocated, incurred expenses), and suffered damages as a result, some courts allow recovery under promissory estoppel. This doesn’t force the employer to hire you, but may entitle you to compensation for losses caused by reliance. Fraud / Misrepresentation: If the employer knew at the time of the offer that there was no budget (or never intended to hire), you might argue fraudulent inducement. This is difficult to prove but can apply in bad-faith scenarios. State Law Protections: A few states have stronger protections for employees in this position. For example, California courts have sometimes allowed damages for reliance even when employment is at-will. Other states may not. 3. Practical considerations If the employer rescinded the offer quickly due to genuine budget issues, courts often see that as within the scope of at-will employment. However, since you gave notice and are now unemployed, "promissory estoppel" may be the most viable theory. The potential recovery is generally limited to the losses incurred (e.g., lost wages during the unemployment period, moving expenses), not the value of the job itself. You may also want to explore negotiating severance-type compensation from the employer as a goodwill measure (sometimes companies will do this to avoid litigation or reputational harm). Disclaimer: This response is provided for general informational purposes only and does not constitute legal advice. No attorney-client relationship is created by this communication. Laws vary by jurisdiction, and you should consult with a qualified attorney in your area for advice regarding your specific situation.
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