Claimed Lawyer ProfileOffers Video ChatQ&ALII GoldResponsive Law
- Employment Law
- Business Law
- Arbitration & Mediation
- Consumer Law
Additional Practice Areas
- Severance Agreement
- Pregnancy Discrimination
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Jurisdictions Admitted to Practice
- 7th Circuit
- English: Spoken, Written
- Managing Attorney
- Pietrucha Law Firm, LLC
- American Medical Association
- Law Offices of Joel Weisman, P.C.
- Northern Illinois University
- J.D. (2009)
- University of Illinois - Urbana-Champaign
- B.A. (2006) | Pre-Law, Journalism and Spanish
- Honors: President's Leadership Award
- Activities: Spanish Tutor
- Selected as Top 40 under 40 Illinois Employment Lawyers
- The National Black Lawyers
- National Employment Lawyers Association
- American Bar Association
- Business Law Section, Employment Law Section
- Illinois State Bar  # 6315653
- ISBA Standing Committee on Women & the Law , ISBA Standing Committee on Women & the Law , Chicago, IL
- Illinois State Bar Association (ISBA)
- Illinois Association of Public Procurement Officials Fall 2015 Conference , Illinois Association of Public Procurement Officials Fall 2015 Conference , Lombard, IL
- Illinois Associaton of Public Procurement Officials
21 Questions Answered
- Q. Can an employer resend a job offer after I let them know about a birth defect that may slightly slow me down?
- A: The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability unless doing so would cause significant difficulty or expense for the employer ("undue hardship"). You should connect with an experienced employment discrimination attorney to discuss your options. Do not delay as your matter has important deadlines.
- Q. I'm high risk for COVID. Boss says return to office instead of working remotely. Do I get unemployment if I get let go?
- A: Under federal law, you likely have the right to ask for a reasonable accommodation for your disability. Have you shared the doctor's note with management or human resources? If not, immediately write a request for a reasonable accommodation to work from home. Your doctor's note needs to support this request and specifically speak to it. I am an Illinois licensed attorney knowledgeable in federal laws related to reasonable accommodations for a disability. If you get fired, you can claim you were fired in violation of federal law for simply asking for a reasonable accommodation for a disability. I am of course assuming that your "high risk for COVID" statement means you have a medical condition or disability that impacts you ability to perform your job, including the location of where you can do your job during COVID-19 concerns.
- Q. Is it really legal to not allow an employee to work if they medically can not wear a face mask.
- A: This is a difficult topic that does not have a clear "yes" or "no" answer. Overall, you should be allowed to make decisions for your own well being but in an employment setting, the employee doesn't have full control. The logic behind the mask requirement is that you can spread flu/COVID-19 before you have symptoms of it, and wearing a mask would contain the spread. Some think COVID-19 is a fake crisis that has been overblown and others are taking it seriously and scared to interact in public. Companies are getting sued for wrongful death and negligence when they don't provide their public-facing employees masks and other protective gear, and also when they don't protect their employees from others including the public, co-workers and even candidates for new hire. If you don't want to wear a mask and you have a medical reason for it, you would need to provide the employer medical documents to substantiate the medical condition that prevents you from wearing a mask. You would have to ask for a medical accommodation. If you don't want to wear a mask and you have a religious reason for it, you would need to communicate your beliefs and ask for a religious accommodation. The laws that like apply: ADA/EEOC, OSHA
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