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Illinois Termination (with Discharge): What you need to know

Illinois is an “employment-at-will” state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason, unless a law or an agreement provides otherwise. For instance, federal or state law, a collective bargaining agreement, or an individual employment contract may place limitations on an otherwise at-will relationship.
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Illinois has recognized several notable exceptions to the doctrine of employment at will that limit an employer's ability to discharge an employee.
Court attendance. Employers may not discipline or discharge employees for absences resulting from jury service or a summons to appear as a witness in a criminal case (705 ILCS 305/4.1 and 725 ILCS 5/115-18).
Criminal history. Employers may not use an expunged, sealed, or impounded arrest or criminal history record as the basis to discipline or discharge an employee, unless otherwise required by federal or state law (775 ILCS 5/2-103).
Domestic or sexual violence. Employers with 15 or more employees may not discharge employees for exercising their right to take leave because of domestic or sexual violence (820 ILCS 180/20).
An employer may not discharge an employee because the employee involved:
• Is or is perceived to be a victim of domestic or sexual violence;
• Attended, participated in, prepared for, or requested leave to attend, participate in, or prepare for a court proceeding relating to an incident of domestic or sexual violence; or
• Requested leave or an adjustment to job structure, workplace facility, schedule, telephone number, installation of a lock in response to actual or threatened domestic or sexual violence, regardless of whether the request was ...

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Illinois Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.