When married parents get divorced, they create a parenting plan that outlines key issues regarding their child's upbringing. The parenting plan explains when each parent will care for the child, how major decisions about the child's education and upbringing will be made, and much more. Of course, life is full of unexpected changes and many parents find themselves in a position where they need to modify their parenting plan.

If you need to modify your child parenting agreement and you live in DuPage County Illinois, it is important to understand laws regarding modifications. Depending on your circumstances, what you need to change, and when the parenting arrangement was put in place, you may need to meet certain standards to modify your parenting plan. Read on to learn more.

Modifying the Parenting Time Schedule

Parenting time, previously called visitation, is the time each parent spends supervising and caring for the child. Many parents decide on a parenting time schedule that gives both parents the opportunity to spend time with the child. For example, one parent has the child during the weekdays while the other parent has the child during the weekends.

 Collaborative divorce is a specific type of divorce process in which spouses are represented by their own attorneys, but still work cooperatively toward a solution. The ultimate goal of the collaborative divorce process is to reach a settlement on divorce issues such as property division and the allocation of parenting time and responsibilities without litigation. To facilitate this process, the divorcing spouses typically sign a Participation Agreement. The Participation Agreement is a document that outlines each party's commitments and expectations throughout the collaborative divorce process.

Elements of a Participation Agreement or Collaborative Agreement

A Participation Agreement is a document that outlines the expectations of all parties involved in the collaborative divorce. It outlines each party's legal rights and obligations.

Most participation agreements include the following provisions:

The construction industry is vital to our modern lives. Without construction workers, many of the buildings, roads, and structures that we use on a daily basis would not be standing. Unfortunately, this important industry is also plagued by a serious and pervasive problem: sexual harassment.

Exploring the Problem of Sexual Harassment in the Construction Sector

Most would agree that construction work is much unlike the office jobs that dominate today’s typical workplace. Construction workers are often forced to work in close proximity to each other, climbing scaffolding or working on ladders in tight spaces. This can make some workers a little too comfortable when it comes to making inappropriate comments or touching other workers.

Furthermore, the construction industry is overwhelmingly male. Only about four percent of construction workers are women. Although sexual harassment can happen to anyone of any sex, sexual orientation, or gender expression, statistics show that sexual harassment is more common when there is a major disparity in gender within a workplace. One survey found that 66 percent of respondents claim to have experienced sexual harassment or gender bias while working in the construction industry.

 Sexual harassment in the workplace has become a hot button issue in recent years. After celebrities such as Harvey Weinstein and Matt Lauer were publicly scrutinized for accusations of workplace sexual harassment, more and more people started taking notice of the issue.

As an employee, it is crucial that you understand your rights under Illinois and federal law. Many workers unknowingly allow discriminatory and offensive behavior to go unchecked because they are not aware of the rights and the legal safeguards designed to protect them. This allows perpetrators to continue their unlawful behavior and avoid being held accountable for their misconduct. Unfortunately, discriminatory practices tend to proliferate if nothing is done to stop it, which is why it is so important for employees to speak up.   

Employees Have a Right to Be Free from Discrimination and Harassment

As an employee, you have the right to be free from discrimination on the basis of sex, race, color, sexual orientation, gender identity, disability, or national origin. Under the Illinois Human Rights Act, employers are required to provide a workplace free from any form of unlawful discrimination. This includes sexual harassment. 

If you are a divorced parent or soon will be, you may already be planning for the upcoming summer break. For many families, the end of the school year marks the beginning of a time when many co-parents must establish a new schedule for their children. The best way to ensure that everyone has an enjoyable and successful summer is to work together as co-parents and ensure that you and the other parent are on the same page regarding parenting time and responsibilities.

Set up a Parenting Plan or Temporary Allocation Order

The parenting plan or parenting agreement is crucial for divorced parents in Illinois. This is the document that contains everything from when each parent will have the children to how major decisions regarding childcare and education will be made. It is important that both parents agree to the terms of the plan, as it will serve as a road map for all parenting situations during summer break and beyond. If you are in the middle of getting divorced and do not yet have your final parenting plan, you can ask the court to enter a temporary order.

Divorcing parents who are on good terms may be able to negotiate temporary custody plans without the need for a formal court order, but it is still recommended that you put this agreement in writing.