After a divorce or separation, parents must follow the orders put in place in family court. These orders will address child related matters, including the allocation of parental responsibilities (legal custody) and parenting time (physical custody). They will also address child support to ensure that parents are meeting their children’s financial needs. In some cases, one parent may fail to follow the court’s orders, and the other parent may need to enforce these orders. 

If you need to make sure your ex is following your child support or parenting judgment, it is important to understand your options for enforcement. With the help of a skilled family law attorney, you can act to protect your children’s best interests and resolve any issues related to violations of court orders.

Workplace sexual harassment is a serious issue that affects many people in various lines of work. It can have harmful effects on the victims, leading to emotional distress, career setbacks, and even physical harm. Even though it is far too common, there are still several myths about workplace sexual harassment that need to be debunked. For those who have experienced sexual harassment in the workplace, a skilled attorney can provide guidance on the legal options that are available.

Myth 1: Sexual Harassment Only Occurs Between Opposite Genders

Contrary to popular belief, sexual harassment can occur between any combination of genders. It is not limited to interactions solely between men and women. Both men and women can be victims or perpetrators of sexual harassment in the workplace.

The process of getting a divorce can often be complex and difficult. The dissolution of a marriage may involve disputes related to property division, child custody, alimony, and many other issues. Traditionally, divorce cases are resolved through litigation in which each party will hire their own attorney to represent them in court.

However, there is an alternative method that has gained popularity in recent years, and it is known as collaborative law. This option offers couples the opportunity to resolve their disputes amicably without litigation in court. During a collaborative divorce, open communication and cooperation between spouses will be encouraged, and they will work to find win-win solutions rather than taking an adversarial approach.

Sexual harassment is a pervasive issue that affects employees in various industries and workplaces. While many people are aware of the laws protecting employees from sexual harassment by their employers or co-workers, there may be some confusion about whether these protections extend to harassment from customers, clients, or other non-employees. By understanding their legal rights, employees can make sure sexual harassment by non-employees will be addressed correctly.

Employee Protections Against Sexual Harassment

The primary law that provides protection against workplace discrimination and harassment in Illinois is the Illinois Human Rights Act (IHRA).  The IHRA prohibits employers from subjecting employees to a hostile work environment due to unwanted sexual advances or conduct. These protections extend not only to direct actions taken by an employer and other employees, they also encompass acts committed by non-employees. While under federal law, Title VII does not explicitly mention sexual harassment by non-employees, courts have interpreted its provisions broadly enough to also cover such instances.

Sexual harassment is a serious issue that affects many individuals in the workplace. It can have long-lasting effects on victims, both emotionally and professionally. If you have experienced sexual harassment in Illinois, it is important to understand your rights and the legal options available to you. One question that often arises is whether there is a statute of limitations for reporting sexual harassment and what actions you will need to take within the appropriate time limits.

Understanding the Statute of Limitations

The statute of limitations refers to the time period within which a victim must take action to address discrimination they have experienced due to sexual harassment. In the context of sexual harassment, the statute of limitations determines how long a victim has to report the harassment and seek legal recourse. The time limits will vary depending on the type of legal claim and the jurisdiction. 

In Illinois, the statute of limitations for reporting sexual harassment depends on the specific legal claim being pursued. It is important to note that the statute of limitations may vary depending on the circumstances of each case, so it is advisable to consult with an experienced attorney to understand the specific time limits that apply to your specific situation.