While it may seem that summer just started, a quick look inside any big-box store is all the proof you need that back-to-school time is right around the corner. Shelves and displays are filled with notebooks, backpacks, and pencils, and school-appropriate styles dominate the clothing racks. As a parent, you are likely to be feeling a mix of emotions about sending your children back to school. On one hand, it is a little sad that summer will soon be over, but on the other hand, you could probably stand a little extra quiet time after being around your children more consistently. If you share co-parenting responsibilities with your former partner, however, back-to-school is a perfect time to re-evaluate your rules, boundaries, and other elements of your parenting arrangements.

Talk About the Upcoming Year

It is important for both parents to know what to expect for the new school year. If you are the parent with the majority of the parenting time, you probably have a good idea of what teachers your child will have, what time the bus comes, and similar details. For the sake of your children, be sure to share this information with the other parent. You may also need to confirm that the school is aware that each parent should be receiving important notices and paperwork. If you are the parent with less parenting time, you should also check with the school to make sure you are kept in the loop.

Sexual harassment in the workplace has never been a more hotly-debated topic. There have been laws against inappropriate sexual behavior at work for decades. Discrimination on the basis of sex has been against the law in the U.S since the 1964 Civil Rights Act. However, many instances of sexual harassment have gone unchecked throughout the years, and many people’s lives have been negatively affected as a result.

Last year, the nation was taken by storm by the viral Twitter hashtag #MeToo as thousands of men and women shared their stories of sexual harassment and sexual assault. During this time of controversy and change, it can be hard to know exactly what actions are acceptable at work and what are not. For example, should you date a co-worker? There are no easy answers, but there are some things you should keep in mind regarding romantic relationships at work.

Dating at Work When There Is a Power Differential Between the Employees

It is a trope that is played out in movies and on television regularly: a married couple is unhappy—possibly even separated—but neither wants to take action and file a petition for divorce. This situation could just as easily happen in real life. For some people, there may be a psychological barrier that prevents them from being the one to formally ask for a divorce. While such feelings are understandable, you may be able to reap a few unexpected benefits by filing your divorce petition before your spouse does.

The Legal Side

From a legal perspective, there is not much advantage to be gained by being the first to file. Unlike other types of civil court proceedings, there is no burden of proof that is automatically assumed by either side. This is especially true since Illinois eliminated fault-based divorce in 2016. Technically, the spouse who files is the plaintiff or petitioner, and the other spouse is the defendant or respondent. Both parties have equal rights to make requests, present evidence, and file motions.

In the wake of allegations of sexual misconduct against a number of high-profile individuals, it seems that public awareness of issues like workplace sexual harassment is at an all-time high. While one could certainly argue that many of the accusations were not related to employment scenarios, a large portion of them have been—at least indirectly. According to several surveys and various news outlets, the increase in awareness is having an effect on the approach that many companies are taking to address the issue.

More Than Half of Companies Have Reviewed Policies

Last month, a Chicago-based consulting company released the results of a survey it conducted, relying on answers provided by more than 150 human resources directors from across the country. The survey found that 52 percent of employers have reviewed their policies on sexual harassment since the #MeToo and #TimesUp movements began last October. Of those, nearly 60 percent made updates to their sexual harassment policies. Updates included “adding and clarifying reporting avenues and instituting ‘zero tolerance’ and anti-bullying policies when it comes to workplace harassment,” said Andrew Challenger, vice president of the consulting company that conducted the survey.

Family courts in Illinois—like those in the rest of the country—often have the unenviable task of making very difficult decisions regarding how a child will be cared for following the divorce or breakup of his or her parents. In more tragic situations, including those in which the child’s parents are deceased or incarcerated, the courts may need to decide on a guardian or other caretaker for the affected child. Throughout all of these types of cases, Illinois law provides that the child’s best interest should always be the top priority. To make sure the best interests of the child are fully protected, the court may appoint a specially-trained attorney to serve as a guardian ad litem for the duration of the proceedings.

The Role of a GAL

A guardian ad litem, or GAL, is an attorney who does not work on behalf of any party in a child-related legal matter. Instead, he or she serves more as an extension of the court and as an independent expert witness. The GAL is tasked with developing a proposed outcome for the case that, in his or her trained opinion, will provide the best possible scenario for the child. To do so, the GAL is granted the power to investigate the relevant circumstances of all involved parties by conducting interviews, visiting homes, and reviewing appropriate documents, including previous court records.