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  • Discrimination
  • Age Discrimination
  • Race and Sex Discrimination
  • Religious and Disability Discrimination
  • Sexual Orientation Discrimination
  • Retaliation
  • Housing Discrimination
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  • Federal Overtime Law
  • Illinois Overtime Law
  • Indiana Overtime Law
  • Iowa Overtime Law
  • Michigan Overtime Law
  • Pennsylvania Overtime Law
  • Wisconsin Overtime Law
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Successes in the Year 2004

The larger office space into which the firm moved in November of 2003 could not have come at a better time because the pace of the firm's growth and caseload continued to increase in 2004. The firm added two support staff and a chief financial officer to manage the growing client settlement funds coming through the firm as a result of settlements and to manage accounts receivable. In June, Julie Harcum left the firm for other opportunities. She was replaced by Karen Doran in August. Karen's proficiency in Spanish opened the door for numerous cases involving clients who do not speak English. The firm's current active caseload is more than 25 times what it was when Aaron Maduff first opened the practice in 1999.

The following cases came to verdict, judgment, or settlement in 2004. Please note that cases can take anywhere from a few months to several years to reach their conclusions.

02 C 8273
(Family and Medical Leave Act)
In this Family and Medical Leave Act case, our client suffered from periodic migraine headaches and was forced to take intermittent medical leave. In spite of her efforts to comply with the Family and Medical Leave Act, she was terminated for having failed to provide medical certification for a day she had taken leave. Although she provided the certification within the required time (and after having been terminated) which she did not have to do, her employer refused to rescind her termination. We settled the case to her satisfaction.

03 C 6937
(Age Discrimination - ADEA)
Our client was 66 when his employer closed the facility at which he worked. The company then rehired several younger workers to work at other facilities, but refused to rehire our client. We filed an age discrimination case on his behalf. We settled the case to his satisfaction.

03 C 4246
(Overtime - Fair Labor Standards Act)
Our client was a complaints manager for a moving company. He had been working close to 10 hours a day 6 days a week, but he was paid on a salary basis for nearly three years and denied overtime pay to which he was entitled. We filed this case seeking reimbursement for the overtime and liquidated damages. We settled the case to his satisfaction.

03 C 7984
(Race Discrimination and Harassment)
In this race discrimination and harassment case, our client, an African-American factory worker found nooses, watermelon seeds, and various objects lined up to look like crosses at his work station. We settled the case to his satisfaction.

02 C 1160
(Sexual Harassment)
Our client was an Hispanic park attendant. She was subjected to a variety of sexually harassing conduct including: having her breasts grabbed, jokes implying unusual sexual practices, and was even asked to take her pay check from inside the front of her manager's pants. We filed a sexual harassment and retaliation suit on her behalf. We settled the case to her satisfaction.

03 C 8916
(Race Discrimination)
In this black on black race discrimination case, our client had been a bank manager who was being held to higher standards than her white counterparts. After complaining about the different treatment, she was demoted and then sent to a smaller branch. We settled the case to her satisfaction.

03 C 5862
(FMLA, Workers Compensation Retaliation, Age Discrimination)
In this multi-claim case, our client was terminated from his position as a branch manager while he was on medical leave as a result of a serious injury at work. The case was originally filed in another state and was moved by the Defendant to the Northern District of Illinois, and therefore involved the state laws of another state as well. We settled the case to his satisfaction.

In addition to these settlements of cases pending in court, numerous other cases were settled while they were still pending before the EEOC and IDHR. Total settlements in 2004 exceeded $1.5 million dollars.