Cynthia Pietrucha

Expert Advocacy in Employment Law: Attorney Cynthia Pietrucha
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I champion the rights of employees and guide employers through the legal intricacies of the workplace. With a decade of dedicated legal service, I am a seasoned employment attorney with expertise in drafting and negotiating separation agreements, litigating medical leave and ADA employment cases, and negotiating remote work terms, even prior to COVID-19!

**Your Advocate for Fair Severance and Medical Leave Rights**

Navigating the end of an employment relationship or grappling with medical leave can be daunting. As an expert in separation negotiations, I ensure that my clients—whether employees or employers—receive the most favorable terms possible. My approach is tailored to protect your interests, secure your future, and maintain your professional dignity.

**Unique Knowledge in Medical Leave and ADA Compliance**

When it comes to medical leave and ADA employment cases, my firm stands out for its deep understanding and successful handling of these sensitive issues. I am committed to upholding the rights of employees to fair medical leave under the FMLA and ensuring that workplaces are compliant with the ADA, providing reasonable accommodations without discrimination. We have a 100% success rate in resolving FMLA/ADA cases (results depend on case facts and there is no guarantee of outcome).

**Pioneering Remote Work Negotiations: Ahead of the Curve**

Long before the global shift to remote work spurred by COVID-19, Pietrucha Law Firm, LLC was at the forefront of negotiating remote work arrangements. We recognized early on the growing need for flexibility in the workplace and have been successfully advocating for remote work terms that benefit both employees and employers. Our proactive approach has enabled countless clients to achieve the work-life balance they desire while maintaining productivity and meeting business needs.

• Unemployment Insurance Benefits Appeals
• Separation Agreements and General Releases

• Credit Cards Accepted
  We accept all major credits and PayPal.
• Contingent Fees
  Our firm charges flat fees and contingency fees 35% to 40%.

Illinois

7th Circuit

Managing Attorney

Pietrucha Law Firm, LLC

2015 - Current

Liquor Commission

Village of Downers Grove

2016 - 2019

Purchasing Administrator

Village of Orland Park

2014 - 2016

Senior Contract Administration Specialist

API Healthcare

2011 - 2013

Site Licensing Contracts Specialist

American Medical Association

2010 - 2011

Legal Assistant

Law Offices of Joel Weisman, P.C.

2009 - 2010

Northern Illinois University

J.D. (2009) | Law

University of Illinois - Urbana-Champaign

B.A. (2006) | Pre-Law, Journalism and Spanish

Honors: President's Leadership Award

Activities: Spanish Tutor

Top Attorney Award

Avvo

2022

Selected as Top 40 under 40 Illinois Employment Lawyers

The National Black Lawyers

2017

Avvo’s Client’s Choice Award

Avvo

2017

Women's Bar Association of Illinois

Member

2021 - Current

Activities: Mentor/Mentee

Illinois State Bar Association (ISBA)

Labor and Employment Law Section Council Member 2023-2024, Standing Committee on Delivery of Legal Services 2020-2021, Law Student Committee 2007-2009

2006 - Current

DuPage Association of Women Lawyers

Board of Directors 2016-2017

2015 - 2017

Employment Termination: Employer Obligations and Workplace Considerations

Illinois Institute for Continuing Legal Education

June, 2022

Layoffs, Rescinded Job Offers, and Beyond – The Latest Trends and Best Practices, National Business Institute, Webinar

December 2022

HR Due Diligence: Tips From a Labor and Employment Attorney, National Business Institute, Champaign, Illinois

2019

Drugs and Alcohol in the Workplace: Marijuana and Other Considerations, National Business Institute, Naperville, Illinois

2019

Starting Your Solo Law Practice as a Female Attorney, ISBA Standing Committee on Women & the Law, Chicago, IL

January 10, 2018

Illinois State Bar Association (ISBA)

Judge, Sports Law Sponsorship Agreements, National Sports Law Negotiation Competition, San Diego, CA

2015

Law License

Supreme Court of Illinois

2014

Q. Hello - I live and work from my home office in IL. I was terminated on 4/30/2024 by a company in Sumter SC.

May 29, 2024

A: I'm sorry to hear you lost your job. Usually, I tell my remote employee clients that they are employees of the state they pay taxes to. However, it can get complicated. Here are some points to consider:

Here are a few steps you can take:

Review Your Employment Agreement: Check if there are any clauses related to "governing law", termination, remote work, or jurisdiction that might affect your situation. Even if you pay taxes in one state, an employment agreement can specify that in the case of a dispute, a different state's law might apply.

Consult with an Employment Attorney: It would be wise to consult with an attorney who is knowledgeable about employment law in both Illinois and South Carolina. They can provide specific advice tailored to your situation, help you understand your rights, and determine if you have grounds for a legal claim.

File for Unemployment Benefits: If you haven't already, you should file for unemployment benefits. The eligibility and process can be determined by the state regulations where you have been paying your employment taxes, which is likely Illinois in your case.

I hope you are able to move forward and get the money you deserve. ... Read More

Q. After 7 years I was transferred to a shift I can't work because daycares are not open. If I quit, can I get unemployment

May 14, 2024

A: Great question. The 1985 case I copied/pasted below should help you understand your rights to unemployment benefits when you have to quit because your employer changes your shift:

ISSUE/DIGEST CODE Voluntary Leaving/ VL 50.05

DOCKET/DATE ABR-83-12308/8-9-85

AUTHORITY Section 601A of the Act

TITLE Attributable To or Connected With Employment

SUBTITLE Change in Hours

CROSS-REFERENCE VL 155.1, Domestic Circumstances

The claimant worked as a Station Clerk on the 11 p.m. to 7 a.m. shift for 2-1/2 years. In May, 1983, she was informed that due

to staff shortages she was being temporarily assigned to the 3 p.m. to 11 p.m. shift. Upon being informed, the claimant

immediately complained that she had no one to watch her children during that shift, explaining that her brother normally took

care of her children but was unavailable on a permanent basis for those hours. The claimant also explained that she wished to

continue to supervise her young children's activities after school. An employer's memorandum, dated May 2, 1983,

acknowledged that the claimant had expressed concern about working the 3 p.m. to 11 p.m. shift, and stated that the change

would exist only for 2 months, until the regular employees on that shift returned from their vacations.

In June, 1983, the claimant received a memorandum informing her that she would be permanently assigned to the 3 p.m. to 11

p.m. shift, beginning in July, 1983. The claimant again informed her employer that she could not work that shift. The employer

did not offer the claimant any alternative. When the claimant did not report to work as scheduled in July, she was deemed to

have resigned.

HELD: Generally, it is the responsibility of a worker to arrange her family and domestic affairs so as to permit her to be

gainfully employed. However, it should be noted that there is sometimes misunderstanding as to whether or not a voluntary

leaving is due to domestic circumstances or a change in working conditions. If there are any significant changes in working

conditions which affect domestic circumstances, then the voluntary leaving may be due to the change in working conditions

and attributable to the employer.

In the instant case, it was the employer's action which precipitated the claimant's separation from work. The claimant left work

not because of domestic circumstances alone, but because of a change in working conditions brought about by the employer.

The evidence established that the claimant would have continued working, but for the employer's action. The fact that the

claimant could not accept the change because of her domestic circumstances did not mean that the separation was not

attributable to the employer, but, rather, that the claimant had good cause for separating from employment. The claimant left

work with good cause attributable to her employer. ... Read More

Q. I was never stopped for these charges. However they are wanting me to pay them in Franklin County Illinois?

April 11, 2024

A: I'm sorry to hear about your situation. You will need to get a copy of the case docket to confirm what happened to the tickets.

You may be able to find the County's online court records here: https://www.illinoiscourts.gov/courts-directory/89/Franklin-County-Courthouse/court/

Try clicking: Online Records (Case Search)

You will need to confirm that you are a human and then you can enter your case number and case name.

Once you find the details in writing you can see what happened.

Best of luck.