Author: Gina LiVolsi

Ms. LiVolsi received a Bachelor of Science in Finance from the University of Illinois at Urbana-Champaign. She graduated from IIT Chicago-Kent College of Law, earning a Certificate in Labor and Employment Law. While attending law school, Ms. LiVolsi served as an extern with the Equal Employment Opportunity Commission. She was an active member of the Chicago-Kent National Trial Team and was a TYLA Regional Semi-Finalist. She also received the Warren Wolfson Award for Excellence in Advocacy, Leadership & Professionalism. Ms. LiVolsi focuses her practice exclusively on defending and counseling management on a full range of employment-related issues. Ms. LiVolsi assists employers nationwide in responding to age, race, national origin, gender and disability discrimination claims, and she defends Illinois employers in state and federal court, as well as in the Illinois Department of Human Rights.

Failure to accommodate religious practices can be an expensive lesson.

By Gina LiVolsi, on 01/31/19
Filed As: Compliance

You may have seen the recent attention-grabbing headlines about a former hotel housekeeper awarded $21.5 million in damages in the case of Jean Pierre v. Park Hotels, Inc. after finding she suffered religious discrimination and retaliation in violations of Title VII…

Workplace Drug Testing Considerations in Light of OSHA’S Anti-Retaliation Provisions

By Gina LiVolsi, on 06/29/18
Filed As: Compliance

In drafting and enforcing drug testing policies, employers need to consider OSHA’s 2016 Final Rule, which added additional provisions regarding retaliation for workplace reporting.

Be Careful with Job Postings in the 7th Circuit: Considerations in light of Kleber v. Carefusion Corporation

By Gina LiVolsi, on 05/25/18
Filed As: Employment Counseling: Best Practices

As a way to screen perceived overqualified applicants from applying for an open position, employers sometimes put experience caps on job postings. But be careful. While this is a seemingly neutral practice, it could put your company at risk.

“But she’s like a daughter to me!” Avoid this FMLA pitfall.

By Gina LiVolsi, on 03/9/18
Filed As: Employee Leave

As an employer, you are surely aware that the FMLA entitles an eligible employee to take up to 12 workweeks of job-protected leave to care for a son, daughter, or parent with a serious health condition.

Navigating the complex web of local, state, and federal employment regulations can be a daunting task for any employer. Based in Northbrook, Illinois, we counsel and defend employers of all sizes, from sole proprietors to Fortune 500 companies, as well as not-for-profits and public entities. Our mission is always to deliver the most effective, efficient, and focused representation possible, with the goal of identifying and addressing workplace issues before they disrupt your business.