Hepler Broom, LLC

Category Archives: Employment Law

Employers Navigating COVID-19 Vaccinations in the Workplace

March 9, 2021

Outlines legal implications (e.g., nondiscrimination laws and liability issues) employers should consider before administering COVID-19 vaccinations

EEOC Onsite Inspections: How to be Prepared after a Charge is Filed

February 20, 2020

In 2019, 72,675 Charges were filed with the Equal Employment Opportunity Commission (EEOC). Frequently, EEOC Charges are filed regardless of whether the claim has any merit. Since the EEOC has the authority to investigate regardless of whether there is reasonable cause to believe discrimination occurred, any EEOC Charge is going to cost an employer time, […]

An Epic Win for Employers

May 24, 2018

The Federal Arbitration Act (FAA) means business. And in the U.S. Supreme Court’s recent decision in Epic Systems Corp. v. Lewis, No. 16-285 (May 21, 2018), the FAA means continued support for businesses. Interpreting the FAA, the Supreme Court held that employers and employees could agree to resolve disputes between them through one-on-one private arbitration […]

Instructing Juries on the Elements of Employment Discrimination: The Important Distinctions Made in Schnitker v. Springfield Urban League, Inc.

July 6, 2017

While movies and television shows never include a scene about jury instructions, in which the attorneys make impassioned (but boring) arguments about comma placement and the definitions of commonly used words, trial attorneys recognize that jury instructions can make or break a case. In a recent employment discrimination trial in Springfield, Illinois, faulty jury instructions […]

Reshaping “Sex” Discrimination?

May 31, 2017

The Seventh Circuit recently became the first circuit to hold that “discrimination on the basis of sexual orientation is a form of sex discrimination” under Title VII of the Civil Rights Act of 1964 (“Title VII”). Hively v. Ivy Tech Cmty. Coll. of Ind., 853 F.3d 339, 341 (7th Cir. 2017). “For many years, the […]

Expanding Prohibitions on Accessing Applicants’ and Employees’ Personal Online Accounts: An Amendment to Illinois’ Right to Privacy in the Workplace Act

April 19, 2017

Does your company monitor its network or devices for network security or data confidentiality? Does your company have any policies or practices that seek access to any employees’ personal online accounts? If so, a recent amendment to Illinois’ Right to Privacy in the Workplace Act (“Act”) may require your company to adopt or revise its […]

Consider It (Not) A Deal: Whether offering “continued” or “new” employment, an offer for “at-will” employment is insufficient consideration to form a contract

February 3, 2015

The Missouri Court of Appeals recently rendered unenforceable employment contracts seeking to bind “at-will” employees unless there is consideration from the employer beyond an offer of employment. In Kathryn Jimenez v. Cintas Corporation, et al., No. ED101015 & ED1011241 (Mo. App. E.D. Jan. 13 2015), the Eastern District held that an offer for at-will employment, […]

COVID-19 Updates

HeplerBroom LLC COVID-19 Response

HeplerBroom has been diligently working on its response and continuity plan to the COVID-19 pandemic in order to keep the health and safety of our employees, their families, and our clients as our top priority.

To help ensure everyone's continued health and well-being, effective March 17, 2020, all attorneys and staff began working remotely. We continue to assess the situation and will return to our physical offices when appropriate.

To ensure this, the firm has identified essential personnel in each office who will make certain that critical firm functions that cannot be done remotely continue to be handled. We have put in place protocol for those essential personnel to make sure they are keeping healthy per the CDC cleaning and sanitizing recommendations. All teams have back-up personnel and procedures that we will follow to make sure all deadlines are met and clients receive the same great service and work product that we have always been proud to provide.

HeplerBroom's IT department has been working hard to make sure all remote employees are set up with equipment and access from home to limit disruption to our clients. Maintaining security and confidentiality has remained, and will continue to remain, at the forefront of all processes and procedures, at all levels throughout the firm.

The firm has created emergency communication measures to communicate any changes to this plan to employees and are communicating on a regular basis with any and all new resources and helpful information during this uncertain time.

During these fluid and unpredictable times, HeplerBroom will continue its commitment to great service and results for our clients, all while keeping safe and healthy.

Wishing you and your families good health.

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