Maduff & Maduff

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Accident & Property Damage Attorneys, Attorneys, Automobile Accident Attorneys

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Today: 8:00 am - 6:00 pm

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(312) 276-9000Call Visit WebsiteVisit Website Map & DirectionsDirections205 N Michigan Ave Ste 2050Chicago, IL 60601 Write a ReviewWrite Review

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Mon - Fri:	8:00 am - 6:00 pm

Maduff & Maduff

Divorce
In an uncontested Divorce our clients and their spouses maintain control over the process and terms of the divorce. Usually our clients have already worked with an experienced divorce mediator who has drafted a Memorandum of Understanding that embodies the agreement reached by you and your spouse. That Memorandum of Understanding is not legally binding and you need a Family Law Lawyer to finalize the divorce and handle the necessary legal steps.

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Location

Michigan Plaza South

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Maduff & Maduff LLC

Maduff and Maduff LLC

Maduff and Maduff

Other Links

http://www.madufflaw.com

https://www.madufflaw.com

Categories

Accident & Property Damage Attorneys, Attorneys, Automobile Accident Attorneys, Business Law Attorneys, Criminal Law Attorneys, Divorce Attorneys, Employee Benefits & Worker Compensation Attorneys, Employment Discrimination Attorneys, Family Law Attorneys, General Practice Attorneys, Labor & Employment Law Attorneys, Legal Service Plans, Personal Injury Law Attorneys

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Phone: (312) 276-9000

Address: 205 N Michigan Ave Ste 2050, Chicago, IL 60601

Website: http://www.madufflaw.com

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Maduff & Maduff

Divorce
In an uncontested Divorce our clients and their spouses maintain control over the process and terms of the divorce. Usually our clients have already worked with an experienced divorce mediator who has drafted a Memorandum of Understanding that embodies the agreement reached by you and your spouse. That Memorandum of Understanding is not legally binding and you need a Family Law Lawyer to finalize the divorce and handle the necessary legal steps.
Child Custody and Visitation

Criminal Defense
Beyond Employment, Maduff & Maduff has earned a reputation handling appeals across the country. Our attorneys are members of the Bar of every Federal Appellate Court in the Country including the Court of Appeals for the Federal Circuit, the Military Criminal Appeals Courts, the Supreme Court of the Armed Forces (CAAF), and the Supreme Court of the United States. But more than that, they have practiced before these Courts having taken cases to the Supreme Court of the United States and the Supreme Court of the Armed Forces. This means that Maduff & Maduff is handling appeals not just in employment cases, but in criminal cases, Constitutional Cases, and cases of complicated civil procedural issues. In 2015, Aaron Maduff argued In Re Pension Litigation to the Supreme Court of Illinois obtaining a 7-0 opinion striking as unconstitutional a law that would have gutted public pensions. It was one of the most consequential cases in the history of the State of Illinois.
Sex Crimes
Hostile Environment sexual harassment occurs when the working environment is made hostile because of its sexual nature. You may have a claim for Hostile Environment Sexual Harassment if your working environment is made intolerable by photos, comments, jokes, or other acts of an offensive sexual nature, including physical touching or attempted rape (though there are other remedies as well). Where there is Quid Pro Quo Sexual Harassment there is invariably a Hostile Environment as well, but the fact that there has not been a direct request for sexual favors does not mean that there is no Hostile Environment.
Theft
Assault
Our client was the Plant Manager of a manufacturing facility. His boss participated in a great deal of rough-housing including wrestling, hitting, and cutting the hair off employees’ arms with a knife including our client. Our client injured his arm on the job (unrelated to the horseplay) and had to file a worker’s compensation claim and take medical leave. Upon his return, he was still taking intermittent FMLA leave for therapy sessions. His boss complained that he had “a bad flipper,” could not be his “lunch buddy” anymore (because he had therapy in the afternoons), and commented “Oh I can’t hit you in that arm anymore” before proceeding to hit him in the other arm. In spite of numerous complaints by the Plaintiff to stop hitting him because it jarred his entire frame and caused a great deal of pain, the boss kept at it, until on one such occasion our client threw a pen down on the table and yelled at his boss to stop hitting him. The pen bounced off the table and hit the boss’ pants and our client was sent home. Our client also attempted to file a criminal charge of assault and battery for being hit. Later that day the boss received a phone call regarding the worker’s compensation claim and immediately had our client’s company cell phone disconnected and the locks changed on his door. He was officially terminated a few days later. We settled the case to his satisfaction.
Identity Theft
Fingerprints, facial image, hand image, voice recognition, and retina imprints from retina scans all represent unique information about you. If someone else has that information, you are at a greater risk of identity theft and other violations of your privacy. While you can change your bank account or other things related to your social security number, you cannot change your body.
Money Laundering
Our client, Chinese, was a certified public accountant working for a bank. She had her own accounts at the bank and in them received wire transfers from her parents in China. She was terminated for suspicion of money laundering, something for which employees of other national origins were not terminated. We settled the case to her satisfaction.

Business and Corporate Law

Business Transactions
Bernard Peter's practice concentrates in employee benefits law and the application of employee benefits law to business transactions and employment matters. He has worked on a broad range of employee benefits compliance and regulatory issues for clients ranging from small corporations to very large publicly traded companies, not-for-profit organizations and governmental entities.
Trade Secrets
Intellectual Property

Workers Compensation
This site discusses many laws that an employment lawyer uses including overtime laws, the FMLA, and discrimination laws. Some kinds of claims do not require an employment lawyer. For example, someone who handles worker's compensation claims is probably not an employment lawyer. But a wrongful termination in retaliation for filing a worker's compensation claim is a case for an employment lawyer. Therefore, anytime you have made any claim against your employer and faced retaliation or wrongful termination as a result, you should consult an employment lawyer.
Wrongful Termination
People may differ as to which of our rights they value, but if we value any right at all, we are offended by retaliation against us for attempting to enforce that right and offended more so when that retaliation is a wrongful termination. As a result, the right to be free from retaliation is valued by all. This consensus gives retaliation claims, particularly wrongful termination claims, a greater opportunity for damage awards. Therefore, a company may face far greater costs for retaliation than it will for the underlying violation itself.
Employment Discrimination
In race and sex discrimination cases, the issue is typically that a person of one race or gender is treated differently than a person of another. Proving that case is a matter of proving that the reason for the difference is someone's race or gender. The same could hold true for religion and disabilities. A company that refuses to hire someone of a particular religion or a disabled person who is otherwise capable of doing the job, violates the law in the same manner as it would if it were to refuse to hire a woman or an African-American. But laws forbidding discrimination on the basis of religion or disability go a step further. They require companies to make "reasonable accommodations" for religious practices and disabilities.
Employment Contract
Most employment is considered employment at will, with no written contracts. However, certain positions require employees with specialized training or talent. In these situations, companies are under pressure in order to persuade the people they need to join their company. At the same time, the right position may also be difficult for an employee to find, due to his or her specialized training. Employment contracts are very common in these types of situations. Traditionally, the term used to describe these contracts was "executive compensation agreement," but these agreements are used for a variety of positions.
Employment Litigation
In his career, he has worn many hats including short careers as a broadcast journalist, congressional campaign director, and even a chaplain. Michael has served on many boards of directors for business entities, charitable, educational and political organizations, including the national Democratic party. He served a stint with the U.S. Peace Corps and was named by President Jimmy Carter to be a Special United States Ambassador to the Republic of Dominique. His ten years as a part-time deputy sheriff have also proved useful in representing clients with claims involving police misconduct just as his experience as an employer (up to 300 employees at one time) has proved useful in representing clients with employment claims.
Non-compete Agreement
There are many aspects to handling non-compete agreements. Below are discussions on not only the legal standards for non-compete agreements, but negotiating with former employers or employees to enable the employee to take a new job, as well as the various kinds of legal actions which can take place.
Severance Agreement
Most employees are “at will”. They can quit at any time and they can be fired at any time. This creates risks for employer and employee alike. The severance agreement helps to resolve this problem.
Sexual Harassment
Sexual harassment is a major part of the practice of most employment lawyers. And like most employment lawyers, the attorneys at Maduff & Maduff are called upon to analyze sexual harassment claims on an almost daily basis.

Immigration Law

Citizenship and Naturalization

Personal Injury
At Maduff & Maduff, we seek ways to provide high quality work with as little financial stress as possible on our clients. We do this in a number of ways. Most civil rights and employment cases are fee shifting. This means that a court can order a defendant to pay the plaintiff's attorney's fees in addition to any other award. Although contingency fee arrangements tend to be a practice of personal injury (auto accident) law, we have found ways to modify that arrangement and apply it to employment law and civil rights practice. For some things we are able to use flat fees. And where we do work by the hour, our goal is to put the least expensive attorney who is capable and available on a project.
Auto Accidents
Disability Discrimination
The Americans with Disabilities Act (ADA) protects all disabled employees from discrimination based on their disability. If these employees are treated unfairly, have been denied accommodations, or have been harassed due to their disability, then they have a case for disability discrimination.

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