Dedicated Chicago Employment Attorneys

The Law Offices of Fern Trevino

Chicago Employment Law Firm

Since 1993, the Law Offices of Fern Trevino has offered legal guidance and representation exclusively to executives and Chicago-area employees on select employment law matters including whistleblower claims, sexual harassment, retaliatory discharge and wrongful termination, employer retaliation, Family and Medical Leave Act (FMLA) violations, severance agreements, non-compete agreements and non-solicitation contracts. The boutique law firm has turned down all representation requests from employers.

Client Counseling

The Law Offices of Fern Trevino routinely provides guidance in the following areas:

Preparing clients for a termination meeting. Many employees fear they might be suddenly terminated. Having a definite plan of action before the termination meeting will ease the anxiety, and help the employee to focus and avoid pitfalls.

Advising clients whether they have facts to support a claim. Many of our clients have no interest in filing or litigating a claim, but they do want to negotiate a better severance. The strengths and weaknesses of a claim will determine the firm’s approach or recommended approach in settlement discussions.

Advising clients on how to respond to a negative performance review or a performance improvement plan. Employees who anticipate a negative review or being placed on a performance improvement plan may benefit from counseling early on.

Assisting employees in writing a rebuttal to a performance review or a performance improvement plan. A rebuttal provides an opportunity to correct information and explain mitigating circumstances. How something is said can be as important as what is said.

Counseling employees on whether, when and how to try to negotiate a severance package and exit plan. Timing can be critical.

Counseling employees on whether and how to try to negotiate a less restrictive non-compete or non-solicitation agreement.

Counseling employees on how to manage difficult work situations when the client has no facts to support a legal claim. How an employee responds to a difficult work situation depends on whether the employee has facts to support a claim. Even if no facts exist, many employees benefit on guidance on how to manage difficult situations.

Counseling employees on how to file administrative charges alleging discrimination or retaliation. Before filing administrative charges, employees need to understand what to do and not do in the charge filing process.

Evaluating facts to determine whether an employee's facts are strong enough to support a legal claim. Many of our clients have no interest in getting caught up in the legal process. Even if an employee never retains an attorney, understanding options may lead to a far better result.

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