John P. "Pete" Morrison

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Pete Morrison is an experienced labor and employment counselor and litigator. He serves as lead counsel in individual and class actions in federal and state court jury trials as well as multi-forum actions and emergency injunction proceedings. He prosecutes and defends claims for breach of non-compete agreements and fiduciary duty, unfair competition, trade secret misappropriation, and computer fraud. Pete also defends discrimination, harassment and retaliation claims under all employment laws including race, pregnancy, sex, national origin, and age, claims for fraud and defamation and claims under ERISA, NLRA, and FLSA. He has represented employers engaged in healthcare, securities, financial and professional services, insurance, manufacturing, transportation, telecommunications, pharmaceuticals, retail, direct marketing, hospitality, food service, and restaurants.

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Chicago Prohibits Retaliation Against Employees Who Follow Orders Requiring Them To Stay At Home

Employees in Chicago have been granted new protections if they must stay at home to comply with a state or local stay order or to care for someone under such an order under a new Chicago City Council ordinance enacted late last month. The Anti-Retaliation Ordinance, SO2020-2343 protects employees who work as few as two hours in a two-week period … Continue Reading

Illinois Expands Employee Rights and Imposes New Obligations on Employers

New Illinois Expense Reimbursement Obligations

Joining employers in California and a growing number of other states, Illinois employers must now reimburse their employees for all expenditures or losses incurred within the scope of their employment which were authorized or required by their employer. A failure in compliance could result in severe penalties and the payment of employees’ attorneys’ fees.

Effective … Continue Reading

Workplace Civility Legal Again

Rules mandating workplace civility and protection of confidential business information — recently the target of the National Labor Relations Board — are lawful again. Non-union employers take note: no longer will the Board automatically find an unfair labor practice for policy, work rule and handbook provisions that employees would construe as prohibiting protected concerted activity. Based on The Boeing Company … Continue Reading