Valdivia v. Township High School Dist. 214
Dec 04, 2019OUTCOME: Jury Verdict in favor of client, Noemi Valdivia
Client Noemi Valdivia was wrongfully terminated in violation of the FMLA.
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Alejandro Caffarelli's Legal Cases (7)
Chicago, IL
Employment and labor Lawyer at Chicago, IL
Practice Areas: Employment & Labor, Class Action ... +4 more
Malloy v. BMO
Jul 17, 2014OUTCOME: Partial Judgment for the Plaintiff after bench trial.
Bench trial in the Law Division of the Circuit Court of Cook County regarding commission claims.
Ulit v. Advocate South Suburban Hospital
Dec 21, 2009OUTCOME: Jury verdict in favor of client, Jing Ulit
FMLA case representing plaintiff Jing Ulit for wrongful termination.
Ulit v. Advocate South Suburban Hospital
N/AOUTCOME: Jury found in favor of the plaintiff after trial.
Jing Ulit, who is a former medical records clerk for Advocate, alleged that she was terminated in violation of the FMLA. In early 2008, Ulit informed Advocate that she was pregnant, and therefore requ ... ested maternity leave under the FMLA, which the Hospital approved. In early April 2008, Ulit began her approved maternity leave. However, approximately three weeks into her leave she was contacted by her supervisor, and told that she needed to come to the Hospital for a meeting. During the meeting, she was terminated for allegedly violating company policy about accessing patient information.
Jackson v. Jernberg Industries, Inc.
N/AOUTCOME: Judge granted plaintiff's summary judgment
Jackson, who worked as a machine operator for Jernberg alleged that he was terminated in violation of the FMLA. In 2004, he underwent surgery for an overuse injury in his wrist that left him with a met ... al plate in his arm. He returned to work but began to experience severe pain again in 2005. His surgeon informed him that he would need an additional surgery to repair the damage. Jackson applied for, and was granted, intermittent FMLA leave. However, the Company insisted pursuant to an internal policy that Jackson submit a note from his doctor every time he was absent from work due to his certified medical condition. Jackson attempted to comply with the Company’s policy. However, after so many requests for notes, Jackson says his physician expressed frustration with having to provide notes so frequently for a condition that he had already certified. Eventually, Jackson stopped providing notes to the Company each and every time he was absent from work due to his condition. Although he always informed Jernberg of when and why he would be absent, the Company assigned him attendance points for his FMLA absences, and eventually terminated him in 2006 for absenteeism.
Rasic v. City of Northlake and Dennis Koletsos, individually
N/AOUTCOME: Jury found in favor of the plaintiff after trial.
Mr. Rasic, who is a former police officer for the City of Northlake, alleged that he was terminated in violation of the FMLA because he took FMLA leave and asserted his FMLA rights. In May 2007, Mr. R ... asic informed Northlake that he and his wife were expecting a baby in July. He therefore requested three weeks of paternity leave under the FMLA, which the City approved. In early July 2007, Mr. Rasic began his approved paternity leave. However, his daughter experienced serious complications during birth and was admitted to the intensive care unit for a week after delivery. When the Rasics took her home, they were advised to monitor her breathing and activity very closely for the first few months of her life. At the same time, Mr. Rasic's father suffered complications from a prior hip surgery, and required life-threatening surgery to take place in August 2007. Because of this, Mr. Rasic extended his FMLA leave to the full twelve weeks allowed by law, which the City approved. However, less than three weeks into his leave he was contacted by his supervisor, Chief Dennis Koletsos, and was told that he needed to start making plans to return to work, and that the Chief was not going to "let him take the summer off like this." Mr. Rasic did not immediately agree to return to work. The next morning, Mr. Rasic was informed that Chief Koletsos had ordered him to appear in court on a subpoena. Mr. Rasic contacted Chief Koletsos to reiterate that he was on FMLA leave and would seek a continuance of the court date, which was standard practice in the department. After that conversation, Chief Koletsos recommended Mr. Rasic's termination to the City of Northlake Police Commission based upon Mr. Rasic's failure to appear in court on the subpoena and alleged insubordination. After a disciplinary hearing wherein Chief Koletsos prosecuted the case against Mr. Rasic, the City terminated Mr. Rasic's employment. After a three-day trial during which Alejandro Caffarelli and Lorrie Peeters represented the Plaintiff, the jury returned a verdict in favor of Mr. Rasic and against both the City and Chief Koletsos.
Cuff v. Trans States Holdings, Inc. et al.
N/AOUTCOME: District Court granted Plaintiff summary judgment on liability and Jury awarded damages.
Mr. Cuff alleged that his former employer, Trans States Holding, unlawfully denied his request for FMLA leave and retaliated against him. Mr. Cuff suffers from bipolar disorder and Crohn’s Disease. I ... n late 2009, Mr. Cuff experienced flare-ups in his conditions, and after consulting with his physician, he informed his supervisors that he needed to take FMLA leave. Rather than approve Mr. Cuff’s FMLA request as it had in the past, the Company denied his request, claiming that it did not employ enough employees to qualify as an “employer” under the FMLA. Not wanting to lose his job, Mr. Cuff attempted to continue working. However, by late December 2009, Mr. Cuff realized he could not continue working without seriously jeopardizing his health. Thus, Mr. Cuff followed the advice of his doctor and took his physician-recommended FMLA leave. Defendants subsequently designated Mr. Cuff’s absences as unexcused and fired him. The District Court granted Mr. Cuff’s motion for summary judgment, finding that Trans States Holdings interfered with Mr. Cuff’s right to FMLA leave. A jury trial was held to determine damages. At the conclusion of the trial, the jury found that had Defendants properly granted FMLA leave to Mr. Cuff, he would have returned to work. Accordingly, the jury awarded damages to Mr. Cuff.