Over 25 years of legal experience in representing employees and small business employers in Chicago in Employment Law; Discrimination; ADA, Sexual Harassment; Wrongful Termination; Negotiating Employment and Severance Agreements.
Admitted to practice in the State of Illinois in 1984. Admitted to practice before U.S. District Court, Northern District of Illinois Trial Bar; U.S. Court of Appeals, Seventh Circuit; U.S. Court of Appeals for the Federal Circuit; United States Court of Federal Claims
Extensive experience before the following Special Agencies: Equal Employment Opportunity Commission; Merit Systems Protection Board; Illinois Department of Human Rights; Human Rights Commission (IL).; State, City and County Civil Service Boards.
Practice includes the following areas: Employment Law representing individuals and small businesses in actions for wrongful discharge, sexual harassment, discrimination, and retaliation in the Greater Chicago Area, including:
• Title VII Employment Discrimination
• Americans with Disabilities Act (ADA),
• Age Discrimination in Employment Act (ADEA),
• Sarbanes Oxley,
• USERRA,
• Retaliatory Discharge
5
Practice Areas
41 years
41 years
41 years
41 years
We have not found any cost information for this lawyer
State: Illinois
Acquired: 1984
No misconduct found
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Showing 26 - 30 of 30 reviews
Posted by Francisco Adame | November 21, 2017
Experience with this Lawyer
I had a very poor experience with Arthur from the Goldman & Ehelich Law Firm. I went to his office for a consultation last Friday. Upon arrival I did not receive a proper greeting from the front desk lady. I then met with Arthur. Upon sitting down in his office I began to tell my story. He did no...
I apologize that this client came away with a negative experience. However, I do not agree with his comments. The client gave me a detailed 3 or 4 page report which I thoroughly reviewed with him and asked several questions to clarify the accusations in the report. I asked a few more questions to make sure I fully understood all the legally relevant facts to determine if he had a legal claim. After obtaining all the relevant material, I explained that I fully understood his feelings over how he was treated, but there was not a realistic chance to successfully pursue this matter. After I explained the two main hurdles in the case, he presented some additional information he thought might change my mind. I explained why those facts would not change the end result. I told him to call me if he had further questions. I was very surprised that this client felt that I was rude at any time. I am always honest with those who seek my advice about whether they have a case. I do not want to convey any false hope when, at least in my analysis, I do not see a viable legal action. I respect that a client may disagree with my opinion. I am sorry if this client took my honesty about the merits of his case as being rude or if that made him feel unwelcome.
Posted by Samantha | June 16, 2017 | Hired Attorney | Sexual Harassment
Worst experience of my life
I will never forget what this attorney put me through. I hired him on a contingency basis for sexual-harassment incident that occurred in the workplace. I Had text messages and proof of everything. Text messages from my superior stating that if I engage with sexual acts that I could be given off ti...
The client retained us for the sole purpose of trying to negotiate a settlement without filing a lawsuit. We aggressively pursued this with the employer but the employer refused to offer an adequate amount to settle. The employer made several allegations against the client which we did our best to refute and we repeatedly refocused the matter on the sexual harassment against her. Unfortunately, the employer would not offer much to settle. The client knew that we cannot force someone to agree to our settlement demands. We also explained right at the beginning that while we would be willing to try to negotiate a settlement without charging her legal fees, she would have to pay us legal fees if she wanted us to pursue the matter at the IDHR or EEOC. This was made clear in a written fee agreement. We were also unhappy with the employer's low offer, but when the client was unwilling to pay our attorney fees to pursue this further at the IDHR or EEOC, even after we reduced the fee, there was nothing more we could do. We even referred her to another attorney who was willing to consider the matter, but she told us she found her own attorney. We provided the new attorney all relevant information and documents well within the time frame to file a charge with the EEOC. I am sorry that this client was not satisfied with the end result despite our aggressive efforts to get a reasonable settlement after working on this matter over the course of several months.
Posted by anonymous | May 03, 2017
arrogant
Won't let you finish a question or answer. Asks a question, then cuts you off after 5 words of your answer. Seems very disinterested in knowing anything except how much he'll make. Consultation lasted less than a minute.
I am rather surprised at this review as the client hung up the phone on me as I was just about to ask him a question. When the client tried to get into a lot of detail about what occurred over 2 years ago, I tried to get him to discuss the more recent matter because only items occurring within the last 300 days would be timely. When he insisted on telling me in the phone call what occurred 2 years ago, I tried to explain that for the phone call, I only needed just enough information about the more recent matter to make sure he might have a claim to save him the time expense of traveling downtown. This is the point when he hung up on me. At no point was any money discussed or how much either of us could make since he hung up before I determine if he had a viable case or not. I am very sorry if my conversation with him made it seem that i was disinterested but he ended the call before I could get any relevant information.
Posted by anonymous | March 07, 2017 | Lawsuits & Disputes
Dismissal
Called and spoke with Mr Ehrlich about my case and he did not show any interest in my case. asked me how much I would be suing for and said that was not enough money for him to deal with it. Unprofessional but to the point that it was only about how much money he could make.
I am sorry that this person felt this way from our phone call. The point i was trying to make to him, however, was not the amount of money I would make, but it may not be cost effective for him to retain us. We typically charge a retainer fee and there would be court costs. I wanted him to understand that these fees and costs would eat significantly into any recovery he might get. I did not want the client to travel downtown, incur fees for the trip, only to learn that it did not make economic sense for him to hire me. This was why i asked for an approximation of his damages and explained the fees i would have to charge at a minimum to take his case.
Posted by anonymous | September 16, 2015 | Criminal Defense
Discrimination
1. 1/2 hour wait time even though appt. time was set. 2. Mr. Ehrlich was in a hurry constantly trying to speed up the process of short (17min) consultation. 3. Very impatient even answering my questions. Even though I was prepared for this consultation he would still appear very fidget and unpleas...
A client should feel 100% comfortable with the attorney she is going to retain. So if a prospective client believes or feels that I was not patient or thinks I "sighed" too much, then she should most definitely find someone with whom she is more comfortable. While I fully respect and support this client's decision to hire another attorney, I do not agree with her description of what she claims occurred and must respectfully disagree with this review. There are times that I cannot see a client at the appointed time because a prior client arrived late, I required additional time to review a prior client’s case, or I was on the phone handling an important and pressing matter with another client. 30 Minutes late is not common but it has happened on occasion due to circumstances beyond my control. I also respectfully disagree with the other complaints that were raised. I typically allow for a 30 minute appointment, and within that time frame, I fully and carefully answer questions any client asks that are related to her case. If there is no one waiting for me, I will go a little beyond that 30 minute time frame if necessary. I reviewed my detailed notes of my meeting with this client which lasted more than the 17 minutes she believes I gave her. My notes contain all the relevant details from that meeting and list 3 potential legal claims that I noted and discussed with the client. I also took notes about the reasons the employer (falsely) claimed were the reason for terminating this client. I do recall that this client wanted to go through each of those issues as alleged by the employer in more detail, but I had more than enough information from the client at the time to understand how and why she felt these performance complaints were unjustified and false. I am sorry for whatever I did that gave this perception to this client but I would not have these details in my notes if I had acted the way this person claims.
"Arthur understands the complicated regulatory system at both the state and federal level. You need an experienced attorney who represents private employees. Arthur also works with municipal employees and small businesses, helping them to handle employment discrimination and non-compete issues. When we have a question, Arthur always has an answer."
"I endorse this lawyer."
"I endorse this lawyer. His comments are thoughtful and helpful."
"I endorse this lawyer."
"I endorse this lawyer. Excellent contributions and an asset to the AVVO community."
"I endorse Arthur. Highly respected in the legal community. A skilled lawyer with a strong reputation for client advocacy and dedication."
"Great lawyer. Great reputation. Great results. Stop and make the call now. You can't go wrong."
"I wholeheartedly endorse this lawyer. A brilliant attorney, highly respected in the legal community."
"Well-known and well-respected lawyer at the top of his field. Highly recommended."
"I endorse this lawyer. Mr. Ehrlich is a skilled and respected member of the legal community. He is a zealous advocate for the rights and interests of his clients."
"Top-notch attorney. Highly respected in the legal community."
"I have been referring Plaintiff-Employee matters to Arthur for at least 10 years, and to date, have received nothing but compliments and positive comments. Additionally, I have relied on Arthur's counsel and advice on matters when I am outside my "wheel-house", because he is knowledgeable and experienced in other areas, and provides well-thought out comments and advice. He is ethical, knowledgeable, informative and professional, and I give Arthur Ehrlich my highest recommendation."
"I have known Arthur Ehrlich for over ten years and find him to be a reputable and experienced attorney in the field of employment law. He is well-respected by the judiciary and his peers and I have no hesitation in endorsing him."
"I endorse this lawyer."
"I endorse this lawyer. I have known Arthur for almost twenty years and know that his reputation in the legal community is excellent. I have no hesitation referring work to Arthur as I know he has a great legal mind."
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2014
AV Preeminent Peer Review Rated, Martindale-Hubbell
2013
AV Preeminent Peer Review Rating, Martindale-Hubbell
2012
AV Preeminent Peer Review rating, Martindale-Hubbell
2011
AV Preeminent Peer Review Rating, Martindale-Hubbell
2000
Who's Who,
1985 - Present
Partner, Goldman & Ehrlich
Member
Member
Verdict for Barnes, reinstatement and backpay
Judgment for Plaintiff
Jury verdict for Plaintiff
Verdict for plaintiff
Decision in favor of Teacher
Verdict for Plaintiff
1984
JD - Juris Doctor,with Honors
1981
BA - Bachelor of Arts, Magna Cum Laude
2015
A, B, C's of Hiring and Firing
2015
Retaliation: the Gift that Keeps on Giving
2014
Legal Issues in Social Media and Social Websites
2014
Law Firm HR Decisions and Policies
2013
Do's and Dont's of hiring and firing employees
2012
Do's and Don'ts of employment termination
Legal Answers
Top Contributor
Arthur earned significant contribution points in 2014.
Can my employer request medical documents? If I refuse, can they punish me?
03 Jun 2021
As an employer, do I need to provide copies to signed pages of the employment application to employees? - More detail below
09 Mar 2021
Overly friendly nurse excessively and uncomfortably rubbed, touched, and kissed me.
25 Apr 2018
