Cynthia Pietrucha

Cynthia Pietrucha

Employment Litigation Attorney

Naperville, IL

  • user-graduate Education Northern Illinois University and University of Illinois - Urbana-Champaign
  • Experience Employment Law, Business Law, Arbitration & Mediation ... year
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Practice Areas

Employment Law
Business Law
Arbitration & Mediation
Consumer Law
Employment Law

Jurisdictions Admitted to Practice

  • Illinois

Spoken Languages

  • English: Spoken, Written

Working hours

  • Monday: 9 AM - 5 PM
  • Tuesday: 9 AM - 5 PM
  • Wednesday: 9 AM - 5 PM
  • Thursday: 9 AM - 5 PM
  • Friday: 9 AM - 3 PM
  • Saturday: Closed
  • Sunday: Closed

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For all of your employment challenges, contact our firm at (630) 344-6370My focus: Workplace Mistreatment, Severance Agreements and Medical Leave violations.Attorney Cynthia Pietrucha is an employment discrimination attorney who advocates for employees fired or forced to separate from their jobs. She also educates management, human resources, and corporate counsel on best practices for compliance with workplace laws.Right to be Treated Equally: Representation for Workplace Discrimination or harassment on the basis of disability, pregnancy, race, gender, religion, and more. Equal Employment Opportunity Commission (EEOC) for employees who work in Illinois, Minnesota, South Dakota, Wisconsin, Texas, Arkansas, California, and assistance to employers in writing convincing EEOC Position Statements. Illinois Department of Human Rights (IDHR). Illinois Human Rights Commission (IHRC).Right to Join with Coworkers to Improve Working Conditions without a union: Representation at the National Labor Relations Board.Right to a Safe and Healthy Workplace: Workers' Compensation, COVID-19 protective gear, safety gearBenefits: Unemployment Benefits Telephone Hearings, Medical Leave, FMLA.Proper Pay: Unpaid wages, commissions, bonuses and breach of contract. Representation at the Illinois Department of Labor and in state and federal court.Severance Pay: Severance Agreement review and negotiation.Workplace Investigations: Theft, Discrimination, Harassment, Time and Attendance Workplace Training: Diversity and Inclusion, Sexual Harassment, New Employee Onboarding, Employee Retention Book a phone meeting online at OR Call today at (630) 344-6370

Professional Experience

  • Managing Attorney
    Pietrucha Law Firm, LLC

Professional Associations

  • National Employment Lawyers Association


  • Northern Illinois University
    J.D. (2009)
    Honors: President's Leadership Award


  • Selected as Top 40 under 40 Illinois Employment Lawyers
    The National Black Lawyers

Speaking Engagements

  • ISBA Standing Committee on Women & the Law, ISBA Standing Committee on Women & the Law , Chicago, IL
Legal Answers
  • Q. In illinois, does unpaid medical leave make you eligible for unemployment benefits?
    A: I'm sorry to hear about your injury. If you haven't already, you should ask your employer for a light duty assignment supported by a doctor's note indicating the need to do work that does not require standing for long periods of time. The employer would then have the duty to explore alternative job changes you might be able to perform. If you can no longer perform the core duties of your job, because standing is essential to your job, you may no longer qualify to do your job - which would not be your employer's fault. While unpaid medical leave does not automatically make you eligible to collect unemployment benefits, note the following law: o Voluntary Leave: Voluntary Leaving Disqualification An individual will be ineligible to receive benefits if he has left work voluntarily without good cause attributable to his employer. The disqualification continues until the individual has become reemployed and has had earnings equal to or in excess of his current weekly benefit amount in each of four calendar weeks which are either for services in employment, or have been or will be reported pursuant to the provisions of FICA. (Section 601)  There are seven exceptions that exempt the worker from disqualification even though he has left work voluntarily without good cause attributable to the employer: • 1. When the worker is deemed physically unable to perform his work by a licensed and practicing physician, or where the worker leaves work upon the advice of a licensed and practicing physician that assistance is necessary for the purpose of caring for his spouse, child, or parent who is in poor physical health, and such assistance will not allow him to perform the usual and customary duties of his employment. In either instance, the worker must notify his employer of the reason for leaving before the exception will apply. (Section 601B1
    May 21, 2021


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