Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 1 of 13 PageID #:5771 DECLARATION OF CHRISTOPHER J. WILLIAMS I, Christopher J. Williams, under penalty of perjury, state based on personal knowledge that the following facts are true and correct: 1. I am over the age of 21 years. 2. I currently reside in Chicago, Illinois. 3. I am an attorney and the principal of Workers’ Law Office, PC (“WLO”). 4. I am the lead attorney in the matter of Lucas et al. v. Gold Standard Baking, Inc. et al., Case No. 13 C 1524. 5. Prior to being admitted to practice law, I worked as a teacher in the Chicago Public Schools and the City Colleges of Chicago from approximately 1984 to approximately 1994. From approximately 1989 through 1993, I served as a union officer and president of American Federation of State, County and Municipal Employees (“AFSCME”) Local 3506, representing teachers in the Adult Learning Skills Program at the City Colleges of Chicago. This program encompassed pre-collegiate classes such as alternative high school, GED, Literacy and English as a Second Language. Because this program largely served low-income and immigrant communities, the City Colleges placed teachers in over 350 community-based organizations, such as churches, schools, union halls, non-profit service organizations, community advocacy organizations, health clinics, among others. As president of the union of teachers, I visited each of these 350 plus community organizations. I developed relationships with many of these community organizations that continue to exist today. 6. From approximately 1994 through 1999, I was worked as an Assistant Director of Organizing for AFSCME Council 31 of Illinois and as Director of Organizing for the Service Employees International Union (“SEIU”) Local 73 where I supervised a staff of twelve 1 Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 2 of 13 PageID #:5772 employees. During this period, I developed a strong understanding of workplace rights and developed relationships with staff of many unions in and around Chicago that continue to this day. 7. From approximately the end of 1999 through 2000, I served as the Director of the Chicago Workers’ Center (“CWC”), a non-profit organization, providing worker’s rights trainings and advocating for low wage immigrant workers. I also served as the CWC’s representative to the Chicago Area Workers’ Rights Initiative (“CAWRI”), a taskforce of community organizations serving at-risk communities working with governmental enforcement agencies such as the EEOC, OSHA, and the U.S. and Illinois Departments of Labor. During this period, I developed relationships with many community-based advocacy organizations that continue to exist today. 8. I was admitted to the Illinois Bar and the General Bar of the U.S. District Court for the Northern District of Illinois in 2004. I am also admitted to the Trial Bar in the Northern District. 9. After being admitted to the Illinois 2004, I was one of the founders of a non-profit legal service organization, Working Hands Legal Clinic, which provides assistance for lowincome Illinois residents (defined as earning 150% or below of the poverty level) in the area of employment law. I served as the Executive Director of the Working Hands Legal Clinic through June 30, 2011. During the period of my tenure as Director, Working Hands Legal Clinic assisted in recovering over $5,000,000 in owed wages on behalf of low wage Illinois residents by working with the Illinois and federal Departments of Labor as well as working with a network of attorneys to litigate claims. During my tenure at WHLC, WHLC’s work was recognized and funded by the Chicago Bar Foundation, the Illinois Equal Justice Foundation and the Lawyers’ 2 Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 3 of 13 PageID #:5773 Trust Fund of Illinois, among other foundations. I developed relationships with many community-based non-profit organizations, legal services organizations, consulates of foreign governments and private attorneys which continue to exist today. 10. As Director of the WHLC, I served as legal advisor to the sponsors in the Illinois Senate of the 2006 amendments to the Illinois Day and Temporary Labor Services Act (“IDTLSA”) and of the 2011 amendments to the Illinois Wage Payment and Collection Act (“IWPCA”) and worked with the Mexican American Legal Defense and Education Fund (“MALDEF”) and the National Employment Law Project (“NELP”) in taking primary responsibility for drafting the legislative language of these two amendments. From 2009 through 2011, I served as a member of a task force with the Illinois Department of Labor and the Office of the Attorney General of Illinois to examine the problem of wage theft in Illinois which resulted in the 2011 amendments to the IWPCA and the Illinois Department of Labor’s administrative procedures in enforcing this law. 11. My work in the area of employment law, particularly for low-income and immigrant workers, is well-known in both the legal community and the advocacy community. I have served as an expert panelist at continuing legal education seminars sponsored by the American Bar Association, the Chicago Bar Association, Illinois Legal Aid Online, the National Employment Lawyers’ Association, the Illinois Employment Lawyers’ Association, the National Employment Law Project, the AFL-CIO Lawyers’ Coordinating Committee, Chicago-Kent College of Law, the DePaul University College of Law, among others. In 2011, I was awarded the Honorable Abraham Lincoln Marovitz Public Interest Law Award by Chicago-Kent College of Law. I currently teach a course entitled “Legal Issues Affecting Low Wage Workers” at Chicago-Kent College of Law. 3 Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 4 of 13 PageID #:5774 12. Since being admitted to the Illinois and Federal Bar, I and the other attorneys of WLO have conducted over a thousand “Know Your Rights” trainings at various health clinics, schools, foreign consulates, unions and other worker advocacy organizations, churches, social service organizations and other community-based organizations. At these “Know Your Rights” trainings, WLO attorneys, including myself, typically present information in the form of Group Attachment 1. As a result of these “Know Your Rights” presentations, the attorneys of WLO have been contacted by hundreds of workers as a result of these presentations and have received hundreds of referrals from the organizations sponsoring the presentations. Often, I and other WLO attorneys conduct free legal advice clinics immediately after such presentations. WLO sometimes takes such cases on a pro bono basis and sometimes on a contingency fee basis. 13. Since being admitted to the Illinois and Federal Bar, I have been lead counsel or co-counseled in over 300 employment law cases filed in the Northern District of Illinois and the Circuit Court of Cook County, the vast majority of which have been cases arising under the Fair Credit Reporting Act ("FCRA"); Title VII of the Civil Rights Act of 1964, as amended, (“Title VII”); the Civil Rights Act of 1866, as amended, 42 U.S.C. §1981 (“Section §1981”); the Fair Labor Standards Act (“FLSA”); the Illinois Minimum Wage Law (“IMWL”), the Illinois Wage Payment and Collection Act (“IWPCA”); and the Illinois Day and Temporary Labor Services Act (“IDTLSA”). Over thirty of these cases have involved complex class action litigation arising under the FCRA, Title VII, Section 1981, the IMWL, the IWPCA or the IDTLSA and/or have proceeded as class collective actions arising under §216(b) of the FLSA. Our firm also assists low-income people with unemployment claims and expungement of criminal records on a pro bono basis. 14. I have been appointed class counsel by courts in the Northern District of Illinois 4 Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 5 of 13 PageID #:5775 and the Circuit Court of Cook County in twenty complex class action matters. A list of the cases in which I was appointed by the Court as class counsel is attached hereto as Attachment 2. 15. In or about late November of 2014, I authorized WLO to mail out approximately 4,500 postcard advertisement postcards, in the form attached to Plaintiffs’ Response as Exhibit A, to six postal routes in the North Chicago and Waukegan area, Illinois area. The postal routes were all no less than 50 miles north of MVP’s Cicero branch office. No more postcards in the form of Exhibit A have been mailed since this initial mailing. 16. Since the initial mailing, WLO has received calls from over two dozen residents of Waukegan and North Chicago in Lake County, Illinois. Some of these individuals have worked at different branch offices of the defendant staffing agencies identified in the postcard advertisement than are at issue in the instant litigation, and others have worked for different staffing agencies altogether. 17. As expected, none of the individuals who have contacted WLO in response to the postcard advertisement have ever worked at any of the branch offices of the defendant staffing agencies involved in any of the cases identified in the postcard advertisement, including MVP’s Cicero branch office. 18. I am not suffering any impediments and am competent to testify to all of the foregoing. I declared under penalty of perjury that the foregoing is true and correct. Dated: January 9, 2015 s/Christopher J. Williams Christopher J. Williams Workers’ Law Office, PC 401 S. LaSalle Street, Suite 1400 Chicago, Illinois 60605 (312) 795-9121 5 Case: 1:13-cv-01524 Document 305-6 Filed: 01/09/15 Page 6 of 13 PageID #:5776 ATTACHMENT 1 Case: 1:13-cv-01524 Document 305-6 Filed: 01/09/15 Page 7 of 13 PageID #:5777 If employers use a third'party criminal background check report to deny you a job, they must first provide you a copy of the report. Employers may not obtain a third-party criminal background check report Without your written authorization. You have a right to correct inaccurate information in your criminal background check report by filing a dispute with the criminal background check company. Employers may not consider a dismissed criminal charge or arrest to deny you a job. If you are African-American or Latino, employers may not consider 01d criminal convictions that have no bearing on your qualifications for the job. Split Paychecks (especially for staf?ng agency workers): Many employers try to pay their employees with split paychecks or in a check plus cash for overtime hours. If you work more than 40 hours in a week for a single employer, you must be paid overtime. Paying workers under 2 names, with checks from 2 different companies or paying in cash does not change your right to receive overtime pay. Paying on a piece-rate basis: If you are paid by the number of pieces you produce, you also must be paid overtime, or at a rate of a piece and a half for all overtime hours. Staffing agency workers working at more than 1 company: If you work more than 40 hours in a week for a single staf?ng agency, you must be paid overtime pay for all hours over 40 in a single week even if you work at more than 1 company. The Staffing Agency Law Staf?ng agency workers have all of the same rights as other workers, but this law gives staf?ng agency workers some more rights which include the right to: Employment Notice: At the beginning of each assignment, the staf?ng agency must provide each worker with a record of the job to be performed, the hours worked and wages to be paid among other information; Work Tickets: For staf?ng agency workers who are sent to work at a company for a single day, the company must give you a work veri?cation form at the end of the day showing your name, the date worked, the work location and number of hours worked. Staf?ng agency workers who are sent on longer assignments may request a daily work ticket. Pay Stubs: You must receive a wage statement at the time of pay which shows the number of hours worked at each location, the total hours as well as an itemized list of all deductions made. Pay Disputes: If you believe you have not been paid for all of the hours you have worked, you have a right to review the staf?ng agency?s records showing how many hours they billed the company for your work. Minimum 4 hours of Pay: If you are sent to work at a company but not needed, you must be paid for a minimum of 4 hours at the rate promised. TranSportation Fees: If the staf?ng agency provides transportation or directs you to take speci?c transportation, you may not be charged for rides and the agency is responsible for the safety of the van. If you ride in a legitimate carpool, the driver may charge you. Fees for Conversion from Temporary to Permanent Employment: A staf?ng agency may not charge a fee to a company that wants to hire you directly of more than their commission for 60 days minus the commission they actually received from the work you have done in the previous 12 months. In other words, the longer you work at a staf?ng agency, the less the fee they can charge a company for hiring you. Waiting Area: A staf?ng agency must provide a waiting area with access to a bathroom, running water and suf?cient seating for all workers. Know Your Rights! A brief guide to some of your workplace rights! 0 Sexual Harassment and Discrimination Law 0 Fair Credit Reporting Act and Background Checks 0 Wage and Hour law 0 Overtime pay 0 Minimum Wage - Law For Staffing Agency Workers Disclaimer: This guide gives a brief description of some of your rights at work and is for informational purposes only and is not intended as legal advise. Each case is different and requires an investigation of the speci?c facts. You should not rely solely on this guide in determining your rights. You may have additional rights which are not listed here. If you have questions about your rights at your speci?c workplace, you can contact. . .. Worker-5' Law Office, PC 401 5. LaSalle Street, Suite 1400 Chicago, Illinois 60605 Tel: 312-795-9121 Note: It is illegal for your employer to retaliate against Case: 1:13-cv-01524 Document 305-6 Filed: 01/09/15 Page 8 of 13 PageID \l \1 you for making a complaint to the Department of Labor,00 to a community organization or for ?ling a lawsuit. Discrimination in the Workplace Discrimination in the workplace, including sexual harassment and discrimination based on race, nationality, gender, pregnancy, age, disability or religion violates Title VII of the Civil Rights Act and the Illinois Human Rights Act. Title VII applies to employers with 15 or more employees to staffing agencies. Complaints of discrimination must be first ?led with the federal Equal Employment Opportunity Commission (EEOC) or the Illinois Department of Human Rights (IDHR), generally within 300 days of the incident complained about. Sexual Harassment - Sexual harassment may include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment; - Harassment does not have to be of a sexual nature. It can be offensive remarks about a person?s sex. For example, it is illegal to harass a woman by making offensive comments about women in general;- - The harasser can be the victim?s supervisor, a supervisor in another area, a co?worker, or someone who is not an employee of the employer, such as a client or customer. Hostile work environment The law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, however, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being ?red or demoted). Making a Complaint about Discrimination If the employer has an internal complaint mechanism, it is important to utilize it. Of course, if the harasser is the person to whom you are supposed to report the harassment, you can by-pass this step of the complaint process. If there is no one else to complain to, this is generally not required before filing a complaint with the EEOC. Discriminatory Use of Background Checks An employer?s use of criminal background checks may also violate Title VII. While employers are not prohibited from seeking a background check, there are two ways in which the employer?s use of criminal history information may violate the law: a By treating job applicants with the same criminal records differently because of their race, color, religion, sex, or national origin (?disparate treatment discrimination?). - if the exclusions based on criminal backgrounds still disproportionately and unjustifiany exclude people of a particular race - or national origin (?disparate impact discrimination"). If so, the employer must show that the exclusion is ?job related and consistent with business necessity? for the position in question, the exclusion may violate Title VII. If an employer does conduct a criminal background check, it must comply wit?} the Fair Credit Reporting Act. (D a Criminal Background Checks: An employer must provide you with disclosure alerting you that a background check may be obtained; the; disclosure must be in a separate document (is. not buried in fine print the middle of an application) and the employer must obtain your permissioQ to conduct a background check (usually by signing). 0 Your Rights: If something comes back on your background check, employer must provide you with a copy of the background check report ang? a description in writing of your FCRA rights. Dispute Report: An employer must give you an opportunity to dispute the findings of the background report before taking adverse action against you: Minimum Wage and Overtime Laws Your right to receive the minimum wage: I All workers must be paid at least the minimum wage. The minimum wagg in Illinois is currently $8.25 per hour, with a probationary rate of $7.75 fotlrl the ?rst 90 days (but sia??ing agency workers cannot be paid the? probationary rate). Common examples of schemes to avoid overtime are: Paying on a salary basis: If you are paid on a salary basis, you still mug be paid $8.25 per hour for all of the hours you work. You can calculatg your hourly rate by adding up all of your pay in a week and dividing by thE total number of hours you worked. 8 Paying on a piece-rate basis: If you are paid by the number of pieces yoE produce, you also must be paid the minimum wage. Calculate your hourl% rate in the same way. SD co Your right to receive overtime pay: All workers must be paid overtime pay (time and a half) for all hours worked ove?Q 40 in a single work week1 unless you are exempted for a Speci?c reason.2 The mog common schemes are: ment .0 Paying on a salary basis: If you are paid the same salary no matter hog many hours you work each week, you are still entitled to receive overtimQ pay for all hours worked over 40 in an individual work week. To calculatQ your hourly rate, divide your total weekly salary by the number of hourE worked. 01 779 1 Unfortunately, the law does not require overtime after working 8 hours each day. 2 Most workers are not exempt, so if you think you should be paid overtime, you probably should. Page por Incapacitacion Temporal Total: Puedes ser elegible a recibir pages per incapacitacien temporal 2 terceras partes de tu page tipico semanal mientras que no puedas trabajar; Page por Incapacitacit?m Permanente: Si sufres 1a perdida permanente del use de alguna parte de tu cuerpo a causa de la lesion, puedes ser elegible de recibir 60% de tu page ?pice semanal multiplicado por un n?mero especi?cado de semanas determinado por el tipo de incapacitaci?n. Si un trabajador se muere en el trabaje, sus familiares son elegibles para indemnizaciones. Si estas lesionade, tu debes de. .. I Noti?car a tu empleador supervisor inmediatamente (hay que noti?carles dentro de 45 dies 0 puedes perder tus derechos). Decir a tu medice que la lesion ocurri? en el trabaje; I Consultar a un abogado. Puedes llamar a nuestra Clinica Legal 0 la mayoria de los abogades te daran una censulta gratuita. N0 DEBES 0 Firmar 1m papel rosado de la cempa?ia sin hablar con un abegade; I Ir con el doctor de la compa?ia. Si es una urgencia, debes de ir a una sale (16 urgencias. Derecho a N0 ser Discriminado La ley prohibe la discriminacion en el trabaje basada en: raza, edad, origen nacional, discapacidad religi?n sexo que incluye: Acose sexual; Discrimiaaci?n per embaraze; 0 Salaries menores per trabajos similares Tambi?n 1a ley prehibe que se temen represalias contra cualquier trabajador per presentar una denuncia de discriminacion per participar en una investigacion, procedimiento audiencia con respecte a la denuncia de discriminacion PBOIECCION con/m4 Es ilegal que ta empleador tome represalias ea ta contra par poner ana deaancia en el Departamento de Trabajo, can ana organizaci?n comanitaria, 0 en corte. Si panes ana denuncia 0 demanda ta engpleador te despide 0 re quita tus horas, paedes teaer otro case contra la a?ciaa. OJ 0: [Tu estado migmtorio no importa bajo estas Ieyes! Conoce tus Derechos! CONOZ CA SU DERE CHO A SER PA GADO 0M0 LA LE MANDA alleto Brave Las Leyes de Pago de Salario Page por Tiempo Extra 0 Sueldo Minimo La Ley para Lesiones en el Trabajo La Nueva Ley sobre Trabajo Temporal 0 La Ley sobre Discriminacic?m Anancie: Esta guia da 1111a descripcien breve de algunos de sus derechos laborales. Cada case es cliferente necesita una investigacion de los hechos. No debes de depender ?nicamente de esta guia para determiner tus dereches. Puedes tener otres derechos que no se incluyen aqui. Si tienes preguntas sobre tus dereches en tu lugar de trabaj e, puedes contactar a nuestras o?cinas. OJ 0: (Tu estado migratorio no importa bajo estas leyes! Worker-5' Law Office, P.C. 401 S. LoSolle St, Ste. 1400 Chicago, IL 60605 Tel: 312-795-9121 Fax: 312-929-2207 Case: 1:13-cv-01524 Document 305-6 Filed: 01/09/15 Page 10 of 13 Pag #:5780 i133 ilegal que la compa?z'a (e castigae, saspenda a despida per hacer valer tus derechos! Derechos a1 Sueldo Minimo Tiempo Extra Todas las personas tienea el derecho de recibir al menos el sueldo mt'nimo par hora: Actualmente, e1 sueldo minimo en Illinois es $8.25 per hora. Les engaiios mas cemunes para no pagar e1 sueldo minime sen: La Ley de Trabajo Temporal/ per O?cina Nuevos derechos para Trabajadares Temper-ales Les Trabajadores temporales per e?cina tienen los mismos dereches que tienen les demas trabajadores. Sin embargo 1a ley para trabajaderes de o?cina ofrece dereches Salarie semanal quincenal: Aun si te pagan per salarie, te deben de pagar per lo menos $8.25 per hora per todas las horas que trabajas. Se puede calcular cuanto te estan pagando per hora si divides tu page semanal numere por las horas que trabajas cada semana. Page per pieza: Si te pagan por el numero de piezas que tu produces, te tienen que pagar por lo menos e1 sueldo minime. Hay que hacer el mismo c?lculo dividiendo e1 page semanal entre e1 numero de horas que trabajas. Falta de page per tedas tus horas: A veces los patrenes deciden no pagar per ciertes tipos de tareas como: tiempo que pasas preparandote para empezar tu tumo. Tiempo que pasas echando herramientas a la camioneta antes de trabajar, etc. En general un empleador debe pagarte por todo el tiempo que pasas en el lugar de trabajo, si no lo hacen es probable que est?n vielando tu derecho a1 salario minimo per hora. Page per prepinas: Se puede pagar a los trabajadores 60% del sueldo minimo ($4.65 per hora) mas las prepinas pero solo si tu empleador reparte las propinas en ferma legitima si en total ganas per lo menos e1 salario minimo per hora. Es ilegal que un patron te pague solamente las propinas. Times cl derecho de ser pagado par tiempo extra (overtime): El overtime se debe de pagar a partir de que uno trabaja mas de 40 horas en una semana (periodo de paga de siete dias). Todas las horas trabajadas arriba de 40 horas dentre de una semana deben pagarse a tiempo medio de tu sueldo regular per hora. Por ejemplo, si ganas $10 per hora, las horas arriba de 40 en una semana se te deben pagar a $15/ hora. La obligacion de pagar overtime surge a partir de las 40 horas en una semana no a partir de las 8 horas en un dia. Les engaiies mas cemunes son: Salarie semanal quineenal: Site pagan el mismo sueldo cada semana, trabajas mas de 40 horas a la. semana, tus horas varian cada semana, es muy probable que no te est?n pagando tu overtime correctarnente. Cheques multiples (en especial para trabajaderes temperales): Muchos patrones, especialmente las o?cinas temporales, lo hacen trabajar mas de cuarenta horas en una semana sin pagarle el overtime esconden la vielacion dandele mas de un cheque pagando menos de 40 horas per cheque, tedas a tiempo regular. No irnporta si una o?cina le manda a mas de una cempa?ia le pagan con cheque separados, 0 con cheques baje nombres diferentes. Si trabajas mas de 40 horas en una semana debe ganar overtime come quiere que sea. Page en cheque en efective: Tambi?n es com?n que los patrenes eculten e1 heche de que no pagan overtime pagando cuarenta horas en cheque el resto de sus hora en una semana en efectivo pero a tiempo regular. adicionales incluyendo: Trabajadores que no pueden trabajar per 3 dias a causa de una lesion que su?ieron en el trabajo sen elegibles para 3 bene?cios: Employment Notice: Cuando lo asignan a una compa?ia per primera ve?7 la o?cina esta obligada a proporcienarle un documento con: el nombre de 92 1a compa?ia a la cual lo asignan, e1 tipo de trabaje que va a desempe?ar, CH Suelde, 1a direccion de la compa?ia, los t?rminos del transporte, si hay cobro provision de equipe; (5 Work Tickets: Para los temperales que se mandan a una compa?ia por un$ solo dia, 1a compa?ia en que la persona trabajo debera darle a1 trabajador un record que incluya el nombre del trabajador, la fecha, la localidad, el 0" numero de horas trabajadas ese dia. Talenes de cheque: La o?cina esta obligada a incluir en el tal?n de cheque los lugares dende usted trabajo, e1 numero de horas laboradas en cada lugar de trabajo, e1 total de horas trabajadas en ese periodo de page, una lista de todos los descuentos. Con?ictos de page: Si crees que la o?cina no te page todas las horas que trabajaste, tienes el derecho a inspeccionar los expedientes de la o?cina que revelan cuantas horas la oficina cobro a la compafiia por tuO trabaj o. Page minime de 4 horas: Si la o?cina lo envia a una cempa?ia esta-n lo regresa sin haberle dado 1a oportunidad de trabajar al menos 4 horas? 1a o?cina tiene obligacion de pagarle un minimo de 4 horas. 9' Cebro per Transporte: Si la o?cina provee e1 transporte 1e dirige a 8 tomar un transporte especi?co, no le pueden cobrar per e1 transporte 5 1a o?cina se hace responsable per su seguridad. Si un trabajador le da transporte por Su cuenta, el chofer 1e puede cobrar. Cobres per conversion dc temporal a planta: Si llevas mas de 60 dias trabajando con la misma cempa?ia a trav?s de e?cina, la compa?ia te quiere contratar de planta, la o?cina no puede cobrar una cuota per la contratacion. Si llevas menos de 60 dias trabajando con la" compa?ia estate quiere contratar, 1a o?cina solo puede cebrar la diferencia entre 60 dias los dias que has trabajado con la compafiia. ('70 Area de Espera: La o?cina debe de preveer su?cientes asientos para 105 trabajadores, agua potable ba?os. 24 Docug;1ent#: 3 9/15 Page of ageID Compensaci?n per Lesienes en el Trabajo 78 Cuentas M?dicas: Tu empleader tiene que pagar tedes los gastes m?dice? relacienades con tu lesion laboral. Ademas, puedes escoger tu propio doctor. No tienes que aceptar e1 doctor de la compa?ia para tu tratamiente. Case: 1:13-cv-01524 Document 305-6 Filed: 01/09/15 Page 12 of 13 PageID #:5782 ATTACHMENT 2 Case: 1:13-cv-01524 Document #: 305-6 Filed: 01/09/15 Page 13 of 13 PageID #:5783 1. Dickerson v. Roger’s Premier Enterprises, LLC, Case No. 13-7154 (January 05, 2015, ND IL, Judge Finnegan) (D.E. No. 58). 2. Hernandez v. ASG Staffing, Inc., Case No. 12-2068 (December 11, 2014, ND IL, Judge Bucklo) (D.E. No. 87); 3. Dean, et al. v. Eclipse Advantage Inc., et al., Case No. 11-8285 (December 17, 2013, ND IL, Magistrate Judge Mason) (D.E. No. 149); 4. Rangel, et al. v. Commonwealth Hospitality, LLC et al., Case No. 12-3809 (December 13, 2013, ND IL, Judge Bucklo) (D. E. 66); 5. Blancas, et al. v. Cairo and Sons Roofing, Co. Inc., Case No. 12-2636 (December 12, 2013, ND IL, Judge Durkin) (D.E. No. 43); 6. Gallegos et al. v. Midway Building Serivces, LTD et al., Case No. 12-4032 (October 02, 2013, ND IL, Judge Finnegan) (D.E. No. 67); 7. Craig v. EmployBridge et al., Case No. 11 C 3818 (April 4, 2013, ND IL, Judge Pallmeyer)(D.E. No. 75); 8. Smith et al. v. Dollar Tree Distribution, Inc., Case No. 12-3240 (February 27, 2013, ND IL, Magistrate Judge Brown) (D.E. No. 35); 9. Ramirez et al. v. Paramount Staffing, Inc. et al., Case No. 11-4163 (January 29, 2013, ND IL, Magistrate Judge Finnegan)(D.E. No. 40) 10. Bautista et al. v. Real Time Staffing Services, Inc. et al., Case No. 10-0644 (August 28, 2012, ND IL, Judge Gettleman)(D.E. No. 58); 11. Ochoa et al. v. Fresh Farms International Market, Inc. et al., Case No. 11-2229 (July 10, 2012, ND IL, Judge Dow)(D.E. No. 29); 12. Francisco, et al. v. REM Staffing, et al., Case No. 11-2162 (May 24, 2012, ND IL, Judge Grady)(D.E. No. 43); 13. Jones et al. v. Simos Insourcing Solutions, Inc. et al., Case No. 11-3331 (May 4, 2012, ND IL, Judge Bucklo)(D.E. No. 35); 14. Francisco et al. v. Remedial Environmental Manpower, Inc. et al., Case No. 11-2162 (April 25, 2012, ND IL, Judge Grady) (D.E. No. 43) 15. Alvarez et al. v. Staffing Partners, Inc. et al., Case No. 10-6083 (January 17, 2012, ND IL, Magistrate Judge Finnegan)(D.E. No. 63); 16. Andrade et al. v. Ideal Staffing Solutions, Inc. et al., Case No. 08-4912 (March 29, 2010, ND IL, Magistrate Judge Denlow) (D.E. No. 142); 17. Arrez et al. v. Kelly Services, Inc., Case No. 07-1289 (October 08, 2009, ND IL, Judge Leinenweber) (D.E. No. 177); 18. Ortegon, et al. v. Staffing Network, Inc., Case No. 06 CH 12679 (July 24, 2009, Circuit Court of Cook County); 19. Acosta, et al. vs. Scott Labor, et al., Case No. 05-2518 (March 10, 2008, ND IL, Judge Gettleman)(D.E. No. 120); 20. Herrera, et al. v. Chicago Mattress, Inc., Case No. 06-1872 (April 27, 2007, ND IL, Judge Filip)(D.E. No. 49);