Law Firm Overview

The Law Offices of Fern Trevino practices employment law exclusively and has successfully represented employees in federal and state court and before federal, state and local civil rights agencies, thus bringing a comprehensive perspective to each case. The firm represents plaintiff employees in negotiation and litigation of employment disputes involving discrimination, sexual harassment, retaliatory discharge, whistle-blower cases, severance agreements, defamation and other employment law torts.

During the first consultation, the client meets with an attorney who obtains the facts, discusses the law as it applies to those facts, identifies the strengths and weaknesses of the client's particular case and educates the client about the legal process, so that the client can make an informed decision about the options that are available. The Law Offices of Fern Trevino works diligently to solve client matters with compassion and attention to detail. The attorneys pride themselves in working closely with their clients, and if the case requires litigation, they expect the client's cooperation and involvement until a settlement or a verdict is achieved.

Representative Litigated Cases

Most settlement agreements contain confidentiality provisions that prohibit disclosure of the existence and terms of the agreement; therefore, what follows is a list of cases that represent the types of cases our office accepts for negotiation, mediation, and/or litigation.  We have excluded the names of the parties for confidentiality requirements and to preserve the privacy of our clients.

No. 06 L 008283, Circuit Court of Cook County, Illinois.  Defendant fired plaintiff for reporting and refusing to engage in unsafe and unsound banking practices, in violation of public policy under Illinois common law and the Illinois Whistleblower Act.

No. 06 C 3443, U.S. District Court, Northern District of Illinois.  Plaintiff was denied promotions and advancement opportunities because of her sex, female, in violation of Title VII.  When passed over for the position, Human Resources Director told her: you know exactly why it's an all boys' club and you're not a member.

No. 04 C 7493, U.S. District Court, Northern District of Illinois.  Action filed against local government entity and its executive director for ongoing, pervasive sexual harassment under 42 U.S.C. 1983.  After our client filed a charge of sexual harassment, employer eliminated her position.  Judgment entered against employer for $150,000.

No. 2004 SOX 0066, U.S. Dept. of Labor.  Action filed against waste disposal company for violations of Sarbanes Oxley.  Employee reported shredding of financial records and mishandling of funds.  Company terminated employee for his report, later claiming he was also fired for sexually harassing another employee.  During the trial, the mater resolved.

No. 05 C 0838, U.S. District Court, Northern District of Illinois.  Action filed against a global communications corporation for race discrimination and retaliation.  Our client, a high performing Pakistani employee, alleged that the employer repeatedly passed him over for promotions in favor of his less qualified Caucasian and American-born peers.  After he complained of discrimination, the employer retaliated by giving him unwarranted write-ups, lowering his overall performance rating to unacceptable, and attempting to solicit criticism about him from his co-workers.

No. 03 C 6576, U.S. District Court, Northern District of Illinois.  Action for sexual harassment, retaliation, and FMLA filed in conjunction with the EEOC.  Employee worked in a male-dominated environment at a Pepsi-Cola General Bottlers distribution facility.  She was subjected to ongoing sexual comments, sexually explicit graffiti in the bathroom, and offensive whistles and name-calling.  She was terminated after she complained of being harassed and after taking an FMLA leave.  Shortly before trial, the district court judge entered a Consent Decree requiring the employer to pay $400,000 in compensatory damages, back pay, and attorney's fees.  The Consent Decree also requires the employer to provide sexual harassment training to all employees at the facility and to make periodic reports to the EEOC for two years.

No. 04 C 6038, U.S. District Court, Northern District of Illinois.  Action filed against transportation company alleging retaliatory discharge.  Our client, a long-term employee, alleged that he was terminated after he refused to falsify trucking and transportation records.

No. 03 C 1186, U.S. District Court, Northern District of Illinois.  Action filed for retaliation.  Nursing home facility accused employee of performance problems and terminated her after she complained of race discrimination.

No. 01 C 2290, U.S. District Court, Northern District of Illinois.  Action filed against bank alleging discrimination and retaliation.  After employee complained that employer did not promote her because of her race, employer took away employee's duties.  Court denied employer's motion for summary judgment on retaliation claim.

No. 96 C 3326, U.S. Court of Appeals for the Seventh Circuit.  Action filed for national origin discrimination.  At trial, the jury found that the employer failed to promote our client, an auditor, because of his national origin (Pakistani).  The appeals court upheld the jury verdict.  (Appellate decision reported at 200 F.3d 1035).

Honors and Awards

• Legal ability is very high to preeminent rating from Martindale Hubbell.
• Selected by her peers as a Leading Illinois Attorney through the Leading Lawyer Network

West Practice Categories

Civil Rights, Sexual Harassment, Discrimination, Employment Law -- Employee, Employment Discrimination -- Employee, Sexual Harassment -- Employee, Wrongful Termination -- Employee, Whistleblower/Qui Tam