Katz Nowinski P.C.

03/16/2026

March 16: we will be at reduced capacity today due to the winter storm. We will respond to your emails and calls as quickly as we are able! Thank you for understanding. Stay safe if you must travel today!

09/18/2025

We're happy to share that Aaron Baker, a Quad-Cities "native", has joined our firm as an Associate Attorney. Aaron attended law school at Drake University in Des Moines, IA. On top of that, he found his way into a feature with the Iowa Bar Association at their recent "swearing in" ceremony where each new lawyer becomes an officially licensed attorney and takes an oath to uphold the laws of our country, act with integrity, and practice to the best of their ability as lawyers. Welcome Aaron!

https://www.iowabar.org/?pg=IowaBarBlog&blAction=showEntry&blogEntry=131302

09/11/2025

Hello! Our internet and phones are currently *down*! We apologize for the inconvenience!

08/29/2025

We will be closed from noon until 2pm today as we celebrate the retirement of our long-time receptionist. Happy retirement, Terri!

08/08/2025

Reverse Discrimination – Easing the Burden for the “Majority”

• The Supreme Court recently held that a higher standard of proof is not required for Plaintiff’s claiming workplace discrimination based on heteros*xual identity (so-called “majority” status).

In Marlean A. Ames v. Ohio Department of Youth Services, Marlean Ames was denied a promotion then demoted. Both positions were filled by other candidates – a le***an woman and a gay man. Ames sued, claiming she was discriminated against, although she was a member of the perceived majority class of heteros*xuals. The Supreme Court established a notable precedent establishing that reverse discrimination cases under Title VII do not require additional evidence that is not required for minority member claims in order to prove discrimination.

Appellate and lower courts had previously required that plaintiffs alleging reverse discrimination have to show “background circumstances to support the suspicion that the defendant is that unusual employer who discriminates against the majority. With the recent ruling, any individual[s] is held to the same standards.
Under Title VII, an employer cannot fire, refuse to hire, demote, refuse to promote, etc., an employee based on their race, color, s*x, or national origin. The Supreme Court’s ruling clarifies that majority groups are entitled to the same burden of proof as those of the minority.

It is expected that employers are going to see a spike in reverse discrimination claims from employees who are the majority.

Visit our website https://www.katzlawfirm.com/ for more information or to contact one of our employment law attorneys.

To read the full court opinion, visit:https://www.supremecourt.gov/opinions/24pdf/23-1039_c0n2.pdf

Quad Cities Law Firm focusing on employment law, bankruptcy and personal injury. Call us today to schedule a free consultation.

07/30/2025

Minimum Wage Law – Performance bonuses

‣ The Supreme Court of Illinois recently clarified how performance bonuses are to be factored into the “regular rate” of pay when calculating overtime.

In Mercado v. S&C Electric Co., 2025 IL 129526, two factory workers were seeking unpaid wages pursuant to Section 12 of the Illinois Minimum Wage Law. They alleged that the company failed to include performance bonuses in their regular rate of pay when calculating overtime compensation. The Illinois Supreme Court found that the performance bonuses were incorrectly excluded in the “regular rate” of pay for calculation of overtime pay. The former employees were also entitled by law to treble damages, monthly interest of 5% for each month of the unpaid overtime and attorney’s fees and costs.

For those who do not receive any bonuses, the usual overtime calculations (based on minimum wage of $15/hour and an additional 10 hours of overtime) are as follows:

‣ Regular pay: 40 hours per week x $15.00 = $600
‣ Overtime pay: 10 hours per week x $22.50 (1.5 x regular rate) = $225
‣ Total = $825

For those with incentive/performance bonuses for meeting production goals, the “regular rate” to determine overtime is to be recalculated as:

‣ (Regular pay of $600 + $100 bonus) / 40 hours = $17.50 per hour
‣ Overtime pay: 10 hours x $26.25 (1.5 x $17.50) = $262.50
‣ Total Pay for the week: $600 + $100 + $262.50 overtime pay = $962.50

Whether you're an employee pursuing unpaid wages or a business aiming to stay compliant with the law, the attorneys at Katz Nowinski are here to help. Call us at (309) 797-3000 or visit https://www.katzlawfirm.com/ to learn more.

To read the full court opinion visit: https://cases.justia.com/illinois/supreme-court/2025-129526.pdf?ts=1737731198

07/18/2025

Good afternoon! We are *closed* for the remainder of today, July 18, due to a power outage in our area.

07/14/2025

We're currently seeking a receptionist to join our team. If you're interested, please review the details below and send all inquiries to [email protected]

07/03/2025

06/18/2025

🥂Congratulations Frank Nowinski & Dale Haake🥂

Yesterday evening we celebrated both outstanding attorneys on their retirement and success for a combined 91 years! Huge thank you to everyone who came to the reception and TPC Deere Run for hosting our event! Cheers to their next chapter!