Thank you for the follow-up.
First, let me say that I am very sorry for the delay in my follow-up to you. The site is experiencing an error in a different area and it prevented me from re-accessing your thread. I have reported the matter to the engineers for follow-up. Again, please accept my apologies for my delay.
Now, as for the at-will employee label, I hope you understand this means that the employer does not have to keep you on board. Most employees are at will
. The employer could fire you if they wanted. You could quit if you wanted.
The Illinois courts have been very clear. In Illinois, "a noncontracted employee is one who serves at the employer's will, and the employer may discharge such an employee for any reason or no reason." Zimmerman v. Buchheit of Sparta, Inc., 164 Ill.2d 29, 32, 206 Ill.Dec. 625, 645 N.E.2d 877 (1994); accord Fellhauer v. City of Geneva, 142 Ill.2d 495, 505, 154 Ill.Dec. 649, 568 N.E.2d 870 (1991) (stating this court's adherence to rule that employer may discharge at-will employee for any or no reason); Price v. Carmack Datsun, Inc., 109 Ill.2d 65, 67, 92 Ill.Dec. 548, 485 N.E.2d 359 (1985) (stating "accepted general rule" that "in an employment at will
there is no limitation on the right of an employer to discharge an employee").
Separately, there is no laws that protect you from working with a drug addict.
Let me be very clear. There are no laws against working with a co-worker who is argumentative and aggressive.
What you have described is a symptom of poor management and a toxic work environment. However, there is no law against that. Instead, the at-will employment laws
empower you with the choice to simply quit.
I know that's not the ideal option for you and I do not offer it to be flip. Please, please understand that.
I am simply trying to provide a complete perspective of the legal framework. As I said earlier, some of the items you described are not legally significant. They may make for a poor work culture, but they do not violate any laws.
If your stress levels reach the point that you are no longer able to work, then you need to seek medical treatment. If this is work-induced, then your recourse is to file a workers compensation
claim. That would be the exclusive recourse. Workers compensation is the exclusive recourse for on-the-job injuries.
My goal is to provide you with excellent service – if you feel you have gotten anything less, please reply back. I am happy to address follow-up questions. Thank you for your business!