Photo of Katharine P. Lennox

Katie is an associate in the labor and employment department. She advises and represents employers in various areas of employment law before state and federal district courts, appellate courts, the Equal Employment Opportunity Commission and other agencies responsible for investigating work place discrimination and retaliation. Katie focuses her practice on alleged violations of the ADA, FMLA, ADEA, VESSA, Title VII, and other anti-discrimination and anti-retaliation laws.

The Supreme Court of Illinois relied on legislative intent, policy concerns and precedents to hold that all Biometric Information Privacy Act claims are subject to a five-year statute of limitations. Read on to learn more about the Tims v. Black Horse Carriers, Inc. opinion and how it may impact businesses and their BIPA decisions going

New York City’s recently enacted biometric privacy law took effect July 9, 2021. While the law is vague as to exactly who must abide by certain subsections, it is undoubtedly consumer-focused. However, even if employers escape New York City’s biometric ordinance, a looming New York state law may soon impose more expansive biometric requirements on

2021 is shaping up to be a groundbreaking year for employment litigation topics, and Illinois’ Biometric Information Privacy Act (BIPA) is no exception. State and federal appellate courts in Illinois are poised to decide several open issues, including the proper limitations period, whether the Workers Compensation Act pre-empts BIPA claims and whether BIPA liquidated damages