|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
State Employment Law Articles
Article Index » illinois: 10 Most Recent Articles Report Link The Amendment to the Illinois Human Rights Act: Access to Illinois Circuit Court.Vedder Price - March 14, 2008 The price tag for employment discrimination just went up. Effective January 1, 2008, employees who bring discrimination or harassment claims under the Illinois Human Rights Act, 755 ILCS 5/101, et seq., will have access to the Illinois state court and, perhaps more importantly, jury trials. This is a major change for employment disputes in Illinois and will affect both employees and employers. Report Link New No Smoking Law in Illinois Exposes Employers to Liability.Ogletree Deakins - January 15, 2008 As of January 1, 2008, Illinois employers could face fines if they fail to prevent their employees from smoking in the workplace. Specifically, the “Smoke Free Illinois Act” requires, among other things, employers to prohibit any person from smoking in any place of employment or within 15 feet of any entrance to a place of employment. Further, the Act requires employers to clearly and conspicuously post “No Smoking” signs or the international “No Smoking” symbols in the workplace, post signs at every entrance to the workplace stating that smoking is prohibited, and remove all ashtrays from the workplace. The Act prohibits retaliation against employees who report a violation of the Act or participate in an investigation of a violation of the Act. While the Act does not require employers to provide an outdoor smoking shelter for employees, it does require existing shelters and ashtrays to be moved in accordance with the 15 foot rule. There are several exemptions outlined in the Act. Report Link Illinois Smoking Ban Goes into Effect.Jackson Lewis LLP - January 10, 2008 Illinois has become the 22nd state in the country with a statewide ban on smoking in places of employment. The Smoke Free Illinois Act, which became effective on January 1, 2008, prohibits smoking in public places, places of employment, and government vehicles, with fines for individuals and establishments found in violation of the Act. 410 ILCS 82/1 et seq. Report Link Illinois Delays Enforcement of State Law Prohibiting E-Verify Participation.Jackson Lewis LLP - December 28, 2007 Department of Homeland Security ("DHS") Secretary Michael Chertoff has announced that the State of Illinois has agreed not to enforce a statute that "effectively forbids Illinois employers from enrolling in the department's E-Verify system." Illinois, therefore, will not enforce the statute, which was to become effective on January 1, 2008, until a lawsuit brought by DHS is resolved. Report Link In Illinois, Conversion to At-Will Status Requires Bargained-For Consideration (pdf).Vedder Price - December 20, 2007 HR professionals and in-house counsel are often faced
with the challenging task of getting out from under
commitments in old employee handbooks, such as
promises of progressive discipline, discharge only “for
cause” or tenured employment. The Illinois Supreme
Court and the U.S. Court of Appeals for the Seventh
Circuit ruled in the late 1990s that an employer could
not revoke such “employment contracts” by unilaterally
implementing a revised handbook containing “atwill”
disclaimers. Nor would the mere continuation
of employment under a revised handbook provide
suffi cient consideration for conversion to at-will
employment status. Report Link New Legislation Provides Illinois Employees With Workplace Bias Claims Access To Circuit Court.Ogletree Deakins - December 11, 2007 Illinois employers be aware: amendments to the Illinois Human Rights Act now allow employees to commence civil actions in a circuit court. In May 2007, the Illinois Senate and House passed House Bill 1509, and Governor Rod Blagojevich signed the bill into law on August 17, 2007. The amendments will go into effect on January 1, 2008. Report Link Illinois Human Rights Act Amended.Fisher & Phillips, LLP - December 06, 2007 Last August, Gov. Blagojevich signed an amendment to the Illinois Human Rights Act that made significant changes to the State's employment law landscape. The changes go into effect on January 1, 2008, and will have considerable implications for Illinois employers. Report Link New Prompt Payment Act For Private Construction Projects.Ogletree Deakins - October 29, 2007 Contractors and subcontractors in Illinois were recently equipped with a new legal tool to encourage timely payments from upstream parties. Earlier this year, the Illinois General Assembly passed the Contractor Prompt Payment Act, Public Act 95-0567, which became effective for contracts entered on or after August 31, 2007. The Contractor Prompt Payment Act (the “Act”) provides deadlines for approval and payment of pay applications for (1) contractors seeking payment from owners; and (2) subcontractors seeking payment from contractors and penalties for non-compliance. Report Link Amendment to the Illinois Human Rights Act Opens the Door to Civil Suits.Littler Mendelson, P.C. - September 26, 2007 Governor Blagojevich recently signed into law H.B. 1509, an amendment to the Illinois Human Rights Act (IHRA). The amendment, which becomes effective on January 1, 2008, gives complainants the option to file a civil action in state circuit court rather than filing a complaint with the Illinois Human Rights Commission ("the Commission"), which is currently the only option. Proponents praise the amendment for bringing Illinois in line with both the federal system and the thirty-eight other states that have adopted similar procedures. Opponents, however, believe that the changes will significantly increase the time and money spent on prosecuting and defending these claims, as well as place an added burden on the already over-worked courts. Report Link Changes to Illinois Human Rights Act Provide Access to Jury Trial.Jackson Lewis LLP - September 18, 2007 Employees making claims of discrimination or harassment under state law in Illinois have been limited to litigating their claims in an administrative forum - the Illinois Human Rights Commission. However, that limitation will soon end, due to important amendments recently made to the Illinois Human Rights Act. Beginning next year, for the first time, employees will be able to sue employers for discrimination or harassment in Illinois state courts. Illinois employers now face the prospect of defending their actions before juries.
|
Count and Sub-TopicsArticles Found: 10NO SUBTOPICSEmployment Law Seminars
UNDERSTANDING YOUR ETHICAL RESPONSIBILITIES AT WORK (AB 1234 COMPLIANCE)
Sacramento
May 13, 2008 Shaw Valenza LLPPreventing Wage/Hour Class Actions.Online
May 13, 2008 LittlerHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSacramento
May 13, 2008 Shaw Valenza LLPHow to Stay Union FreeLas Vegas
2008-5-13 Jackson Lewis LLPConducting Effective Investigations of Employment Claims: Essential Skills for Internal InvestigatorsHouston
May 13, 2008 Littler2008 Public Sexual Harassment Training for supervisors and managers.Universal City
May 13, 2008 Ballard RosenbergSHRM Morris County Monthly Legal UpdateFlorham Park
2008-5-14 SHRM Morris County ChapterThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-5-14 Jackson Lewis LLPDigital Dangers: Recent E-Discovery Developments and TrendsLas Vegas
May 14, 2008 LittlerHealth Care's New Labor and Privacy Law Frontiers: Defusing Tomorrow's Problems TodayDenver
May 14, 2008 Littler |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds