Total Articles: 12
XpertHR • September 29, 2017
Employees in Illinois who claim they were misclassified as independent contractors soon will be able to file a complaint online. A new law requires the Illinois Department of Labor (IDOL) to create an online employee misclassification referral system on its website.
Vedder Price • December 08, 2016
Chicagoland employers are bracing for a recurring bout of compliance-related headaches as three new laws—the Chicago Paid Sick Leave Ordinance, the Cook County Earned Paid Sick Leave Ordinance and the Illinois Employee Sick Leave Act—go into effect in 2017. These laws create considerable uncertainty given the extent of their coverage, eligibility criteria and the various requirements they impose. Regardless of whether or not an employer operates in Chicago, Cook County or elsewhere in the State of Illinois, now is the time to take stock of each new law to determine whether it applies to your organization and what obligations it imposes.
Littler Mendelson, P.C. • October 18, 2016
On October 5, 2016, the Cook County Board of Commissioners passed the Cook County Earned Sick Leave Ordinance (the “Ordinance”). Notably, Cook County, Illinois encompasses the City of Chicago, which passed its own paid sick leave ordinance earlier this year.1 The Ordinance is nearly a carbon copy of Chicago’s paid sick leave law, and is slated to take effect on July 1, 2017, allowing employees to accrue up to 40 hours of paid sick leave in a 12-month period.
Franczek Radelet P.C • August 31, 2016
Last week, Governor Rauner signed into law House Bill 6162, the Employee Sick Leave Act (“the Act”). Under the Act, “personal sick leave benefits” provided by employers for absences due to an employee’s illness, injury, or medical appointment are now extended to the employee's family members. In other words, beginning January 1, 2017, the Act will require Illinois employers who already provide sick leave for the employee’s own medical needs to permit employees to use that leave for the medical needs of their family members.
Littler Mendelson, P.C. • August 31, 2016
In the wake of increasing federal and state scrutiny on the use of non-compete agreements for lower wage workers, Illinois has enacted the Illinois Freedom to Work Act (the “Act”).1 The Act, which applies to agreements entered into on or after January 1, 2017, prohibits non-governmental employers from entering into “covenants not to compete” with “low-wage employees.” The Act defines “low-wage employees” as employees who earn less than the greater of (1) the hourly minimum wage under federal, state or local law or (2) $13.00 per hour. Given current federal and state regulations, the Act will apply to employees earning $13.00 per hour or below.
Jackson Lewis P.C. • August 26, 2016
In an effort to address possible overuse of non-compete agreements by certain employers, Illinois Governor Bruce Rauner has signed into law the Illinois Freedom to Work Act. The Act prohibits private sector employers from entering into non-compete restrictions with “low-wage employees” and renders any such agreements “illegal and void.” The Act applies to non-compete agreements entered into on or after the law’s effective date, January 1, 2017.
Jackson Lewis P.C. • August 15, 2016
The loss of a child is never easy. Effective July 29, 2016, Illinois employers with 50 or more employees must provide eligible employees with up to 10 days of unpaid child bereavement leave following the death of a child. The Illinois Child Bereavement Leave Act supplements the leave options available under the federal Family and Medical Leave Act of 1993 (“FMLA”). However, employees who have exhausted all available leave under the FMLA may not be entitled to additional leave under the Child Bereavement Leave Act. Further details regarding the Act can be found at the link below.
Franczek Radelet P.C • August 10, 2016
The Child Bereavement Leave Act (“the Act”) became effective July 29, 2016, and it provides up to two weeks (10 working days) of unpaid leave to employees in the event of the death of an employee’s child.
Franczek Radelet P.C • August 08, 2016
Earlier this year, Illinois enacted a number of changes to the Illinois Personal Information Protection Act (“PIPA”). The amendments to PIPA, among other things, expand the definition of personal information subject to protection and change the contents of the notice that entities are required to send to affected Illinois residents in the event of a data breach. PIPA generally covers personal information that entities handle in either paper or electronic format, but the legislative revisions mainly address electronic data. The amendments take effect January 1, 2017.
Brody and Associates, LLC • November 04, 2014
Recently, we wrote about New Jersey joining the “Ban the Box” movement, which is an effort to limit employer inquiries about criminal history during the hiring process. Illinois is yet another state to join the crusade.
Franczek Radelet P.C • July 19, 2013
The Illinois state legislature held a special session last week to override Illinois Governor Pat Quinn’s recent veto of the Firearm Concealed Carry Act, enacting the bill into law. The law generally allows individuals who receive a new state license to carry a concealed firearm. This law has sweeping implications for gun rights across Illinois and creates a number of concrete changes that will directly affect employers and the workplace. The following are the answers to six frequently asked questions about the impact of this law on the workplace.
Ogletree Deakins • August 21, 2007
On August 6, 2007, Illinois Governor Rod Blagojevich signed into law H.B. 1795, the Employee Classification Act. Under the new law, construction workers are automatically deemed to be employees of the contractor unless the worker meets the specific exceptions set forth in the Act. As Governor Blagojevich explained, the purpose of the new law is "to increase protections for workers" by ensuring they are protected by basic employment and labor laws and "to help law-abiding contractors, who are being underbid by contractors who misclassify their workers [as independent contractors]."