New laws require Illinois and Cook County employers to provide employees with paid leave that can be used for any reason, while a new Chicago law, effective July 1, 2024, requires Chicago employers to provide both paid leave that can be used for any reason and paid sick leave.
Chicago
Chicago Phases Out the Tip Credit Starting July 1, 2024
On July 1, 2024, Chicago will take its first step towards eliminating the tip credit. That day, the tip credit amount an employer can claim decreases from 40% to 32% of the applicable minimum wage. Every year thereafter, on July 1, the tip credit will decrease by 8% until July
Is Your Business Ready for Chicago’s Paid Leave and Paid Sick and Safe Leave Ordinance?
The Chicago Paid Leave and Paid Sick and Safe Leave Ordinance is set to take effect on July 1, 2024, and the City’s Department of Business Affairs and Consumer Protection has published its long-awaited interpretive rules. These final rules provide guidance on several questions unanswered by the Ordinance, such as its application to
In Advance of July 1 Compliance Deadlines, Chicago Agency Posts Updated Guidance and Notices for the City’s Minimum Wages, Paid Leave, Fair Workweek Thresholds, and Required Notices
The Chicago Department of Business Affairs and Consumer Protection (BACP) Office of Labor Standards (COLS) recently posted updates to its website regarding minimum wage obligations, paid leave and paid sick and safe leave, new fair work week thresholds, and updated required labor notices. The compliance deadline for these obligations is
Chicago Finalizes Interpretive Rules in Advance of July 1, 2024, Effective Date of New Paid Leave and Paid Sick Leave Ordinance
Chicago Department of Business Affairs and Consumer Protection has published final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which as of July 1, 2024, will require Chicago employers to provide employees with up to 40 hours of Paid Sick Leave and up to 40
New Illinois and Chicago Laws for 2024
Illinois state and local legislatures kept busy in 2023 with the enactment of numerous new labor and employment laws, including significant changes to paid and sick leave for employees and new protections for temporary laborers and independent contractors. While some laws took effect during 2023, implementation of others was pushed
Major Paid Leave Changes Coming Under the New Chicago Paid Leave and Paid Sick and Safe Leave Ordinance
Executive Summary: In response to the State of Illinois enacting the Paid Leave for All Workers Act (“PLAW Act”), which requires 40 hours of paid leave to be provided to employees that can be used for any reason, but exempts Chicago and Cook County because they already had paid sick leave ordinances, the City of Chicago enacted, on November 9, 2023, a new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (the “Ordinance” or “CPLO”).
Effective Date of Chicago Paid Leave and Paid Sick and Safe Leave Ordinance Delayed to July 1, 2024
The Chicago City Council has passed an amendment to the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance to delay its effective date to July 1, 2024, in addition to other changes.
Learn more about the amendment here.
Chicago City Council Delays Paid Leave Changes to July 1, 2024
On December 13, 2023, the Chicago City Council voted to delay the paid leave changes in the new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (the “Ordinance”) from January 1, 2024 to July 1, 2024. The Ordinance, which was originally enacted only a month earlier on
Chicago City Council Passes Measure to Eliminate the Tip Credit
The Chicago City Council voted on October 6, 2023, to eliminate the subminimum wage for tipped employees working within Chicago by July 1, 2028. The “One Fair Wage” ordinance will gradually phase out the subminimum wage, also known as the tip credit, over a five-year period starting July 1, 2024.
Chicago Clarifies that its Anti-Harassment Law Applies to all Employers with Employees Working in Chicago
Last year, the Chicago City Council amended the City’s sexual harassment ordinance for the express purpose of promoting zero tolerance of violence and harassment in the workplace.
Chicago Enacts Amendments to and Expands Requirements of its Criminal History Screening Ordinance
For nearly a decade, Chicago has maintained a “ban-the-box” ordinance restricting employer’s use of criminal records in employment screening. This ordinance largely mirrored the requirements of Illinois’ state-wide Job Opportunities for Qualified Applicants Act (JOQAA), albeit with some important differences.
Chicago Employers: Notable Amendments to Chicago’s Sexual Harassment Ordinance
The City of Chicago amended its sexual harassment Ordinance on April 27, 2022. Chicago employers should take note of the following significant changes to the law that took effect on July 1, 2022. The amended Ordinance imposes new requirements on employers with respect to training, recordkeeping, and written policy language. It also increases penalties for violations by a factor of ten. But inconsistencies between the new Ordinance and existing law also create a number of questions.
Chicago Releases Model Sexual Harassment Prevention Policy, Poster for Employers
The Chicago Commission on Human Relations has released an English-language model policy and a model sexual harassment prevention poster related to Chicago’s new requirement that employers adopt a sexual harassment prevention policy and provide annual training to employees and supervisors.
City of Chicago Expands Protections for Victims of Sexual Harassment
On July 1, 2022, amendments to Chicago’s Human Rights Ordinance will go into effect. In April 2022, Chicago Mayor Lori E. Lightfoot and the Commission on Human Relations amended the Chicago Human Rights Ordinance, adding additional protections for those subjected to sexual harassment. The amendments also modified definitions of “sexual