Synopsis As Introduced Amends the Illinois Human Rights Act. Provides that with respect to employment, it is a civil rights violation for an employer to refuse to provide reasonable accommodations for an employee for conditions related to pregnancy, childbirth, or related medical conditions, if she so requests, with the advice of her health care provider. Provides that the term "reasonable accommodations" means actions which would permit such an employee to perform in a reasonable manner the activities involved in the job or occupation including an accessible worksite, acquisition or modification of equipment, job restructuring, and modified work schedule. Provides that the reasonable accommodations shall be undertaken provided that those actions do not impose an undue hardship on the business, program, or enterprise of the entity from which the actions are requested.
Replaces everything after the enacting clause. Includes legislative findings and a statement of purpose. Amends the Illinois Human Rights Act. For purposes of the Act, defines "pregnancy" as pregnancy, childbirth, or related conditions. For purposes of the Article concerning employment, provides that "employer" includes any person employing one or more employees when a complainant alleges a civil rights violation due to unlawful discrimination based upon pregnancy. Deletes provisions of a subsection concerning pregnancy of peace officers and fire fighters. Provides that the subsection concerning pregnancy is applicable regardless of the source of the employee's inability to work or employment classification or status, including part-time, full-time, or probationary. Provides that it is a civil rights violation for an employer, with respect to pregnancy, childbirth, or a related condition: (1) not to make reasonable accommodations, if so requested, unless the employer can demonstrate that the accommodation would impose an undue hardship on the ordinary operation of the business of the employer; (2) to deny employment opportunities or benefits to or take adverse action against an otherwise qualified job applicant or employee; (3) to require a job applicant or employee to accept an accommodation that the applicant or employee chooses not to accept; or (4) to require an employee to take leave under any leave law or policy of the employer if another reasonable accommodation can be provided. Defines "reasonable accommodations" and "undue hardship". Provides that it is a civil rights violation for an employer to fail to post, keep posted, or fail to include in any employee handbook information concerning an employee's rights under the Act, a notice, to be prepared or approved by the Department of Human Rights, summarizing the requirements of the Act and information pertaining to the filing of a charge, including the right to be free from unlawful discrimination and the right to certain reasonable accommodations. Provides that the Department shall furnish copies of summaries and rules to employers upon request without charge. Provides that it is a civil rights violation to retaliate against a person because he or she has requested, attempted to request, used, or attempted to use a reasonable accommodation. Makes other changes. Effective immediately.
House Committee Amendment No. 2 Replaces references to "pregnancy, childbirth and related conditions" with references to "pregnancy, childbirth, and conditions related to pregnancy and childbirth". Makes corresponding changes.
House Floor Amendment No. 3 Replaces everything after the enacting clause with the contents of House Amendments #1 and #2, and makes the following changes: (1) makes changes in language concerning the documentation an employer may require; (2) provides that the Department shall make the required notice available for retrieval from the Department's website; (3) provides procedures in the event an employer violates the notice requirements; and (4) makes other changes.
Senate Floor Amendment No. 1 Replaces everything after the enacting clause with the provisions of the engrossed bill, and makes changes. Throughout, changes "conditions related to pregnancy or childbirth" to "medical or common conditions related to pregnancy or childbirth". Provides that it is the duty of the individual seeking a reasonable accommodation or accommodations to submit to the employer any documentation that is properly requested. Provides that it is a human rights violation for an employer to require a job applicant or employee affected by pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth to accept an accommodation when the applicant or employee did not request an accommodation and the applicant or employee chooses not to accept the employer's accommodation (instead of "accept an accommodation that the applicant or employee chooses not to accept"). Provides that "reasonable accommodations" includes time off to recover from conditions related to childbirth (instead of "time off to recover from childbirth") and leave necessitated by pregnancy, childbirth, or medical or common conditions resulting from pregnancy or childbirth. Makes other changes. Effective January 1, 2015.