Public Act 101-0221
 
SB0075 EnrolledLRB101 04852 TAE 49861 b

    AN ACT concerning employment.
 
    Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
 
Article 1.

 
    Section 1-1. Short title. This Article may be cited as the
Workplace Transparency Act. References in this Article to "this
Act" mean this Article.
 
    Section 1-5. Purpose. This State has a compelling and
substantial interest in securing individuals' freedom from
unlawful discrimination and harassment in the workplace. This
State also recognizes the right of parties to freely contract
over the terms, privileges and conditions of employment as they
so choose. The purpose of this Act is to ensure that all
parties to a contract for the performance of services
understand and agree to the mutual promises and consideration
therein, and to protect the interest of this State in ensuring
all workplaces are free of unlawful discrimination and
harassment.
 
    Section 1-10. Application.
    (a) This Act does not apply to any contracts that are
entered into in and subject to the Illinois Public Labor
Relations Act or the National Labor Relations Act. If there is
a conflict between any valid and enforceable collective
bargaining agreement and this Act, the collective bargaining
agreement controls.
    (b) This Act shall have no effect on the determination of
whether an employment relationship exists for the purposes of
other State or federal laws, including, but not limited to, the
Illinois Human Rights Act, the Workers' Compensation Act, the
Unemployment Insurance Act, and the Illinois Wage Payment and
Collection Act.
    (c) This Act applies to contracts entered into, modified,
or extended on or after the effective date of this Act.
 
    Section 1-15. Definitions. As used in this Act:
    "Employee" has the same meaning as set forth in Section
2-101 of the Illinois Human Rights Act. "Employee" includes
"nonemployees" as defined in Section 2-102 of the Illinois
Human Rights Act.
    "Employer" has the same meaning as set forth in Section
2-101 of the Illinois Human Rights Act.
    "Mutual condition of employment or continued employment"
means any contract, agreement, clause, covenant, or waiver
negotiated between an employer and an employee or prospective
employee in good faith for consideration in order to obtain or
retain employment.
    "Prospective employee" means a person seeking to enter an
employment contract with an employer.
    "Settlement agreement" means an agreement, contract, or
clause within an agreement or contract entered into between an
employee, prospective employee, or former employee and an
employer to resolve a dispute or legal claim between the
parties that arose or accrued before the settlement agreement
was executed.
    "Termination agreement" means a contract or agreement
between an employee and an employer terminating the employment
relationship.
    "Unlawful employment practice" means any form of unlawful
discrimination, harassment, or retaliation that is actionable
under Article 2 of the Illinois Human Rights Act, Title VII of
the Civil Rights Act of 1964, or any other related State or
federal rule or law that is enforced by the Illinois Department
of Human Rights or the Equal Employment Opportunity Commission.
    "Unilateral condition of employment or continued
employment" means any contract, agreement, clause, covenant,
or waiver an employer requires an employee or prospective
employee to accept as a non-negotiable material term in order
to obtain or retain employment.
 
    Section 1-20. Reporting of allegations. No contract,
agreement, clause, covenant, waiver, or other document shall
prohibit, prevent, or otherwise restrict an employee,
prospective employee, or former employee from reporting any
allegations of unlawful conduct to federal, State, or local
officials for investigation, including, but not limited to,
alleged criminal conduct or unlawful employment practices.
 
    Section 1-25. Conditions of employment or continued
employment.
    (a) Any agreement, clause, covenant, or waiver that is a
unilateral condition of employment or continued employment and
has the purpose or effect of preventing an employee or
prospective employee from making truthful statements or
disclosures about alleged unlawful employment practices is
against public policy, void to the extent it prevents such
statements or disclosures, and severable from an otherwise
valid and enforceable contract under this Act.
    (b) Any agreement, clause, covenant, or waiver that is a
unilateral condition of employment or continued employment and
requires the employee or prospective employee to waive,
arbitrate, or otherwise diminish any existing or future claim,
right, or benefit related to an unlawful employment practice to
which the employee or prospective employee would otherwise be
entitled under any provision of State or federal law, is
against public policy, void to the extent it denies an employee
or prospective employee a substantive or procedural right or
remedy related to alleged unlawful employment practices, and
severable from an otherwise valid and enforceable contract
under this Act.
    (c) Any agreement, clause, covenant, or waiver that is a
mutual condition of employment or continued employment may
include provisions that would otherwise be against public
policy as a unilateral condition of employment or continued
employment, but only if the agreement, clause, covenant, or
waiver is in writing, demonstrates actual, knowing, and
bargained-for consideration from both parties, and
acknowledges the right of the employee or prospective employee
to:
        (1) report any good faith allegation of unlawful
    employment practices to any appropriate federal, State, or
    local government agency enforcing discrimination laws;
        (2) report any good faith allegation of criminal
    conduct to any appropriate federal, State, or local
    official;
        (3) participate in a proceeding with any appropriate
    federal, State, or local government agency enforcing
    discrimination laws;
        (4) make any truthful statements or disclosures
    required by law, regulation, or legal process; and
        (5) request or receive confidential legal advice.
    (d) Failure to comply with the provisions of subsection (c)
shall establish a rebuttable presumption that the agreement,
clause, covenant, or waiver is a unilateral condition of
employment or continued employment that is governed by
subsections (a) or (b).
    (e) Nothing in this Section shall be construed to prevent
an employee or prospective employee and an employer from
negotiating and bargaining over the terms, privileges, and
conditions of employment.
 
    Section 1-30. Settlement or termination agreements.
    (a) An employee, prospective employee, or former employee
and an employer may enter into a valid and enforceable
settlement or termination agreement that includes promises of
confidentiality related to alleged unlawful employment
practices, so long as:
        (1) confidentiality is the documented preference of
    the employee, prospective employee, or former employee and
    is mutually beneficial to both parties;
        (2) the employer notifies the employee, prospective
    employee, or former employee, in writing, of his or her
    right to have an attorney or representative of his or her
    choice review the settlement or termination agreement
    before it is executed;
        (3) there is valid, bargained for consideration in
    exchange for the confidentiality;
        (4) the settlement or termination agreement does not
    waive any claims of unlawful employment practices that
    accrue after the date of execution of the settlement or
    termination agreement;
        (5) the settlement or termination agreement is
    provided, in writing, to the parties to the prospective
    agreement and the employee, prospective employee, or
    former employee is given a period of 21 calendar days to
    consider the agreement before execution, during which the
    employee, prospective employee, or former employee may
    sign the agreement at any time, knowingly and voluntarily
    waiving any further time for consideration; and
        (6) unless knowingly and voluntarily waived by the
    employee, prospective employee, or former employee, he or
    she has 7 calendar days following the execution of the
    agreement to revoke the agreement and the agreement is not
    effective or enforceable until the revocation period has
    expired.
    (b) An employer may not unilaterally include any clause in
a settlement or termination agreement that prohibits the
employee, prospective employee, or former employee from making
truthful statements or disclosures regarding unlawful
employment practices.
    (c) Failure to comply with the provisions of this Section
shall render any promise of confidentiality related to alleged
unlawful employment practices against public policy void and
severable from an otherwise valid and enforceable agreement.
    (d) Nothing in this Section shall be construed to prevent a
mutually agreed upon settlement or termination agreement from
waiving or releasing the employee, prospective employee, or
former employee's right to seek or obtain any remedies relating
to an unlawful employment practice claim that occurred before
the date on which the agreement is executed.
 
    Section 1-35. Costs and attorney's fees. An employee,
prospective employee, or former employee shall be entitled to
reasonable attorney's fees and costs incurred in challenging a
contract for violation of this Act upon a final, non-appealable
action in favor of the employee, prospective employee, or
former employee on the question of the validity and
enforceability of the contract.
 
    Section 1-40. Right to testify. Notwithstanding any other
law to the contrary, any agreement, clause, covenant, or
waiver, settlement agreement, or termination agreement that
waives the right of an employee, prospective employee, or
former employee to testify in an administrative, legislative,
or judicial proceeding concerning alleged criminal conduct or
alleged unlawful employment practices on the part of the other
party to the employment contract, settlement agreement, or
termination agreement, or on the part of the party's agents or
employees, when the employee, prospective employee, or former
employee has been required or requested to attend the
proceeding pursuant to a court order, subpoena, or written
request from an administrative agency or the legislature, is
void and unenforceable under the public policy of this State.
This Section is declarative of existing law.
 
    Section 1-45. Limitations. This Act shall not be construed
to limit an employer's ability to require the following to
maintain confidentiality of allegations of unlawful employment
practices made by others:
        (1) employees who receive complaints or investigate
    allegations related to unlawful employment practices as
    part of their assigned job duties, or otherwise have access
    to confidential personnel information as a part of their
    assigned job duties;
        (2) an employee or third party who is notified and
    requested to participate in an open and ongoing
    investigation into alleged unlawful employment practices
    and requested to maintain reasonable confidentiality
    during the pendency of that investigation and thereafter;
        (3) an employee or any third party who receives
    attorney work product or attorney-client privileged
    communications as part of any dispute, controversy, or
    legal claim involving an unlawful employment practice;
        (4) any individual who by law is subject to a
    recognized legal or evidentiary privilege; or
        (5) any third party engaged or hired by the employer to
    investigate complaints of an unlawful employment practice.
 
    Section 1-50. Severability. The provisions of this Act are
severable under Section 1.31 of the Statute on Statutes.
 
Article 2.

 
    Section 2-5. The Freedom of Information Act is amended by
changing Section 7.5 as follows:
 
    (5 ILCS 140/7.5)
    Sec. 7.5. Statutory exemptions. To the extent provided for
by the statutes referenced below, the following shall be exempt
from inspection and copying:
        (a) All information determined to be confidential
    under Section 4002 of the Technology Advancement and
    Development Act.
        (b) Library circulation and order records identifying
    library users with specific materials under the Library
    Records Confidentiality Act.
        (c) Applications, related documents, and medical
    records received by the Experimental Organ Transplantation
    Procedures Board and any and all documents or other records
    prepared by the Experimental Organ Transplantation
    Procedures Board or its staff relating to applications it
    has received.
        (d) Information and records held by the Department of
    Public Health and its authorized representatives relating
    to known or suspected cases of sexually transmissible
    disease or any information the disclosure of which is
    restricted under the Illinois Sexually Transmissible
    Disease Control Act.
        (e) Information the disclosure of which is exempted
    under Section 30 of the Radon Industry Licensing Act.
        (f) Firm performance evaluations under Section 55 of
    the Architectural, Engineering, and Land Surveying
    Qualifications Based Selection Act.
        (g) Information the disclosure of which is restricted
    and exempted under Section 50 of the Illinois Prepaid
    Tuition Act.
        (h) Information the disclosure of which is exempted
    under the State Officials and Employees Ethics Act, and
    records of any lawfully created State or local inspector
    general's office that would be exempt if created or
    obtained by an Executive Inspector General's office under
    that Act.
        (i) Information contained in a local emergency energy
    plan submitted to a municipality in accordance with a local
    emergency energy plan ordinance that is adopted under
    Section 11-21.5-5 of the Illinois Municipal Code.
        (j) Information and data concerning the distribution
    of surcharge moneys collected and remitted by carriers
    under the Emergency Telephone System Act.
        (k) Law enforcement officer identification information
    or driver identification information compiled by a law
    enforcement agency or the Department of Transportation
    under Section 11-212 of the Illinois Vehicle Code.
        (l) Records and information provided to a residential
    health care facility resident sexual assault and death
    review team or the Executive Council under the Abuse
    Prevention Review Team Act.
        (m) Information provided to the predatory lending
    database created pursuant to Article 3 of the Residential
    Real Property Disclosure Act, except to the extent
    authorized under that Article.
        (n) Defense budgets and petitions for certification of
    compensation and expenses for court appointed trial
    counsel as provided under Sections 10 and 15 of the Capital
    Crimes Litigation Act. This subsection (n) shall apply
    until the conclusion of the trial of the case, even if the
    prosecution chooses not to pursue the death penalty prior
    to trial or sentencing.
        (o) Information that is prohibited from being
    disclosed under Section 4 of the Illinois Health and
    Hazardous Substances Registry Act.
        (p) Security portions of system safety program plans,
    investigation reports, surveys, schedules, lists, data, or
    information compiled, collected, or prepared by or for the
    Regional Transportation Authority under Section 2.11 of
    the Regional Transportation Authority Act or the St. Clair
    County Transit District under the Bi-State Transit Safety
    Act.
        (q) Information prohibited from being disclosed by the
    Personnel Record Records Review Act.
        (r) Information prohibited from being disclosed by the
    Illinois School Student Records Act.
        (s) Information the disclosure of which is restricted
    under Section 5-108 of the Public Utilities Act.
        (t) All identified or deidentified health information
    in the form of health data or medical records contained in,
    stored in, submitted to, transferred by, or released from
    the Illinois Health Information Exchange, and identified
    or deidentified health information in the form of health
    data and medical records of the Illinois Health Information
    Exchange in the possession of the Illinois Health
    Information Exchange Authority due to its administration
    of the Illinois Health Information Exchange. The terms
    "identified" and "deidentified" shall be given the same
    meaning as in the Health Insurance Portability and
    Accountability Act of 1996, Public Law 104-191, or any
    subsequent amendments thereto, and any regulations
    promulgated thereunder.
        (u) Records and information provided to an independent
    team of experts under the Developmental Disability and
    Mental Health Safety Act (also known as Brian's Law).
        (v) Names and information of people who have applied
    for or received Firearm Owner's Identification Cards under
    the Firearm Owners Identification Card Act or applied for
    or received a concealed carry license under the Firearm
    Concealed Carry Act, unless otherwise authorized by the
    Firearm Concealed Carry Act; and databases under the
    Firearm Concealed Carry Act, records of the Concealed Carry
    Licensing Review Board under the Firearm Concealed Carry
    Act, and law enforcement agency objections under the
    Firearm Concealed Carry Act.
        (w) Personally identifiable information which is
    exempted from disclosure under subsection (g) of Section
    19.1 of the Toll Highway Act.
        (x) Information which is exempted from disclosure
    under Section 5-1014.3 of the Counties Code or Section
    8-11-21 of the Illinois Municipal Code.
        (y) Confidential information under the Adult
    Protective Services Act and its predecessor enabling
    statute, the Elder Abuse and Neglect Act, including
    information about the identity and administrative finding
    against any caregiver of a verified and substantiated
    decision of abuse, neglect, or financial exploitation of an
    eligible adult maintained in the Registry established
    under Section 7.5 of the Adult Protective Services Act.
        (z) Records and information provided to a fatality
    review team or the Illinois Fatality Review Team Advisory
    Council under Section 15 of the Adult Protective Services
    Act.
        (aa) Information which is exempted from disclosure
    under Section 2.37 of the Wildlife Code.
        (bb) Information which is or was prohibited from
    disclosure by the Juvenile Court Act of 1987.
        (cc) Recordings made under the Law Enforcement
    Officer-Worn Body Camera Act, except to the extent
    authorized under that Act.
        (dd) Information that is prohibited from being
    disclosed under Section 45 of the Condominium and Common
    Interest Community Ombudsperson Act.
        (ee) Information that is exempted from disclosure
    under Section 30.1 of the Pharmacy Practice Act.
        (ff) Information that is exempted from disclosure
    under the Revised Uniform Unclaimed Property Act.
        (gg) Information that is prohibited from being
    disclosed under Section 7-603.5 of the Illinois Vehicle
    Code.
        (hh) Records that are exempt from disclosure under
    Section 1A-16.7 of the Election Code.
        (ii) Information which is exempted from disclosure
    under Section 2505-800 of the Department of Revenue Law of
    the Civil Administrative Code of Illinois.
        (jj) Information and reports that are required to be
    submitted to the Department of Labor by registering day and
    temporary labor service agencies but are exempt from
    disclosure under subsection (a-1) of Section 45 of the Day
    and Temporary Labor Services Act.
        (kk) Information prohibited from disclosure under the
    Seizure and Forfeiture Reporting Act.
        (ll) Information the disclosure of which is restricted
    and exempted under Section 5-30.8 of the Illinois Public
    Aid Code.
        (mm) (ll) Records that are exempt from disclosure under
    Section 4.2 of the Crime Victims Compensation Act.
        (nn) (ll) Information that is exempt from disclosure
    under Section 70 of the Higher Education Student Assistance
    Act.
        (oo) Data reported by an employer to the Department of
    Human Rights pursuant to Section 2-108 of the Illinois
    Human Rights Act.
(Source: P.A. 99-78, eff. 7-20-15; 99-298, eff. 8-6-15; 99-352,
eff. 1-1-16; 99-642, eff. 7-28-16; 99-776, eff. 8-12-16;
99-863, eff. 8-19-16; 100-20, eff. 7-1-17; 100-22, eff. 1-1-18;
100-201, eff. 8-18-17; 100-373, eff. 1-1-18; 100-464, eff.
8-28-17; 100-465, eff. 8-31-17; 100-512, eff. 7-1-18; 100-517,
eff. 6-1-18; 100-646, eff. 7-27-18; 100-690, eff. 1-1-19;
100-863, eff. 8-14-18; 100-887, eff. 8-14-18; revised
10-12-18.)
 
    Section 2-7. The Department of Professional Regulation Law
of the Civil Administrative Code of Illinois is amended by
changing Section 2105-15 as follows:
 
    (20 ILCS 2105/2105-15)
    Sec. 2105-15. General powers and duties.
    (a) The Department has, subject to the provisions of the
Civil Administrative Code of Illinois, the following powers and
duties:
        (1) To authorize examinations in English to ascertain
    the qualifications and fitness of applicants to exercise
    the profession, trade, or occupation for which the
    examination is held.
        (2) To prescribe rules and regulations for a fair and
    wholly impartial method of examination of candidates to
    exercise the respective professions, trades, or
    occupations.
        (3) To pass upon the qualifications of applicants for
    licenses, certificates, and authorities, whether by
    examination, by reciprocity, or by endorsement.
        (4) To prescribe rules and regulations defining, for
    the respective professions, trades, and occupations, what
    shall constitute a school, college, or university, or
    department of a university, or other institution,
    reputable and in good standing, and to determine the
    reputability and good standing of a school, college, or
    university, or department of a university, or other
    institution, reputable and in good standing, by reference
    to a compliance with those rules and regulations; provided,
    that no school, college, or university, or department of a
    university, or other institution that refuses admittance
    to applicants solely on account of race, color, creed, sex,
    sexual orientation, or national origin shall be considered
    reputable and in good standing.
        (5) To conduct hearings on proceedings to revoke,
    suspend, refuse to renew, place on probationary status, or
    take other disciplinary action as authorized in any
    licensing Act administered by the Department with regard to
    licenses, certificates, or authorities of persons
    exercising the respective professions, trades, or
    occupations and to revoke, suspend, refuse to renew, place
    on probationary status, or take other disciplinary action
    as authorized in any licensing Act administered by the
    Department with regard to those licenses, certificates, or
    authorities.
        The Department shall issue a monthly disciplinary
    report.
        The Department shall refuse to issue or renew a license
    to, or shall suspend or revoke a license of, any person
    who, after receiving notice, fails to comply with a
    subpoena or warrant relating to a paternity or child
    support proceeding. However, the Department may issue a
    license or renewal upon compliance with the subpoena or
    warrant.
        The Department, without further process or hearings,
    shall revoke, suspend, or deny any license or renewal
    authorized by the Civil Administrative Code of Illinois to
    a person who is certified by the Department of Healthcare
    and Family Services (formerly Illinois Department of
    Public Aid) as being more than 30 days delinquent in
    complying with a child support order or who is certified by
    a court as being in violation of the Non-Support Punishment
    Act for more than 60 days. The Department may, however,
    issue a license or renewal if the person has established a
    satisfactory repayment record as determined by the
    Department of Healthcare and Family Services (formerly
    Illinois Department of Public Aid) or if the person is
    determined by the court to be in compliance with the
    Non-Support Punishment Act. The Department may implement
    this paragraph as added by Public Act 89-6 through the use
    of emergency rules in accordance with Section 5-45 of the
    Illinois Administrative Procedure Act. For purposes of the
    Illinois Administrative Procedure Act, the adoption of
    rules to implement this paragraph shall be considered an
    emergency and necessary for the public interest, safety,
    and welfare.
        (6) To transfer jurisdiction of any realty under the
    control of the Department to any other department of the
    State Government or to acquire or accept federal lands when
    the transfer, acquisition, or acceptance is advantageous
    to the State and is approved in writing by the Governor.
        (7) To formulate rules and regulations necessary for
    the enforcement of any Act administered by the Department.
        (8) To exchange with the Department of Healthcare and
    Family Services information that may be necessary for the
    enforcement of child support orders entered pursuant to the
    Illinois Public Aid Code, the Illinois Marriage and
    Dissolution of Marriage Act, the Non-Support of Spouse and
    Children Act, the Non-Support Punishment Act, the Revised
    Uniform Reciprocal Enforcement of Support Act, the Uniform
    Interstate Family Support Act, the Illinois Parentage Act
    of 1984, or the Illinois Parentage Act of 2015.
    Notwithstanding any provisions in this Code to the
    contrary, the Department of Professional Regulation shall
    not be liable under any federal or State law to any person
    for any disclosure of information to the Department of
    Healthcare and Family Services (formerly Illinois
    Department of Public Aid) under this paragraph (8) or for
    any other action taken in good faith to comply with the
    requirements of this paragraph (8).
        (8.3) To exchange information with the Department of
    Human Rights regarding recommendations received under
    paragraph (B) of Section 8-109 of the Illinois Human Rights
    Act regarding a licensee or candidate for licensure who has
    committed a civil rights violation that may lead to the
    refusal, suspension, or revocation of a license from the
    Department.
        (8.5) To accept continuing education credit for
    mandated reporter training on how to recognize and report
    child abuse offered by the Department of Children and
    Family Services and completed by any person who holds a
    professional license issued by the Department and who is a
    mandated reporter under the Abused and Neglected Child
    Reporting Act. The Department shall adopt any rules
    necessary to implement this paragraph.
        (9) To perform other duties prescribed by law.
    (a-5) Except in cases involving delinquency in complying
with a child support order or violation of the Non-Support
Punishment Act and notwithstanding anything that may appear in
any individual licensing Act or administrative rule, no person
or entity whose license, certificate, or authority has been
revoked as authorized in any licensing Act administered by the
Department may apply for restoration of that license,
certification, or authority until 3 years after the effective
date of the revocation.
    (b) (Blank).
    (c) For the purpose of securing and preparing evidence, and
for the purchase of controlled substances, professional
services, and equipment necessary for enforcement activities,
recoupment of investigative costs, and other activities
directed at suppressing the misuse and abuse of controlled
substances, including those activities set forth in Sections
504 and 508 of the Illinois Controlled Substances Act, the
Director and agents appointed and authorized by the Director
may expend sums from the Professional Regulation Evidence Fund
that the Director deems necessary from the amounts appropriated
for that purpose. Those sums may be advanced to the agent when
the Director deems that procedure to be in the public interest.
Sums for the purchase of controlled substances, professional
services, and equipment necessary for enforcement activities
and other activities as set forth in this Section shall be
advanced to the agent who is to make the purchase from the
Professional Regulation Evidence Fund on vouchers signed by the
Director. The Director and those agents are authorized to
maintain one or more commercial checking accounts with any
State banking corporation or corporations organized under or
subject to the Illinois Banking Act for the deposit and
withdrawal of moneys to be used for the purposes set forth in
this Section; provided, that no check may be written nor any
withdrawal made from any such account except upon the written
signatures of 2 persons designated by the Director to write
those checks and make those withdrawals. Vouchers for those
expenditures must be signed by the Director. All such
expenditures shall be audited by the Director, and the audit
shall be submitted to the Department of Central Management
Services for approval.
    (d) Whenever the Department is authorized or required by
law to consider some aspect of criminal history record
information for the purpose of carrying out its statutory
powers and responsibilities, then, upon request and payment of
fees in conformance with the requirements of Section 2605-400
of the Department of State Police Law (20 ILCS 2605/2605-400),
the Department of State Police is authorized to furnish,
pursuant to positive identification, the information contained
in State files that is necessary to fulfill the request.
    (e) The provisions of this Section do not apply to private
business and vocational schools as defined by Section 15 of the
Private Business and Vocational Schools Act of 2012.
    (f) (Blank).
    (f-5) Notwithstanding anything that may appear in any
individual licensing statute or administrative rule, the
Department shall allow an applicant to provide his or her
individual taxpayer identification number as an alternative to
providing a social security number when applying for a license.
    (g) Notwithstanding anything that may appear in any
individual licensing statute or administrative rule, the
Department shall deny any license application or renewal
authorized under any licensing Act administered by the
Department to any person who has failed to file a return, or to
pay the tax, penalty, or interest shown in a filed return, or
to pay any final assessment of tax, penalty, or interest, as
required by any tax Act administered by the Illinois Department
of Revenue, until such time as the requirement of any such tax
Act are satisfied; however, the Department may issue a license
or renewal if the person has established a satisfactory
repayment record as determined by the Illinois Department of
Revenue. For the purpose of this Section, "satisfactory
repayment record" shall be defined by rule.
    In addition, a complaint filed with the Department by the
Illinois Department of Revenue that includes a certification,
signed by its Director or designee, attesting to the amount of
the unpaid tax liability or the years for which a return was
not filed, or both, is prima facie evidence of the licensee's
failure to comply with the tax laws administered by the
Illinois Department of Revenue. Upon receipt of that
certification, the Department shall, without a hearing,
immediately suspend all licenses held by the licensee.
Enforcement of the Department's order shall be stayed for 60
days. The Department shall provide notice of the suspension to
the licensee by mailing a copy of the Department's order to the
licensee's address of record or emailing a copy of the order to
the licensee's email address of record. The notice shall advise
the licensee that the suspension shall be effective 60 days
after the issuance of the Department's order unless the
Department receives, from the licensee, a request for a hearing
before the Department to dispute the matters contained in the
order.
    Any suspension imposed under this subsection (g) shall be
terminated by the Department upon notification from the
Illinois Department of Revenue that the licensee is in
compliance with all tax laws administered by the Illinois
Department of Revenue.
    The Department may promulgate rules for the administration
of this subsection (g).
    (h) The Department may grant the title "Retired", to be
used immediately adjacent to the title of a profession
regulated by the Department, to eligible retirees. For
individuals licensed under the Medical Practice Act of 1987,
the title "Retired" may be used in the profile required by the
Patients' Right to Know Act. The use of the title "Retired"
shall not constitute representation of current licensure,
registration, or certification. Any person without an active
license, registration, or certificate in a profession that
requires licensure, registration, or certification shall not
be permitted to practice that profession.
    (i) The Department shall make available on its website
general information explaining how the Department utilizes
criminal history information in making licensure application
decisions, including a list of enumerated offenses that serve
as a statutory bar to licensure.
(Source: P.A. 99-85, eff. 1-1-16; 99-227, eff. 8-3-15; 99-330,
eff. 8-10-15; 99-642, eff. 7-28-16; 99-933, eff. 1-27-17;
100-262, eff. 8-22-17; 100-863, eff. 8-14-18; 100-872, eff.
8-14-18; 100-883, eff. 8-14-18; 100-1078, eff. 1-1-19; revised
10-18-18.)
 
    Section 2-10. The Uniform Arbitration Act is amended by
changing Section 1 as follows:
 
    (710 ILCS 5/1)  (from Ch. 10, par. 101)
    Sec. 1. Validity of arbitration agreement. A written
agreement to submit any existing controversy to arbitration or
a provision in a written contract to submit to arbitration any
controversy thereafter arising between the parties is valid,
enforceable and irrevocable save upon such grounds as exist for
the revocation of any contract, including failure to comply
with the terms of the Workplace Transparency Act, except that
any agreement between a patient and a hospital or health care
provider to submit to binding arbitration a claim for damages
arising out of (1) injuries alleged to have been received by a
patient, or (2) death of a patient, due to hospital or health
care provider negligence or other wrongful act, but not
including intentional torts, is also subject to the Health Care
Arbitration Act.
(Source: P.A. 80-1012; 80-1031.)
 
    Section 2-15. The Illinois Human Rights Act is amended by
changing Sections 1-103, 2-101, 2-102, 7-109.1, 7A-102, and
8-109 and by adding Sections 2-108, 2-109, 2-110, and 8-109.1
as follows:
 
    (775 ILCS 5/1-103)  (from Ch. 68, par. 1-103)
    Sec. 1-103. General definitions. When used in this Act,
unless the context requires otherwise, the term:
    (A) Age. "Age" means the chronological age of a person who
is at least 40 years old, except with regard to any practice
described in Section 2-102, insofar as that practice concerns
training or apprenticeship programs. In the case of training or
apprenticeship programs, for the purposes of Section 2-102,
"age" means the chronological age of a person who is 18 but not
yet 40 years old.
    (B) Aggrieved party. "Aggrieved party" means a person who
is alleged or proved to have been injured by a civil rights
violation or believes he or she will be injured by a civil
rights violation under Article 3 that is about to occur.
    (C) Charge. "Charge" means an allegation filed with the
Department by an aggrieved party or initiated by the Department
under its authority.
    (D) Civil rights violation. "Civil rights violation"
includes and shall be limited to only those specific acts set
forth in Sections 2-102, 2-103, 2-105, 3-102, 3-102.1, 3-103,
3-104, 3-104.1, 3-105, 3-105.1, 4-102, 4-103, 5-102, 5A-102,
6-101, and 6-102 of this Act.
    (E) Commission. "Commission" means the Human Rights
Commission created by this Act.
    (F) Complaint. "Complaint" means the formal pleading filed
by the Department with the Commission following an
investigation and finding of substantial evidence of a civil
rights violation.
    (G) Complainant. "Complainant" means a person including
the Department who files a charge of civil rights violation
with the Department or the Commission.
    (H) Department. "Department" means the Department of Human
Rights created by this Act.
    (I) Disability. "Disability" means a determinable physical
or mental characteristic of a person, including, but not
limited to, a determinable physical characteristic which
necessitates the person's use of a guide, hearing or support
dog, the history of such characteristic, or the perception of
such characteristic by the person complained against, which may
result from disease, injury, congenital condition of birth or
functional disorder and which characteristic:
        (1) For purposes of Article 2, is unrelated to the
    person's ability to perform the duties of a particular job
    or position and, pursuant to Section 2-104 of this Act, a
    person's illegal use of drugs or alcohol is not a
    disability;
        (2) For purposes of Article 3, is unrelated to the
    person's ability to acquire, rent, or maintain a housing
    accommodation;
        (3) For purposes of Article 4, is unrelated to a
    person's ability to repay;
        (4) For purposes of Article 5, is unrelated to a
    person's ability to utilize and benefit from a place of
    public accommodation;
        (5) For purposes of Article 5, also includes any
    mental, psychological, or developmental disability,
    including autism spectrum disorders.
    (J) Marital status. "Marital status" means the legal status
of being married, single, separated, divorced, or widowed.
    (J-1) Military status. "Military status" means a person's
status on active duty in or status as a veteran of the armed
forces of the United States, status as a current member or
veteran of any reserve component of the armed forces of the
United States, including the United States Army Reserve, United
States Marine Corps Reserve, United States Navy Reserve, United
States Air Force Reserve, and United States Coast Guard
Reserve, or status as a current member or veteran of the
Illinois Army National Guard or Illinois Air National Guard.
    (K) National origin. "National origin" means the place in
which a person or one of his or her ancestors was born.
    (K-5) "Order of protection status" means a person's status
as being a person protected under an order of protection issued
pursuant to the Illinois Domestic Violence Act of 1986, Article
112A of the Code of Criminal Procedure of 1963, the Stalking No
Contact Order Act, or the Civil No Contact Order Act, or an
order of protection issued by a court of another state.
    (L) Person. "Person" includes one or more individuals,
partnerships, associations or organizations, labor
organizations, labor unions, joint apprenticeship committees,
or union labor associations, corporations, the State of
Illinois and its instrumentalities, political subdivisions,
units of local government, legal representatives, trustees in
bankruptcy or receivers.
    (L-5) Pregnancy. "Pregnancy" means pregnancy, childbirth,
or medical or common conditions related to pregnancy or
childbirth.
    (M) Public contract. "Public contract" includes every
contract to which the State, any of its political subdivisions,
or any municipal corporation is a party.
    (N) Religion. "Religion" includes all aspects of religious
observance and practice, as well as belief, except that with
respect to employers, for the purposes of Article 2, "religion"
has the meaning ascribed to it in paragraph (F) of Section
2-101.
    (O) Sex. "Sex" means the status of being male or female.
    (O-1) Sexual orientation. "Sexual orientation" means
actual or perceived heterosexuality, homosexuality,
bisexuality, or gender-related identity, whether or not
traditionally associated with the person's designated sex at
birth. "Sexual orientation" does not include a physical or
sexual attraction to a minor by an adult.
    (P) Unfavorable military discharge. "Unfavorable military
discharge" includes discharges from the Armed Forces of the
United States, their Reserve components, or any National Guard
or Naval Militia which are classified as RE-3 or the equivalent
thereof, but does not include those characterized as RE-4 or
"Dishonorable".
    (Q) Unlawful discrimination. "Unlawful discrimination"
means discrimination against a person because of his or her
actual or perceived: race, color, religion, national origin,
ancestry, age, sex, marital status, order of protection status,
disability, military status, sexual orientation, pregnancy, or
unfavorable discharge from military service as those terms are
defined in this Section.
(Source: P.A. 100-714, eff. 1-1-19; revised 10-4-18.)
 
    (775 ILCS 5/2-101)  (from Ch. 68, par. 2-101)
    Sec. 2-101. Definitions. The following definitions are
applicable strictly in the context of this Article.
    (A) Employee.
        (1) "Employee" includes:
            (a) Any individual performing services for
        remuneration within this State for an employer;
            (b) An apprentice;
            (c) An applicant for any apprenticeship.
        For purposes of subsection (D) of Section 2-102 of this
    Act, "employee" also includes an unpaid intern. An unpaid
    intern is a person who performs work for an employer under
    the following circumstances:
            (i) the employer is not committed to hiring the
        person performing the work at the conclusion of the
        intern's tenure;
            (ii) the employer and the person performing the
        work agree that the person is not entitled to wages for
        the work performed; and
            (iii) the work performed:
                (I) supplements training given in an
            educational environment that may enhance the
            employability of the intern;
                (II) provides experience for the benefit of
            the person performing the work;
                (III) does not displace regular employees;
                (IV) is performed under the close supervision
            of existing staff; and
                (V) provides no immediate advantage to the
            employer providing the training and may
            occasionally impede the operations of the
            employer.
        (2) "Employee" does not include:
            (a) (Blank);
            (b) Individuals employed by persons who are not
        "employers" as defined by this Act;
            (c) Elected public officials or the members of
        their immediate personal staffs;
            (d) Principal administrative officers of the State
        or of any political subdivision, municipal corporation
        or other governmental unit or agency;
            (e) A person in a vocational rehabilitation
        facility certified under federal law who has been
        designated an evaluee, trainee, or work activity
        client.
    (B) Employer.
        (1) "Employer" includes:
            (a) Any person employing 15 or more employees
        within Illinois during 20 or more calendar weeks within
        the calendar year of or preceding the alleged
        violation;
            (b) Any person employing one or more employees when
        a complainant alleges civil rights violation due to
        unlawful discrimination based upon his or her physical
        or mental disability unrelated to ability, pregnancy,
        or sexual harassment;
            (c) The State and any political subdivision,
        municipal corporation or other governmental unit or
        agency, without regard to the number of employees;
            (d) Any party to a public contract without regard
        to the number of employees;
            (e) A joint apprenticeship or training committee
        without regard to the number of employees.
        (2) "Employer" does not include any religious
    corporation, association, educational institution,
    society, or non-profit nursing institution conducted by
    and for those who rely upon treatment by prayer through
    spiritual means in accordance with the tenets of a
    recognized church or religious denomination with respect
    to the employment of individuals of a particular religion
    to perform work connected with the carrying on by such
    corporation, association, educational institution, society
    or non-profit nursing institution of its activities.
    (C) Employment Agency. "Employment Agency" includes both
public and private employment agencies and any person, labor
organization, or labor union having a hiring hall or hiring
office regularly undertaking, with or without compensation, to
procure opportunities to work, or to procure, recruit, refer or
place employees.
    (D) Labor Organization. "Labor Organization" includes any
organization, labor union, craft union, or any voluntary
unincorporated association designed to further the cause of the
rights of union labor which is constituted for the purpose, in
whole or in part, of collective bargaining or of dealing with
employers concerning grievances, terms or conditions of
employment, or apprenticeships or applications for
apprenticeships, or of other mutual aid or protection in
connection with employment, including apprenticeships or
applications for apprenticeships.
    (E) Sexual Harassment. "Sexual harassment" means any
unwelcome sexual advances or requests for sexual favors or any
conduct of a sexual nature when (1) submission to such conduct
is made either explicitly or implicitly a term or condition of
an individual's employment, (2) submission to or rejection of
such conduct by an individual is used as the basis for
employment decisions affecting such individual, or (3) such
conduct has the purpose or effect of substantially interfering
with an individual's work performance or creating an
intimidating, hostile or offensive working environment.
    For purposes of this definition, the phrase "working
environment" is not limited to a physical location an employee
is assigned to perform his or her duties.
    (E-1) Harassment. "Harassment" means any unwelcome conduct
on the basis of an individual's actual or perceived race,
color, religion, national origin, ancestry, age, sex, marital
status, order of protection status, disability, military
status, sexual orientation, pregnancy, unfavorable discharge
from military service, or citizenship status that has the
purpose or effect of substantially interfering with the
individual's work performance or creating an intimidating,
hostile, or offensive working environment. For purposes of this
definition, the phrase "working environment" is not limited to
a physical location an employee is assigned to perform his or
her duties.
    (F) Religion. "Religion" with respect to employers
includes all aspects of religious observance and practice, as
well as belief, unless an employer demonstrates that he is
unable to reasonably accommodate an employee's or prospective
employee's religious observance or practice without undue
hardship on the conduct of the employer's business.
    (G) Public Employer. "Public employer" means the State, an
agency or department thereof, unit of local government, school
district, instrumentality or political subdivision.
    (H) Public Employee. "Public employee" means an employee of
the State, agency or department thereof, unit of local
government, school district, instrumentality or political
subdivision. "Public employee" does not include public
officers or employees of the General Assembly or agencies
thereof.
    (I) Public Officer. "Public officer" means a person who is
elected to office pursuant to the Constitution or a statute or
ordinance, or who is appointed to an office which is
established, and the qualifications and duties of which are
prescribed, by the Constitution or a statute or ordinance, to
discharge a public duty for the State, agency or department
thereof, unit of local government, school district,
instrumentality or political subdivision.
    (J) Eligible Bidder. "Eligible bidder" means a person who,
prior to contract award or prior to bid opening for State
contracts for construction or construction-related services,
has filed with the Department a properly completed, sworn and
currently valid employer report form, pursuant to the
Department's regulations. The provisions of this Article
relating to eligible bidders apply only to bids on contracts
with the State and its departments, agencies, boards, and
commissions, and the provisions do not apply to bids on
contracts with units of local government or school districts.
    (K) Citizenship Status. "Citizenship status" means the
status of being:
        (1) a born U.S. citizen;
        (2) a naturalized U.S. citizen;
        (3) a U.S. national; or
        (4) a person born outside the United States and not a
    U.S. citizen who is not an unauthorized alien and who is
    protected from discrimination under the provisions of
    Section 1324b of Title 8 of the United States Code, as now
    or hereafter amended.
(Source: P.A. 99-78, eff. 7-20-15; 99-758, eff. 1-1-17; 100-43,
eff. 8-9-17.)
 
    (775 ILCS 5/2-102)  (from Ch. 68, par. 2-102)
    Sec. 2-102. Civil rights violations - employment. It is a
civil rights violation:
        (A) Employers. For any employer to refuse to hire, to
    segregate, to engage in harassment as defined in subsection
    (E-1) of Section 2-101, or to act with respect to
    recruitment, hiring, promotion, renewal of employment,
    selection for training or apprenticeship, discharge,
    discipline, tenure or terms, privileges or conditions of
    employment on the basis of unlawful discrimination or
    citizenship status. An employer is responsible for
    harassment by the employer's nonmanagerial and
    nonsupervisory employees only if the employer becomes
    aware of the conduct and fails to take reasonable
    corrective measures.
        (A-5) Language. For an employer to impose a restriction
    that has the effect of prohibiting a language from being
    spoken by an employee in communications that are unrelated
    to the employee's duties.
        For the purposes of this subdivision (A-5), "language"
    means a person's native tongue, such as Polish, Spanish, or
    Chinese. "Language" does not include such things as slang,
    jargon, profanity, or vulgarity.
        (A-10) Harassment of nonemployees. For any employer,
    employment agency, or labor organization to engage in
    harassment of nonemployees in the workplace. An employer is
    responsible for harassment of nonemployees by the
    employer's nonmanagerial and nonsupervisory employees only
    if the employer becomes aware of the conduct and fails to
    take reasonable corrective measures. For the purposes of
    this subdivision (A-10), "nonemployee" means a person who
    is not otherwise an employee of the employer and is
    directly performing services for the employer pursuant to a
    contract with that employer. "Nonemployee" includes
    contractors and consultants. This subdivision applies to
    harassment occurring on or after the effective date of this
    amendatory Act of the 101st General Assembly.
        (B) Employment agency. For any employment agency to
    fail or refuse to classify properly, accept applications
    and register for employment referral or apprenticeship
    referral, refer for employment, or refer for
    apprenticeship on the basis of unlawful discrimination or
    citizenship status or to accept from any person any job
    order, requisition or request for referral of applicants
    for employment or apprenticeship which makes or has the
    effect of making unlawful discrimination or discrimination
    on the basis of citizenship status a condition of referral.
        (C) Labor organization. For any labor organization to
    limit, segregate or classify its membership, or to limit
    employment opportunities, selection and training for
    apprenticeship in any trade or craft, or otherwise to take,
    or fail to take, any action which affects adversely any
    person's status as an employee or as an applicant for
    employment or as an apprentice, or as an applicant for
    apprenticeships, or wages, tenure, hours of employment or
    apprenticeship conditions on the basis of unlawful
    discrimination or citizenship status.
        (D) Sexual harassment. For any employer, employee,
    agent of any employer, employment agency or labor
    organization to engage in sexual harassment; provided,
    that an employer shall be responsible for sexual harassment
    of the employer's employees by nonemployees or
    nonmanagerial and nonsupervisory employees only if the
    employer becomes aware of the conduct and fails to take
    reasonable corrective measures.
        (D-5) Sexual harassment of nonemployees. For any
    employer, employee, agent of any employer, employment
    agency, or labor organization to engage in sexual
    harassment of nonemployees in the workplace. An employer is
    responsible for sexual harassment of nonemployees by the
    employer's nonmanagerial and nonsupervisory employees only
    if the employer becomes aware of the conduct and fails to
    take reasonable corrective measures. For the purposes of
    this subdivision (D-5), "nonemployee" means a person who is
    not otherwise an employee of the employer and is directly
    performing services for the employer pursuant to a contract
    with that employer. "Nonemployee" includes contractors and
    consultants. This subdivision applies to sexual harassment
    occurring on or after the effective date of this amendatory
    Act of the 101st General Assembly.
        (E) Public employers. For any public employer to refuse
    to permit a public employee under its jurisdiction who
    takes time off from work in order to practice his or her
    religious beliefs to engage in work, during hours other
    than such employee's regular working hours, consistent
    with the operational needs of the employer and in order to
    compensate for work time lost for such religious reasons.
    Any employee who elects such deferred work shall be
    compensated at the wage rate which he or she would have
    earned during the originally scheduled work period. The
    employer may require that an employee who plans to take
    time off from work in order to practice his or her
    religious beliefs provide the employer with a notice of his
    or her intention to be absent from work not exceeding 5
    days prior to the date of absence.
        (E-5) Religious discrimination. For any employer to
    impose upon a person as a condition of obtaining or
    retaining employment, including opportunities for
    promotion, advancement, or transfer, any terms or
    conditions that would require such person to violate or
    forgo a sincerely held practice of his or her religion
    including, but not limited to, the wearing of any attire,
    clothing, or facial hair in accordance with the
    requirements of his or her religion, unless, after engaging
    in a bona fide effort, the employer demonstrates that it is
    unable to reasonably accommodate the employee's or
    prospective employee's sincerely held religious belief,
    practice, or observance without undue hardship on the
    conduct of the employer's business.
        Nothing in this Section prohibits an employer from
    enacting a dress code or grooming policy that may include
    restrictions on attire, clothing, or facial hair to
    maintain workplace safety or food sanitation.
        (F) Training and apprenticeship programs. For any
    employer, employment agency or labor organization to
    discriminate against a person on the basis of age in the
    selection, referral for or conduct of apprenticeship or
    training programs.
        (G) Immigration-related practices.
            (1) for an employer to request for purposes of
        satisfying the requirements of Section 1324a(b) of
        Title 8 of the United States Code, as now or hereafter
        amended, more or different documents than are required
        under such Section or to refuse to honor documents
        tendered that on their face reasonably appear to be
        genuine; or
            (2) for an employer participating in the E-Verify
        Program, as authorized by 8 U.S.C. 1324a, Notes, Pilot
        Programs for Employment Eligibility Confirmation
        (enacted by PL 104-208, div. C title IV, subtitle A) to
        refuse to hire, to segregate, or to act with respect to
        recruitment, hiring, promotion, renewal of employment,
        selection for training or apprenticeship, discharge,
        discipline, tenure or terms, privileges or conditions
        of employment without following the procedures under
        the E-Verify Program.
        (H) (Blank).
        (I) Pregnancy. For an employer to refuse to hire, to
    segregate, or to act with respect to recruitment, hiring,
    promotion, renewal of employment, selection for training
    or apprenticeship, discharge, discipline, tenure or terms,
    privileges or conditions of employment on the basis of
    pregnancy, childbirth, or medical or common conditions
    related to pregnancy or childbirth. Women affected by
    pregnancy, childbirth, or medical or common conditions
    related to pregnancy or childbirth shall be treated the
    same for all employment-related purposes, including
    receipt of benefits under fringe benefit programs, as other
    persons not so affected but similar in their ability or
    inability to work, regardless of the source of the
    inability to work or employment classification or status.
        (J) Pregnancy; reasonable accommodations.
            (1) If after a job applicant or employee, including
        a part-time, full-time, or probationary employee,
        requests a reasonable accommodation, for an employer
        to not make reasonable accommodations for any medical
        or common condition of a job applicant or employee
        related to pregnancy or childbirth, unless the
        employer can demonstrate that the accommodation would
        impose an undue hardship on the ordinary operation of
        the business of the employer. The employer may request
        documentation from the employee's health care provider
        concerning the need for the requested reasonable
        accommodation or accommodations to the same extent
        documentation is requested for conditions related to
        disability if the employer's request for documentation
        is job-related and consistent with business necessity.
        The employer may require only the medical
        justification for the requested accommodation or
        accommodations, a description of the reasonable
        accommodation or accommodations medically advisable,
        the date the reasonable accommodation or
        accommodations became medically advisable, and the
        probable duration of the reasonable accommodation or
        accommodations. It is the duty of the individual
        seeking a reasonable accommodation or accommodations
        to submit to the employer any documentation that is
        requested in accordance with this paragraph.
        Notwithstanding the provisions of this paragraph, the
        employer may require documentation by the employee's
        health care provider to determine compliance with
        other laws. The employee and employer shall engage in a
        timely, good faith, and meaningful exchange to
        determine effective reasonable accommodations.
            (2) For an employer to deny employment
        opportunities or benefits to or take adverse action
        against an otherwise qualified job applicant or
        employee, including a part-time, full-time, or
        probationary employee, if the denial or adverse action
        is based on the need of the employer to make reasonable
        accommodations to the known medical or common
        conditions related to the pregnancy or childbirth of
        the applicant or employee.
            (3) For an employer to require a job applicant or
        employee, including a part-time, full-time, or
        probationary 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.
            (4) For an employer to require an employee,
        including a part-time, full-time, or probationary
        employee, to take leave under any leave law or policy
        of the employer if another reasonable accommodation
        can be provided to the known medical or common
        conditions related to the pregnancy or childbirth of an
        employee. No employer shall fail or refuse to reinstate
        the employee affected by pregnancy, childbirth, or
        medical or common conditions related to pregnancy or
        childbirth to her original job or to an equivalent
        position with equivalent pay and accumulated
        seniority, retirement, fringe benefits, and other
        applicable service credits upon her signifying her
        intent to return or when her need for reasonable
        accommodation ceases, unless the employer can
        demonstrate that the accommodation would impose an
        undue hardship on the ordinary operation of the
        business of the employer.
        For the purposes of this subdivision (J), "reasonable
    accommodations" means reasonable modifications or
    adjustments to the job application process or work
    environment, or to the manner or circumstances under which
    the position desired or held is customarily performed, that
    enable an applicant or employee affected by pregnancy,
    childbirth, or medical or common conditions related to
    pregnancy or childbirth to be considered for the position
    the applicant desires or to perform the essential functions
    of that position, and may include, but is not limited to:
    more frequent or longer bathroom breaks, breaks for
    increased water intake, and breaks for periodic rest;
    private non-bathroom space for expressing breast milk and
    breastfeeding; seating; assistance with manual labor;
    light duty; temporary transfer to a less strenuous or
    hazardous position; the provision of an accessible
    worksite; acquisition or modification of equipment; job
    restructuring; a part-time or modified work schedule;
    appropriate adjustment or modifications of examinations,
    training materials, or policies; reassignment to a vacant
    position; time off to recover from conditions related to
    childbirth; and leave necessitated by pregnancy,
    childbirth, or medical or common conditions resulting from
    pregnancy or childbirth.
        For the purposes of this subdivision (J), "undue
    hardship" means an action that is prohibitively expensive
    or disruptive when considered in light of the following
    factors: (i) the nature and cost of the accommodation
    needed; (ii) the overall financial resources of the
    facility or facilities involved in the provision of the
    reasonable accommodation, the number of persons employed
    at the facility, the effect on expenses and resources, or
    the impact otherwise of the accommodation upon the
    operation of the facility; (iii) the overall financial
    resources of the employer, the overall size of the business
    of the employer with respect to the number of its
    employees, and the number, type, and location of its
    facilities; and (iv) the type of operation or operations of
    the employer, including the composition, structure, and
    functions of the workforce of the employer, the geographic
    separateness, administrative, or fiscal relationship of
    the facility or facilities in question to the employer. The
    employer has the burden of proving undue hardship. The fact
    that the employer provides or would be required to provide
    a similar accommodation to similarly situated employees
    creates a rebuttable presumption that the accommodation
    does not impose an undue hardship on the employer.
        No employer is required by this subdivision (J) to
    create additional employment that the employer would not
    otherwise have created, unless the employer does so or
    would do so for other classes of employees who need
    accommodation. The employer is not required to discharge
    any employee, transfer any employee with more seniority, or
    promote any employee who is not qualified to perform the
    job, unless the employer does so or would do so to
    accommodate other classes of employees who need it.
        (K) Notice.
            (1) For an employer to fail to post or keep posted
        in a conspicuous location on the premises of the
        employer where notices to employees are customarily
        posted, or fail to include in any employee handbook
        information concerning an employee's rights under this
        Article, a notice, to be prepared or approved by the
        Department, summarizing the requirements of this
        Article and information pertaining to the filing of a
        charge, including the right to be free from unlawful
        discrimination, the right to be free from sexual
        harassment, and the right to certain reasonable
        accommodations. The Department shall make the
        documents required under this paragraph available for
        retrieval from the Department's website.
            (2) Upon notification of a violation of paragraph
        (1) of this subdivision (K), the Department may launch
        a preliminary investigation. If the Department finds a
        violation, the Department may issue a notice to show
        cause giving the employer 30 days to correct the
        violation. If the violation is not corrected, the
        Department may initiate a charge of a civil rights
        violation.
(Source: P.A. 100-100, eff. 8-11-17; 100-588, eff. 6-8-18.)
 
    (775 ILCS 5/2-108 new)
    Sec. 2-108. Employer disclosure requirements.
    (A) Definitions. The following definitions are applicable
strictly to this Section:
        (1) "Employer" means:
            (a) any person employing one or more employees
        within this State;
            (b) a labor organization; or
            (c) the State and any political subdivision,
        municipal corporation, or other governmental unit or
        agency, without regard to the number of employees.
        (2) "Settlement" means any written commitment or
    written agreement, including any agreed judgment,
    stipulation, decree, agreement to settle, assurance of
    discontinuance, or otherwise between an employee, as
    defined by subsection (A) of Section 2-101, or a
    nonemployee to whom an employer owes a duty under this Act
    pursuant to (A-10) or (D-5) of Section 2-102, and an
    employer under which the employer directly or indirectly
    provides to an individual compensation or other
    consideration due to an allegation that the individual has
    been a victim of sexual harassment or unlawful
    discrimination under this Act.
        (3) "Adverse judgment or administrative ruling" means
    any final and non-appealable adverse judgment or final and
    non-appealable administrative ruling entered in favor of
    an employee as defined by subsection (A) of Section 2-101
    or a nonemployee to whom an employer owes a duty under this
    Act pursuant to (A-10) or (D-5) of Section 2-102, and
    against the employer during the preceding year in which
    there was a finding of sexual harassment or unlawful
    discrimination brought under this Act, Title VII of the
    Civil Rights Act of 1964, or any other federal, State, or
    local law prohibiting sexual harassment or unlawful
    discrimination.
    (B) Required disclosures. Beginning July 1, 2020, and by
each July 1 thereafter, each employer that had an adverse
judgment or administrative ruling against it in the preceding
calendar year, as provided in this Section, shall disclose
annually to the Department of Human Rights the following
information:
        (1) the total number of adverse judgments or
    administrative rulings during the preceding year;
        (2) whether any equitable relief was ordered against
    the employer in any adverse judgment or administrative
    ruling described in paragraph (1);
        (3) how many adverse judgments or administrative
    rulings described in paragraph (1) are in each of the
    following categories:
            (a) sexual harassment;
            (b) discrimination or harassment on the basis of
        sex;
            (c) discrimination or harassment on the basis of
        race, color, or national origin;
            (d) discrimination or harassment on the basis of
        religion;
            (e) discrimination or harassment on the basis of
        age;
            (f) discrimination or harassment on the basis of
        disability;
            (g) discrimination or harassment on the basis of
        military status or unfavorable discharge from military
        status;
            (h) discrimination or harassment on the basis of
        sexual orientation or gender identity; and
            (i) discrimination or harassment on the basis of
        any other characteristic protected under this Act;
    (C) Settlements. If the Department is investigating a
charge filed pursuant to this Act, the Department may request
the employer responding to the charge to submit the total
number of settlements entered into during the preceding 5
years, or less at the direction of the Department, that relate
to any alleged act of sexual harassment or unlawful
discrimination that:
        (1) occurred in the workplace of the employer; or
        (2) involved the behavior of an employee of the
    employer or a corporate executive of the employer, without
    regard to whether that behavior occurred in the workplace
    of the employer.
    The total number of settlements entered into during the
requested period shall be reported along with how many
settlements are in each of the following categories, when
requested by the Department pursuant to this subsection:
        (a) sexual harassment;
        (b) discrimination or harassment on the basis of sex;
        (c) discrimination or harassment on the basis of race,
    color, or national origin;
        (d) discrimination or harassment on the basis of
    religion;
        (e) discrimination or harassment on the basis of age;
        (f) discrimination or harassment on the basis of
    disability;
        (g) discrimination or harassment on the basis of
    military status or unfavorable discharge from military
    status;
        (h) discrimination or harassment on the basis of sexual
    orientation or gender identity; and
        (i) discrimination or harassment on the basis of any
    other characteristic protected under this Act;
    The Department shall not rely on the existence of any
settlement agreement to support a finding of substantial
evidence under this Act.
    (D) Prohibited disclosures. An employer may not disclose
the name of a victim of an act of alleged sexual harassment or
unlawful discrimination in any disclosures required under this
Section.
    (E) Annual report. The Department shall publish an annual
report aggregating the information reported by employers under
subsection (B) of this Section such that no individual employer
data is available to the public. The report shall include the
number of adverse judgments or administrative rulings filed
during the preceding calendar year based on each of the
protected classes identified by this Act.
    The report shall be filed with the General Assembly and
made available to the public by December 31 of each reporting
year. Data submitted by an employer to comply with this Section
is confidential and exempt from the Freedom of Information Act.
    (F) Failure to report and penalties. If an employer fails
to make any disclosures required under this Section, the
Department shall issue a notice to show cause giving the
employer 30 days to disclose the required information. If the
employer does not make the required disclosures within 30 days,
the Department shall petition the Illinois Human Rights
Commission for entry of an order imposing a civil penalty
against the employer pursuant to Section 8-109.1. The civil
penalty shall be paid into the Department of Human Rights'
Training and Development Fund.
    (G) Rules. The Department shall adopt any rules it deems
necessary for implementation of this Section.
    (H) This Section is repealed on January 1, 2030.
 
    (775 ILCS 5/2-109 new)
    Sec. 2-109. Sexual harassment prevention training.
    (A) The General Assembly finds that the organizational
tolerance of sexual harassment has a detrimental influence in
workplaces by creating a hostile environment for employees,
reducing productivity, and increasing legal liability. It is
the General Assembly's intent to encourage employers to adopt
and actively implement policies to ensure their workplaces are
safe for employees to report concerns about sexual harassment
without fear of retaliation, loss of status, or loss of
promotional opportunities.
    (B) The Department shall produce a model sexual harassment
prevention training program aimed at the prevention of sexual
harassment in the workplace. The model program shall be made
available to employers and to the public online at no cost.
This model program shall include, at a minimum, the following:
        (1) an explanation of sexual harassment consistent
    with this Act;
        (2) examples of conduct that constitutes unlawful
    sexual harassment;
        (3) a summary of relevant federal and State statutory
    provisions concerning sexual harassment, including
    remedies available to victims of sexual harassment; and
        (4) a summary of responsibilities of employers in the
    prevention, investigation, and corrective measures of
    sexual harassment.
    (C) Except for those employers subject to the requirements
of Section 5-10.5 of the State Officials and Employees Ethics
Act, every employer with employees working in this State shall
use the model sexual harassment prevention training program
created by the Department or establish its own sexual
harassment prevention training program that equals or exceeds
the minimum standards in subsection (B). The sexual harassment
prevention training shall be provided at least once a year to
all employees. For the purposes of satisfying the requirements
under this Section, the Department's model sexual harassment
prevention training program may be used to supplement any
existing program an employer is utilizing or develops.
    (D) If an employer violates this Section, the Department
shall issue a notice to show cause giving the employer 30 days
to comply. If the employer does not comply within 30 days, the
Department shall petition the Human Rights Commission for entry
of an order imposing a civil penalty against the employer
pursuant to Section 8-109.1. The civil penalty shall be paid
into the Department of Human Rights Training and Development
Fund.
 
    (775 ILCS 5/2-110 new)
    Sec. 2-110. Restaurants and bars; sexual harassment
prevention.
    (A) As used in this Section:
    "Bar" means an establishment that is devoted to the serving
of alcoholic beverages for consumption by guests on the
premises and that derives no more than 10% of its gross revenue
from the sale of food consumed on the premises, including, but
not limited to, taverns, nightclubs, cocktail lounges, adult
entertainment facilities, and cabarets.
    "Manager" means a person responsible for the hiring and
firing of employees, including, but not limited to, a general
manager, owner, head chef, or other non-tipped employee with
duties managing the operation, inventory, safety, and
personnel of a restaurant or bar.
    "Restaurant" means any business that is primarily engaged
in the sale of ready-to-eat food for immediate consumption,
including, but not limited to, restaurants, coffee shops,
cafeterias, and sandwich stands that give or offer for sale
food to the public, guests, or employees, and kitchen or
catering facilities in which food is prepared on the premises
for serving elsewhere.
    (B) Every restaurant and bar operating in this State must
have a sexual harassment policy provided to all employees, in
writing, within the first calendar week of the employee's
employment. The policy shall include:
        (1) a prohibition on sexual harassment;
        (2) the definition of sexual harassment under the
    Illinois Human Rights Act and Title VII of the Civil Rights
    Act of 1964;
        (3) details on how an individual can report an
    allegation of sexual harassment internally, including
    options for making a confidential report to a manager,
    owner, corporate headquarters, human resources department,
    or other internal reporting mechanism that may be
    available;
        (4) an explanation of the internal complaint process
    available to employees;
        (5) how to contact and file a charge with the Illinois
    Department of Human Rights and United States Equal
    Employment Opportunity Commission;
        (6) a prohibition on retaliation for reporting sexual
    harassment allegations; and
        (7) a requirement that all employees participate in
    sexual harassment prevention training.
    The policy shall be made available in English and Spanish.
    (C) In addition to the model sexual harassment prevention
training program produced by the Department in Section 2-109,
the Department shall develop a supplemental model training
program in consultation with industry professionals
specifically aimed at the prevention of sexual harassment in
the restaurant and bar industry. The supplemental model program
shall be made available to all restaurants and bars and the
public online at no cost. The training shall include:
        (1) specific conduct, activities, or videos related to
    the restaurant or bar industry;
        (2) an explanation of manager liability and
    responsibility under the law; and
        (3) English and Spanish language options.
    (D) Every restaurant and bar that is an employer under this
Act shall use the supplemental model training program or
establish its own supplemental model training program that
equals or exceeds the requirements of subsection (C). The
supplemental training program shall be provided at least once a
year to all employees, regardless of employment
classification. For the purposes of satisfying the
requirements under this Section, this supplemental training
may be done in conjunction or at the same time as any training
that complies with Section 2-109.
    (E) If a restaurant or bar that is an employer under this
Act violates this Section 2-110, the Department shall issue a
notice to show cause giving the employer 30 days to comply. If
the employer does not comply within 30 days, the Department
shall petition the Human Rights Commission for entry of an
order imposing a civil penalty against the employer pursuant to
Section 8-109.1. The civil penalty shall be paid into the
Department of Human Rights Training and Development Fund.
 
    (775 ILCS 5/7-109.1)  (from Ch. 68, par. 7-109.1)
    Sec. 7-109.1. Federal or State court proceedings.
Administrative dismissal of charges.
        (1) For charges filed under Article 7A of this Act, if
    the complainant has initiated litigation in a federal or
    State court for the purpose of seeking final relief on some
    or all of the issues that are the basis of the charge,
    either party may request that the Department
    administratively dismiss the Department's charge or
    portions of the charge. Within 10 business days of receipt
    of the federal or State court complaint, the Department
    shall issue a notice of administrative dismissal and
    provide the complainant notice of his or her right to
    commence a civil action in the appropriate circuit court or
    other appropriate court of competent jurisdiction. The
    Director shall also provide the charging party notice of
    his or her right to seek review of the notice of dismissal
    before the Commission. Any review by the Commission of the
    dismissal shall be filed within 30 days after receipt of
    the Director's notice and shall be limited to the question
    of whether the charge was properly dismissed under this
    Section.
        (2) For charges filed under Article 7B of this Act, if
    the complainant has initiated litigation in a federal or
    State court for the purpose of seeking final relief on some
    or all of the issues that are the basis of the charge,
    either party may request that the Department
    administratively dismiss the charge or portions of the
    charge pending in the federal or State court proceeding if
    a trial has commenced in the federal or State court
    proceeding. Within 10 business days of receipt of notice
    that the trial has begun, the Department shall issue a
    notice of administrative dismissal and provide the
    complainant notice of his or her right to commence a civil
    action in the appropriate circuit court or other
    appropriate court of competent jurisdiction. The Director
    shall also provide the charging party notice of his or her
    right to seek review of the notice of dismissal before the
    Commission. Any review by the Commission of the dismissal
    shall be filed within 30 days after receipt of the
    Director's notice and shall be limited to the question of
    whether the charge was properly dismissed under this
    Section.
        (3) Nothing in this Section shall preclude the
    Department from continuing to investigate an allegation in
    the charge that is not included in the federal or State
    court proceeding.
For charges filed under this Act, if the charging party has
initiated litigation for the purpose of seeking final relief in
a State or federal court or before an administrative law judge
or hearing officer in an administrative proceeding before a
local government administrative agency, and if a final decision
on the merits in that litigation or administrative hearing
would preclude the charging party from bringing another action
based on the pending charge, the Department shall cease its
investigation and dismiss the pending charge by order of the
Director, who shall provide the charging party notice of his or
her right to commence a civil action in the appropriate circuit
court or other appropriate court of competent jurisdiction. The
Director shall also provide the charging party notice of his or
her right to seek review of the dismissal order before the
Commission. Any review by the Commission of the dismissal shall
be limited to the question of whether the charge was properly
dismissed pursuant to this Section. Nothing in this Section
shall preclude the Department from continuing to investigate an
allegation in a charge that is unique to this Act or otherwise
could not have been included in the litigation or
administrative proceeding.
(Source: P.A. 100-1066, eff. 8-24-18.)
 
    (775 ILCS 5/7A-102)  (from Ch. 68, par. 7A-102)
    Sec. 7A-102. Procedures.
    (A) Charge.
        (1) Within 300 calendar days after the date that a
    civil rights violation allegedly has been committed, a
    charge in writing under oath or affirmation may be filed
    with the Department by an aggrieved party or issued by the
    Department itself under the signature of the Director.
        (2) The charge shall be in such detail as to
    substantially apprise any party properly concerned as to
    the time, place, and facts surrounding the alleged civil
    rights violation.
        (3) Charges deemed filed with the Department pursuant
    to subsection (A-1) of this Section shall be deemed to be
    in compliance with this subsection.
    (A-1) Equal Employment Opportunity Commission Charges.
        (1) If a charge is filed with the Equal Employment
    Opportunity Commission (EEOC) within 300 calendar days
    after the date of the alleged civil rights violation, the
    charge shall be deemed filed with the Department on the
    date filed with the EEOC. If the EEOC is the governmental
    agency designated to investigate the charge first, the
    Department shall take no action until the EEOC makes a
    determination on the charge and after the complainant
    notifies the Department of the EEOC's determination. In
    such cases, after receiving notice from the EEOC that a
    charge was filed, the Department shall notify the parties
    that (i) a charge has been received by the EEOC and has
    been sent to the Department for dual filing purposes; (ii)
    the EEOC is the governmental agency responsible for
    investigating the charge and that the investigation shall
    be conducted pursuant to the rules and procedures adopted
    by the EEOC; (iii) it will take no action on the charge
    until the EEOC issues its determination; (iv) the
    complainant must submit a copy of the EEOC's determination
    within 30 days after service of the determination by the
    EEOC on complainant; and (v) that the time period to
    investigate the charge contained in subsection (G) of this
    Section is tolled from the date on which the charge is
    filed with the EEOC until the EEOC issues its
    determination.
        (2) If the EEOC finds reasonable cause to believe that
    there has been a violation of federal law and if the
    Department is timely notified of the EEOC's findings by
    complainant, the Department shall notify complainant that
    the Department has adopted the EEOC's determination of
    reasonable cause and that complainant has the right, within
    90 days after receipt of the Department's notice, to either
    file his or her own complaint with the Illinois Human
    Rights Commission or commence a civil action in the
    appropriate circuit court or other appropriate court of
    competent jurisdiction. This notice shall be provided to
    the complainant within 10 business days after the
    Department's receipt of the EEOC's determination. The
    Department's notice to complainant that the Department has
    adopted the EEOC's determination of reasonable cause shall
    constitute the Department's Report for purposes of
    subparagraph (D) of this Section.
        (3) For those charges alleging violations within the
    jurisdiction of both the EEOC and the Department and for
    which the EEOC either (i) does not issue a determination,
    but does issue the complainant a notice of a right to sue,
    including when the right to sue is issued at the request of
    the complainant, or (ii) determines that it is unable to
    establish that illegal discrimination has occurred and
    issues the complainant a right to sue notice, and if the
    Department is timely notified of the EEOC's determination
    by complainant, the Department shall notify the parties,
    within 10 business days after receipt of the EEOC's
    determination, that the Department will adopt the EEOC's
    determination as a dismissal for lack of substantial
    evidence unless the complainant requests in writing within
    35 days after receipt of the Department's notice that the
    Department review the EEOC's determination.
            (a) If the complainant does not file a written
        request with the Department to review the EEOC's
        determination within 35 days after receipt of the
        Department's notice, the Department shall notify
        complainant, within 10 business days after the
        expiration of the 35-day period, that the decision of
        the EEOC has been adopted by the Department as a
        dismissal for lack of substantial evidence and that the
        complainant has the right, within 90 days after receipt
        of the Department's notice, to commence a civil action
        in the appropriate circuit court or other appropriate
        court of competent jurisdiction. The Department's
        notice to complainant that the Department has adopted
        the EEOC's determination shall constitute the
        Department's report for purposes of subparagraph (D)
        of this Section.
            (b) If the complainant does file a written request
        with the Department to review the EEOC's
        determination, the Department shall review the EEOC's
        determination and any evidence obtained by the EEOC
        during its investigation. If, after reviewing the
        EEOC's determination and any evidence obtained by the
        EEOC, the Department determines there is no need for
        further investigation of the charge, the Department
        shall issue a report and the Director shall determine
        whether there is substantial evidence that the alleged
        civil rights violation has been committed pursuant to
        subsection (D) of Section 7A-102. If, after reviewing
        the EEOC's determination and any evidence obtained by
        the EEOC, the Department determines there is a need for
        further investigation of the charge, the Department
        may conduct any further investigation it deems
        necessary. After reviewing the EEOC's determination,
        the evidence obtained by the EEOC, and any additional
        investigation conducted by the Department, the
        Department shall issue a report and the Director shall
        determine whether there is substantial evidence that
        the alleged civil rights violation has been committed
        pursuant to subsection (D) of Section 7A-102 of this
        Act.
        (4) Pursuant to this Section, if the EEOC dismisses the
    charge or a portion of the charge of discrimination
    because, under federal law, the EEOC lacks jurisdiction
    over the charge, and if, under this Act, the Department has
    jurisdiction over the charge of discrimination, the
    Department shall investigate the charge or portion of the
    charge dismissed by the EEOC for lack of jurisdiction
    pursuant to subsections (A), (A-1), (B), (B-1), (C), (D),
    (E), (F), (G), (H), (I), (J), and (K) of Section 7A-102 of
    this Act.
        (5) The time limit set out in subsection (G) of this
    Section is tolled from the date on which the charge is
    filed with the EEOC to the date on which the EEOC issues
    its determination.
        (6) The failure of the Department to meet the
    10-business-day notification deadlines set out in
    paragraph (2) of this subsection shall not impair the
    rights of any party.
    (B) Notice and Response to Charge. The Department shall,
within 10 days of the date on which the charge was filed, serve
a copy of the charge on the respondent and provide all parties
with a notice of the complainant's right to opt out of the
investigation within 60 days as set forth in subsection (C-1).
This period shall not be construed to be jurisdictional. The
charging party and the respondent may each file a position
statement and other materials with the Department regarding the
charge of alleged discrimination within 60 days of receipt of
the notice of the charge. The position statements and other
materials filed shall remain confidential unless otherwise
agreed to by the party providing the information and shall not
be served on or made available to the other party during
pendency of a charge with the Department. The Department may
require the respondent to file a response to the allegations
contained in the charge. Upon the Department's request, the
respondent shall file a response to the charge within 60 days
and shall serve a copy of its response on the complainant or
his or her representative. Notwithstanding any request from the
Department, the respondent may elect to file a response to the
charge within 60 days of receipt of notice of the charge,
provided the respondent serves a copy of its response on the
complainant or his or her representative. All allegations
contained in the charge not denied by the respondent within 60
days of the Department's request for a response may be deemed
admitted, unless the respondent states that it is without
sufficient information to form a belief with respect to such
allegation. The Department may issue a notice of default
directed to any respondent who fails to file a response to a
charge within 60 days of receipt of the Department's request,
unless the respondent can demonstrate good cause as to why such
notice should not issue. The term "good cause" shall be defined
by rule promulgated by the Department. Within 30 days of
receipt of the respondent's response, the complainant may file
a reply to said response and shall serve a copy of said reply
on the respondent or his or her representative. A party shall
have the right to supplement his or her response or reply at
any time that the investigation of the charge is pending. The
Department shall, within 10 days of the date on which the
charge was filed, and again no later than 335 days thereafter,
send by certified or registered mail, or electronic mail if
elected by the party, written notice to the complainant and to
the respondent informing the complainant of the complainant's
rights to either file a complaint with the Human Rights
Commission or commence a civil action in the appropriate
circuit court under subparagraph (2) of paragraph (G) and under
subsection (C-1), including in such notice the dates within
which the complainant may exercise these rights. In the notice
the Department shall notify the complainant that the charge of
civil rights violation will be dismissed with prejudice and
with no right to further proceed if a written complaint is not
timely filed with the Commission or with the appropriate
circuit court by the complainant pursuant to subparagraph (2)
of paragraph (G) or subsection (C-1) or by the Department
pursuant to subparagraph (1) of paragraph (G).
    (B-1) Mediation. The complainant and respondent may agree
to voluntarily submit the charge to mediation without waiving
any rights that are otherwise available to either party
pursuant to this Act and without incurring any obligation to
accept the result of the mediation process. Nothing occurring
in mediation shall be disclosed by the Department or admissible
in evidence in any subsequent proceeding unless the complainant
and the respondent agree in writing that such disclosure be
made.
    (C) Investigation.
        (1) The If the complainant does not elect to opt out of
    an investigation pursuant to subsection (C-1), the
    Department shall conduct an investigation sufficient to
    determine whether the allegations set forth in the charge
    are supported by substantial evidence unless the
    complainant elects to opt out of an investigation pursuant
    to subsection (C-1).
        (2) The Director or his or her designated
    representatives shall have authority to request any member
    of the Commission to issue subpoenas to compel the
    attendance of a witness or the production for examination
    of any books, records or documents whatsoever.
        (3) If any witness whose testimony is required for any
    investigation resides outside the State, or through
    illness or any other good cause as determined by the
    Director is unable to be interviewed by the investigator or
    appear at a fact finding conference, his or her testimony
    or deposition may be taken, within or without the State, in
    the same manner as is provided for in the taking of
    depositions in civil cases in circuit courts.
        (4) Upon reasonable notice to the complainant and the
    respondent, the Department shall conduct a fact finding
    conference, unless prior to 365 days after the date on
    which the charge was filed the Director has determined
    whether there is substantial evidence that the alleged
    civil rights violation has been committed, the charge has
    been dismissed for lack of jurisdiction, or the parties
    voluntarily and in writing agree to waive the fact finding
    conference. Any party's failure to attend the conference
    without good cause shall result in dismissal or default.
    The term "good cause" shall be defined by rule promulgated
    by the Department. A notice of dismissal or default shall
    be issued by the Director. The notice of default issued by
    the Director shall notify the respondent that a request for
    review may be filed in writing with the Commission within
    30 days of receipt of notice of default. The notice of
    dismissal issued by the Director shall give the complainant
    notice of his or her right to seek review of the dismissal
    before the Human Rights Commission or commence a civil
    action in the appropriate circuit court. If the complainant
    chooses to have the Human Rights Commission review the
    dismissal order, he or she shall file a request for review
    with the Commission within 90 days after receipt of the
    Director's notice. If the complainant chooses to file a
    request for review with the Commission, he or she may not
    later commence a civil action in a circuit court. If the
    complainant chooses to commence a civil action in a circuit
    court, he or she must do so within 90 days after receipt of
    the Director's notice.
    (C-1) Opt out of Department's investigation. At any time
within 60 days after receipt of notice of the right to opt out,
a complainant may submit a written request seeking notice from
the Director indicating that the complainant has opted out of
the investigation and may commence a civil action in the
appropriate circuit court or other appropriate court of
competent jurisdiction. Within The Department shall respond to
a complainant's opt-out request within 10 business days of
receipt of the complainant's request to opt out of the
investigation, the Director shall issue a notice to the parties
stating that: (i) the complainant has exercised the right to
opt out of the investigation; (ii) the complainant has 90 days
after receipt of the Director's notice to commence an action in
the appropriate circuit court or other appropriate court of
competent jurisdiction; and (iii) the Department has ceased its
investigation and is administratively closing the charge by
issuing the complainant a notice of the right to commence an
action in circuit court. The Department shall also notify the
respondent that the complainant has elected to opt out of the
administrative process within 10 business days of receipt of
the complainant's request. If the complainant chooses to
commence an action in a circuit court under this subsection, he
or she must do so within 90 days after receipt of the
Director's notice of the right to commence an action in circuit
court. The complainant shall notify the Department and the
respondent that a complaint has been filed with the appropriate
circuit court or other appropriate court of competent
jurisdiction and shall mail a copy of the complaint to the
Department and the respondent on the same date that the
complaint is filed with the appropriate circuit court. Upon
receipt of notice that the complainant has filed an action with
the appropriate circuit court, the Department shall
immediately cease its investigation and dismiss the charge of
civil rights violation. Once a complainant has opted out of the
investigation commenced an action in circuit court under this
subsection, he or she may not file or refile a substantially
similar charge with the Department arising from the same
incident of unlawful discrimination or harassment.
    (D) Report.
        (1) Each charge investigated under subsection (C)
    shall be the subject of a report to the Director. The
    report shall be a confidential document subject to review
    by the Director, authorized Department employees, the
    parties, and, where indicated by this Act, members of the
    Commission or their designated hearing officers.
        (2) Upon review of the report, the Director shall
    determine whether there is substantial evidence that the
    alleged civil rights violation has been committed. The
    determination of substantial evidence is limited to
    determining the need for further consideration of the
    charge pursuant to this Act and includes, but is not
    limited to, findings of fact and conclusions, as well as
    the reasons for the determinations on all material issues.
    Substantial evidence is evidence which a reasonable mind
    accepts as sufficient to support a particular conclusion
    and which consists of more than a mere scintilla but may be
    somewhat less than a preponderance.
        (3) If the Director determines that there is no
    substantial evidence, the charge shall be dismissed by
    order of the Director and the Director shall give the
    complainant notice of his or her right to seek review of
    the dismissal order before the Commission or commence a
    civil action in the appropriate circuit court. If the
    complainant chooses to have the Human Rights Commission
    review the dismissal order, he or she shall file a request
    for review with the Commission within 90 days after receipt
    of the Director's notice. If the complainant chooses to
    file a request for review with the Commission, he or she
    may not later commence a civil action in a circuit court.
    If the complainant chooses to commence a civil action in a
    circuit court, he or she must do so within 90 days after
    receipt of the Director's notice.
        (4) If the Director determines that there is
    substantial evidence, he or she shall notify the
    complainant and respondent of that determination. The
    Director shall also notify the parties that the complainant
    has the right to either commence a civil action in the
    appropriate circuit court or request that the Department of
    Human Rights file a complaint with the Human Rights
    Commission on his or her behalf. Any such complaint shall
    be filed within 90 days after receipt of the Director's
    notice. If the complainant chooses to have the Department
    file a complaint with the Human Rights Commission on his or
    her behalf, the complainant must, within 30 days after
    receipt of the Director's notice, request in writing that
    the Department file the complaint. If the complainant
    timely requests that the Department file the complaint, the
    Department shall file the complaint on his or her behalf.
    If the complainant fails to timely request that the
    Department file the complaint, the complainant may file his
    or her complaint with the Commission or commence a civil
    action in the appropriate circuit court. If the complainant
    files a complaint with the Human Rights Commission, the
    complainant shall give notice to the Department of the
    filing of the complaint with the Human Rights Commission.
    (E) Conciliation.
         (1) When there is a finding of substantial evidence,
    the Department may designate a Department employee who is
    an attorney licensed to practice in Illinois to endeavor to
    eliminate the effect of the alleged civil rights violation
    and to prevent its repetition by means of conference and
    conciliation.
        (2) When the Department determines that a formal
    conciliation conference is necessary, the complainant and
    respondent shall be notified of the time and place of the
    conference by registered or certified mail at least 10 days
    prior thereto and either or both parties shall appear at
    the conference in person or by attorney.
        (3) The place fixed for the conference shall be within
    35 miles of the place where the civil rights violation is
    alleged to have been committed.
        (4) Nothing occurring at the conference shall be
    disclosed by the Department unless the complainant and
    respondent agree in writing that such disclosure be made.
        (5) The Department's efforts to conciliate the matter
    shall not stay or extend the time for filing the complaint
    with the Commission or the circuit court.
    (F) Complaint.
        (1) When the complainant requests that the Department
    file a complaint with the Commission on his or her behalf,
    the Department shall prepare a written complaint, under
    oath or affirmation, stating the nature of the civil rights
    violation substantially as alleged in the charge
    previously filed and the relief sought on behalf of the
    aggrieved party. The Department shall file the complaint
    with the Commission.
        (2) If the complainant chooses to commence a civil
    action in a circuit court, he or she must do so in the
    circuit court in the county wherein the civil rights
    violation was allegedly committed. The form of the
    complaint in any such civil action shall be in accordance
    with the Illinois Code of Civil Procedure.
    (G) Time Limit.
        (1) When a charge of a civil rights violation has been
    properly filed, the Department, within 365 days thereof or
    within any extension of that period agreed to in writing by
    all parties, shall issue its report as required by
    subparagraph (D). Any such report shall be duly served upon
    both the complainant and the respondent.
        (2) If the Department has not issued its report within
    365 days after the charge is filed, or any such longer
    period agreed to in writing by all the parties, the
    complainant shall have 90 days to either file his or her
    own complaint with the Human Rights Commission or commence
    a civil action in the appropriate circuit court. If the
    complainant files a complaint with the Commission, the form
    of the complaint shall be in accordance with the provisions
    of paragraph (F)(1). If the complainant commences a civil
    action in a circuit court, the form of the complaint shall
    be in accordance with the Illinois Code of Civil Procedure.
    The aggrieved party shall notify the Department that a
    complaint has been filed and shall serve a copy of the
    complaint on the Department on the same date that the
    complaint is filed with the Commission or in circuit court.
    If the complainant files a complaint with the Commission,
    he or she may not later commence a civil action in circuit
    court.
        (3) If an aggrieved party files a complaint with the
    Human Rights Commission or commences a civil action in
    circuit court pursuant to paragraph (2) of this subsection,
    or if the time period for filing a complaint has expired,
    the Department shall immediately cease its investigation
    and dismiss the charge of civil rights violation. Any final
    order entered by the Commission under this Section is
    appealable in accordance with paragraph (B)(1) of Section
    8-111. Failure to immediately cease an investigation and
    dismiss the charge of civil rights violation as provided in
    this paragraph (3) constitutes grounds for entry of an
    order by the circuit court permanently enjoining the
    investigation. The Department may also be liable for any
    costs and other damages incurred by the respondent as a
    result of the action of the Department.
        (4) (Blank).
    (H) This amendatory Act of 1995 applies to causes of action
filed on or after January 1, 1996.
    (I) This amendatory Act of 1996 applies to causes of action
filed on or after January 1, 1996.
    (J) The changes made to this Section by Public Act 95-243
apply to charges filed on or after the effective date of those
changes.
    (K) The changes made to this Section by this amendatory Act
of the 96th General Assembly apply to charges filed on or after
the effective date of those changes.
    (L) The changes made to this Section by this amendatory Act
of the 100th General Assembly apply to charges filed on or
after the effective date of this amendatory Act of the 100th
General Assembly.
(Source: P.A. 100-492, eff. 9-8-17; 100-588, eff. 6-8-18;
100-1066, eff. 8-24-18.)
 
    (775 ILCS 5/8-109)  (from Ch. 68, par. 8-109)
    Sec. 8-109. Specific Penalties; Public Contracts;
Licensees; Public Officials. In addition to the penalties and
forms of relief set forth in Section 8A-104 8-108, a hearing
officer may recommend and the Commission or any three member
panel thereof may:
    (A) Public Contracts. In the case of a respondent who
commits a civil rights violation while holding a public
contract, where the practice was authorized, requested,
commanded, performed, or knowingly permitted by the board of
directors of the respondent or by an officer or executive agent
acting within the scope of his employment, order: (1)
termination of the contract; (2) debarment of the respondent
from participating in public contracts for a period not to
exceed three years; (3) imposition of a penalty to be paid to
the State Treasurer not to exceed any profit acquired as a
direct result of a civil rights violation; or (4) any
combination of these penalties.
    (B) Licensees. In the case of a respondent, operating by
virtue of a license issued by the State, a political
subdivision, or any agency thereof, who commits a civil rights
violation, recommend to the appropriate licensing authority
that the respondent's license be suspended or revoked.
    (C) Public Officials. In the case of a respondent who is a
public official who violates paragraph (C) of Section 5-102,
recommend to the department or agency in which the official is
employed that such disciplinary or discharge proceedings as the
Commission deems appropriate be employed.
(Source: P.A. 81-1267.)
 
    (775 ILCS 5/8-109.1 new)
    Sec. 8-109.1. Civil penalties; failure to report; failure
to train.
    (A) A hearing officer may recommend the Commission or any
3-member panel thereof may:
        (1) Failure to report. In the case of an employer who
    fails to make any disclosures required under Section 2-108
    within 30 days of the Department's notice to show cause, or
    as otherwise extended by the Department, order that a civil
    penalty be imposed pursuant to subsection (B).
        (2) Failure to train. In the case of an employer who
    fails to comply with the sexual harassment prevention
    training requirements under Section 2-109 or 2-110 within
    30 days of the Department's notice to show cause, or as
    otherwise extended by the Department, order that a civil
    penalty be imposed pursuant to subsection (B).
    (B) An employer who violates Section 2-108, 2-109, or 2-110
is subject to a civil penalty as follows:
        (1) For an employer with fewer than 4 employees: a
    penalty not to exceed $500 for a first offense; a penalty
    not to exceed $1,000 for a second offense; a penalty not to
    exceed $3,000 for a third or subsequent offense.
        (2) For an employer with 4 or more employees: a penalty
    not to exceed $1,000 for a first offense; a penalty not to
    exceed $3,000 for a second offense; a penalty not to exceed
    $5,000 for a third or subsequent offense.
    (C) The appropriateness of the penalty to the size of the
employer charged, the good faith efforts made by the employer
to comply, and the gravity of the violation shall be considered
in determining the amount of the civil penalty.
 
Article 3.

 
    Section 3-1. Short title. This Article may be cited as the
Sexual Harassment Victim Representation Act. References in
this Article to "this Act" mean this Article.
 
    Section 3-5. Definitions. In this Act:
    "Perpetrator" means an individual who commits or is alleged
to have committed an act or threat of sexual harassment.
    "Sexual harassment" means any unwelcome sexual advances or
requests for sexual favors or any conduct of a sexual nature
when: (i) submission to such conduct is made either explicitly
or implicitly a term or condition of an individual's
employment; (ii) submission to or rejection of such conduct by
an individual is used as the basis for employment decisions
affecting such individual; or (iii) such conduct has the
purpose or effect of substantially interfering with an
individual's work performance or creating an intimidating,
hostile, or offensive working environment.
    "Union" means any organization defined as a "labor
organization" under Section 2 of the National Labor Relations
Act (29 U.S.C. 152).
    "Union representative" means a person designated by a union
to represent a member of the union in any disciplinary
proceeding.
    "Victim" means a victim of sexual harassment.
 
    Section 3-10. Dual representation prohibited.
    (a) In any proceeding in which a victim who is a member of
a union has accused a perpetrator who is a member of the same
union, the victim and the perpetrator may not be represented in
the proceeding by the same union representative.
    (b) The union must designate separate union
representatives to represent the parties to the proceeding.
 
    Section 3-15. Severability. The provisions of this Act are
severable under Section 1.31 of the Statute on Statutes.
 
Article 4.

 
    Section 4-5. The Victims' Economic Security and Safety Act
is amended by changing Sections 5, 10, 15, 20, 25, 30, and 45
as follows:
 
    (820 ILCS 180/5)
    Sec. 5. Findings. The General Assembly finds and declares
the following:
        (1) Domestic, and sexual, and gender violence affects
    many persons without regard to age, race, educational
    level, socioeconomic status, religion, or occupation.
        (2) Domestic, and sexual, and gender violence has a
    devastating effect on individuals, families, communities
    and the workplace.
        (3) Domestic violence crimes account for approximately
    15% of total crime costs in the United States each year.
        (4) Violence against women has been reported to be the
    leading cause of physical injury to women. Such violence
    has a devastating impact on women's physical and emotional
    health and financial security.
        (5) According to recent government surveys, from 1993
    through 1998 the average annual number of violent
    victimizations committed by intimate partners was
    1,082,110, 87% of which were committed against women.
        (6) Female murder victims were substantially more
    likely than male murder victims to have been killed by an
    intimate partner. About one-third of female murder
    victims, and about 4% of male murder victims, were killed
    by an intimate partner.
        (7) According to recent government estimates,
    approximately 987,400 rapes occur annually in the United
    States, 89% of the rapes are perpetrated against female
    victims.
        (8) Approximately 10,200,000 people have been stalked
    at some time in their lives. Four out of every 5 stalking
    victims are women. Stalkers harass and terrorize their
    victims by spying on the victims, standing outside their
    places of work or homes, making unwanted phone calls,
    sending or leaving unwanted letters or items, or
    vandalizing property.
        (9) Employees in the United States who have been
    victims of domestic violence, dating violence, sexual
    assault, or stalking too often suffer adverse consequences
    in the workplace as a result of their victimization.
        (10) Victims of domestic violence, dating violence,
    sexual assault, and stalking face the threat of job loss
    and loss of health insurance as a result of the illegal
    acts of the perpetrators of violence.
        (11) The prevalence of domestic violence, dating
    violence, sexual assault, stalking, and other violence
    against women at work is dramatic. Approximately 11% of all
    rapes occur in the workplace. About 50,500 individuals, 83%
    of whom are women, were raped or sexually assaulted in the
    workplace each year from 1992 through 1996. Half of all
    female victims of violent workplace crimes know their
    attackers. Nearly one out of 10 violent workplace incidents
    is committed by partners or spouses.
        (12) Homicide is the leading cause of death for women
    on the job. Husbands, boyfriends, and ex-partners commit
    15% of workplace homicides against women.
        (13) Studies indicate that as much as 74% of employed
    battered women surveyed were harassed at work by their
    abusive partners.
        (14) According to a 1998 report of the U.S. General
    Accounting Office, between one-fourth and one-half of
    domestic violence victims surveyed in 3 studies reported
    that the victims lost a job due, at least in part, to
    domestic violence.
        (15) Women who have experienced domestic violence or
    dating violence are more likely than other women to be
    unemployed, to suffer from health problems that can affect
    employability and job performance, to report lower
    personal income, and to rely on welfare.
        (16) Abusers frequently seek to control their partners
    by actively interfering with their ability to work,
    including preventing their partners from going to work,
    harassing their partners at work, limiting the access of
    their partners to cash or transportation, and sabotaging
    the child care arrangements of their partners.
        (17) More than one-half of women receiving welfare have
    been victims of domestic violence as adults and between
    one-fourth and one-third reported being abused in the last
    year.
        (18) Sexual assault, whether occurring in or out of the
    workplace, can impair an employee's work performance,
    require time away from work, and undermine the employee's
    ability to maintain a job. Almost 50% of sexual assault
    survivors lose their jobs or are forced to quit in the
    aftermath of the assaults.
        (19) More than one-fourth of stalking victims report
    losing time from work due to the stalking and 7% never
    return to work.
        (20) (A) According to the National Institute of
    Justice, crime costs an estimated $450,000,000,000
    annually in medical expenses, lost earnings, social
    service costs, pain, suffering, and reduced quality of life
    for victims, which harms the Nation's productivity and
    drains the Nation's resources. (B) Violent crime accounts
    for $426,000,000,000 per year of this amount. (C) Rape
    exacts the highest costs per victim of any criminal
    offense, and accounts for $127,000,000,000 per year of the
    amount described in subparagraph (A).
        (21) The Bureau of National Affairs has estimated that
    domestic violence costs United States employers between
    $3,000,000,000 and $5,000,000,000 annually in lost time
    and productivity. Other reports have estimated that
    domestic violence costs United States employers
    $13,000,000,000 annually.
        (22) United States medical costs for domestic violence
    have been estimated to be $31,000,000,000 per year.
        (23) Ninety-four percent of corporate security and
    safety directors at companies nationwide rank domestic
    violence as a high security concern.
        (24) Forty-nine percent of senior executives recently
    surveyed said domestic violence has a harmful effect on
    their company's productivity, 47% said domestic violence
    negatively affects attendance, and 44% said domestic
    violence increases health care costs.
        (25) Employees, including individuals participating in
    welfare to work programs, may need to take time during
    business hours to:
            (A) obtain orders of protection or civil no contact
        orders;
            (B) seek medical or legal assistance, counseling,
        or other services; or
            (C) look for housing in order to escape from
        domestic or sexual violence.
(Source: P.A. 96-635, eff. 8-24-09.)
 
    (820 ILCS 180/10)
    Sec. 10. Definitions. In this Act, except as otherwise
expressly provided:
        (1) "Commerce" includes trade, traffic, commerce,
    transportation, or communication; and "industry or
    activity affecting commerce" means any activity, business,
    or industry in commerce or in which a labor dispute would
    hinder or obstruct commerce or the free flow of commerce,
    and includes "commerce" and any "industry affecting
    commerce".
        (2) "Course of conduct" means a course of repeatedly
    maintaining a visual or physical proximity to a person or
    conveying oral or written threats, including threats
    conveyed through electronic communications, or threats
    implied by conduct.
        (3) "Department" means the Department of Labor.
        (4) "Director" means the Director of Labor.
        (5) "Domestic violence, sexual violence, or gender
    violence or sexual violence" means domestic violence,
    sexual assault, gender violence, or stalking.
        (6) "Domestic violence" means abuse, as defined in
    Section 103 of the Illinois Domestic Violence Act of 1986,
    by a family or household member, as defined in Section 103
    of the Illinois Domestic Violence Act of 1986.
        (7) "Electronic communications" includes
    communications via telephone, mobile phone, computer,
    e-mail, video recorder, fax machine, telex, or pager,
    online platform (including, but not limited to, any
    public-facing website, web application, digital
    application, or social network), or any other electronic
    communication, as defined in Section 12-7.5 of the Criminal
    Code of 2012.
        (8) "Employ" includes to suffer or permit to work.
        (9) Employee.
            (A) In general. "Employee" means any person
        employed by an employer.
            (B) Basis. "Employee" includes a person employed
        as described in subparagraph (A) on a full or part-time
        basis, or as a participant in a work assignment as a
        condition of receipt of federal or State income-based
        public assistance.
        (10) "Employer" means any of the following: (A) the
    State or any agency of the State; (B) any unit of local
    government or school district; or (C) any person that
    employs at least one employee.
        (11) "Employment benefits" means all benefits provided
    or made available to employees by an employer, including
    group life insurance, health insurance, disability
    insurance, sick leave, annual leave, educational benefits,
    pensions, and profit-sharing, regardless of whether such
    benefits are provided by a practice or written policy of an
    employer or through an "employee benefit plan". "Employee
    benefit plan" or "plan" means an employee welfare benefit
    plan or an employee pension benefit plan or a plan which is
    both an employee welfare benefit plan and an employee
    pension benefit plan.
        (12) "Family or household member", for employees with a
    family or household member who is a victim of domestic
    violence, sexual violence, or gender violence, or sexual
    violence, means a spouse, parent, son, daughter, other
    person related by blood or by present or prior marriage,
    other person who shares a relationship through a son or
    daughter, and persons jointly residing in the same
    household.
    (12.5) "Gender violence" means:
        (A) one or more acts of violence or aggression
    satisfying the elements of any criminal offense under the
    laws of this State that are committed, at least in part, on
    the basis of a person's actual or perceived sex or gender,
    regardless of whether the acts resulted in criminal
    charges, prosecution, or conviction;
        (B) a physical intrusion or physical invasion of a
    sexual nature under coercive conditions satisfying the
    elements of any criminal offense under the laws of this
    State, regardless of whether the intrusion or invasion
    resulted in criminal charges, prosecution, or conviction;
    or
        (C) a threat of an act described in item (A) or (B)
    causing a realistic apprehension that the originator of the
    threat will commit the act.
        (13) "Parent" means the biological parent of an
    employee or an individual who stood in loco parentis to an
    employee when the employee was a son or daughter. "Son or
    daughter" means a biological, adopted, or foster child, a
    stepchild, a legal ward, or a child of a person standing in
    loco parentis, who is under 18 years of age, or is 18 years
    of age or older and incapable of self-care because of a
    mental or physical disability.
        (14) "Perpetrator" means an individual who commits or
    is alleged to have committed any act or threat of domestic
    violence, sexual violence, or gender violence or sexual
    violence.
        (15) "Person" means an individual, partnership,
    association, corporation, business trust, legal
    representative, or any organized group of persons.
        (16) "Public agency" means the Government of the State
    or political subdivision thereof; any agency of the State,
    or of a political subdivision of the State; or any
    governmental agency.
        (17) "Public assistance" includes cash, food stamps,
    medical assistance, housing assistance, and other benefits
    provided on the basis of income by a public agency or
    public employer.
        (18) "Reduced work schedule" means a work schedule that
    reduces the usual number of hours per workweek, or hours
    per workday, of an employee.
        (19) "Repeatedly" means on 2 or more occasions.
        (20) "Sexual assault" means any conduct proscribed by:
    (i) Article 11 of the Criminal Code of 2012 except Sections
    11-35 and 11-45; (ii) Sections 12-13, 12-14, 12-14.1,
    12-15, and 12-16 of the Criminal Code of 2012; or (iii) a
    similar provision of the Criminal Code of 1961 the Criminal
    Code of 1961 or the Criminal Code of 2012 in Sections
    11-1.20, 11-1.30, 11-1.40, 11-1.50, 11-1.60, 12-13, 12-14,
    12-14.1, 12-15, and 12-16.
        (21) "Stalking" means any conduct proscribed by the
    Criminal Code of 1961 or the Criminal Code of 2012 in
    Sections 12-7.3, 12-7.4, and 12-7.5.
        (22) "Victim" or "survivor" means an individual who has
    been subjected to domestic violence, sexual violence, or
    gender violence or sexual violence.
        (23) "Victim services organization" means a nonprofit,
    nongovernmental organization that provides assistance to
    victims of domestic violence, sexual violence, or gender
    violence or sexual violence or to advocates for such
    victims, including a rape crisis center, an organization
    carrying out a domestic violence program, an organization
    operating a shelter or providing counseling services, or a
    legal services organization or other organization
    providing assistance through the legal process.
(Source: P.A. 99-765, eff. 1-1-17.)
 
    (820 ILCS 180/15)
    Sec. 15. Purposes. The purposes of this Act are:
        (1) to promote the State's interest in reducing
    domestic violence, dating violence, sexual assault, gender
    violence, and stalking by enabling victims of domestic
    violence, sexual violence, or gender violence or sexual
    violence to maintain the financial independence necessary
    to leave abusive situations, achieve safety, and minimize
    the physical and emotional injuries from domestic
    violence, sexual violence, or gender violence or sexual
    violence, and to reduce the devastating economic
    consequences of domestic violence, sexual violence, or
    gender violence or sexual violence to employers and
    employees;
        (2) to address the failure of existing laws to protect
    the employment rights of employees who are victims of
    domestic violence, sexual violence, or gender violence or
    sexual violence and employees with a family or household
    member who is a victim of domestic violence, sexual
    violence, or gender violence or sexual violence, by
    protecting the civil and economic rights of those
    employees, and by furthering the equal opportunity of women
    for economic self-sufficiency and employment free from
    discrimination;
        (3) to accomplish the purposes described in paragraphs
    (1) and (2) by (A) entitling employed victims of domestic
    violence, sexual violence, or gender violence or sexual
    violence and employees with a family or household member
    who is a victim of domestic violence, sexual violence, or
    gender violence or sexual violence to take unpaid leave to
    seek medical help, legal assistance, counseling, safety
    planning, and other assistance without penalty from their
    employers for the employee or the family or household
    member who is a victim; and (B) prohibiting employers from
    discriminating against any employee who is a victim of
    domestic violence, sexual violence, or gender violence or
    sexual violence or any employee who has a family or
    household member who is a victim of domestic violence,
    sexual violence, or gender violence or sexual violence, in
    a manner that accommodates the legitimate interests of
    employers and protects the safety of all persons in the
    workplace.
(Source: P.A. 96-635, eff. 8-24-09.)
 
    (820 ILCS 180/20)
    Sec. 20. Entitlement to leave due to domestic violence,
sexual violence, or gender violence or sexual violence.
    (a) Leave requirement.
        (1) Basis. An employee who is a victim of domestic
    violence, sexual violence, or gender violence or sexual
    violence or an employee who has a family or household
    member who is a victim of domestic violence, sexual
    violence, or gender violence or sexual violence whose
    interests are not adverse to the employee as it relates to
    the domestic violence, sexual violence, or gender violence
    or sexual violence may take unpaid leave from work if the
    employee or employee's family or household member is
    experiencing an incident of domestic violence, sexual
    violence, or gender violence or sexual violence or to
    address domestic violence, sexual violence, or gender
    violence or sexual violence by:
            (A) seeking medical attention for, or recovering
        from, physical or psychological injuries caused by
        domestic violence, sexual violence, or gender violence
        or sexual violence to the employee or the employee's
        family or household member;
            (B) obtaining services from a victim services
        organization for the employee or the employee's family
        or household member;
            (C) obtaining psychological or other counseling
        for the employee or the employee's family or household
        member;
            (D) participating in safety planning, temporarily
        or permanently relocating, or taking other actions to
        increase the safety of the employee or the employee's
        family or household member from future domestic
        violence, sexual violence, or gender violence or
        sexual violence or ensure economic security; or
            (E) seeking legal assistance or remedies to ensure
        the health and safety of the employee or the employee's
        family or household member, including preparing for or
        participating in any civil or criminal legal
        proceeding related to or derived from domestic
        violence, sexual violence, or gender violence or
        sexual violence.
        (2) Period. Subject to subsection (c), an employee
    working for an employer that employs at least 50 employees
    shall be entitled to a total of 12 workweeks of leave
    during any 12-month period. Subject to subsection (c), an
    employee working for an employer that employs at least 15
    but not more than 49 employees shall be entitled to a total
    of 8 workweeks of leave during any 12-month period. Subject
    to subsection (c), an employee working for an employer that
    employs at least one but not more than 14 employees shall
    be entitled to a total of 4 workweeks of leave during any
    12-month period. The total number of workweeks to which an
    employee is entitled shall not decrease during the relevant
    12-month period. This Act does not create a right for an
    employee to take unpaid leave that exceeds the unpaid leave
    time allowed under, or is in addition to the unpaid leave
    time permitted by, the federal Family and Medical Leave Act
    of 1993 (29 U.S.C. 2601 et seq.).
        (3) Schedule. Leave described in paragraph (1) may be
    taken intermittently or on a reduced work schedule.
    (b) Notice. The employee shall provide the employer with at
least 48 hours' advance notice of the employee's intention to
take the leave, unless providing such notice is not
practicable. When an unscheduled absence occurs, the employer
may not take any action against the employee if the employee,
upon request of the employer and within a reasonable period
after the absence, provides certification under subsection
(c).
    (c) Certification.
        (1) In general. The employer may require the employee
    to provide certification to the employer that:
            (A) the employee or the employee's family or
        household member is a victim of domestic violence,
        sexual violence, or gender violence or sexual
        violence; and
            (B) the leave is for one of the purposes enumerated
        in paragraph (a)(1).
        The employee shall provide such certification to the
    employer within a reasonable period after the employer
    requests certification.
        (2) Contents. An employee may satisfy the
    certification requirement of paragraph (1) by providing to
    the employer a sworn statement of the employee, and upon
    obtaining such documents the employee shall provide:
            (A) documentation from an employee, agent, or
        volunteer of a victim services organization, an
        attorney, a member of the clergy, or a medical or other
        professional from whom the employee or the employee's
        family or household member has sought assistance in
        addressing domestic violence, sexual violence, or
        gender violence or sexual violence and the effects of
        the violence;
            (B) a police or court record; or
            (C) other corroborating evidence.
    (d) Confidentiality. All information provided to the
employer pursuant to subsection (b) or (c), including a
statement of the employee or any other documentation, record,
or corroborating evidence, and the fact that the employee has
requested or obtained leave pursuant to this Section, shall be
retained in the strictest confidence by the employer, except to
the extent that disclosure is:
        (1) requested or consented to in writing by the
    employee; or
        (2) otherwise required by applicable federal or State
    law.
    (e) Employment and benefits.
        (1) Restoration to position.
            (A) In general. Any employee who takes leave under
        this Section for the intended purpose of the leave
        shall be entitled, on return from such leave:
                (i) to be restored by the employer to the
            position of employment held by the employee when
            the leave commenced; or
                (ii) to be restored to an equivalent position
            with equivalent employment benefits, pay, and
            other terms and conditions of employment.
            (B) Loss of benefits. The taking of leave under
        this Section shall not result in the loss of any
        employment benefit accrued prior to the date on which
        the leave commenced.
            (C) Limitations. Nothing in this subsection shall
        be construed to entitle any restored employee to:
                (i) the accrual of any seniority or employment
            benefits during any period of leave; or
                (ii) any right, benefit, or position of
            employment other than any right, benefit, or
            position to which the employee would have been
            entitled had the employee not taken the leave.
            (D) Construction. Nothing in this paragraph shall
        be construed to prohibit an employer from requiring an
        employee on leave under this Section to report
        periodically to the employer on the status and
        intention of the employee to return to work.
        (2) Maintenance of health benefits.
            (A) Coverage. Except as provided in subparagraph
        (B), during any period that an employee takes leave
        under this Section, the employer shall maintain
        coverage for the employee and any family or household
        member under any group health plan for the duration of
        such leave at the level and under the conditions
        coverage would have been provided if the employee had
        continued in employment continuously for the duration
        of such leave.
            (B) Failure to return from leave. The employer may
        recover the premium that the employer paid for
        maintaining coverage for the employee and the
        employee's family or household member under such group
        health plan during any period of leave under this
        Section if:
                (i) the employee fails to return from leave
            under this Section after the period of leave to
            which the employee is entitled has expired; and
                (ii) the employee fails to return to work for a
            reason other than:
                    (I) the continuation, recurrence, or onset
                of domestic violence, sexual violence, or
                gender violence or sexual violence that
                entitles the employee to leave pursuant to this
                Section; or
                    (II) other circumstances beyond the
                control of the employee.
            (C) Certification.
                (i) Issuance. An employer may require an
            employee who claims that the employee is unable to
            return to work because of a reason described in
            subclause (I) or (II) of subparagraph (B)(ii) to
            provide, within a reasonable period after making
            the claim, certification to the employer that the
            employee is unable to return to work because of
            that reason.
                (ii) Contents. An employee may satisfy the
            certification requirement of clause (i) by
            providing to the employer:
                    (I) a sworn statement of the employee;
                    (II) documentation from an employee,
                agent, or volunteer of a victim services
                organization, an attorney, a member of the
                clergy, or a medical or other professional from
                whom the employee has sought assistance in
                addressing domestic violence, sexual violence,
                or gender violence or sexual violence and the
                effects of that violence;
                    (III) a police or court record; or
                    (IV) other corroborating evidence.
            (D) Confidentiality. All information provided to
        the employer pursuant to subparagraph (C), including a
        statement of the employee or any other documentation,
        record, or corroborating evidence, and the fact that
        the employee is not returning to work because of a
        reason described in subclause (I) or (II) of
        subparagraph (B)(ii) shall be retained in the
        strictest confidence by the employer, except to the
        extent that disclosure is:
                (i) requested or consented to in writing by the
            employee; or
                (ii) otherwise required by applicable federal
            or State law.
    (f) Prohibited acts.
        (1) Interference with rights.
            (A) Exercise of rights. It shall be unlawful for
        any employer to interfere with, restrain, or deny the
        exercise of or the attempt to exercise any right
        provided under this Section.
            (B) Employer discrimination. It shall be unlawful
        for any employer to discharge or harass any individual,
        or otherwise discriminate against any individual with
        respect to compensation, terms, conditions, or
        privileges of employment of the individual (including
        retaliation in any form or manner) because the
        individual:
                (i) exercised any right provided under this
            Section; or
                (ii) opposed any practice made unlawful by
            this Section.
            (C) Public agency sanctions. It shall be unlawful
        for any public agency to deny, reduce, or terminate the
        benefits of, otherwise sanction, or harass any
        individual, or otherwise discriminate against any
        individual with respect to the amount, terms, or
        conditions of public assistance of the individual
        (including retaliation in any form or manner) because
        the individual:
                (i) exercised any right provided under this
            Section; or
                (ii) opposed any practice made unlawful by
            this Section.
        (2) Interference with proceedings or inquiries. It
    shall be unlawful for any person to discharge or in any
    other manner discriminate (as described in subparagraph
    (B) or (C) of paragraph (1)) against any individual because
    such individual:
            (A) has filed any charge, or has instituted or
        caused to be instituted any proceeding, under or
        related to this Section;
            (B) has given, or is about to give, any information
        in connection with any inquiry or proceeding relating
        to any right provided under this Section; or
            (C) has testified, or is about to testify, in any
        inquiry or proceeding relating to any right provided
        under this Section.
(Source: P.A. 99-765, eff. 1-1-17.)
 
    (820 ILCS 180/25)
    Sec. 25. Existing leave usable for addressing domestic
violence, sexual violence, or gender violence or sexual
violence. An employee who is entitled to take paid or unpaid
leave (including family, medical, sick, annual, personal, or
similar leave) from employment, pursuant to federal, State, or
local law, a collective bargaining agreement, or an employment
benefits program or plan, may elect to substitute any period of
such leave for an equivalent period of leave provided under
Section 20. The employer may not require the employee to
substitute available paid or unpaid leave for leave provided
under Section 20.
(Source: P.A. 96-635, eff. 8-24-09.)
 
    (820 ILCS 180/30)
    Sec. 30. Victims' employment sustainability; prohibited
discriminatory acts.
    (a) An employer shall not fail to hire, refuse to hire,
discharge, constructively discharge, or harass any individual,
otherwise discriminate against any individual with respect to
the compensation, terms, conditions, or privileges of
employment of the individual, or retaliate against an
individual in any form or manner, and a public agency shall not
deny, reduce, or terminate the benefits of, otherwise sanction,
or harass any individual, otherwise discriminate against any
individual with respect to the amount, terms, or conditions of
public assistance of the individual, or retaliate against an
individual in any form or manner, because:
        (1) the individual involved:
            (A) is or is perceived to be a victim of domestic
        violence, sexual violence, or gender violence or
        sexual violence;
            (B) attended, participated in, prepared for, or
        requested leave to attend, participate in, or prepare
        for a criminal or civil court proceeding relating to an
        incident of domestic violence, sexual violence, or
        gender violence or sexual violence of which the
        individual or a family or household member of the
        individual was a victim, or requested or took leave for
        any other reason provided under Section 20;
            (C) requested an adjustment to a job structure,
        workplace facility, or work requirement, including a
        transfer, reassignment, or modified schedule, leave, a
        changed telephone number or seating assignment,
        installation of a lock, or implementation of a safety
        procedure in response to actual or threatened domestic
        violence, sexual violence, or gender violence or
        sexual violence, regardless of whether the request was
        granted; or
            (D) is an employee whose employer is subject to
        Section 21 of the Workplace Violence Prevention Act; or
        (2) the workplace is disrupted or threatened by the
    action of a person whom the individual states has committed
    or threatened to commit domestic violence, sexual
    violence, or gender violence or sexual violence against the
    individual or the individual's family or household member.
    (b) In this Section:
        (1) "Discriminate", used with respect to the terms,
    conditions, or privileges of employment or with respect to
    the terms or conditions of public assistance, includes not
    making a reasonable accommodation to the known limitations
    resulting from circumstances relating to being a victim of
    domestic violence, sexual violence, or gender violence or
    sexual violence or a family or household member being a
    victim of domestic violence, sexual violence, or gender
    violence or sexual violence of an otherwise qualified
    individual:
            (A) who is:
                (i) an applicant or employee of the employer
            (including a public agency); or
                (ii) an applicant for or recipient of public
            assistance from a public agency; and
            (B) who is:
                (i) a victim of domestic violence, sexual
            violence, or gender violence a victim of domestic
            or sexual violence; or
                (ii) with a family or household member who is a
            victim of domestic violence, sexual violence, or
            gender violence or sexual violence whose interests
            are not adverse to the individual in subparagraph
            (A) as it relates to the domestic violence, sexual
            violence, or gender violence or sexual violence;
    unless the employer or public agency can demonstrate that
    the accommodation would impose an undue hardship on the
    operation of the employer or public agency.
        A reasonable accommodation must be made in a timely
    fashion. Any exigent circumstances or danger facing the
    employee or his or her family or household member shall be
    considered in determining whether the accommodation is
    reasonable.
        (2) "Qualified individual" means:
            (A) in the case of an applicant or employee
        described in paragraph (1)(A)(i), an individual who,
        but for being a victim of domestic violence, sexual
        violence, or gender violence or sexual violence or with
        a family or household member who is a victim of
        domestic violence, sexual violence, or gender violence
        or sexual violence, can perform the essential
        functions of the employment position that such
        individual holds or desires; or
            (B) in the case of an applicant or recipient
        described in paragraph (1)(A)(ii), an individual who,
        but for being a victim of domestic violence, sexual
        violence, or gender violence or sexual violence or with
        a family or household member who is a victim of
        domestic violence, sexual violence, or gender violence
        or sexual violence, can satisfy the essential
        requirements of the program providing the public
        assistance that the individual receives or desires.
        (3) "Reasonable accommodation" may include an
    adjustment to a job structure, workplace facility, or work
    requirement, including a transfer, reassignment, or
    modified schedule, leave, a changed telephone number or
    seating assignment, installation of a lock, or
    implementation of a safety procedure, or assistance in
    documenting domestic violence, sexual violence, or gender
    violence or sexual violence that occurs at the workplace or
    in work-related settings, in response to actual or
    threatened domestic violence, sexual violence, or gender
    violence or sexual violence.
        (4) Undue hardship.
            (A) In general. "Undue hardship" means an action
        requiring significant difficulty or expense, when
        considered in light of the factors set forth in
        subparagraph (B).
            (B) Factors to be considered. In determining
        whether a reasonable accommodation would impose an
        undue hardship on the operation of an employer or
        public agency, factors to be considered include:
                (i) the nature and cost of the reasonable
            accommodation needed under this Section;
                (ii) the overall financial resources of the
            facility involved in the provision of the
            reasonable accommodation, the number of persons
            employed at such facility, the effect on expenses
            and resources, or the impact otherwise of such
            accommodation on the operation of the facility;
                (iii) the overall financial resources of the
            employer or public agency, the overall size of the
            business of an employer or public agency with
            respect to the number of employees of the employer
            or public agency, and the number, type, and
            location of the facilities of an employer or public
            agency; and
                (iv) the type of operation of the employer or
            public agency, including the composition,
            structure, and functions of the workforce of the
            employer or public agency, the geographic
            separateness of the facility from the employer or
            public agency, and the administrative or fiscal
            relationship of the facility to the employer or
            public agency.
    (c) An employer subject to Section 21 of the Workplace
Violence Prevention Act shall not violate any provisions of the
Workplace Violence Prevention Act.
(Source: P.A. 98-766, eff. 7-16-14; 99-78, eff. 7-20-15.)
 
    (820 ILCS 180/45)
    Sec. 45. Effect on other laws and employment benefits.
    (a) More protective laws, agreements, programs, and plans.
Nothing in this Act shall be construed to supersede any
provision of any federal, State, or local law, collective
bargaining agreement, or employment benefits program or plan
that provides:
        (1) greater leave benefits for victims of domestic
    violence, sexual violence, or gender violence or sexual
    violence than the rights established under this Act; or
        (2) leave benefits for a larger population of victims
    of domestic violence, sexual violence, or gender violence
    or sexual violence (as defined in such law, agreement,
    program, or plan) than the victims of domestic violence,
    sexual violence, or gender violence or sexual violence
    covered under this Act.
    (b) Less protective laws, agreements, programs, and plans.
The rights established for employees who are victims of
domestic violence, sexual violence, or gender violence or
sexual violence and employees with a family or household member
who is a victim of domestic violence, sexual violence, or
gender violence or sexual violence under this Act shall not be
diminished by any federal, State or local law, collective
bargaining agreement, or employment benefits program or plan.
(Source: P.A. 93-591, eff. 8-25-03.)
 
Article 5.

 
    Section 5-1. Short title. This Article may be cited as the
Hotel and Casino Employee Safety Act. References in this
Article to "this Act" mean this Article.
 
    Section 5-5. Definitions. As used in this Act:
    "Casino" has the meaning ascribed to the term "riverboat"
under the Riverboat Gambling Act.
    "Casino employer" means any person, business, or
organization that holds an owners license pursuant to the
Riverboat Gambling Act that operates a casino and either
directly employs or through a subcontractor, including through
the services of a temporary staffing agency, exercises
direction and control over any natural person who is working on
the casino premises.
    "Complaining employee" means an employee who has alleged an
instance of sexual assault or sexual harassment by a guest.
    "Employee" means any natural person who works full-time or
part-time for a hotel employer or casino employer for or under
the direction of the hotel employer or casino employer or any
subcontractor of the hotel employer or casino employer for
wages or salary or remuneration of any type under a contract or
subcontract of employment.
    "Guest" means any invitee to a hotel or casino, including a
registered guest, person occupying a guest room with a
registered guest or other occupant of a guest room, person
patronizing food or beverage facilities provided by the hotel
or casino, or any other person whose presence at the hotel or
casino is permitted by the hotel or casino. "Guest" does not
include an employee.
    "Guest room" means any room made available by a hotel for
overnight occupancy by guests.
    "Hotel" means any building or buildings maintained,
advertised, and held out to the public to be a place where
lodging is offered for consideration to travelers and guests.
"Hotel" includes an inn, motel, tourist home or court, and
lodging house.
    "Hotel employer" means any person, business entity, or
organization that operates a hotel and either directly employs
or through a subcontractor, including through the services of a
temporary staffing agency, exercises direction and control
over any natural person who is working on the hotel premises
and employed in furtherance of the hotel's provision of lodging
to travelers and guests.
    "Notification device" or "safety device" means a portable
emergency contact device, supplied by the hotel employer or
casino employer, that utilizes technology that the hotel
employer or casino employer deems appropriate for the hotel's
or casino's size, physical layout, and technological
capabilities and that is designed so that an employee can
quickly and easily activate the device to alert a hotel or
casino security officer, manager, or other appropriate hotel or
casino staff member designated by the hotel or casino and
effectively summon to the employee's location prompt
assistance by a hotel or casino security officer, manager, or
other appropriate hotel or casino staff member designated by
the hotel or casino.
    "Offending guest" means a guest a complaining employee has
alleged sexually assaulted or sexually harassed the
complaining employee.
    "Restroom" means any room equipped with toilets or urinals.
    "Sexual assault" means: (1) an act of sexual conduct, as
defined in Section 11-0.1 of the Criminal Code of 2012; or (2)
any act of sexual penetration, as defined in Section 11-0.1 of
the Criminal Code of 2012 and includes, without limitation,
acts prohibited under Sections 11-1.20 through 11-1.60 of the
Criminal Code of 2012.
    "Sexual harassment" means any harassment or discrimination
on the basis of an individual's actual or perceived sex or
gender, including unwelcome sexual advances, requests for
sexual favors, or other verbal or physical conduct of a sexual
nature.
 
    Section 5-10. Hotels and casinos; safety devices;
anti-sexual harassment policies.
    (a) Each hotel and casino shall equip an employee who is
assigned to work in a guest room, restroom, or casino floor,
under circumstances where no other employee is present in the
room or area, with a safety device or notification device. The
employee may use the safety device or notification device to
summon help if the employee reasonably believes that an ongoing
crime, sexual harassment, sexual assault, or other emergency is
occurring in the employee's presence. The safety device or
notification device shall be provided by the hotel or casino at
no cost to the employee.
    (b) Each hotel employer and casino employer shall develop,
maintain, and comply with a written anti-sexual harassment
policy to protect employees against sexual assault and sexual
harassment by guests. This policy shall:
        (1) encourage an employee to immediately report to the
    hotel employer or casino employer any instance of alleged
    sexual assault or sexual harassment by a guest;
        (2) describe the procedures that the complaining
    employee and hotel employer or casino employer shall follow
    in cases under paragraph (1);
        (3) instruct the complaining employee to cease work and
    to leave the immediate area where danger is perceived until
    hotel or casino security personnel or police arrive to
    provide assistance;
        (4) offer temporary work assignments to the
    complaining employee during the duration of the offending
    guest's stay at the hotel or casino, which may include
    assigning the complaining employee to work on a different
    floor or at a different station or work area away from the
    offending guest;
        (5) provide the complaining employee with necessary
    paid time off to:
            (A) file a police report or criminal complaint with
        the appropriate local authorities against the
        offending guest; and
            (B) if so required, testify as a witness at any
        legal proceeding that may ensue as a result of the
        criminal complaint filed against the offending guest,
        if the complaining employee is still in the employ of
        the hotel or casino at the time the legal proceeding
        occurs;
        (6) inform the complaining employee that the Illinois
    Human Rights Act and Title VII of the Civil Rights Act of
    1964 provide additional protections against sexual
    harassment in the workplace; and
        (7) inform the complaining employee that Section 15
    makes it illegal for an employer to retaliate against any
    employee who: reasonably uses a safety device or
    notification device; in good faith avails himself or
    herself of the requirements set forth in paragraph (3),
    (4), or (5); or discloses, reports, or testifies about any
    violation of this Act or rules adopted under this Act.
    Each hotel employer and casino employer shall provide all
employees with a current copy in English and Spanish of the
hotel employer's or casino employer's anti-sexual harassment
policy and post the policy in English and Spanish in
conspicuous places in areas of the hotel or casino, such as
supply rooms or employee lunch rooms, where employees can
reasonably be expected to see it. Each hotel employer and
casino employer shall also make all reasonable efforts to
provide employees with a current copy of its written
anti-sexual harassment policy in any language other than
English and Spanish that, in its sole discretion, is spoken by
a predominant portion of its employees.
 
    Section 5-15. Retaliation prohibited. It is unlawful for a
hotel employer or casino employer to retaliate against an
employee for:
        (1) reasonably using a safety device or notification
    device;
        (2) availing himself or herself of the provisions of
    paragraph (3), (4), or (5) of subsection (b) of Section 10;
    or
        (3) disclosing, reporting, or testifying about any
    violation of this Act or any rule adopted under this Act.
 
    Section 5-20. Violations. An employee or representative of
employees claiming a violation of this Act may bring an action
against the hotel employer or casino employer in the circuit
court of the county in which the hotel or casino is located and
is entitled to all remedies available under the law or in
equity appropriate to remedy any such violation, including, but
not limited to, injunctive relief or other equitable relief
including reinstatement and compensatory damages. Before a
representative of employees may bring a claim under this Act,
the representative must first notify the hotel employer or
casino employer in writing of the alleged violation under this
Act and allow the hotel employer or casino employer 15 calendar
days to remedy the alleged violation. An employee or
representative of employees that successfully brings a claim
under this Act shall be awarded reasonable attorney's fees and
costs. An award of economic damages shall not exceed $350 for
each violation. Each day that a violation continues constitutes
a separate violation.
 
Article 6.

 
    Section 6-5. The Illinois Governmental Ethics Act is
amended by changing Sections 4A-101, 4A-102, 4A-105, 4A-106,
4A-107, and 4A-108 and by adding Sections 4A-101.5 and 4A-106.5
as follows:
 
    (5 ILCS 420/4A-101)  (from Ch. 127, par. 604A-101)
    Sec. 4A-101. Persons required to file with the Secretary of
State. The following persons shall file verified written
statements of economic interests with the Secretary of State,
as provided in this Article:
        (a) Members of the General Assembly and candidates for
    nomination or election to the General Assembly.
        (b) Persons holding an elected office in the Executive
    Branch of this State, and candidates for nomination or
    election to these offices.
        (c) Members of a Commission or Board created by the
    Illinois Constitution, and candidates for nomination or
    election to such Commission or Board.
        (d) Persons whose appointment to office is subject to
    confirmation by the Senate and persons appointed by the
    Governor to any other position on a board or commission
    described in subsection (a) of Section 15 of the
    Gubernatorial Boards and Commissions Act.
        (e) Holders of, and candidates for nomination or
    election to, the office of judge or associate judge of the
    Circuit Court and the office of judge of the Appellate or
    Supreme Court.
        (f) Persons who are employed by any branch, agency,
    authority or board of the government of this State,
    including but not limited to, the Illinois State Toll
    Highway Authority, the Illinois Housing Development
    Authority, the Illinois Community College Board, and
    institutions under the jurisdiction of the Board of
    Trustees of the University of Illinois, Board of Trustees
    of Southern Illinois University, Board of Trustees of
    Chicago State University, Board of Trustees of Eastern
    Illinois University, Board of Trustees of Governors
    Governor's State University, Board of Trustees of Illinois
    State University, Board of Trustees of Northeastern
    Illinois University, Board of Trustees of Northern
    Illinois University, Board of Trustees of Western Illinois
    University, or Board of Trustees of the Illinois
    Mathematics and Science Academy, and are compensated for
    services as employees and not as independent contractors
    and who:
            (1) are, or function as, the head of a department,
        commission, board, division, bureau, authority or
        other administrative unit within the government of
        this State, or who exercise similar authority within
        the government of this State;
            (2) have direct supervisory authority over, or
        direct responsibility for the formulation,
        negotiation, issuance or execution of contracts
        entered into by the State in the amount of $5,000 or
        more;
            (3) have authority for the issuance or
        promulgation of rules and regulations within areas
        under the authority of the State;
            (4) have authority for the approval of
        professional licenses;
            (5) have responsibility with respect to the
        financial inspection of regulated nongovernmental
        entities;
            (6) adjudicate, arbitrate, or decide any judicial
        or administrative proceeding, or review the
        adjudication, arbitration or decision of any judicial
        or administrative proceeding within the authority of
        the State;
            (7) have supervisory responsibility for 20 or more
        employees of the State;
            (8) negotiate, assign, authorize, or grant naming
        rights or sponsorship rights regarding any property or
        asset of the State, whether real, personal, tangible,
        or intangible; or
            (9) have responsibility with respect to the
        procurement of goods or services.
        (f-5) Members of the board of commissioners of any
    flood prevention district created under the Flood
    Prevention District Act or the Beardstown Regional Flood
    Prevention District Act.
        (g) (Blank). Persons who are elected to office in a
    unit of local government, and candidates for nomination or
    election to that office, including regional
    superintendents of school districts.
        (h) (Blank). Persons appointed to the governing board
    of a unit of local government, or of a special district,
    and persons appointed to a zoning board, or zoning board of
    appeals, or to a regional, county, or municipal plan
    commission, or to a board of review of any county, and
    persons appointed to the Board of the Metropolitan Pier and
    Exposition Authority and any Trustee appointed under
    Section 22 of the Metropolitan Pier and Exposition
    Authority Act, and persons appointed to a board or
    commission of a unit of local government who have authority
    to authorize the expenditure of public funds. This
    subsection does not apply to members of boards or
    commissions who function in an advisory capacity.
        (i) (Blank). Persons who are employed by a unit of
    local government and are compensated for services as
    employees and not as independent contractors and who:
            (1) are, or function as, the head of a department,
        division, bureau, authority or other administrative
        unit within the unit of local government, or who
        exercise similar authority within the unit of local
        government;
            (2) have direct supervisory authority over, or
        direct responsibility for the formulation,
        negotiation, issuance or execution of contracts
        entered into by the unit of local government in the
        amount of $1,000 or greater;
            (3) have authority to approve licenses and permits
        by the unit of local government; this item does not
        include employees who function in a ministerial
        capacity;
            (4) adjudicate, arbitrate, or decide any judicial
        or administrative proceeding, or review the
        adjudication, arbitration or decision of any judicial
        or administrative proceeding within the authority of
        the unit of local government;
            (5) have authority to issue or promulgate rules and
        regulations within areas under the authority of the
        unit of local government; or
            (6) have supervisory responsibility for 20 or more
        employees of the unit of local government.
        (j) Persons on the Board of Trustees of the Illinois
    Mathematics and Science Academy.
        (k) (Blank). Persons employed by a school district in
    positions that require that person to hold an
    administrative or a chief school business official
    endorsement.
        (l) Special government agents. A "special government
    agent" is a person who is directed, retained, designated,
    appointed, or employed, with or without compensation, by or
    on behalf of a statewide executive branch constitutional
    officer to make an ex parte communication under Section
    5-50 of the State Officials and Employees Ethics Act or
    Section 5-165 of the Illinois Administrative Procedure
    Act.
        (m) (Blank). Members of the board of commissioners of
    any flood prevention district created under the Flood
    Prevention District Act or the Beardstown Regional Flood
    Prevention District Act.
        (n) Members of the board of any retirement system or
    investment board established under the Illinois Pension
    Code, if not required to file under any other provision of
    this Section.
        (o) (Blank). Members of the board of any pension fund
    established under the Illinois Pension Code, if not
    required to file under any other provision of this Section.
        (p) Members of the investment advisory panel created
    under Section 20 of the Illinois Prepaid Tuition Act.
    This Section shall not be construed to prevent any unit of
local government from enacting financial disclosure
requirements that mandate more information than required by
this Act.
(Source: P.A. 96-6, eff. 4-3-09; 96-543, eff. 8-17-09; 96-555,
eff. 8-18-09; 96-1000, eff. 7-2-10; 97-309, eff. 8-11-11;
97-754, eff. 7-6-12; revised 10-10-18.)
 
    (5 ILCS 420/4A-101.5 new)
    Sec. 4A-101.5. Persons required to file with the county
clerk. The following persons shall file verified written
statements of economic interests with the county clerk, as
provided in this Article:
    (a) Persons who are elected to office in a unit of local
government, and candidates for nomination or election to that
office, including regional superintendents of school
districts.
    (b) Persons appointed to the governing board of a unit of
local government, or of a special district, and persons
appointed to a zoning board, or zoning board of appeals, or to
a regional, county, or municipal plan commission, or to a board
of review of any county, and persons appointed to the Board of
the Metropolitan Pier and Exposition Authority and any Trustee
appointed under Section 22 of the Metropolitan Pier and
Exposition Authority Act, and persons appointed to a board or
commission of a unit of local government who have authority to
authorize the expenditure of public funds. This subsection (b)
does not apply to members of boards or commissions who function
in an advisory capacity.
    (c) Persons who are employed by a unit of local government
and are compensated for services as employees and not as
independent contractors, and who:
        (1) are, or function as, the head of a department,
    division, bureau, authority, or other administrative unit
    within the unit of local government, or who exercise
    similar authority within the unit of local government;
        (2) have direct supervisory authority over, or direct
    responsibility for the formulation, negotiation, issuance,
    or execution of contracts entered into by the unit of local
    government in the amount of $1,000 or greater;
        (3) have authority to approve licenses and permits by
    the unit of local government, but not including employees
    who function in a ministerial capacity;
        (4) adjudicate, arbitrate, or decide any judicial or
    administrative proceeding, or review the adjudication,
    arbitration, or decision of any judicial or administrative
    proceeding within the authority of the unit of local
    government;
        (5) have authority to issue or adopt rules and
    regulations within areas under the authority of the unit of
    local government; or
        (6) have supervisory responsibility for 20 or more
    employees of the unit of local government.
    (d) Persons employed by a school district in positions that
require that person to hold an administrative or a chief school
business official endorsement.
    (e) Members of the board of any pension fund established
under the Illinois Pension Code, if not required to file under
any other provision of this Section.
 
    (5 ILCS 420/4A-102)  (from Ch. 127, par. 604A-102)
    Sec. 4A-102. The statement of economic interests required
by this Article shall include the economic interests of the
person making the statement as provided in this Section. The
interest (if constructively controlled by the person making the
statement) of a spouse or any other party, shall be considered
to be the same as the interest of the person making the
statement. Campaign receipts shall not be included in this
statement.
        (a) The following interests shall be listed by all
    persons required to file:
            (1) The name, address and type of practice of any
        professional organization or individual professional
        practice in which the person making the statement was
        an officer, director, associate, partner or
        proprietor, or served in any advisory capacity, from
        which income in excess of $1200 was derived during the
        preceding calendar year;
            (2) The nature of professional services (other
        than services rendered to the unit or units of
        government in relation to which the person is required
        to file) and the nature of the entity to which they
        were rendered if fees exceeding $5,000 were received
        during the preceding calendar year from the entity for
        professional services rendered by the person making
        the statement.
            (3) The identity (including the address or legal
        description of real estate) of any capital asset from
        which a capital gain of $5,000 or more was realized in
        the preceding calendar year.
            (4) The name of any unit of government which has
        employed the person making the statement during the
        preceding calendar year other than the unit or units of
        government in relation to which the person is required
        to file.
            (5) The name of any entity from which a gift or
        gifts, or honorarium or honoraria, valued singly or in
        the aggregate in excess of $500, was received during
        the preceding calendar year.
        (b) The following interests shall also be listed by
    persons listed in items (a) through (f), item (l), item
    (n), and item (p) of Section 4A-101:
            (1) The name and instrument of ownership in any
        entity doing business in the State of Illinois, in
        which an ownership interest held by the person at the
        date of filing is in excess of $5,000 fair market value
        or from which dividends of in excess of $1,200 were
        derived during the preceding calendar year. (In the
        case of real estate, location thereof shall be listed
        by street address, or if none, then by legal
        description). No time or demand deposit in a financial
        institution, nor any debt instrument need be listed;
            (2) Except for professional service entities, the
        name of any entity and any position held therein from
        which income of in excess of $1,200 was derived during
        the preceding calendar year, if the entity does
        business in the State of Illinois. No time or demand
        deposit in a financial institution, nor any debt
        instrument need be listed.
            (3) The identity of any compensated lobbyist with
        whom the person making the statement maintains a close
        economic association, including the name of the
        lobbyist and specifying the legislative matter or
        matters which are the object of the lobbying activity,
        and describing the general type of economic activity of
        the client or principal on whose behalf that person is
        lobbying.
        (c) The following interests shall also be listed by
    persons listed in items (a) through (c) and item (e) (g),
    (h), (i), and (o) of Section 4A-101.5 4A-101:
            (1) The name and instrument of ownership in any
        entity doing business with a unit of local government
        in relation to which the person is required to file if
        the ownership interest of the person filing is greater
        than $5,000 fair market value as of the date of filing
        or if dividends in excess of $1,200 were received from
        the entity during the preceding calendar year. (In the
        case of real estate, location thereof shall be listed
        by street address, or if none, then by legal
        description). No time or demand deposit in a financial
        institution, nor any debt instrument need be listed.
            (2) Except for professional service entities, the
        name of any entity and any position held therein from
        which income in excess of $1,200 was derived during the
        preceding calendar year if the entity does business
        with a unit of local government in relation to which
        the person is required to file. No time or demand
        deposit in a financial institution, nor any debt
        instrument need be listed.
            (3) The name of any entity and the nature of the
        governmental action requested by any entity which has
        applied to a unit of local government in relation to
        which the person must file for any license, franchise
        or permit for annexation, zoning or rezoning of real
        estate during the preceding calendar year if the
        ownership interest of the person filing is in excess of
        $5,000 fair market value at the time of filing or if
        income or dividends in excess of $1,200 were received
        by the person filing from the entity during the
        preceding calendar year.
    For the purposes of this Section, the unit of local
government in relation to which a person required to file under
item (e) (o) of Section 4A-101.5 4A-101 shall be the unit of
local government that contributes to the pension fund of which
such person is a member of the board.
(Source: P.A. 96-6, eff. 4-3-09; 97-754, eff. 7-6-12.)
 
    (5 ILCS 420/4A-105)  (from Ch. 127, par. 604A-105)
    Sec. 4A-105. Time for filing. Except as provided in
Section 4A-106.1, by May 1 of each year a statement must be
filed by each person whose position at that time subjects him
to the filing requirements of Section 4A-101 or 4A-101.5 unless
he has already filed a statement in relation to the same unit
of government in that calendar year.
    Statements must also be filed as follows:
        (a) A candidate for elective office shall file his
    statement not later than the end of the period during which
    he can take the action necessary under the laws of this
    State to attempt to qualify for nomination, election, or
    retention to such office if he has not filed a statement in
    relation to the same unit of government within a year
    preceding such action.
        (b) A person whose appointment to office is subject to
    confirmation by the Senate shall file his statement at the
    time his name is submitted to the Senate for confirmation.
        (b-5) A special government agent, as defined in item
    (1) of Section 4A-101 of this Act, shall file a statement
    within 30 days after making the first ex parte
    communication and each May 1 thereafter if he or she has
    made an ex parte communication within the previous 12
    months.
        (c) Any other person required by this Article to file
    the statement shall file a statement at the time of his or
    her initial appointment or employment in relation to that
    unit of government if appointed or employed by May 1.
    If any person who is required to file a statement of
economic interests fails to file such statement by May 1 of any
year, the officer with whom such statement is to be filed under
Section 4A-106 or 4A-106.5 of this Act shall, within 7 days
after May 1, notify such person by certified mail of his or her
failure to file by the specified date. Except as may be
prescribed by rule of the Secretary of State, such person shall
file his or her statement of economic interests on or before
May 15 with the appropriate officer, together with a $15 late
filing fee. Any such person who fails to file by May 15 shall
be subject to a penalty of $100 for each day from May 16 to the
date of filing, which shall be in addition to the $15 late
filing fee specified above. Failure to file by May 31 shall
result in a forfeiture in accordance with Section 4A-107 of
this Act.
    Any person who takes office or otherwise becomes required
to file a statement of economic interests within 30 days prior
to May 1 of any year may file his or her statement at any time
on or before May 31 without penalty. If such person fails to
file such statement by May 31, the officer with whom such
statement is to be filed under Section 4A-106 or 4A-106.5 of
this Act shall, within 7 days after May 31, notify such person
by certified mail of his or her failure to file by the
specified date. Such person shall file his or her statement of
economic interests on or before June 15 with the appropriate
officer, together with a $15 late filing fee. Any such person
who fails to file by June 15 shall be subject to a penalty of
$100 per day for each day from June 16 to the date of filing,
which shall be in addition to the $15 late filing fee specified
above. Failure to file by June 30 shall result in a forfeiture
in accordance with Section 4A-107 of this Act.
    All late filing fees and penalties collected pursuant to
this Section shall be paid into the General Revenue Fund in the
State treasury, if the Secretary of State receives such
statement for filing, or into the general fund in the county
treasury, if the county clerk receives such statement for
filing. The Attorney General, with respect to the State, and
the several State's Attorneys, with respect to counties, shall
take appropriate action to collect the prescribed penalties.
    Failure to file a statement of economic interests within
the time prescribed shall not result in a fine or ineligibility
for, or forfeiture of, office or position of employment, as the
case may be; provided that the failure to file results from not
being included for notification by the appropriate agency,
clerk, secretary, officer or unit of government, as the case
may be, and that a statement is filed within 30 days of actual
notice of the failure to file.
    Beginning with statements required to be filed on or after
May 1, 2009, the officer with whom a statement is to be filed
may, in his or her discretion, waive the late filing fee, the
monetary late filing penalty, and the ineligibility for or
forfeiture of office or position for failure to file when the
person's late filing of a statement or failure to file a
statement is due to his or her (i) serious or catastrophic
illness that renders the person temporarily incapable of
completing the statement or (ii) military service.
(Source: P.A. 96-550, eff. 8-17-09.)
 
    (5 ILCS 420/4A-106)  (from Ch. 127, par. 604A-106)
    Sec. 4A-106. Persons filing statements with Secretary of
State; notice; certification of list of names; alphabetical
list; receipt; examination and copying of statements. The
statements of economic interests required of persons listed in
items (a) through (f), item (j), item (l), item (n), and item
(p) of Section 4A-101 shall be filed with the Secretary of
State. The statements of economic interests required of persons
listed in items (g), (h), (i), (k), and (o) of Section 4A-101
shall be filed with the county clerk of the county in which the
principal office of the unit of local government with which the
person is associated is located. If it is not apparent which
county the principal office of a unit of local government is
located, the chief administrative officer, or his or her
designee, has the authority, for purposes of this Act, to
determine the county in which the principal office is located.
On or before February 1 annually, (1) the chief administrative
officer of any State agency in the executive, legislative, or
judicial branch employing persons required to file under item
(f) or item (l) of Section 4A-101 and the chief administrative
officer of a board or panel described in item (n) or (p) of
Section 4A-101 shall certify to the Secretary of State the
names and mailing addresses of those persons, and (2) the chief
administrative officer, or his or her designee, of each unit of
local government with persons described in items (h), (i) and
(k) and a board described in item (o) of Section 4A-101 shall
certify to the appropriate county clerk a list of names and
addresses of persons described in items (h), (i), (k), and (o)
of Section 4A-101 that are required to file. In preparing the
lists, each chief administrative officer, or his or her
designee, shall set out the names in alphabetical order.
    On or before April 1 annually, the Secretary of State shall
notify (1) all persons whose names have been certified to him
under items (f), (l), (n), and (p) of Section 4A-101, and (2)
all persons described in items (a) through (e) and item (j) of
Section 4A-101, other than candidates for office who have filed
their statements with their nominating petitions, of the
requirements for filing statements of economic interests. A
person required to file with the Secretary of State by virtue
of more than one position as listed in Section 4A-101, and
filing his or her statement of economic interests in writing,
rather than through the Internet-based system, item among items
(a) through (f) and items (j), (l), (n), and (p) shall be
notified of and is required to file only one statement of
economic interests relating to all items under which the person
is required to file with the Secretary of State.
    On or before April 1 annually, the county clerk of each
county shall notify all persons whose names have been certified
to him under items (g), (h), (i), (k), and (o) of Section
4A-101, other than candidates for office who have filed their
statements with their nominating petitions, of the
requirements for filing statements of economic interests. A
person required to file with a county clerk by virtue of more
than one item among items (g), (h), (i), (k), and (o) shall be
notified of and is required to file only one statement of
economic interests relating to all items under which the person
is required to file with that county clerk.
    Except as provided in Section 4A-106.1, the notices
provided for in this Section shall be in writing and deposited
in the U.S. Mail, properly addressed, first class postage
prepaid, on or before the day required by this Section for the
sending of the notice. Alternatively, a county clerk may send
the notices electronically to all persons whose names have been
thus certified to him under item (h), (i), or (k) of Section
4A-101. A certificate executed by the Secretary of State or
county clerk attesting that he or she has sent the notice by
the means permitted by this Section constitutes prima facie
evidence thereof.
    From the lists certified to him under this Section of
persons described in items (g), (h), (i), (k), and (o) of
Section 4A-101, the clerk of each county shall compile an
alphabetical listing of persons required to file statements of
economic interests in his office under any of those items. As
the statements are filed in his office, the county clerk shall
cause the fact of that filing to be indicated on the
alphabetical listing of persons who are required to file
statements. Within 30 days after the due dates, the county
clerk shall mail to the State Board of Elections a true copy of
that listing showing those who have filed statements.
    The county clerk of each county shall note upon the
alphabetical listing the names of all persons required to file
a statement of economic interests who failed to file a
statement on or before May 1. It shall be the duty of the
several county clerks to give notice as provided in Section
4A-105 to any person who has failed to file his or her
statement with the clerk on or before May 1.
    Any person who files or has filed a statement of economic
interest under this Section Act is entitled to receive from the
Secretary of State or county clerk, as the case may be, a
receipt indicating that the person has filed such a statement,
the date of such filing, and the identity of the governmental
unit or units in relation to which the filing is required.
    The Secretary of State may employ such employees and
consultants as he considers necessary to carry out his duties
hereunder, and may prescribe their duties, fix their
compensation, and provide for reimbursement of their expenses.
    All statements of economic interests filed under this
Section shall be available for examination and copying by the
public at all reasonable times. Not later than 12 months after
the effective date of this amendatory Act of the 93rd General
Assembly, beginning with statements filed in calendar year
2004, the Secretary of State shall make statements of economic
interests filed with the Secretary available for inspection and
copying via the Secretary's website.
(Source: P.A. 96-6, eff. 4-3-09; 96-1336, eff. 1-1-11; 97-754,
eff. 7-6-12.)
 
    (5 ILCS 420/4A-106.5 new)
    Sec. 4A-106.5. Persons filing statements with county
clerk; notice; certification of list of names; alphabetical
list; receipt; examination and copying of statements. The
statements of economic interests required of persons listed in
Section 4A-101.5 shall be filed with the county clerk of the
county in which the principal office of the unit of local
government with which the person is associated is located. If
it is not apparent which county the principal office of a unit
of local government is located, the chief administrative
officer, or his or her designee, has the authority, for
purposes of this Act, to determine the county in which the
principal office is located. The chief administrative officer,
or his or her designee, of each unit of local government with
persons described in Section 4A-101.5 shall certify to the
appropriate county clerk a list of names and addresses of
persons that are required to file. In preparing the lists, each
chief administrative officer, or his or her designee, shall set
out the names in alphabetical order.
    On or before April 1 annually, the county clerk of each
county shall notify all persons whose names have been certified
to him under Section 4A-101.5, other than candidates for office
who have filed their statements with their nominating
petitions, of the requirements for filing statements of
economic interests. A person required to file with a county
clerk by virtue of more than one item among items set forth in
Section 4A-101.5 shall be notified of and is required to file
only one statement of economic interests relating to all items
under which the person is required to file with that county
clerk.
    Except as provided in Section 4A-106.1, the notices
provided for in this Section shall be in writing and deposited
in the U.S. Mail, properly addressed, first class postage
prepaid, on or before the day required by this Section for the
sending of the notice. Alternatively, a county clerk may send
the notices electronically to all persons whose names have been
thus certified to him. A certificate executed by a county clerk
attesting that he or she has sent the notice by the means
permitted by this Section constitutes prima facie evidence
thereof.
    From the lists certified to him or her under this Section
of persons described in Section 4A-101.5, the clerk of each
county shall compile an alphabetical listing of persons
required to file statements of economic interests in his or her
office under any of those items. As the statements are filed in
his or her office, the county clerk shall cause the fact of
that filing to be indicated on the alphabetical listing of
persons who are required to file statements. Within 30 days
after the due dates, the county clerk shall mail to the State
Board of Elections a true copy of that listing showing those
who have filed statements.
    The county clerk of each county shall note upon the
alphabetical listing the names of all persons required to file
a statement of economic interests who failed to file a
statement on or before May 1. It shall be the duty of the
several county clerks to give notice as provided in Section
4A-105 to any person who has failed to file his or her
statement with the clerk on or before May 1.
    Any person who files or has filed a statement of economic
interest under this Section is entitled to receive from the
county clerk a receipt indicating that the person has filed
such a statement, the date of filing, and the identity of the
governmental unit or units in relation to which the filing is
required.
    All statements of economic interests filed under this
Section shall be available for examination and copying by the
public at all reasonable times.
 
    (5 ILCS 420/4A-107)  (from Ch. 127, par. 604A-107)
    Sec. 4A-107. Any person required to file a statement of
economic interests under this Article who willfully files a
false or incomplete statement shall be guilty of a Class A
misdemeanor.
    Except when the fees and penalties for late filing have
been waived under Section 4A-105, failure to file a statement
within the time prescribed shall result in ineligibility for,
or forfeiture of, office or position of employment, as the case
may be; provided, however, that if the notice of failure to
file a statement of economic interests provided in Section
4A-105 of this Act is not given by the Secretary of State or
the county clerk, as the case may be, no forfeiture shall
result if a statement is filed within 30 days of actual notice
of the failure to file. The Secretary of State shall provide
the Attorney General with the names of persons who failed to
file a statement. The county clerk shall provide the State's
Attorney of the county of the entity for which the filing of
statement of economic interest is required with the name of
persons who failed to file a statement.
    The Attorney General, with respect to offices or positions
described in items (a) through (f) and items (j), (l), (n), and
(p) of Section 4A-101 of this Act, or the State's Attorney of
the county of the entity for which the filing of statements of
economic interests is required, with respect to offices or
positions described in items (a) through (e) (g) through (i),
item (k), and item (o) of Section 4A-101.5 4A-101 of this Act,
shall bring an action in quo warranto against any person who
has failed to file by either May 31 or June 30 of any given year
and for whom the fees and penalties for late filing have not
been waived under Section 4A-105.
(Source: P.A. 96-6, eff. 4-3-09; 96-550, eff. 8-17-09; 96-1000,
eff. 7-2-10; 97-754, eff. 7-6-12.)
 
    (5 ILCS 420/4A-108)
    Sec. 4A-108. Internet-based systems of filing.
    (a) Notwithstanding any other provision of this Act or any
other law, the Secretary of State and county clerks are
authorized to institute an Internet-based system for the filing
of statements of economic interests in their offices. With
respect to county clerk systems, the determination to institute
such a system shall be in the sole discretion of the county
clerk and shall meet the requirements set out in this Section.
With respect to a Secretary of State system, the determination
to institute such a system shall be in the sole discretion of
the Secretary of State and shall meet the requirements set out
in this Section and those Sections of the State Officials and
Employees Ethics Act requiring ethics officer review prior to
filing. The system shall be capable of allowing an ethics
officer to approve a statement of economic interests and shall
include a means to amend a statement of economic interests.
When this Section does not modify or remove the requirements
set forth elsewhere in this Article, those requirements shall
apply to any system of Internet-based filing authorized by this
Section. When this Section does modify or remove the
requirements set forth elsewhere in this Article, the
provisions of this Section shall apply to any system of
Internet-based filing authorized by this Section.
    (b) In any system of Internet-based filing of statements of
economic interests instituted by the Secretary of State or a
county clerk:
        (1) Any filing of an Internet-based statement of
    economic interests shall be the equivalent of the filing of
    a verified, written statement of economic interests as
    required by Section 4A-101 or 4A-101.5 and the equivalent
    of the filing of a verified, dated, and signed statement of
    economic interests as required by Section 4A-104.
        (2) The Secretary of State and county clerks who
    institute a system of Internet-based filing of statements
    of economic interests shall establish a password-protected
    website to receive the filings of such statements. A
    website established under this Section shall set forth and
    provide a means of responding to the items set forth in
    Section 4A-102 that are required of a person who files a
    statement of economic interests with that officer. A
    website established under this Section shall set forth and
    provide a means of generating a printable receipt page
    acknowledging filing.
        (3) The times for the filing of statements of economic
    interests set forth in Section 4A-105 shall be followed in
    any system of Internet-based filing of statements of
    economic interests; provided that a candidate for elective
    office who is required to file a statement of economic
    interests in relation to his or her candidacy pursuant to
    Section 4A-105(a) shall receive a written or printed
    receipt for his or her filing.
        A candidate filing for Governor, Lieutenant Governor,
    Attorney General, Secretary of State, Treasurer,
    Comptroller, State Senate, or State House of
    Representatives shall not use the Internet to file his or
    her statement of economic interests, but shall file his or
    her statement of economic interests in a written or printed
    form and shall receive a written or printed receipt for his
    or her filing. Annually, the duly appointed ethics officer
    for each legislative caucus shall certify to the Secretary
    of State whether his or her caucus members will file their
    statements of economic interests electronically or in a
    written or printed format for that year. If the ethics
    officer for a caucus certifies that the statements of
    economic interests shall be written or printed, then
    members of the General Assembly of that caucus shall not
    use the Internet to file his or her statement of economic
    interests, but shall file his or her statement of economic
    interests in a written or printed form and shall receive a
    written or printed receipt for his or her filing. If no
    certification is made by an ethics officer for a
    legislative caucus, or if a member of the General Assembly
    is not affiliated with a legislative caucus, then the
    affected member or members of the General Assembly may file
    their statements of economic interests using the Internet.
        (4) In the first year of the implementation of a system
    of Internet-based filing of statements of economic
    interests, each person required to file such a statement is
    to be notified in writing of his or her obligation to file
    his or her statement of economic interests by way of the
    Internet-based system. If access to the web site requires a
    code or password, this information shall be included in the
    notice prescribed by this paragraph.
        (5) When a person required to file a statement of
    economic interests has supplied the Secretary of State or a
    county clerk, as applicable, with an email address for the
    purpose of receiving notices under this Article by email, a
    notice sent by email to the supplied email address shall be
    the equivalent of a notice sent by first class mail, as set
    forth in Section 4A-106 or 4A-106.5. A person who has
    supplied such an email address shall notify the Secretary
    of State or county clerk, as applicable, when his or her
    email address changes or if he or she no longer wishes to
    receive notices by email.
        (6) If any person who is required to file a statement
    of economic interests and who has chosen to receive notices
    by email fails to file his or her statement by May 10, then
    the Secretary of State or county clerk, as applicable,
    shall send an additional email notice on that date,
    informing the person that he or she has not filed and
    describing the penalties for late filing and failing to
    file. This notice shall be in addition to other notices
    provided for in this Article.
        (7) The Secretary of State and each county clerk who
    institutes a system of Internet-based filing of statements
    of economic interests may also institute an Internet-based
    process for the filing of the list of names and addresses
    of persons required to file statements of economic
    interests by the chief administrative officers that must
    file such information with the Secretary of State or county
    clerk, as applicable, pursuant to Section 4A-106 or
    4A-106.5. Whenever the Secretary of State or a county clerk
    institutes such a system under this paragraph, every chief
    administrative officer must use the system to file this
    information.
        (8) The Secretary of State and any county clerk who
    institutes a system of Internet-based filing of statements
    of economic interests shall post the contents of such
    statements filed with him or her available for inspection
    and copying on a publicly accessible website. Such postings
    shall not include the addresses or signatures of the
    filers.
(Source: P.A. 99-108, eff. 7-22-15; 100-1041, eff. 1-1-19.)
 
    Section 6-10. The State Officials and Employees Ethics Act
is amended by changing Sections 5-10.5, 20-5, 20-10, 20-50,
25-5, 25-10, 25-50, and 70-5 and by adding Sections 20-63 and
25-63 as follows:
 
    (5 ILCS 430/5-10.5)
    Sec. 5-10.5. Harassment and discrimination prevention
Sexual harassment training.
    (a) Until 2020, each Each officer, member, and employee
must complete, at least annually beginning in 2018, a sexual
harassment training program. A person who fills a vacancy in an
elective or appointed position that requires training under
this Section must complete his or her initial sexual harassment
training program within 30 days after commencement of his or
her office or employment. The training shall include, at a
minimum, the following: (i) the definition, and a description,
of sexual harassment utilizing examples; (ii) details on how an
individual can report an allegation of sexual harassment,
including options for making a confidential report to a
supervisor, ethics officer, Inspector General, or the
Department of Human Rights; (iii) the definition, and
description of, retaliation for reporting sexual harassment
allegations utilizing examples, including availability of
whistleblower protections under this Act, the Whistleblower
Act, and the Illinois Human Rights Act; and (iv) the
consequences of a violation of the prohibition on sexual
harassment and the consequences for knowingly making a false
report. Proof of completion must be submitted to the applicable
ethics officer. Sexual harassment training programs shall be
overseen by the appropriate Ethics Commission and Inspector
General appointed under this Act.
    (a-5) Beginning in 2020, each officer, member, and employee
must complete, at least annually, a harassment and
discrimination prevention training program. A person who fills
a vacancy in an elective or appointed position that requires
training under this subsection must complete his or her initial
harassment and discrimination prevention training program
within 30 days after commencement of his or her office or
employment. The training shall include, at a minimum, the
following: (i) the definition and a description of sexual
harassment, unlawful discrimination, and harassment, including
examples of each; (ii) details on how an individual can report
an allegation of sexual harassment, unlawful discrimination,
or harassment, including options for making a confidential
report to a supervisor, ethics officer, Inspector General, or
the Department of Human Rights; (iii) the definition and
description of retaliation for reporting sexual harassment,
unlawful discrimination, or harassment allegations utilizing
examples, including availability of whistleblower protections
under this Act, the Whistleblower Act, and the Illinois Human
Rights Act; and (iv) the consequences of a violation of the
prohibition on sexual harassment, unlawful discrimination, and
harassment and the consequences for knowingly making a false
report. Proof of completion must be submitted to the applicable
ethics officer. Harassment and discrimination training
programs shall be overseen by the appropriate Ethics Commission
and Inspector General appointed under this Act.
    For the purposes of this subsection, "unlawful
discrimination" and "harassment" refers to discrimination and
harassment prohibited under Section 2-102 of the Illinois Human
Rights Act.
    (b) Each ultimate jurisdictional authority shall submit to
the applicable Ethics Commission, at least annually, or more
frequently as required by that Commission, a report that
summarizes the sexual harassment training program that was
completed during the previous year, and lays out the plan for
the training program in the coming year. The report shall
include the names of individuals that failed to complete the
required training program. Each Ethics Commission shall make
the reports available on its website.
(Source: P.A. 100-554, eff. 11-16-17.)
 
    (5 ILCS 430/20-5)
    Sec. 20-5. Executive Ethics Commission.
    (a) The Executive Ethics Commission is created.
    (b) The Executive Ethics Commission shall consist of 9
commissioners. The Governor shall appoint 5 commissioners, and
the Attorney General, Secretary of State, Comptroller, and
Treasurer shall each appoint one commissioner. Appointments
shall be made by and with the advice and consent of the Senate
by three-fifths of the elected members concurring by record
vote. Any nomination not acted upon by the Senate within 60
session days of the receipt thereof shall be deemed to have
received the advice and consent of the Senate. If, during a
recess of the Senate, there is a vacancy in an office of
commissioner, the appointing authority shall make a temporary
appointment until the next meeting of the Senate when the
appointing authority shall make a nomination to fill that
office. No person rejected for an office of commissioner shall,
except by the Senate's request, be nominated again for that
office at the same session of the Senate or be appointed to
that office during a recess of that Senate. No more than 5
commissioners may be of the same political party.
    The terms of the initial commissioners shall commence upon
qualification. Four initial appointees of the Governor, as
designated by the Governor, shall serve terms running through
June 30, 2007. One initial appointee of the Governor, as
designated by the Governor, and the initial appointees of the
Attorney General, Secretary of State, Comptroller, and
Treasurer shall serve terms running through June 30, 2008. The
initial appointments shall be made within 60 days after the
effective date of this Act.
    After the initial terms, commissioners shall serve for
4-year terms commencing on July 1 of the year of appointment
and running through June 30 of the fourth following year.
Commissioners may be reappointed to one or more subsequent
terms.
    Vacancies occurring other than at the end of a term shall
be filled by the appointing authority only for the balance of
the term of the commissioner whose office is vacant.
    Terms shall run regardless of whether the position is
filled.
    (c) The appointing authorities shall appoint commissioners
who have experience holding governmental office or employment
and shall appoint commissioners from the general public. A
person is not eligible to serve as a commissioner if that
person (i) has been convicted of a felony or a crime of
dishonesty or moral turpitude, (ii) is, or was within the
preceding 12 months, engaged in activities that require
registration under the Lobbyist Registration Act, (iii) is
related to the appointing authority, or (iv) is a State officer
or employee.
    (d) The Executive Ethics Commission shall have
jurisdiction over all officers and employees of State agencies
other than the General Assembly, the Senate, the House of
Representatives, the President and Minority Leader of the
Senate, the Speaker and Minority Leader of the House of
Representatives, the Senate Operations Commission, the
legislative support services agencies, and the Office of the
Auditor General. The Executive Ethics Commission shall have
jurisdiction over all board members and employees of Regional
Transit Boards. The jurisdiction of the Commission is limited
to matters arising under this Act, except as provided in
subsection (d-5).
    A member or legislative branch State employee serving on an
executive branch board or commission remains subject to the
jurisdiction of the Legislative Ethics Commission and is not
subject to the jurisdiction of the Executive Ethics Commission.
    (d-5) The Executive Ethics Commission shall have
jurisdiction over all chief procurement officers and
procurement compliance monitors and their respective staffs.
The Executive Ethics Commission shall have jurisdiction over
any matters arising under the Illinois Procurement Code if the
Commission is given explicit authority in that Code.
    (d-6) (1) The Executive Ethics Commission shall have
jurisdiction over the Illinois Power Agency and its staff. The
Director of the Agency shall be appointed by a majority of the
commissioners of the Executive Ethics Commission, subject to
Senate confirmation, for a term of 2 years. The Director is
removable for cause by a majority of the Commission upon a
finding of neglect, malfeasance, absence, or incompetence.
    (2) In case of a vacancy in the office of Director of the
Illinois Power Agency during a recess of the Senate, the
Executive Ethics Commission may make a temporary appointment
until the next meeting of the Senate, at which time the
Executive Ethics Commission shall nominate some person to fill
the office, and any person so nominated who is confirmed by the
Senate shall hold office during the remainder of the term and
until his or her successor is appointed and qualified. Nothing
in this subsection shall prohibit the Executive Ethics
Commission from removing a temporary appointee or from
appointing a temporary appointee as the Director of the
Illinois Power Agency.
    (3) Prior to June 1, 2012, the Executive Ethics Commission
may, until the Director of the Illinois Power Agency is
appointed and qualified or a temporary appointment is made
pursuant to paragraph (2) of this subsection, designate some
person as an acting Director to execute the powers and
discharge the duties vested by law in that Director. An acting
Director shall serve no later than 60 calendar days, or upon
the making of an appointment pursuant to paragraph (1) or (2)
of this subsection, whichever is earlier. Nothing in this
subsection shall prohibit the Executive Ethics Commission from
removing an acting Director or from appointing an acting
Director as the Director of the Illinois Power Agency.
    (4) No person rejected by the Senate for the office of
Director of the Illinois Power Agency shall, except at the
Senate's request, be nominated again for that office at the
same session or be appointed to that office during a recess of
that Senate.
    (d-7) The Executive Ethics Commission shall have
jurisdiction over complainants in violation of subsection (e)
of Section 20-63.
    (e) The Executive Ethics Commission must meet, either in
person or by other technological means, at least monthly and as
often as necessary. At the first meeting of the Executive
Ethics Commission, the commissioners shall choose from their
number a chairperson and other officers that they deem
appropriate. The terms of officers shall be for 2 years
commencing July 1 and running through June 30 of the second
following year. Meetings shall be held at the call of the
chairperson or any 3 commissioners. Official action by the
Commission shall require the affirmative vote of 5
commissioners, and a quorum shall consist of 5 commissioners.
Commissioners shall receive compensation in an amount equal to
the compensation of members of the State Board of Elections and
may be reimbursed for their reasonable expenses actually
incurred in the performance of their duties.
    (f) No commissioner or employee of the Executive Ethics
Commission may during his or her term of appointment or
employment:
        (1) become a candidate for any elective office;
        (2) hold any other elected or appointed public office
    except for appointments on governmental advisory boards or
    study commissions or as otherwise expressly authorized by
    law;
        (3) be actively involved in the affairs of any
    political party or political organization; or
        (4) advocate for the appointment of another person to
    an appointed or elected office or position or actively
    participate in any campaign for any elective office.
    (g) An appointing authority may remove a commissioner only
for cause.
    (h) The Executive Ethics Commission shall appoint an
Executive Director. The compensation of the Executive Director
shall be as determined by the Commission. The Executive
Director of the Executive Ethics Commission may employ and
determine the compensation of staff, as appropriations permit.
    (i) The Executive Ethics Commission shall appoint, by a
majority of the members appointed to the Commission, chief
procurement officers and may appoint procurement compliance
monitors in accordance with the provisions of the Illinois
Procurement Code. The compensation of a chief procurement
officer and procurement compliance monitor shall be determined
by the Commission.
(Source: P.A. 100-43, eff. 8-9-17.)
 
    (5 ILCS 430/20-10)
    Sec. 20-10. Offices of Executive Inspectors General.
    (a) Five independent Offices of the Executive Inspector
General are created, one each for the Governor, the Attorney
General, the Secretary of State, the Comptroller, and the
Treasurer. Each Office shall be under the direction and
supervision of an Executive Inspector General and shall be a
fully independent office with separate appropriations.
    (b) The Governor, Attorney General, Secretary of State,
Comptroller, and Treasurer shall each appoint an Executive
Inspector General, without regard to political affiliation and
solely on the basis of integrity and demonstrated ability.
Appointments shall be made by and with the advice and consent
of the Senate by three-fifths of the elected members concurring
by record vote. Any nomination not acted upon by the Senate
within 60 session days of the receipt thereof shall be deemed
to have received the advice and consent of the Senate. If,
during a recess of the Senate, there is a vacancy in an office
of Executive Inspector General, the appointing authority shall
make a temporary appointment until the next meeting of the
Senate when the appointing authority shall make a nomination to
fill that office. No person rejected for an office of Executive
Inspector General shall, except by the Senate's request, be
nominated again for that office at the same session of the
Senate or be appointed to that office during a recess of that
Senate.
    Nothing in this Article precludes the appointment by the
Governor, Attorney General, Secretary of State, Comptroller,
or Treasurer of any other inspector general required or
permitted by law. The Governor, Attorney General, Secretary of
State, Comptroller, and Treasurer each may appoint an existing
inspector general as the Executive Inspector General required
by this Article, provided that such an inspector general is not
prohibited by law, rule, jurisdiction, qualification, or
interest from serving as the Executive Inspector General
required by this Article. An appointing authority may not
appoint a relative as an Executive Inspector General.
    Each Executive Inspector General shall have the following
qualifications:
        (1) has not been convicted of any felony under the laws
    of this State, another State, or the United States;
        (2) has earned a baccalaureate degree from an
    institution of higher education; and
        (3) has 5 or more years of cumulative service (A) with
    a federal, State, or local law enforcement agency, at least
    2 years of which have been in a progressive investigatory
    capacity; (B) as a federal, State, or local prosecutor; (C)
    as a senior manager or executive of a federal, State, or
    local agency; (D) as a member, an officer, or a State or
    federal judge; or (E) representing any combination of (A)
    through (D).
    The term of each initial Executive Inspector General shall
commence upon qualification and shall run through June 30,
2008. The initial appointments shall be made within 60 days
after the effective date of this Act.
    After the initial term, each Executive Inspector General
shall serve for 5-year terms commencing on July 1 of the year
of appointment and running through June 30 of the fifth
following year. An Executive Inspector General may be
reappointed to one or more subsequent terms.
    A vacancy occurring other than at the end of a term shall
be filled by the appointing authority only for the balance of
the term of the Executive Inspector General whose office is
vacant.
    Terms shall run regardless of whether the position is
filled.
    (c) The Executive Inspector General appointed by the
Attorney General shall have jurisdiction over the Attorney
General and all officers and employees of, and vendors and
others doing business with, State agencies within the
jurisdiction of the Attorney General. The Executive Inspector
General appointed by the Secretary of State shall have
jurisdiction over the Secretary of State and all officers and
employees of, and vendors and others doing business with, State
agencies within the jurisdiction of the Secretary of State. The
Executive Inspector General appointed by the Comptroller shall
have jurisdiction over the Comptroller and all officers and
employees of, and vendors and others doing business with, State
agencies within the jurisdiction of the Comptroller. The
Executive Inspector General appointed by the Treasurer shall
have jurisdiction over the Treasurer and all officers and
employees of, and vendors and others doing business with, State
agencies within the jurisdiction of the Treasurer. The
Executive Inspector General appointed by the Governor shall
have jurisdiction over (i) the Governor, (ii) the Lieutenant
Governor, (iii) all officers and employees of, and vendors and
others doing business with, executive branch State agencies
under the jurisdiction of the Executive Ethics Commission and
not within the jurisdiction of the Attorney General, the
Secretary of State, the Comptroller, or the Treasurer, and (iv)
all board members and employees of the Regional Transit Boards
and all vendors and others doing business with the Regional
Transit Boards.
    The jurisdiction of each Executive Inspector General is to
investigate allegations of fraud, waste, abuse, mismanagement,
misconduct, nonfeasance, misfeasance, malfeasance, or
violations of this Act or violations of other related laws and
rules.
    Each Executive Inspector General shall have jurisdiction
over complainants in violation of subsection (e) of Section
20-63 for disclosing a summary report prepared by the
respective Executive Inspector General.
    (d) The compensation for each Executive Inspector General
shall be determined by the Executive Ethics Commission and
shall be made from appropriations made to the Comptroller for
this purpose. Subject to Section 20-45 of this Act, each
Executive Inspector General has full authority to organize his
or her Office of the Executive Inspector General, including the
employment and determination of the compensation of staff, such
as deputies, assistants, and other employees, as
appropriations permit. A separate appropriation shall be made
for each Office of Executive Inspector General.
    (e) No Executive Inspector General or employee of the
Office of the Executive Inspector General may, during his or
her term of appointment or employment:
        (1) become a candidate for any elective office;
        (2) hold any other elected or appointed public office
    except for appointments on governmental advisory boards or
    study commissions or as otherwise expressly authorized by
    law;
        (3) be actively involved in the affairs of any
    political party or political organization; or
        (4) advocate for the appointment of another person to
    an appointed or elected office or position or actively
    participate in any campaign for any elective office.
    In this subsection an appointed public office means a
position authorized by law that is filled by an appointing
authority as provided by law and does not include employment by
hiring in the ordinary course of business.
    (e-1) No Executive Inspector General or employee of the
Office of the Executive Inspector General may, for one year
after the termination of his or her appointment or employment:
        (1) become a candidate for any elective office;
        (2) hold any elected public office; or
        (3) hold any appointed State, county, or local judicial
    office.
    (e-2) The requirements of item (3) of subsection (e-1) may
be waived by the Executive Ethics Commission.
    (f) An Executive Inspector General may be removed only for
cause and may be removed only by the appointing constitutional
officer. At the time of the removal, the appointing
constitutional officer must report to the Executive Ethics
Commission the justification for the removal.
(Source: P.A. 96-555, eff. 8-18-09; 96-1528, eff. 7-1-11.)
 
    (5 ILCS 430/20-50)
    Sec. 20-50. Investigation reports.
    (a) If an Executive Inspector General, upon the conclusion
of an investigation, determines that reasonable cause exists to
believe that a violation has occurred, then the Executive
Inspector General shall issue a summary report of the
investigation. The report shall be delivered to the appropriate
ultimate jurisdictional authority and to the head of each State
agency affected by or involved in the investigation, if
appropriate. The appropriate ultimate jurisdictional authority
or agency head shall respond to the summary report within 20
days, in writing, to the Executive Inspector General. The
response shall include a description of any corrective or
disciplinary action to be imposed. If the appropriate ultimate
jurisdictional authority does not respond within 20 days, or
within an extended time period as agreed to by the Executive
Inspector General, an Executive Inspector General may proceed
under subsection (c) as if a response had been received.
    (b) The summary report of the investigation shall include
the following:
        (1) A description of any allegations or other
    information received by the Executive Inspector General
    pertinent to the investigation.
        (2) A description of any alleged misconduct discovered
    in the course of the investigation.
        (3) Recommendations for any corrective or disciplinary
    action to be taken in response to any alleged misconduct
    described in the report, including but not limited to
    discharge.
        (4) Other information the Executive Inspector General
    deems relevant to the investigation or resulting
    recommendations.
    (c) Within 30 days after receiving a response from the
appropriate ultimate jurisdictional authority or agency head
under subsection (a), the Executive Inspector General shall
notify the Commission and the Attorney General if the Executive
Inspector General believes that a complaint should be filed
with the Commission. If the Executive Inspector General desires
to file a complaint with the Commission, the Executive
Inspector General shall submit the summary report and
supporting documents to the Attorney General. If the Attorney
General concludes that there is insufficient evidence that a
violation has occurred, the Attorney General shall notify the
Executive Inspector General and the Executive Inspector
General shall deliver to the Executive Ethics Commission a copy
of the summary report and response from the ultimate
jurisdictional authority or agency head. If the Attorney
General determines that reasonable cause exists to believe that
a violation has occurred, then the Executive Inspector General,
represented by the Attorney General, may file with the
Executive Ethics Commission a complaint. The complaint shall
set forth the alleged violation and the grounds that exist to
support the complaint. The complaint must be filed with the
Commission within 12 months after the Executive Inspector
General's receipt of the allegation of the violation 18 months
after the most recent act of the alleged violation or of a
series of alleged violations except where there is reasonable
cause to believe that fraudulent concealment has occurred. To
constitute fraudulent concealment sufficient to toll this
limitations period, there must be an affirmative act or
representation calculated to prevent discovery of the fact that
a violation has occurred. If a complaint is not filed with the
Commission within 6 months after notice by the Inspector
General to the Commission and the Attorney General, then the
Commission may set a meeting of the Commission at which the
Attorney General shall appear and provide a status report to
the Commission.
    (c-5) Within 30 days after receiving a response from the
appropriate ultimate jurisdictional authority or agency head
under subsection (a), if the Executive Inspector General does
not believe that a complaint should be filed, the Executive
Inspector General shall deliver to the Executive Ethics
Commission a statement setting forth the basis for the decision
not to file a complaint and a copy of the summary report and
response from the ultimate jurisdictional authority or agency
head. An Inspector General may also submit a redacted version
of the summary report and response from the ultimate
jurisdictional authority if the Inspector General believes
either contains information that, in the opinion of the
Inspector General, should be redacted prior to releasing the
report, may interfere with an ongoing investigation, or
identifies an informant or complainant.
    (c-10) If, after reviewing the documents, the Commission
believes that further investigation is warranted, the
Commission may request that the Executive Inspector General
provide additional information or conduct further
investigation. The Commission may also appoint a Special
Executive Inspector General to investigate or refer the summary
report and response from the ultimate jurisdictional authority
to the Attorney General for further investigation or review. If
the Commission requests the Attorney General to investigate or
review, the Commission must notify the Attorney General and the
Inspector General. The Attorney General may not begin an
investigation or review until receipt of notice from the
Commission. If, after review, the Attorney General determines
that reasonable cause exists to believe that a violation has
occurred, then the Attorney General may file a complaint with
the Executive Ethics Commission. If the Attorney General
concludes that there is insufficient evidence that a violation
has occurred, the Attorney General shall notify the Executive
Ethics Commission and the appropriate Executive Inspector
General.
    (d) A copy of the complaint filed with the Executive Ethics
Commission must be served on all respondents named in the
complaint and on each respondent's ultimate jurisdictional
authority in the same manner as process is served under the
Code of Civil Procedure.
    (e) A respondent may file objections to the complaint
within 30 days after notice of the petition has been served on
the respondent.
    (f) The Commission shall meet, either in person or by
telephone, at least 30 days after the complaint is served on
all respondents in a closed session to review the sufficiency
of the complaint. The Commission shall issue notice by
certified mail, return receipt requested, to the Executive
Inspector General, Attorney General, and all respondents of the
Commission's ruling on the sufficiency of the complaint. If the
complaint is deemed to sufficiently allege a violation of this
Act, then the Commission shall include a hearing date scheduled
within 4 weeks after the date of the notice, unless all of the
parties consent to a later date. If the complaint is deemed not
to sufficiently allege a violation, then the Commission shall
send by certified mail, return receipt requested, a notice to
the Executive Inspector General, Attorney General, and all
respondents of the decision to dismiss the complaint.
    (g) On the scheduled date the Commission shall conduct a
closed meeting, either in person or, if the parties consent, by
telephone, on the complaint and allow all parties the
opportunity to present testimony and evidence. All such
proceedings shall be transcribed.
    (h) Within an appropriate time limit set by rules of the
Executive Ethics Commission, the Commission shall (i) dismiss
the complaint, (ii) issue a recommendation of discipline to the
respondent and the respondent's ultimate jurisdictional
authority, (iii) impose an administrative fine upon the
respondent, (iv) issue injunctive relief as described in
Section 50-10, or (v) impose a combination of (ii) through
(iv).
    (i) The proceedings on any complaint filed with the
Commission shall be conducted pursuant to rules promulgated by
the Commission.
    (j) The Commission may designate hearing officers to
conduct proceedings as determined by rule of the Commission.
    (k) In all proceedings before the Commission, the standard
of proof is by a preponderance of the evidence.
    (l) Within 30 days after the issuance of a final
administrative decision that concludes that a violation
occurred, the Executive Ethics Commission shall make public the
entire record of proceedings before the Commission, the
decision, any recommendation, any discipline imposed, and the
response from the agency head or ultimate jurisdictional
authority to the Executive Ethics Commission.
(Source: P.A. 100-588, eff. 6-8-18.)
 
    (5 ILCS 430/20-63 new)
    Sec. 20-63. Rights of persons subjected to discrimination,
harassment, or sexual harassment.
    (a) As used in this Section, "complainant" means a known
person identified in a complaint filed with an Executive
Inspector General as a person subjected to alleged
discrimination, harassment, or sexual harassment in violation
of Section 5-65 of this Act, subsection (a) of Section 4.7 of
the Lobbyist Registration Act, or Article 2 of the Illinois
Human Rights Act, regardless of whether the complaint is filed
by the person.
    (b) A complainant shall have the following rights:
        (1) within 5 business days of the Executive Inspector
    General receiving a complaint in which the complainant is
    identified, to be notified by the Executive Inspector
    General of the receipt of the complaint, the complainant's
    rights, and an explanation of the process, rules, and
    procedures related to the investigation of an allegation,
    and the duties of the Executive Inspector General and the
    Executive Ethics Commission;
        (2) within 5 business days after the Executive
    Inspector General's decision to open or close an
    investigation into the complaint or refer the complaint to
    another appropriate agency, to be notified of the Executive
    Inspector General's decision; however, if the Executive
    Inspector General reasonably determines that publicly
    acknowledging the existence of an investigation would
    interfere with the conduct or completion of that
    investigation, the notification may be withheld until
    public acknowledgment of the investigation would no longer
    interfere with that investigation;
        (3) to review statements and evidence given to the
    Executive Inspector General by the complainant and the
    Executive Inspector General's summarization of those
    statements and evidence, if such summary exists. The
    complainant may make suggestions of changes for the
    Executive Inspector General's consideration, but the
    Executive Inspector General shall have the final authority
    to determine what statements, evidence, and summaries are
    included in any report of the investigation;
        (4) to have a union representative, attorney,
    co-worker, or other support person who is not involved in
    the investigation, at the complainant's expense, present
    at any interview or meeting, whether in person or by
    telephone or audio-visual communication, between the
    complainant and the Executive Inspector General or
    Executive Ethics Commission;
        (5) to submit an impact statement that shall be
    included with the Executive Inspector General's summary
    report to the Executive Ethics Commission for its
    consideration;
        (6) to testify at a hearing held under subsection (g)
    of Section 20-50, to the extent the hearing is based on an
    allegation of a violation of Section 5-65 of this Act or
    subsection (a) of Section 4.7 of the Lobbyist Registration
    Act involving the complainant, and have a single union
    representative, attorney, co-worker, or other support
    person who is not involved in the investigation, at the
    complainant's expense, accompany him or her while
    testifying;
        (7) to review, within 5 business days prior to its
    release, any portion of a summary report of the
    investigation subject to public release under this Article
    related to the allegations concerning the complainant,
    after redactions made by the Executive Ethics Commission,
    and offer suggestions for redaction or provide a response
    that shall be made public with the summary report; and
        (8) to file a complaint with the Executive Ethics
    Commission for any violation of the complainant's rights
    under this Section by the Executive Inspector General.
    (c) The complainant shall have the sole discretion in
determining whether to exercise the rights set forth in this
Section. All rights under this Section shall be waived if the
complainant fails to cooperate with the Executive Inspector
General's investigation of the complaint.
    (d) The notice requirements imposed on Inspectors General
by this Section shall be waived if the Inspector General is
unable to identify or locate the complainant.
    (e) A complainant receiving a copy of any summary report,
in whole or in part, under this Section shall keep the report
confidential and shall not disclose the report prior to the
publication of the report by the Executive Ethics Commission. A
complainant that violates this subsection (e) shall be subject
to an administrative fine by the Executive Ethics Commission of
up to $5,000.
 
    (5 ILCS 430/25-5)
    Sec. 25-5. Legislative Ethics Commission.
    (a) The Legislative Ethics Commission is created.
    (b) The Legislative Ethics Commission shall consist of 8
commissioners appointed 2 each by the President and Minority
Leader of the Senate and the Speaker and Minority Leader of the
House of Representatives.
    The terms of the initial commissioners shall commence upon
qualification. Each appointing authority shall designate one
appointee who shall serve for a 2-year term running through
June 30, 2005. Each appointing authority shall designate one
appointee who shall serve for a 4-year term running through
June 30, 2007. The initial appointments shall be made within 60
days after the effective date of this Act.
    After the initial terms, commissioners shall serve for
4-year terms commencing on July 1 of the year of appointment
and running through June 30 of the fourth following year.
Commissioners may be reappointed to one or more subsequent
terms.
    Vacancies occurring other than at the end of a term shall
be filled by the appointing authority only for the balance of
the term of the commissioner whose office is vacant.
    Terms shall run regardless of whether the position is
filled.
    (c) The appointing authorities shall appoint commissioners
who have experience holding governmental office or employment
and may appoint commissioners who are members of the General
Assembly as well as commissioners from the general public. A
commissioner who is a member of the General Assembly must
recuse himself or herself from participating in any matter
relating to any investigation or proceeding in which he or she
is the subject or is a complainant. A person is not eligible to
serve as a commissioner if that person (i) has been convicted
of a felony or a crime of dishonesty or moral turpitude, (ii)
is, or was within the preceding 12 months, engaged in
activities that require registration under the Lobbyist
Registration Act, (iii) is a relative of the appointing
authority, (iv) is a State officer or employee other than a
member of the General Assembly, or (v) is a candidate for
statewide office, federal office, or judicial office.
    (c-5) If a commissioner is required to recuse himself or
herself from participating in a matter as provided in
subsection (c), the recusal shall create a temporary vacancy
for the limited purpose of consideration of the matter for
which the commissioner recused himself or herself, and the
appointing authority for the recusing commissioner shall make a
temporary appointment to fill the vacancy for consideration of
the matter for which the commissioner recused himself or
herself.
    (d) The Legislative Ethics Commission shall have
jurisdiction over current and former members of the General
Assembly regarding events occurring during a member's term of
office and current and former State employees regarding events
occurring during any period of employment where the State
employee's ultimate jurisdictional authority is (i) a
legislative leader, (ii) the Senate Operations Commission, or
(iii) the Joint Committee on Legislative Support Services. The
Legislative Ethics Commission shall have jurisdiction over
complainants in violation of subsection (e) of Section 25-63.
The jurisdiction of the Commission is limited to matters
arising under this Act.
    An officer or executive branch State employee serving on a
legislative branch board or commission remains subject to the
jurisdiction of the Executive Ethics Commission and is not
subject to the jurisdiction of the Legislative Ethics
Commission.
    (e) The Legislative Ethics Commission must meet, either in
person or by other technological means, monthly or as often as
necessary. At the first meeting of the Legislative Ethics
Commission, the commissioners shall choose from their number a
chairperson and other officers that they deem appropriate. The
terms of officers shall be for 2 years commencing July 1 and
running through June 30 of the second following year. Meetings
shall be held at the call of the chairperson or any 3
commissioners. Official action by the Commission shall require
the affirmative vote of 5 commissioners, and a quorum shall
consist of 5 commissioners. Commissioners shall receive no
compensation but may be reimbursed for their reasonable
expenses actually incurred in the performance of their duties.
    (f) No commissioner, other than a commissioner who is a
member of the General Assembly, or employee of the Legislative
Ethics Commission may during his or her term of appointment or
employment:
        (1) become a candidate for any elective office;
        (2) hold any other elected or appointed public office
    except for appointments on governmental advisory boards or
    study commissions or as otherwise expressly authorized by
    law;
        (3) be actively involved in the affairs of any
    political party or political organization; or
        (4) advocate for the appointment of another person to
    an appointed or elected office or position or actively
    participate in any campaign for any elective office.
    (f-5) No commissioner who is a member of the General
Assembly may be a candidate for statewide office, federal
office, or judicial office. If a commissioner who is a member
of the General Assembly files petitions to be a candidate for a
statewide office, federal office, or judicial office, he or she
shall be deemed to have resigned from his or her position as a
commissioner on the date his or her name is certified for the
ballot by the State Board of Elections or local election
authority and his or her position as a commissioner shall be
deemed vacant. Such person may not be reappointed to the
Commission during any time he or she is a candidate for
statewide office, federal office, or judicial office.
    (g) An appointing authority may remove a commissioner only
for cause.
    (h) The Legislative Ethics Commission shall appoint an
Executive Director subject to the approval of at least 3 of the
4 legislative leaders. The compensation of the Executive
Director shall be as determined by the Commission. The
Executive Director of the Legislative Ethics Commission may
employ, subject to the approval of at least 3 of the 4
legislative leaders, and determine the compensation of staff,
as appropriations permit.
    (i) In consultation with the Legislative Inspector
General, the Legislative Ethics Commission may develop
comprehensive training for members and employees under its
jurisdiction that includes, but is not limited to, sexual
harassment, employment discrimination, and workplace civility.
The training may be recommended to the ultimate jurisdictional
authorities and may be approved by the Commission to satisfy
the sexual harassment training required under Section 5-10.5 or
be provided in addition to the annual sexual harassment
training required under Section 5-10.5. The Commission may seek
input from governmental agencies or private entities for
guidance in developing such training.
(Source: P.A. 100-588, eff. 6-8-18; revised 10-11-18.)
 
    (5 ILCS 430/25-10)
    Sec. 25-10. Office of Legislative Inspector General.
    (a) The independent Office of the Legislative Inspector
General is created. The Office shall be under the direction and
supervision of the Legislative Inspector General and shall be a
fully independent office with its own appropriation.
    (b) The Legislative Inspector General shall be appointed
without regard to political affiliation and solely on the basis
of integrity and demonstrated ability. The Legislative Ethics
Commission shall diligently search out qualified candidates
for Legislative Inspector General and shall make
recommendations to the General Assembly. The Legislative
Inspector General may serve in a full-time, part-time, or
contractual capacity.
    The Legislative Inspector General shall be appointed by a
joint resolution of the Senate and the House of
Representatives, which may specify the date on which the
appointment takes effect. A joint resolution, or other document
as may be specified by the Joint Rules of the General Assembly,
appointing the Legislative Inspector General must be certified
by the Speaker of the House of Representatives and the
President of the Senate as having been adopted by the
affirmative vote of three-fifths of the members elected to each
house, respectively, and be filed with the Secretary of State.
The appointment of the Legislative Inspector General takes
effect on the day the appointment is completed by the General
Assembly, unless the appointment specifies a later date on
which it is to become effective.
    The Legislative Inspector General shall have the following
qualifications:
        (1) has not been convicted of any felony under the laws
    of this State, another state, or the United States;
        (2) has earned a baccalaureate degree from an
    institution of higher education; and
        (3) has 5 or more years of cumulative service (A) with
    a federal, State, or local law enforcement agency, at least
    2 years of which have been in a progressive investigatory
    capacity; (B) as a federal, State, or local prosecutor; (C)
    as a senior manager or executive of a federal, State, or
    local agency; (D) as a member, an officer, or a State or
    federal judge; or (E) representing any combination of (A)
    through (D).
    The Legislative Inspector General may not be a relative of
a commissioner.
    The term of the initial Legislative Inspector General shall
commence upon qualification and shall run through June 30,
2008.
    After the initial term, the Legislative Inspector General
shall serve for 5-year terms commencing on July 1 of the year
of appointment and running through June 30 of the fifth
following year. The Legislative Inspector General may be
reappointed to one or more subsequent terms. Terms shall run
regardless of whether the position is filled.
    (b-5) A vacancy occurring other than at the end of a term
shall be filled in the same manner as an appointment only for
the balance of the term of the Legislative Inspector General
whose office is vacant. Within 7 days of the Office becoming
vacant or receipt of a Legislative Inspector General's
prospective resignation, the vacancy shall be publicly posted
on the Commission's website, along with a description of the
requirements for the position and where applicants may apply.
    Within 45 days of the vacancy, the Commission shall
designate an Acting Legislative Inspector General who shall
serve until the vacancy is filled. The Commission shall file
the designation in writing with the Secretary of State.
    Within 60 days prior to the end of the term of the
Legislative Inspector General or within 30 days of the
occurrence of a vacancy in the Office of the Legislative
Inspector General, the Legislative Ethics Commission shall
establish a four-member search committee within the Commission
for the purpose of conducting a search for qualified candidates
to serve as Legislative Inspector General. The Speaker of the
House of Representatives, Minority Leader of the House, Senate
President, and Minority Leader of the Senate shall each appoint
one member to the search committee. A member of the search
committee shall be either a retired judge or former prosecutor
and may not be a member or employee of the General Assembly or
a registered lobbyist. If the Legislative Ethics Commission
wishes to recommend that the Legislative Inspector General be
re-appointed, a search committee does not need to be appointed.
    The search committee shall conduct a search for qualified
candidates, accept applications, and conduct interviews. The
search committee shall recommend up to 3 candidates for
Legislative Inspector General to the Legislative Ethics
Commission. The search committee shall be disbanded upon an
appointment of the Legislative Inspector General. Members of
the search committee are not entitled to compensation but shall
be entitled to reimbursement of reasonable expenses incurred in
connection with the performance of their duties.
    Within 30 days after the effective date of this amendatory
Act of the 100th General Assembly, the Legislative Ethics
Commission shall create a search committee in the manner
provided for in this subsection to recommend up to 3 candidates
for Legislative Inspector General to the Legislative Ethics
Commission by October 31, 2018.
    If a vacancy exists and the Commission has not appointed an
Acting Legislative Inspector General, either the staff of the
Office of the Legislative Inspector General, or if there is no
staff, the Executive Director, shall advise the Commission of
all open investigations and any new allegations or complaints
received in the Office of the Inspector General. These reports
shall not include the name of any person identified in the
allegation or complaint, including, but not limited to, the
subject of and the person filing the allegation or complaint.
Notification shall be made to the Commission on a weekly basis
unless the Commission approves of a different reporting
schedule.
    If the Office of the Inspector General is vacant for 6
months or more beginning on or after January 1, 2019, and the
Legislative Ethics Commission has not appointed an Acting
Legislative Inspector General, all complaints made to the
Legislative Inspector General or the Legislative Ethics
Commission shall be directed to the Inspector General for the
Auditor General, and he or she shall have the authority to act
as provided in subsection (c) of this Section and Section 25-20
of this Act, and shall be subject to all laws and rules
governing a Legislative Inspector General or Acting
Legislative Inspector General. The authority for the Inspector
General of the Auditor General under this paragraph shall
terminate upon appointment of a Legislative Inspector General
or an Acting Legislative Inspector General.
    (c) The Legislative Inspector General shall have
jurisdiction over the current and former members of the General
Assembly regarding events occurring during a member's term of
office and current and former State employees regarding events
occurring during any period of employment where the State
employee's ultimate jurisdictional authority is (i) a
legislative leader, (ii) the Senate Operations Commission, or
(iii) the Joint Committee on Legislative Support Services.
    The jurisdiction of each Legislative Inspector General is
to investigate allegations of fraud, waste, abuse,
mismanagement, misconduct, nonfeasance, misfeasance,
malfeasance, or violations of this Act or violations of other
related laws and rules.
    The Legislative Inspector General shall have jurisdiction
over complainants in violation of subsection (e) of Section
25-63 of this Act.
    (d) The compensation of the Legislative Inspector General
shall be the greater of an amount (i) determined by the
Commission or (ii) by joint resolution of the General Assembly
passed by a majority of members elected in each chamber.
Subject to Section 25-45 of this Act, the Legislative Inspector
General has full authority to organize the Office of the
Legislative Inspector General, including the employment and
determination of the compensation of staff, such as deputies,
assistants, and other employees, as appropriations permit.
Employment of staff is subject to the approval of at least 3 of
the 4 legislative leaders.
    (e) No Legislative Inspector General or employee of the
Office of the Legislative Inspector General may, during his or
her term of appointment or employment:
        (1) become a candidate for any elective office;
        (2) hold any other elected or appointed public office
    except for appointments on governmental advisory boards or
    study commissions or as otherwise expressly authorized by
    law;
        (3) be actively involved in the affairs of any
    political party or political organization; or
        (4) actively participate in any campaign for any
    elective office.
    A full-time Legislative Inspector General shall not engage
in the practice of law or any other business, employment, or
vocation.
    In this subsection an appointed public office means a
position authorized by law that is filled by an appointing
authority as provided by law and does not include employment by
hiring in the ordinary course of business.
    (e-1) No Legislative Inspector General or employee of the
Office of the Legislative Inspector General may, for one year
after the termination of his or her appointment or employment:
        (1) become a candidate for any elective office;
        (2) hold any elected public office; or
        (3) hold any appointed State, county, or local judicial
    office.
    (e-2) The requirements of item (3) of subsection (e-1) may
be waived by the Legislative Ethics Commission.
    (f) The Commission may remove the Legislative Inspector
General only for cause. At the time of the removal, the
Commission must report to the General Assembly the
justification for the removal.
(Source: P.A. 100-588, eff. 6-8-18.)
 
    (5 ILCS 430/25-50)
    Sec. 25-50. Investigation reports.
    (a) If the Legislative Inspector General, upon the
conclusion of an investigation, determines that reasonable
cause exists to believe that a violation has occurred, then the
Legislative Inspector General shall issue a summary report of
the investigation. The report shall be delivered to the
appropriate ultimate jurisdictional authority, to the head of
each State agency affected by or involved in the investigation,
if appropriate, and the member, if any, that is the subject of
the report. The appropriate ultimate jurisdictional authority
or agency head and the member, if any, that is the subject of
the report shall respond to the summary report within 20 days,
in writing, to the Legislative Inspector General. If the
ultimate jurisdictional authority is the subject of the report,
he or she may only respond to the summary report in his or her
capacity as the subject of the report and shall not respond in
his or her capacity as the ultimate jurisdictional authority.
The response shall include a description of any corrective or
disciplinary action to be imposed. If the appropriate ultimate
jurisdictional authority or the member that is the subject of
the report does not respond within 20 days, or within an
extended time as agreed to by the Legislative Inspector
General, the Legislative Inspector General may proceed under
subsection (c) as if a response had been received. A member
receiving and responding to a report under this Section shall
be deemed to be acting in his or her official capacity.
    (b) The summary report of the investigation shall include
the following:
        (1) A description of any allegations or other
    information received by the Legislative Inspector General
    pertinent to the investigation.
        (2) A description of any alleged misconduct discovered
    in the course of the investigation.
        (3) Recommendations for any corrective or disciplinary
    action to be taken in response to any alleged misconduct
    described in the report, including but not limited to
    discharge.
        (4) Other information the Legislative Inspector
    General deems relevant to the investigation or resulting
    recommendations.
    (c) Within 30 days after receiving a response from the
appropriate ultimate jurisdictional authority or agency head
under subsection (a), the Legislative Inspector General shall
notify the Commission and the Attorney General if the
Legislative Inspector General believes that a complaint should
be filed with the Commission. If the Legislative Inspector
General desires to file a complaint with the Commission, the
Legislative Inspector General shall submit the summary report
and supporting documents to the Attorney General. If the
Attorney General concludes that there is insufficient evidence
that a violation has occurred, the Attorney General shall
notify the Legislative Inspector General and the Legislative
Inspector General shall deliver to the Legislative Ethics
Commission a copy of the summary report and response from the
ultimate jurisdictional authority or agency head. If the
Attorney General determines that reasonable cause exists to
believe that a violation has occurred, then the Legislative
Inspector General, represented by the Attorney General, may
file with the Legislative Ethics Commission a complaint. The
complaint shall set forth the alleged violation and the grounds
that exist to support the complaint. Except as provided under
subsection (1.5) of Section 20, the complaint must be filed
with the Commission within 12 months after the Legislative
Inspector General's receipt of the allegation of the violation
18 months after the most recent act of the alleged violation or
of a series of alleged violations except where there is
reasonable cause to believe that fraudulent concealment has
occurred. To constitute fraudulent concealment sufficient to
toll this limitations period, there must be an affirmative act
or representation calculated to prevent discovery of the fact
that a violation has occurred. If a complaint is not filed with
the Commission within 6 months after notice by the Inspector
General to the Commission and the Attorney General, then the
Commission may set a meeting of the Commission at which the
Attorney General shall appear and provide a status report to
the Commission.
    (c-5) Within 30 days after receiving a response from the
appropriate ultimate jurisdictional authority or agency head
under subsection (a), if the Legislative Inspector General does
not believe that a complaint should be filed, the Legislative
Inspector General shall deliver to the Legislative Ethics
Commission a statement setting forth the basis for the decision
not to file a complaint and a copy of the summary report and
response from the ultimate jurisdictional authority or agency
head. The Inspector General may also submit a redacted version
of the summary report and response from the ultimate
jurisdictional authority if the Inspector General believes
either contains information that, in the opinion of the
Inspector General, should be redacted prior to releasing the
report, may interfere with an ongoing investigation, or
identifies an informant or complainant.
    (c-10) If, after reviewing the documents, the Commission
believes that further investigation is warranted, the
Commission may request that the Legislative Inspector General
provide additional information or conduct further
investigation. The Commission may also refer the summary report
and response from the ultimate jurisdictional authority to the
Attorney General for further investigation or review. If the
Commission requests the Attorney General to investigate or
review, the Commission must notify the Attorney General and the
Legislative Inspector General. The Attorney General may not
begin an investigation or review until receipt of notice from
the Commission. If, after review, the Attorney General
determines that reasonable cause exists to believe that a
violation has occurred, then the Attorney General may file a
complaint with the Legislative Ethics Commission. If the
Attorney General concludes that there is insufficient evidence
that a violation has occurred, the Attorney General shall
notify the Legislative Ethics Commission and the appropriate
Legislative Inspector General.
    (d) A copy of the complaint filed with the Legislative
Ethics Commission must be served on all respondents named in
the complaint and on each respondent's ultimate jurisdictional
authority in the same manner as process is served under the
Code of Civil Procedure.
    (e) A respondent may file objections to the complaint
within 30 days after notice of the petition has been served on
the respondent.
    (f) The Commission shall meet, at least 30 days after the
complaint is served on all respondents either in person or by
telephone, in a closed session to review the sufficiency of the
complaint. The Commission shall issue notice by certified mail,
return receipt requested, to the Legislative Inspector
General, the Attorney General, and all respondents of the
Commission's ruling on the sufficiency of the complaint. If the
complaint is deemed to sufficiently allege a violation of this
Act, then the Commission shall include a hearing date scheduled
within 4 weeks after the date of the notice, unless all of the
parties consent to a later date. If the complaint is deemed not
to sufficiently allege a violation, then the Commission shall
send by certified mail, return receipt requested, a notice to
the Legislative Inspector General, the Attorney General, and
all respondents the decision to dismiss the complaint.
    (g) On the scheduled date the Commission shall conduct a
closed meeting, either in person or, if the parties consent, by
telephone, on the complaint and allow all parties the
opportunity to present testimony and evidence. All such
proceedings shall be transcribed.
    (h) Within an appropriate time limit set by rules of the
Legislative Ethics Commission, the Commission shall (i)
dismiss the complaint, (ii) issue a recommendation of
discipline to the respondent and the respondent's ultimate
jurisdictional authority, (iii) impose an administrative fine
upon the respondent, (iv) issue injunctive relief as described
in Section 50-10, or (v) impose a combination of (ii) through
(iv).
    (i) The proceedings on any complaint filed with the
Commission shall be conducted pursuant to rules promulgated by
the Commission.
    (j) The Commission may designate hearing officers to
conduct proceedings as determined by rule of the Commission.
    (k) In all proceedings before the Commission, the standard
of proof is by a preponderance of the evidence.
    (l) Within 30 days after the issuance of a final
administrative decision that concludes that a violation
occurred, the Legislative Ethics Commission shall make public
the entire record of proceedings before the Commission, the
decision, any recommendation, any discipline imposed, and the
response from the agency head or ultimate jurisdictional
authority to the Legislative Ethics Commission.
(Source: P.A. 100-588, eff. 6-8-18.)
 
    (5 ILCS 430/25-63 new)
    Sec. 25-63. Rights of persons subjected to discrimination,
harassment, or sexual harassment.
    (a) As used in this Section, "complainant" means a known
person identified in a complaint filed with the Legislative
Inspector General as a person subjected to alleged
discrimination, harassment, or sexual harassment in violation
of Section 5-65 of this Act or Article 2 of the Illinois Human
Rights Act, regardless of whether the complaint is filed by the
person.
    (b) A complainant shall have the following rights:
        (1) within 5 business days of the Legislative Inspector
    General receiving a complaint in which the complainant is
    identified, to be notified by the Legislative Inspector
    General of the receipt of the complaint, the complainant's
    rights, and an explanation of the process, rules, and
    procedures related to the investigating an allegation, and
    the duties of the Legislative Inspector General and the
    Legislative Ethics Commission;
        (2) within 5 business days after the Legislative
    Inspector General's decision to open or close an
    investigation into the complaint or refer the complaint to
    another appropriate agency, to be notified of the
    Legislative Inspector General's decision; however, if the
    Legislative Inspector General reasonably determines that
    publicly acknowledging the existence of an investigation
    would interfere with the conduct or completion of that
    investigation, the notification may be withheld until
    public acknowledgment of the investigation would no longer
    interfere with that investigation;
        (3) to review statements and evidence given to the
    Legislative Inspector General by the complainant and the
    Legislative Inspector General's summarization of those
    statements and evidence, if such summary exists. The
    complainant may make suggestions of changes for the
    Legislative Inspector General's consideration, but the
    Legislative Inspector General shall have the final
    authority to determine what statements, evidence, and
    summaries are included in any report of the investigation;
        (4) to have a union representative, attorney,
    co-worker, or other support person who is not involved in
    the investigation, at the complainant's expense, present
    at any interview or meeting, whether in person or by
    telephone or audio-visual communication, between the
    complainant and the Legislative Inspector General or
    Legislative Ethics Commission;
        (5) to submit a complainant impact statement that shall
    be included with the Legislative Inspector General's
    summary report to the Legislative Ethics Commission for its
    consideration;
        (6) to testify at a hearing held under subsection (g)
    of Section 25-50, to the extent the hearing is based on an
    allegation of a violation of Section 5-65 of this Act
    involving the complainant, and have a single union
    representative, attorney, co-worker, or other support
    person who is not involved in the investigation, at the
    complainant's expense, accompany him or her while
    testifying;
        (7) to review, within 5 business days prior to its
    release, any portion of a summary report of the
    investigation subject to public release under this Article
    related to the allegations concerning the complainant,
    after redactions made by the Legislative Ethics
    Commission, and offer suggestions for redaction or provide
    a response that shall be made public with the summary
    report; and
        (8) to file a complaint with the Legislative Ethics
    Commission for any violation of the complainant's rights
    under this Section by the Legislative Inspector General.
    (c) The complainant shall have the sole discretion in
determining whether or not to exercise the rights set forth in
this Section. All rights under this Section shall be waived if
the complainant fails to cooperate with the Legislative
Inspector General's investigation of the complaint.
    (d) The notice requirements imposed on the Legislative
Inspector General by this Section shall be waived if the
Legislative Inspector General is unable to identify or locate
the complainant.
    (e) A complainant receiving a copy of any summary report,
in whole or in part, under this Section shall keep the report
confidential and shall not disclose the report prior to the
publication of the report by the Legislative Ethics Commission.
A complainant that violates this subsection (e) shall be
subject to an administrative fine by the Legislative Ethics
Commission of up to $5,000.
 
    (5 ILCS 430/70-5)
    Sec. 70-5. Adoption by governmental entities.
    (a) Within 6 months after the effective date of this Act,
each governmental entity other than a community college
district, and each community college district within 6 months
after the effective date of this amendatory Act of the 95th
General Assembly, shall adopt an ordinance or resolution that
regulates, in a manner no less restrictive than Section 5-15
and Article 10 of this Act, (i) the political activities of
officers and employees of the governmental entity and (ii) the
soliciting and accepting of gifts by and the offering and
making of gifts to officers and employees of the governmental
entity. No later than 60 days after the effective date of this
amendatory Act of the 100th General Assembly, each governmental
unit shall adopt an ordinance or resolution establishing a
policy to prohibit sexual harassment. The policy shall include,
at a minimum: (i) a prohibition on sexual harassment; (ii)
details on how an individual can report an allegation of sexual
harassment, including options for making a confidential report
to a supervisor, ethics officer, Inspector General, or the
Department of Human Rights; (iii) a prohibition on retaliation
for reporting sexual harassment allegations, including
availability of whistleblower protections under this Act, the
Whistleblower Act, and the Illinois Human Rights Act; and (iv)
the consequences of a violation of the prohibition on sexual
harassment and the consequences for knowingly making a false
report. Within 6 months after the effective date of this
amendatory Act of the 101st General Assembly, each governmental
unit that is not subject to the jurisdiction of a State or
local Inspector General shall adopt an ordinance or resolution
amending its sexual harassment policy to provide for a
mechanism for reporting and independent review of allegations
of sexual harassment made against an elected official of the
governmental unit by another elected official of a governmental
unit.
    (b) Within 3 months after the effective date of this
amendatory Act of the 93rd General Assembly, the Attorney
General shall develop model ordinances and resolutions for the
purpose of this Article. The Attorney General shall advise
governmental entities on their contents and adoption.
    (c) As used in this Article, (i) an "officer" means an
elected or appointed official; regardless of whether the
official is compensated, and (ii) an "employee" means a
full-time, part-time, or contractual employee.
(Source: P.A. 100-554, eff. 11-16-17.)
 
    Section 6-15. The Lobbyist Registration Act is amended by
changing Section 4.7 as follows:
 
    (25 ILCS 170/4.7)
    Sec. 4.7. Prohibition on sexual harassment.
    (a) All persons have the right to work in an environment
free from sexual harassment. All persons subject to this Act
shall refrain from sexual harassment of any person.
    (b) Until January 1, 2020 Beginning January 1, 2018, each
natural person required to register as a lobbyist under this
Act must complete, at least annually, a sexual harassment
training program provided by the Secretary of State. A natural
person registered under this Act must complete the training
program no later than 30 days after registration or renewal
under this Act. This requirement does not apply to a lobbying
entity or a client that hires a lobbyist that (i) does not have
employees of the lobbying entity or client registered as
lobbyists, or (ii) does not have an actual presence in
Illinois.
    (b-5) Beginning January 1, 2020, each natural person
required to register as a lobbyist under this Act must
complete, at least annually, a harassment and discrimination
prevention training program provided by the Secretary of State.
A natural person registered under this Act must complete the
training program no later than 30 days after registration or
renewal under this Act. This requirement does not apply to a
lobbying entity or a client that hires a lobbyist that (i) does
not have employees of the lobbying entity or client registered
as lobbyists, or (ii) does not have an actual presence in
Illinois. For the purposes of this subsection, "unlawful
discrimination" and "harassment" mean unlawful discrimination
and harassment prohibited under Section 2-102 of the Illinois
Human Rights Act.
    (c) No later than January 1, 2018, each natural person and
any entity required to register under this Act shall have a
written sexual harassment policy that shall include, at a
minimum: (i) a prohibition on sexual harassment; (ii) details
on how an individual can report an allegation of sexual
harassment, including options for making a confidential report
to a supervisor, ethics officer, Inspector General, or the
Department of Human Rights; (iii) a prohibition on retaliation
for reporting sexual harassment allegations, including
availability of whistleblower protections under the State
Officials and Employee Ethics Act, the Whistleblower Act, and
the Illinois Human Rights Act; and (iv) the consequences of a
violation of the prohibition on sexual harassment and the
consequences for knowingly making a false report.
    (d) For purposes of this Act, "sexual harassment" means any
unwelcome sexual advances or requests for sexual favors or any
conduct of a sexual nature when: (i) submission to such conduct
is made either explicitly or implicitly a term or condition of
an individual's employment; (ii) submission to or rejection of
such conduct by an individual is used as the basis for
employment decisions affecting such individual; or (iii) such
conduct has the purpose or effect of substantially interfering
with an individual's work performance or creating an
intimidating, hostile, or offensive working environment. For
the purposes of this definition, the phrase "working
environment" is not limited to a physical location an employee
is assigned to perform his or her duties and does not require
an employment relationship.
    (e) The Secretary of State shall adopt rules for the
implementation of this Section. In order to provide for the
expeditious and timely implementation of this Section, the
Secretary of State shall adopt emergency rules under subsection
(z) of Section 5-45 of the Illinois Administrative Procedure
Act for the implementation of this Section no later than 60
days after the effective date of this amendatory Act of the
100th General Assembly.
(Source: P.A. 100-554, eff. 11-16-17.)
 
Article 99.

 
    Section 99-97. Severability. The provisions of this Act are
severable under Section 1.31 of the Statute on Statutes.
 
    Section 99-99. Effective date. This Act takes effect
January 1, 2020, except that: (i) Article 5 takes effect July
1, 2020; and (ii) Article 6 and this Article take effect upon
becoming law.