101ST GENERAL ASSEMBLY
State of Illinois
2019 and 2020
SB1829

 

Introduced 2/15/2019, by Sen. Melinda Bush

 

SYNOPSIS AS INTRODUCED:
 
See Index

    Creates the Workplace Transparency Act. Provides that an employer shall not enter into a contract or agreement with an employee or applicant if that contract or agreement contains a nondisclosure or nondisparagement clause or forced arbitration clause that covers workplace harassment or discrimination, including sexual harassment or retaliation for reporting, resisting, opposing, or assisting in the investigation of workplace harassment or discrimination. Makes corresponding changes in the Uniform Arbitration Act, the Illinois Human Rights Act, and the Illinois Freedom to Work Act. Changes the definition of "sexual harassment" in the State Officials and Employees Ethics Act and the Lobbyist Registration Act. Amends the Code of Civil Procedure. Provides that no court shall enter an order or judgment that has the purpose or effect of concealing a public hazard or any information concerning a public hazard, nor shall the court enter an order or judgment that has the purpose or effect of concealing any information that may be useful to members of the public in protecting themselves from injury that may result from the public hazard. Further amends the Illinois Human Rights Act. Requires the Department of Human Rights to adopt a model sexual harassment prevention training program and provides that all employers shall use the model or establish a training program that equals or exceeds the minimum standards provided by the model. Makes other changes concerning: definitions; procedures following an employer's failure to post required notices; and employer disclosure requirements. Amends the Victims' Economic Security and Safety Act. Makes the Act applicable in instances of sexual harassment. Provides that a civil action may be brought to enforce the Act without first filing an administrative complaint. Makes other changes concerning definitions and documentation. Effective immediately.


LRB101 10761 LNS 55883 b

 

 

A BILL FOR

 

SB1829LRB101 10761 LNS 55883 b

1    AN ACT concerning civil law.
 
2    Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
 
4
Article 1.

 
5    Section 1-1. Short title. This Article may be cited as the
6Workplace Transparency Act. References in this Article to "this
7Act" mean this Article.
 
8    Section 1-5. Definitions. As used in this Act:
9    "Applicant" means an applicant for employment as an
10employee.
11    "Doing business with this State" means an entity or any of
12its subsidiaries or parent entities receiving State funds
13exceeding $100,000 in exchange for goods or services provided
14to the State or a third party. "Doing business with this State"
15includes, but is not limited to, persons or entities performing
16public work on State contracts, merchants of goods and services
17purchased by the State, and persons or entities providing
18services to third parties in exchange for funds provided
19directly by the State.
20    "Employee" has the same meaning as set forth in Section
212-101 of the Illinois Human Rights Act.
22    "Employer" has the same meaning as set forth in Section

 

 

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12-101 of the Illinois Human Rights Act.
2    "Forced arbitration clause" means a provision in a contract
3or agreement requiring that disputes between the parties to the
4contract or agreement are subjected to a binding dispute
5resolution procedure separate from federal or State judicial or
6administrative process, including contracts or agreements that
7either contain or do not provide the right to opt out of the
8agreement at a later date.
9    "Nondisclosure clause" means a provision in a contract or
10agreement establishing that the parties to the contract or
11agreement agree not to disclose information covered by the
12terms and conditions of the contract or agreement.
13    "Nondisparagement clause" means a provision in a contract
14or agreement requiring one or more parties to the contract or
15agreement not to make negative statements about the other.
16    "Sexual harassment" has the same meaning as set forth in
17Section 2-101 of the Illinois Human Rights Act.
 
18    Section 1-10. Prohibitions.
19    (a) An employer may not enter into a contract or agreement
20with an employee or applicant, as a condition of employment,
21promotion, compensation, benefits, or change in employment
22status or contractual relationship, or as a term, condition, or
23privilege of employment, if that contract or agreement contains
24a nondisclosure or nondisparagement clause that covers
25workplace harassment or discrimination, including sexual

 

 

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1harassment or retaliation for reporting, resisting, opposing,
2or assisting in the investigation of workplace harassment or
3discrimination. Any such nondisclosure or nondisparagement
4clause is severable, and all other provisions of the employment
5contract shall remain in effect.
6    (b) Notwithstanding any other provision of law, an employer
7may not enforce or attempt to enforce a nondisparagement clause
8or nondisclosure clause described in subsection (a).
9    (c) Except where inconsistent with federal law, an employer
10may not enter into a contract or agreement with an employee or
11applicant, as a condition of employment, promotion,
12compensation, benefits, or change in employment status or
13contractual relationship, or as a term, condition, or privilege
14of employment, if that contract or agreement contains a forced
15arbitration clause that covers workplace harassment or
16discrimination, including sexual harassment or retaliation for
17reporting, resisting, opposing, or assisting in the
18investigation of workplace harassment or discrimination. Any
19such forced arbitration clause is severable, and all other
20provisions of the employment contract shall remain in effect.
21    (d) Any forced arbitration clause in an employment contract
22is invalid, unenforceable, and void if the enforceability of
23the forced arbitration clause is governed by State law. A
24forced arbitration clause that is part of any written contract
25of employment of seamen, railroad employees, or any other class
26of workers engaged in foreign or interstate commerce or

 

 

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1otherwise exempted from the Federal Arbitration Act is
2unenforceable and void. Any such forced arbitration clause is
3severable, and all other provisions of the employment contract
4shall remain in effect.
5    (e) Except where inconsistent with federal law, an employer
6may not enforce or attempt to enforce a forced arbitration
7clause described in subsections (c) and (d).
 
8    Section 1-15. Voidable agreements. A contract or agreement
9containing a provision contrary to this Act that was entered
10into on or before the effective date of this Act shall be
11voidable by a party who entered into it under any of the
12following circumstances:
13    (1) while under duress in the execution of the contract or
14agreement;
15    (2) while incompetent or impaired at the time of execution
16of the contract or agreement; or
17    (3) while a minor at the time of execution of the contract
18or agreement, regardless of whether the person was represented
19at the time by counsel, a guardian, or a parent.
 
20    Section 1-20. Unconscionable terms.
21    (a) There is a rebuttable presumption that the following
22contractual terms are unconscionable if they are included in an
23employment contract or agreement and the employee or applicant
24does not draft the contract or agreement:

 

 

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1        (1) A requirement that resolution of legal claims take
2    place in an inconvenient venue. As used in this paragraph,
3    "inconvenient venue" means: (i) for State law claims, a
4    place other than the county in which the employee or
5    applicant resides or the contract was consummated; and (ii)
6    for federal law claims, a place other than the federal
7    judicial district in which the employee or applicant
8    resides or the contract was consummated.
9        (2) A waiver of the employee or applicant's right to
10    assert claims or seek remedies provided by State or federal
11    statute.
12        (3) A waiver of the employee or applicant's right to
13    seek punitive damages as provided by law.
14        (4) A provision limiting the time that an employee or
15    applicant may bring an action to a period shorter than the
16    applicable statute of limitations.
17        (5) A requirement that the employee or applicant pay
18    fees and costs to bring a legal claim substantially in
19    excess of the fees and costs that State or federal courts
20    require to bring a claim.
21    (b) An employer may not include one of the presumptively
22unconscionable terms identified in subsection (a) in an
23employment contract or agreement if the employee or applicant
24does not draft the contract.
 
25    Section 1-25. Settlement or separation agreements.

 

 

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1    (a) This Act does not apply to a nondisclosure clause or
2nondisparagement clause contained in a settlement agreement or
3separation agreement that resolves legal claims or disputes if:
4        (1) the legal claims accrued or the disputes arose
5    before the settlement agreement or separation agreement
6    was executed;
7        (2) the clauses are mutually agreed upon and mutually
8    benefit both the employer and the employee;
9        (3) the settlement or separation agreement is provided
10    to all parties and the employee or applicant has 21 days to
11    consider the agreement before it is executed; and
12        (4) for a period of at least 7 days following execution
13    of the agreement, the employee or applicant has the right
14    to revoke the agreement and the agreement is not effective
15    or enforceable until the revocation period has expired.
16    (b) An employer may not unilaterally include a
17nondisclosure clause or nondisparagement clause that solely
18benefits the employer in a separation or settlement agreement.
19    (c) Notwithstanding signing, before or after the effective
20date of this Act, a settlement or separation agreement
21containing a nondisclosure or nondisparagement clause, an
22employee or applicant retains any right that person would
23otherwise have had to report a concern about workplace
24harassment or discrimination, including sexual harassment or
25another violation of the law, to the Department of Human Rights
26or any other federal, State, or local agency, and any right

 

 

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1that person would otherwise have had to bring an action in a
2court of this State or of the United States.
 
3    Section 1-30. Enforcement. A violation of this Act
4constitutes a civil rights violation under the Illinois Human
5Rights Act.
 
6    Section 1-35. Application. If there is a conflict between
7any collective bargaining agreement and this Act, the
8collective bargaining agreement controls.
 
9    Section 1-40. Conditions on entities doing business with
10this State.
11    (a) An entity that includes forced arbitration clauses in
12any of its contracts or agreements with employees or applicants
13is prohibited from doing business with this State, unless 180
14days before doing business with this State, the entity, or its
15parent entity or subsidiary, provides reasonable notice to
16employees or applicants that it will cease enforcing forced
17arbitration clauses in employment contracts or agreements.
18    (b) An entity, or any of its parent entities or
19subsidiaries, is prohibited from doing business with this State
20if that entity, or any of its parent entities or subsidiaries,
21enforces forced arbitration clauses against any employee or
22applicant.
23    (c) Before the privilege of doing business with this State

 

 

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1is granted to any entity, the State agency representing this
2State in the business relationship shall confirm that the
3entity, its parent entities, and its subsidiaries do not form
4or enforce forced arbitration clauses against employees or
5applicants, and shall ensure, where appropriate, that a
6contract between this State and the entity includes a provision
7prohibiting that entity, its parent entities, and its
8subsidiaries from forming or enforcing forced arbitration
9clauses.
10    (d) If the Attorney General, after giving an entity doing
11business with this State notice and an opportunity to be heard,
12concludes that the entity has violated this Section, the
13Attorney General shall notify all State agencies doing business
14with the entity about the violation and may seek actual damages
15caused to this State by the violation.
16    (e) If a State agency receives notice from the Attorney
17General that an entity with whom the agency does business has
18violated this Section, the agency shall terminate its business
19dealings with the entity as soon as practical.
 
20    Section 1-45. Severability. The provisions of this Act are
21severable under Section 1.31 of the Statute on Statutes.
 
22
Article 2.

 
23    Section 2-5. The State Officials and Employees Ethics Act

 

 

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1is amended by changing Section 5-65 as follows:
 
2    (5 ILCS 430/5-65)
3    Sec. 5-65. Prohibition on sexual harassment.
4    (a) All persons have a right to work in an environment free
5from sexual harassment. All persons subject to this Act are
6prohibited from sexually harassing any person, regardless of
7any employment relationship or lack thereof.
8    (b) For purposes of this Act, "sexual harassment" means any
9unwelcome sexual advances, or requests for sexual favors, other
10verbal or physical conduct of a sexual nature, or any other
11conduct that has the purpose or effect of interfering with an
12individual's work performance or creating an intimidating,
13hostile, or offensive working environment because of the
14individual's actual or perceived sex. This includes, but is not
15limited to, conduct of a sexual nature when: (i) submission to
16such conduct is made either explicitly or implicitly a term or
17condition of an individual's employment; (ii) submission to or
18rejection of such conduct by an individual is used as the basis
19for employment decisions affecting such individual; or (iii)
20such conduct has the purpose or effect of substantially
21interfering with an individual's work performance or creating
22an intimidating, hostile, or offensive working environment.
23For purposes of this definition, the phrase "working
24environment" is not limited to a physical location an employee
25is assigned to perform his or her duties and does not require

 

 

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1an employment relationship.
2(Source: P.A. 100-554, eff. 11-16-17.)
 
3    Section 2-10. The Lobbyist Registration Act is amended by
4changing Section 4.7 as follows:
 
5    (25 ILCS 170/4.7)
6    Sec. 4.7. Prohibition on sexual harassment.
7    (a) All persons have the right to work in an environment
8free from sexual harassment. All persons subject to this Act
9shall refrain from sexual harassment of any person.
10    (b) Beginning January 1, 2018, each natural person required
11to register as a lobbyist under this Act must complete, at
12least annually, a sexual harassment training program provided
13by the Secretary of State. A natural person registered under
14this Act must complete the training program no later than 30
15days after registration or renewal under this Act. This
16requirement does not apply to a lobbying entity or a client
17that hires a lobbyist that (i) does not have employees of the
18lobbying entity or client registered as lobbyists, or (ii) does
19not have an actual presence in Illinois.
20    (c) No later than January 1, 2018, each natural person and
21any entity required to register under this Act shall have a
22written sexual harassment policy that shall include, at a
23minimum: (i) a prohibition on sexual harassment; (ii) details
24on how an individual can report an allegation of sexual

 

 

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1harassment, including options for making a confidential report
2to a supervisor, ethics officer, Inspector General, or the
3Department of Human Rights; (iii) a prohibition on retaliation
4for reporting sexual harassment allegations, including
5availability of whistleblower protections under the State
6Officials and Employee Ethics Act, the Whistleblower Act, and
7the Illinois Human Rights Act; and (iv) the consequences of a
8violation of the prohibition on sexual harassment and the
9consequences for knowingly making a false report.
10    (d) For purposes of this Act, "sexual harassment" means any
11unwelcome sexual advances, or requests for sexual favors, other
12verbal or physical conduct of a sexual nature, or any other
13conduct that has the purpose or effect of interfering with an
14individual's work performance or creating an intimidating,
15hostile, or offensive working environment because of the
16individual's actual or perceived sex. This includes, but is not
17limited to, conduct of a sexual nature when: (i) submission to
18such conduct is made either explicitly or implicitly a term or
19condition of an individual's employment; (ii) submission to or
20rejection of such conduct by an individual is used as the basis
21for employment decisions affecting such individual; or (iii)
22such conduct has the purpose or effect of substantially
23interfering with an individual's work performance or creating
24an intimidating, hostile, or offensive working environment.
25For the purposes of this definition, the phrase "working
26environment" is not limited to a physical location an employee

 

 

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1is assigned to perform his or her duties and does not require
2an employment relationship.
3    (e) The Secretary of State shall adopt rules for the
4implementation of this Section. In order to provide for the
5expeditious and timely implementation of this Section, the
6Secretary of State shall adopt emergency rules under subsection
7(z) of Section 5-45 of the Illinois Administrative Procedure
8Act for the implementation of this Section no later than 60
9days after the effective date of this amendatory Act of the
10100th General Assembly.
11(Source: P.A. 100-554, eff. 11-16-17.)
 
12    Section 2-15. The Uniform Arbitration Act is amended by
13changing Section 1 as follows:
 
14    (710 ILCS 5/1)  (from Ch. 10, par. 101)
15    Sec. 1. Validity of arbitration agreement. A written
16agreement to submit any existing controversy to arbitration or
17a provision in a written contract to submit to arbitration any
18controversy thereafter arising between the parties is valid,
19enforceable and irrevocable save upon such grounds as exist for
20the revocation of any contract, except: (1) as provided in the
21Workplace Transparency Act; and (2) that any agreement between
22a patient and a hospital or health care provider to submit to
23binding arbitration a claim for damages arising out of (i) (1)
24injuries alleged to have been received by a patient, or (ii)

 

 

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1(2) death of a patient, due to hospital or health care provider
2negligence or other wrongful act, but not including intentional
3torts, is also subject to the Health Care Arbitration Act.
4(Source: P.A. 80-1012; 80-1031.)
 
5    Section 2-20. The Code of Civil Procedure is amended by
6adding Section 2-2302 as follows:
 
7    (735 ILCS 5/2-2302 new)
8    Sec. 2-2302. Settlement of public hazard cases.
9    (a) This Section may be referred to as the Sunshine in
10Litigation Law.
11    (b) As used in this Section, "public hazard" means an
12instrumentality, including, but not limited to, any device,
13instrument, person, procedure, product, or a condition of a
14device, instrument, person, procedure, or product, that has
15caused and is likely to cause injury.
16    (c) Except as otherwise provided by this Section, no court
17shall enter an order or judgment that has the purpose or effect
18of concealing a public hazard or any information concerning a
19public hazard, nor shall the court enter an order or judgment
20that has the purpose or effect of concealing any information
21that may be useful to members of the public in protecting
22themselves from injury that may result from the public hazard.
23    (d) Any portion of an agreement or contract that has the
24purpose or effect of concealing a public hazard, any

 

 

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1information concerning a public hazard, or any information that
2may be useful to members of the public in protecting themselves
3from injury that may result from the public hazard, is void,
4contrary to public policy, and may not be enforced.
5    (e) A trade secret, as defined by Section 2 of the Illinois
6Trade Secrets Act, or other competitively sensitive,
7confidential, or proprietary information that is not pertinent
8to the public hazard shall remain confidential.
9    (f) Any substantially affected person, including, but not
10limited to, a representative of news media, has standing to
11contest an order, judgment, agreement, or contract that
12violates this Section. A person may contest an order, judgment,
13agreement, or contract that violates this Section by motion in
14the court that entered the order or judgment, or by bringing a
15declaratory judgment action.
16    (g) Upon motion and good cause shown by a party attempting
17to prevent disclosure of information or material that has not
18previously been disclosed, including, but not limited to, an
19alleged trade secret, the court shall examine the disputed
20information or material in camera. If the court finds that the
21information or material or portions thereof consist of
22information concerning a public hazard or information that may
23be useful to members of the public in protecting themselves
24from injury that may result from a public hazard, the court
25shall allow disclosure of the information or material. If
26allowing disclosure, the court shall allow disclosure of only

 

 

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1that portion of the information or material necessary or useful
2to the public regarding the public hazard.
3    (h) Any portion of an agreement or contract that has the
4purpose or effect of concealing information relating to the
5settlement or resolution of any claim or action involving a
6public hazard against this State, its agencies, or subdivisions
7or against any municipality or constitutionally created body or
8commission is void, contrary to public policy, and may not be
9enforced. Any person has standing to contest an order,
10judgment, agreement, or contract that violates this Section. A
11person may contest an order, judgment, agreement, or contract
12that violates this subsection by motion in the court that
13entered the order or judgment, or by bringing a declaratory
14judgment action.
15    Any person having custody of any document, record,
16contract, or agreement relating to any settlement as set forth
17in this Section shall maintain the public record in compliance
18with the State Records Act.
19    A custodian who fails to disclose and provide any document,
20record, contract, or agreement pursuant to this Section is
21subject to the sanctions set forth in Section 11 of the State
22Records Act.
23    (i) A governmental entity, except a municipality or county,
24that settles a claim in tort involving a public hazard that
25requires the expenditure of public funds in excess of $5,000
26shall provide notice of the settlement in the county in which

 

 

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1the claim arose within 60 days of entering into the settlement;
2however, notice is not required if the settlement is approved
3by a court of competent jurisdiction.
 
4    Section 2-25. The Illinois Human Rights Act is amended by
5changing Sections 2-101, 5A-101, and 6-102 and by adding
6Sections 2-108 and 7-114 as follows:
 
7    (775 ILCS 5/2-101)  (from Ch. 68, par. 2-101)
8    Sec. 2-101. Definitions. The following definitions are
9applicable strictly in the context of this Article.
10    (A) Employee.
11        (1) "Employee" includes:
12            (a) Any individual performing services for
13        remuneration within this State for an employer,
14        including, but not limited to, a contractor,
15        subcontractor, vendor, consultant, or other person
16        providing services pursuant to a contract in the
17        workplace;
18            (b) An apprentice;
19            (c) An applicant for any apprenticeship.
20        For purposes of subsection (D) of Section 2-102 of this
21    Act, "employee" also includes an unpaid intern. An unpaid
22    intern is a person who performs work for an employer under
23    the following circumstances:
24            (i) the employer is not committed to hiring the

 

 

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1        person performing the work at the conclusion of the
2        intern's tenure;
3            (ii) the employer and the person performing the
4        work agree that the person is not entitled to wages for
5        the work performed; and
6            (iii) the work performed:
7                (I) supplements training given in an
8            educational environment that may enhance the
9            employability of the intern;
10                (II) provides experience for the benefit of
11            the person performing the work;
12                (III) does not displace regular employees;
13                (IV) is performed under the close supervision
14            of existing staff; and
15                (V) provides no immediate advantage to the
16            employer providing the training and may
17            occasionally impede the operations of the
18            employer.
19        (2) "Employee" does not include:
20            (a) (Blank);
21            (b) Individuals employed by persons who are not
22        "employers" as defined by this Act;
23            (c) Elected public officials or the members of
24        their immediate personal staffs;
25            (d) Principal administrative officers of the State
26        or of any political subdivision, municipal corporation

 

 

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1        or other governmental unit or agency;
2            (e) A person in a vocational rehabilitation
3        facility certified under federal law who has been
4        designated an evaluee, trainee, or work activity
5        client.
6    (B) Employer.
7        (1) "Employer" includes:
8            (a) Any person employing 15 or more employees
9        within Illinois during 20 or more calendar weeks within
10        the calendar year of or preceding the alleged
11        violation;
12            (b) Any person employing one or more employees when
13        a complainant alleges civil rights violation due to
14        unlawful discrimination based upon his or her physical
15        or mental disability unrelated to ability, pregnancy,
16        or sexual harassment;
17            (c) The State and any political subdivision,
18        municipal corporation or other governmental unit or
19        agency, without regard to the number of employees;
20            (d) Any party to a public contract without regard
21        to the number of employees;
22            (e) A joint apprenticeship or training committee
23        without regard to the number of employees.
24        (2) "Employer" does not include any religious
25    corporation, association, educational institution,
26    society, or non-profit nursing institution conducted by

 

 

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1    and for those who rely upon treatment by prayer through
2    spiritual means in accordance with the tenets of a
3    recognized church or religious denomination with respect
4    to the employment of individuals of a particular religion
5    to perform work connected with the carrying on by such
6    corporation, association, educational institution, society
7    or non-profit nursing institution of its activities.
8    (C) Employment Agency. "Employment Agency" includes both
9public and private employment agencies and any person, labor
10organization, or labor union having a hiring hall or hiring
11office regularly undertaking, with or without compensation, to
12procure opportunities to work, or to procure, recruit, refer or
13place employees.
14    (D) Labor Organization. "Labor Organization" includes any
15organization, labor union, craft union, or any voluntary
16unincorporated association designed to further the cause of the
17rights of union labor which is constituted for the purpose, in
18whole or in part, of collective bargaining or of dealing with
19employers concerning grievances, terms or conditions of
20employment, or apprenticeships or applications for
21apprenticeships, or of other mutual aid or protection in
22connection with employment, including apprenticeships or
23applications for apprenticeships.
24    (E) Sexual Harassment. "Sexual harassment" means any
25unwelcome sexual advances, or requests for sexual favors, other
26verbal or physical conduct of a sexual nature, or any other

 

 

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1conduct that has the purpose or effect of interfering with an
2individual's work performance or creating an intimidating,
3hostile, or offensive working environment because of the
4individual's actual or perceived sex. This includes, but is not
5limited to, conduct of a sexual nature when (1) submission to
6such conduct is made either explicitly or implicitly a term or
7condition of an individual's employment, (2) submission to or
8rejection of such conduct by an individual is used as the basis
9for employment decisions affecting such individual, or (3) such
10conduct has the purpose or effect of substantially interfering
11with an individual's work performance or creating an
12intimidating, hostile or offensive working environment.
13    For purposes of this definition, the phrase "working
14environment" is not limited to a physical location an employee
15is assigned to perform his or her duties and does not require
16an employment relationship.
17    (F) Religion. "Religion" with respect to employers
18includes all aspects of religious observance and practice, as
19well as belief, unless an employer demonstrates that he is
20unable to reasonably accommodate an employee's or prospective
21employee's religious observance or practice without undue
22hardship on the conduct of the employer's business.
23    (G) Public Employer. "Public employer" means the State, an
24agency or department thereof, unit of local government, school
25district, instrumentality or political subdivision.
26    (H) Public Employee. "Public employee" means an employee of

 

 

SB1829- 21 -LRB101 10761 LNS 55883 b

1the State, agency or department thereof, unit of local
2government, school district, instrumentality or political
3subdivision. "Public employee" does not include public
4officers or employees of the General Assembly or agencies
5thereof.
6    (I) Public Officer. "Public officer" means a person who is
7elected to office pursuant to the Constitution or a statute or
8ordinance, or who is appointed to an office which is
9established, and the qualifications and duties of which are
10prescribed, by the Constitution or a statute or ordinance, to
11discharge a public duty for the State, agency or department
12thereof, unit of local government, school district,
13instrumentality or political subdivision.
14    (J) Eligible Bidder. "Eligible bidder" means a person who,
15prior to contract award or prior to bid opening for State
16contracts for construction or construction-related services,
17has filed with the Department a properly completed, sworn and
18currently valid employer report form, pursuant to the
19Department's regulations. The provisions of this Article
20relating to eligible bidders apply only to bids on contracts
21with the State and its departments, agencies, boards, and
22commissions, and the provisions do not apply to bids on
23contracts with units of local government or school districts.
24    (K) Citizenship Status. "Citizenship status" means the
25status of being:
26        (1) a born U.S. citizen;

 

 

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1        (2) a naturalized U.S. citizen;
2        (3) a U.S. national; or
3        (4) a person born outside the United States and not a
4    U.S. citizen who is not an unauthorized alien and who is
5    protected from discrimination under the provisions of
6    Section 1324b of Title 8 of the United States Code, as now
7    or hereafter amended.
8(Source: P.A. 99-78, eff. 7-20-15; 99-758, eff. 1-1-17; 100-43,
9eff. 8-9-17.)
 
10    (775 ILCS 5/2-108 new)
11    Sec. 2-108. Employer disclosure requirements.
12    (A) Definitions. The following definitions are applicable
13strictly to this Section:
14        (1) "Employer" includes:
15            (a) any party to a public contract without regard
16        to the number of employees;
17            (b) any person employing 100 or more employees
18        within this State during 20 or more calendar weeks
19        within the preceding calendar year; and
20            (c) the State and any political subdivision,
21        municipal corporation, or other governmental unit or
22        agency, without regard to the number of employees.
23        (2) "Settlement" means any commitment or agreement,
24    without regard to whether the commitment or agreement is in
25    writing, including any agreed judgment, stipulation,

 

 

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1    decree, agreement to settle, assurance of discontinuance,
2    or otherwise, under which the employer directly or
3    indirectly:
4            (a) provides to an individual compensation or
5        other consideration because of an allegation that the
6        individual has been a victim of sexual harassment or
7        unlawful discrimination under this Act; or
8            (b) establishes conditions that affect the terms
9        of the employment, including terminating the
10        employment of the individual with the employer:
11            (i) because of the experience of the individual
12        with, or the participation of the individual in, an
13        alleged act of sexual harassment or unlawful
14        discrimination under this Act; and
15            (ii) in exchange for which the individual agrees or
16        commits not to bring legal, administrative, or any
17        other type of action against the employer; or publicly
18        disclose, for a period of any length, any information
19        regarding the alleged act on which the commitment or
20        agreement, as applicable, is based.
21    (B) Required disclosures. Beginning July 1, 2020, each
22employer under this Section must disclose annually to the
23Department of Human Rights the following information:
24        (1) the total number of settlements entered into during
25    the preceding year by the employer, a corporate executive
26    of the employer, or a subsidiary, a contractor, or a

 

 

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1    subcontractor of the employer that relate to any alleged
2    act of sexual harassment or unlawful discrimination that:
3            (a) occurred in the workplace of the employer or a
4        subsidiary, contractor, or subcontractor of the
5        employer; or
6            (b) involved the behavior of an employee of the
7        employer, a corporate executive of the employer, or a
8        subsidiary, contractor, or subcontractor of the
9        employer, without regard to whether that behavior
10        occurred in the workplace of the employer, subsidiary,
11        contractor, or subcontractor;
12        (2) the total and average dollar amount paid with
13    respect to the settlements described in paragraph (1);
14        (3) how many settlements described in paragraph (1) are
15    in each of the following categories:
16            (a) sexual harassment or discrimination on the
17        basis of sex;
18            (b) discrimination or harassment on the basis of
19        race, color, or national origin;
20            (c) discrimination or harassment on the basis of
21        religion;
22            (d) discrimination or harassment on the basis of
23        age;
24            (e) discrimination or harassment on the basis of
25        disability;
26            (f) discrimination or harassment on the basis of

 

 

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1        military status or unfavorable discharge from military
2        status;
3            (g) discrimination or harassment on the basis of
4        sexual orientation or gender identity; and
5            (h) discrimination or harassment on the basis of
6        any other characteristic protected under this Act;
7        (4) the total number of adverse judgments or
8    administrative rulings during the preceding year based on
9    claims of sexual harassment or unlawful discrimination
10    brought under this Act, Title VII of the Civil Rights Act
11    of 1964, or any other federal, State, or local law
12    prohibiting sexual harassment or unlawful discrimination;
13        (5) the total and the average dollar amount of those
14    adverse judgments or administrative rulings described in
15    paragraph (4);
16        (6) whether any equitable relief was ordered against
17    the employer in any adverse judgment or administrative
18    ruling described in paragraph (4);
19        (7) how many adverse judgments or administrative
20    rulings described in paragraph (4) are in each of the
21    following categories:
22            (a) sexual harassment or discrimination on the
23        basis of sex;
24            (b) discrimination or harassment on the basis of
25        race, color, or national origin;
26            (c) discrimination or harassment on the basis of

 

 

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1        religion;
2            (d) discrimination or harassment on the basis of
3        age;
4            (e) discrimination or harassment on the basis of
5        disability;
6            (f) discrimination or harassment on the basis of
7        military status or unfavorable discharge from military
8        status;
9            (g) discrimination or harassment on the basis of
10        sexual orientation or gender identity; and
11            (h) discrimination or harassment on the basis of
12        any other characteristic protected under this Act;
13        (8) the average length of time required for the
14    employer to resolve a complaint relating to sexual
15    harassment or unlawful discrimination during the preceding
16    year;
17        (9) as of the date on which the disclosure is made, the
18    total number of complaints relating to sexual harassment or
19    unlawful discrimination that the employer is working to
20    resolve through:
21            (a) processes that are internal to the employer;
22            (b) mediation or arbitration; and
23            (c) litigation; and
24        (10) a description of measures taken by the employer or
25    any subsidiary, contractor, or subcontractor of the
26    employer to prevent sexual harassment and unlawful

 

 

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1    discrimination in the workplace.
2    (C) Prohibited disclosures. An employer may not disclose
3the name of a victim of an act of alleged sexual harassment or
4unlawful discrimination in any disclosures required under this
5Section.
6    (D) Annual reporting. The Department shall publish an
7annual report containing an anonymized summary of the
8disclosures made under this Section and that report shall be
9filed with the General Assembly.
10    (E) Continuing violations. The Department shall open a
11preliminary investigation if the information disclosed under
12this Section identifies an employer, a corporate executive of
13the employer, or a subsidiary, contractor, or subcontractor of
14the employer who has:
15        (1) disclosed more than 10 separate settlements,
16    adverse judgments, or administrative rulings in the
17    preceding year; or
18        (2) disclosed settlements, adverse judgments, or
19    administrative rulings requiring the employer to pay more
20    than $1 million during the preceding year. If a continuing
21    violation is found, the Department shall initiate a charge
22    of a civil rights violation.
23    (G) Failure to report and penalties. If an employer fails
24to make any disclosures required under this Section, the
25Department shall issue a notice to show cause giving the
26employer 30 days to disclose the required information. If the

 

 

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1employer does not make the required disclosures within 30 days,
2the Department shall initiate a charge of a civil rights
3violation.
4    (H) Rules. The Department shall adopt any rules it deems
5necessary for implementation of this Section.
 
6    (775 ILCS 5/5A-101)  (from Ch. 68, par. 5A-101)
7    Sec. 5A-101. Definitions. The following definitions are
8applicable strictly in the content of this Article, except that
9the term "sexual harassment in elementary, secondary, and
10higher education" as defined herein has the meaning herein
11ascribed to it whenever that term is used anywhere in this Act.
12    (A) Institution of Elementary, Secondary, or Higher
13Education. "Institution of elementary, secondary, or higher
14education" means: (1) a publicly or privately operated
15university, college, community college, junior college,
16business or vocational school, or other educational
17institution offering degrees and instruction beyond the
18secondary school level; or (2) a publicly or privately operated
19elementary school or secondary school.
20    (B) Degree. "Degree" means: (1) a designation,
21appellation, series of letters or words or other symbols which
22signifies or purports to signify that the recipient thereof has
23satisfactorily completed an organized academic, business or
24vocational program of study offered beyond the secondary school
25level; or (2) a designation signifying that the recipient has

 

 

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1graduated from an elementary school or secondary school.
2    (C) Student. "Student" means any individual admitted to or
3applying for admission to an institution of elementary,
4secondary, or higher education, or enrolled on a full or part
5time basis in a course or program of academic, business or
6vocational instruction offered by or through an institution of
7elementary, secondary, or higher education.
8    (D) Elementary, Secondary, or Higher Education
9Representative. "Elementary, secondary, or higher education
10representative" means and includes the president, chancellor
11or other holder of any executive office on the administrative
12staff of an institution of higher education, an administrator
13of an elementary school or secondary school, a member of the
14faculty of an institution of higher education, including but
15not limited to a dean or associate or assistant dean, a
16professor or associate or assistant professor, and a full or
17part time instructor or visiting professor, including a
18graduate assistant or other student who is employed on a
19temporary basis of less than full time as a teacher or
20instructor of any course or program of academic, business or
21vocational instruction offered by or through an institution of
22higher education, and any teacher, instructor, or other
23employee of an elementary school or secondary school.
24    (E) Sexual Harassment in Elementary, Secondary, and Higher
25Education. "Sexual harassment in elementary, secondary, and
26higher education" means any unwelcome sexual advances, or

 

 

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1requests for sexual favors, other verbal or physical conduct of
2a sexual nature, or any other conduct that has the purpose or
3effect of creating an intimidating, hostile, or offensive
4educational environment because of the individual's actual or
5perceived sex made by an elementary, secondary, or higher
6education representative to a student, or any conduct of a
7sexual nature exhibited by an elementary, secondary, or higher
8education representative toward a student, when such conduct
9has the purpose of substantially interfering with the student's
10educational performance or creating an intimidating, hostile
11or offensive educational environment; or when the elementary,
12secondary, or higher education representative either
13explicitly or implicitly makes the student's submission to such
14conduct a term or condition of, or uses the student's
15submission to or rejection of such conduct as a basis for
16determining:
17        (1) Whether the student will be admitted to an
18    institution of elementary, secondary, or higher education;
19        (2) The educational performance required or expected
20    of the student;
21        (3) The attendance or assignment requirements
22    applicable to the student;
23        (4) To what courses, fields of study or programs,
24    including honors and graduate programs, the student will be
25    admitted;
26        (5) What placement or course proficiency requirements

 

 

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1    are applicable to the student;
2        (6) The quality of instruction the student will
3    receive;
4        (7) What tuition or fee requirements are applicable to
5    the student;
6        (8) What scholarship opportunities are available to
7    the student;
8        (9) What extracurricular teams the student will be a
9    member of or in what extracurricular competitions the
10    student will participate;
11        (10) Any grade the student will receive in any
12    examination or in any course or program of instruction in
13    which the student is enrolled;
14        (11) The progress of the student toward successful
15    completion of or graduation from any course or program of
16    instruction in which the student is enrolled; or
17        (12) What degree, if any, the student will receive.
18(Source: P.A. 96-1319, eff. 7-27-10.)
 
19    (775 ILCS 5/6-102)
20    Sec. 6-102. Violations of other Acts. A person who violates
21the Section 11-117-12.2 of the Illinois Municipal Code, Section
22224.05 of the Illinois Insurance Code, Section 8-201.5 of the
23Public Utilities Act, Sections 2-1401.1, 9-107.10, 9-107.11,
24and 15-1501.6 of the Code of Civil Procedure, Section 4.05 of
25the Interest Act, the Military Personnel Cellular Phone

 

 

SB1829- 32 -LRB101 10761 LNS 55883 b

1Contract Termination Act, Section 405-272 of the Civil
2Administrative Code of Illinois, Section 10-63 of the Illinois
3Administrative Procedure Act, Sections 30.25 and 30.30 of the
4Military Code of Illinois, Section 16 of the Landlord and
5Tenant Act, Section 26.5 of the Retail Installment Sales Act,
6or Section 37 of the Motor Vehicle Leasing Act, or the
7Workplace Transparency Act commits a civil rights violation
8within the meaning of this Act.
9(Source: P.A. 100-1101, eff. 1-1-19.)
 
10    (775 ILCS 5/7-114 new)
11    Sec. 7-114. Sexual harassment prevention training.
12    (A) The General Assembly finds that the Equal Employment
13Opportunity Commission estimates that 25% to 85% of working
14women have experienced sexual harassment on the job.
15Organizational tolerance of sexual harassment has a
16detrimental influence in workplaces by creating a hostile
17environment for women, reducing productivity, and increasing
18legal liability. It is the General Assembly's intent to
19encourage employers to adopt and actively implement policies to
20ensure their workplaces are safe for women to report concerns
21about sexual harassment without fear of retaliation, loss of
22status, or loss of promotional opportunities.
23    (B) The Department shall produce a model sexual harassment
24prevention training program aimed at the prevention of sexual
25harassment in the workplace. This model program shall be

 

 

SB1829- 33 -LRB101 10761 LNS 55883 b

1interactive and, at a minimum, include the following:
2        (1) an explanation of sexual harassment consistent
3    with this Act;
4        (2) examples of conduct that constitutes unlawful
5    sexual harassment;
6        (3) a summary of federal and State statutory provisions
7    concerning sexual harassment and remedies available to
8    victims of sexual harassment;
9        (4) a summary of employees' rights and available
10    remedies and forums to adjudicate complaints;
11        (5) examples of appropriate and inappropriate conduct
12    by supervisors; and
13        (6) a summary of additional responsibilities of
14    supervisors in the prevention, investigation, and
15    adjudication of sexual harassment.
16    (C) Every employer shall use the model sexual harassment
17prevention training program under this Section or establish a
18training program for employees and supervisors to prevent
19sexual harassment that equals or exceeds the minimum standards
20provided by the model training. The sexual harassment
21prevention training shall be provided to all employees on an
22annual basis.
23    (D) An employer who violates this Section is subject to a
24civil penalty as follows:
25        (1) For an employer with fewer than 4 employees: a
26    penalty not to exceed $500 for a first offense; a penalty

 

 

SB1829- 34 -LRB101 10761 LNS 55883 b

1    not to exceed $1,000 for a second offense; a penalty not to
2    exceed $3,000 for a third or subsequent offense.
3        (2) For an employer with 4 or more employees: a penalty
4    not to exceed $1,000 for a first offense; a penalty not to
5    exceed $3,000 for a second offense; a penalty not to exceed
6    $5,000 for a third or subsequent offense.
7    The appropriateness of the penalty to the size of the
8business of the employer charged and the gravity of the
9violation shall be considered in determining the amount of the
10penalty. The penalty may be recovered in a civil action brought
11by the Director in any circuit court.
 
12    Section 2-30. The Illinois Freedom to Work Act is amended
13by adding Section 20 as follows:
 
14    (820 ILCS 90/20 new)
15    Sec. 20. Nondisclosure agreements prohibited.
16    (a) No employer shall enter into a nondisclosure agreement
17with any low-wage employee of the employer.
18    (b) A nondisclosure agreement between an employer and a
19low-wage employee is illegal and void.
 
20    Section 2-35. The Victims' Economic Security and Safety Act
21is amended by changing Sections 10, 15, 20, 25, 30, 35, and 45
22as follows:
 

 

 

SB1829- 35 -LRB101 10761 LNS 55883 b

1    (820 ILCS 180/10)
2    Sec. 10. Definitions. In this Act, except as otherwise
3expressly provided:
4        (1) "Commerce" includes trade, traffic, commerce,
5    transportation, or communication; and "industry or
6    activity affecting commerce" means any activity, business,
7    or industry in commerce or in which a labor dispute would
8    hinder or obstruct commerce or the free flow of commerce,
9    and includes "commerce" and any "industry affecting
10    commerce".
11        (2) "Course of conduct" means a course of repeatedly
12    maintaining a visual or physical proximity to a person or
13    conveying oral or written threats, including threats
14    conveyed through electronic communications, or threats
15    implied by conduct.
16        (3) "Department" means the Department of Labor.
17        (4) "Director" means the Director of Labor.
18        (5) "Domestic or sexual violence" means domestic
19    violence, sexual assault, or stalking.
20        (6) "Domestic violence" means abuse, as defined in
21    Section 103 of the Illinois Domestic Violence Act of 1986,
22    by a family or household member, as defined in Section 103
23    of the Illinois Domestic Violence Act of 1986.
24        (7) "Electronic communications" includes
25    communications via telephone, mobile phone, computer,
26    e-mail, video recorder, fax machine, telex, or pager,

 

 

SB1829- 36 -LRB101 10761 LNS 55883 b

1    online platform (including, but not limited to, any
2    public-facing website, web application, digital
3    application, or social network), or any other electronic
4    communication, as defined in Section 12-7.5 of the Criminal
5    Code of 2012.
6        (8) "Employ" includes to suffer or permit to work.
7        (9) Employee.
8            (A) In general. "Employee" means any person
9        employed by an employer.
10            (B) Basis. "Employee" includes a person employed
11        as described in subparagraph (A) on a full or part-time
12        basis, or as a participant in a work assignment as a
13        condition of receipt of federal or State income-based
14        public assistance.
15        (10) "Employer" means any of the following: (A) the
16    State or any agency of the State; (B) any unit of local
17    government or school district; or (C) any person that
18    employs at least one employee.
19        (11) "Employment benefits" means all benefits provided
20    or made available to employees by an employer, including
21    group life insurance, health insurance, disability
22    insurance, sick leave, annual leave, educational benefits,
23    pensions, and profit-sharing, regardless of whether such
24    benefits are provided by a practice or written policy of an
25    employer or through an "employee benefit plan". "Employee
26    benefit plan" or "plan" means an employee welfare benefit

 

 

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1    plan or an employee pension benefit plan or a plan which is
2    both an employee welfare benefit plan and an employee
3    pension benefit plan.
4        (12) "Family or household member", for employees with a
5    family or household member who is a victim of domestic
6    violence, sexual violence, or sexual harassment or sexual
7    violence, means a spouse, parent, son, daughter, other
8    person related by blood or by present or prior marriage,
9    other person who shares a relationship through a son or
10    daughter, and persons jointly residing in the same
11    household.
12        (13) "Parent" means the biological parent of an
13    employee or an individual who stood in loco parentis to an
14    employee when the employee was a son or daughter. "Son or
15    daughter" means a biological, adopted, or foster child, a
16    stepchild, a legal ward, or a child of a person standing in
17    loco parentis, who is under 18 years of age, or is 18 years
18    of age or older and incapable of self-care because of a
19    mental or physical disability.
20        (14) "Perpetrator" means an individual who commits or
21    is alleged to have committed any act or threat of domestic
22    violence, sexual violence, or sexual harassment or sexual
23    violence.
24        (15) "Person" means an individual, partnership,
25    association, corporation, business trust, legal
26    representative, or any organized group of persons.

 

 

SB1829- 38 -LRB101 10761 LNS 55883 b

1        (16) "Public agency" means the Government of the State
2    or political subdivision thereof; any agency of the State,
3    or of a political subdivision of the State; or any
4    governmental agency.
5        (17) "Public assistance" includes cash, food stamps,
6    medical assistance, housing assistance, and other benefits
7    provided on the basis of income by a public agency or
8    public employer.
9        (18) "Reduced work schedule" means a work schedule that
10    reduces the usual number of hours per workweek, or hours
11    per workday, of an employee.
12        (19) "Repeatedly" means on 2 or more occasions.
13        (20) "Sexual assault" means any conduct proscribed by:
14    (i) Article 11 of the Criminal Code of 2012 except Sections
15    11-35 and 11-45; (ii) Sections 12-13, 12-14, 12-14.1,
16    12-15, and 12-16 of the Criminal Code of 2012; or (iii) a
17    similar provision of the Criminal Code of 1961 the Criminal
18    Code of 1961 or the Criminal Code of 2012 in Sections
19    11-1.20, 11-1.30, 11-1.40, 11-1.50, 11-1.60, 12-13, 12-14,
20    12-14.1, 12-15, and 12-16.
21        (21) "Stalking" means any conduct proscribed by the
22    Criminal Code of 1961 or the Criminal Code of 2012 in
23    Sections 12-7.3, 12-7.4, and 12-7.5.
24        (22) "Victim" or "survivor" means an individual who has
25    been subjected to domestic violence, sexual violence, or
26    sexual harassment or sexual violence.

 

 

SB1829- 39 -LRB101 10761 LNS 55883 b

1        (23) "Victim services organization" means a nonprofit,
2    nongovernmental organization that provides assistance to
3    victims of domestic violence, sexual violence, or sexual
4    harassment or sexual violence or to advocates for such
5    victims, including a rape crisis center, an organization
6    carrying out a domestic violence program, an organization
7    operating a shelter or providing counseling services, or a
8    legal services organization or other organization
9    providing assistance through the legal process.
10        (24) "Emotional distress" means significant mental
11    suffering, anxiety, or alarm.
12        (25) "Sexual harassment" means any harassment or
13    discrimination on the basis of an individual's actual or
14    perceived sex or gender, including unwelcome sexual
15    advances, requests for sexual favors, other verbal or
16    physical conduct of a sexual nature, or any other conduct
17    of a sexual nature directed at a specific person that would
18    cause the victim or survivor emotional distress.
19(Source: P.A. 99-765, eff. 1-1-17.)
 
20    (820 ILCS 180/15)
21    Sec. 15. Purposes. The purposes of this Act are:
22        (1) to promote the State's interest in reducing
23    domestic violence, dating violence, sexual assault, sexual
24    harassment, and stalking by enabling victims of domestic
25    violence, sexual violence, or sexual harassment or sexual

 

 

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1    violence to maintain the financial independence necessary
2    to leave abusive situations, achieve safety, and minimize
3    the physical and emotional injuries from domestic
4    violence, sexual violence, or sexual harassment or sexual
5    violence, and to reduce the devastating economic
6    consequences of domestic violence, sexual violence, or
7    sexual harassment or sexual violence to employers and
8    employees;
9        (2) to address the failure of existing laws to protect
10    the employment rights of employees who are victims of
11    domestic violence, sexual violence, or sexual harassment
12    or sexual violence and employees with a family or household
13    member who is a victim of domestic violence, sexual
14    violence, or sexual harassment or sexual violence, by
15    protecting the civil and economic rights of those
16    employees, and by furthering the equal opportunity of women
17    for economic self-sufficiency and employment free from
18    discrimination;
19        (3) to accomplish the purposes described in paragraphs
20    (1) and (2) by (A) entitling employed victims of domestic
21    violence, sexual violence, or sexual harassment or sexual
22    violence and employees with a family or household member
23    who is a victim of domestic violence, sexual violence, or
24    sexual harassment or sexual violence to take unpaid leave
25    to seek medical help, legal assistance, counseling, safety
26    planning, and other assistance without penalty from their

 

 

SB1829- 41 -LRB101 10761 LNS 55883 b

1    employers for the employee or the family or household
2    member who is a victim; and (B) prohibiting employers from
3    discriminating against any employee who is a victim of
4    domestic violence, sexual violence, or sexual harassment
5    or sexual violence or any employee who has a family or
6    household member who is a victim of domestic violence,
7    sexual violence, or sexual harassment or sexual violence,
8    in a manner that accommodates the legitimate interests of
9    employers and protects the safety of all persons in the
10    workplace.
11(Source: P.A. 96-635, eff. 8-24-09.)
 
12    (820 ILCS 180/20)
13    Sec. 20. Entitlement to leave due to domestic violence,
14sexual violence, or sexual harassment or sexual violence.
15    (a) Leave requirement.
16        (1) Basis. An employee who is a victim of domestic
17    violence, sexual violence, or sexual harassment or sexual
18    violence or an employee who has a family or household
19    member who is a victim of domestic violence, sexual
20    violence, or sexual harassment or sexual violence whose
21    interests are not adverse to the employee as it relates to
22    the domestic violence, sexual violence, or sexual
23    harassment or sexual violence may take unpaid leave from
24    work if the employee or employee's family or household
25    member is experiencing an incident of domestic violence,

 

 

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1    sexual violence, or sexual harassment or sexual violence or
2    to address domestic violence, sexual violence, or sexual
3    harassment or sexual violence by:
4            (A) seeking medical attention for, or recovering
5        from, physical or psychological injuries caused by
6        domestic violence, sexual violence, or sexual
7        harassment or sexual violence to the employee or the
8        employee's family or household member;
9            (B) obtaining services from a victim services
10        organization for the employee or the employee's family
11        or household member;
12            (C) obtaining psychological or other counseling
13        for the employee or the employee's family or household
14        member;
15            (D) participating in safety planning, temporarily
16        or permanently relocating, or taking other actions to
17        increase the safety of the employee or the employee's
18        family or household member from future domestic
19        violence, sexual violence, or sexual harassment or
20        sexual violence or ensure economic security; or
21            (E) seeking legal assistance or remedies to ensure
22        the health and safety of the employee or the employee's
23        family or household member, including preparing for or
24        participating in any civil or criminal legal
25        proceeding related to or derived from domestic
26        violence, sexual violence, or sexual harassment or

 

 

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1        sexual violence.
2        (2) Period. Subject to subsection (c), an employee
3    working for an employer that employs at least 50 employees
4    shall be entitled to a total of 12 workweeks of leave
5    during any 12-month period. Subject to subsection (c), an
6    employee working for an employer that employs at least 15
7    but not more than 49 employees shall be entitled to a total
8    of 8 workweeks of leave during any 12-month period. Subject
9    to subsection (c), an employee working for an employer that
10    employs at least one but not more than 14 employees shall
11    be entitled to a total of 4 workweeks of leave during any
12    12-month period. The total number of workweeks to which an
13    employee is entitled shall not decrease during the relevant
14    12-month period. This Act does not create a right for an
15    employee to take unpaid leave that exceeds the unpaid leave
16    time allowed under, or is in addition to the unpaid leave
17    time permitted by, the federal Family and Medical Leave Act
18    of 1993 (29 U.S.C. 2601 et seq.).
19        (3) Schedule. Leave described in paragraph (1) may be
20    taken consecutively, intermittently, or on a reduced work
21    schedule.
22    (b) Notice. The employee shall provide the employer with at
23least 48 hours' advance notice of the employee's intention to
24take the leave, unless providing such notice is not
25practicable. When an unscheduled absence occurs, the employer
26may not take any action against the employee if the employee,

 

 

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1upon request of the employer and within a reasonable period
2after the absence, provides certification under subsection
3(c).
4    (c) Certification.
5        (1) In general. The employer may require the employee
6    to provide certification to the employer that:
7            (A) the employee or the employee's family or
8        household member is a victim of domestic violence,
9        sexual violence, or sexual harassment or sexual
10        violence; and
11            (B) the leave is for one of the purposes enumerated
12        in paragraph (a)(1).
13        The employee shall provide such certification to the
14    employer within a reasonable period after the employer
15    requests certification.
16        (2) Contents. An employee shall may satisfy the
17    certification requirement of paragraph (1) by providing to
18    the employer a sworn statement of the employee, and, if the
19    employee has possession of such documents, the employee
20    shall provide one of the following upon obtaining such
21    documents the employee shall provide:
22            (A) documentation from an employee, agent, or
23        volunteer of a victim services organization, an
24        attorney, a member of the clergy, or a medical or other
25        professional from whom the employee or the employee's
26        family or household member has sought assistance in

 

 

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1        addressing domestic violence, sexual violence, or
2        sexual harassment or sexual violence and the effects of
3        the violence or harassment;
4            (B) a police or court record; or
5            (C) other corroborating evidence.
6        The employee shall choose which document to submit, and
7    the employer shall not request or require more than one
8    document to be submitted if the reason for leave is related
9    to the same incident of domestic violence, sexual violence,
10    or sexual harassment or the same perpetrator of the
11    domestic violence, sexual violence, or sexual harassment.
12    (d) Confidentiality. All information provided to the
13employer pursuant to subsection (b) or (c), including a
14statement of the employee or any other documentation, record,
15or corroborating evidence, and the fact that the employee has
16requested or obtained leave pursuant to this Section, shall be
17retained in the strictest confidence by the employer, except to
18the extent that disclosure is:
19        (1) requested or consented to in writing by the
20    employee; or
21        (2) otherwise required by applicable federal or State
22    law.
23    (e) Employment and benefits.
24        (1) Restoration to position.
25            (A) In general. Any employee who takes leave under
26        this Section for the intended purpose of the leave

 

 

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1        shall be entitled, on return from such leave:
2                (i) to be restored by the employer to the
3            position of employment held by the employee when
4            the leave commenced; or
5                (ii) to be restored to an equivalent position
6            with equivalent employment benefits, pay, and
7            other terms and conditions of employment.
8            (B) Loss of benefits. The taking of leave under
9        this Section shall not result in the loss of any
10        employment benefit accrued prior to the date on which
11        the leave commenced.
12            (C) Limitations. Nothing in this subsection shall
13        be construed to entitle any restored employee to:
14                (i) the accrual of any seniority or employment
15            benefits during any period of leave; or
16                (ii) any right, benefit, or position of
17            employment other than any right, benefit, or
18            position to which the employee would have been
19            entitled had the employee not taken the leave.
20            (D) Construction. Nothing in this paragraph shall
21        be construed to prohibit an employer from requiring an
22        employee on leave under this Section to report
23        periodically to the employer on the status and
24        intention of the employee to return to work.
25        (2) Maintenance of health benefits.
26            (A) Coverage. Except as provided in subparagraph

 

 

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1        (B), during any period that an employee takes leave
2        under this Section, the employer shall maintain
3        coverage for the employee and any family or household
4        member under any group health plan for the duration of
5        such leave at the level and under the conditions
6        coverage would have been provided if the employee had
7        continued in employment continuously for the duration
8        of such leave.
9            (B) Failure to return from leave. The employer may
10        recover the premium that the employer paid for
11        maintaining coverage for the employee and the
12        employee's family or household member under such group
13        health plan during any period of leave under this
14        Section if:
15                (i) the employee fails to return from leave
16            under this Section after the period of leave to
17            which the employee is entitled has expired; and
18                (ii) the employee fails to return to work for a
19            reason other than:
20                    (I) the continuation, recurrence, or onset
21                of domestic violence, sexual violence, or
22                sexual harassment or sexual violence that
23                entitles the employee to leave pursuant to this
24                Section; or
25                    (II) other circumstances beyond the
26                control of the employee.

 

 

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1            (C) Certification.
2                (i) Issuance. An employer may require an
3            employee who claims that the employee is unable to
4            return to work because of a reason described in
5            subclause (I) or (II) of subparagraph (B)(ii) to
6            provide, within a reasonable period after making
7            the claim, certification to the employer that the
8            employee is unable to return to work because of
9            that reason. The employee shall choose which
10            document to submit.
11                (ii) Contents. An employee may satisfy the
12            certification requirement of clause (i) by
13            providing to the employer:
14                    (I) a sworn statement of the employee;
15                    (II) documentation from an employee,
16                agent, or volunteer of a victim services
17                organization, an attorney, a member of the
18                clergy, or a medical or other professional from
19                whom the employee has sought assistance in
20                addressing domestic violence, sexual violence,
21                or sexual harassment or sexual violence and the
22                effects of that violence or harassment;
23                    (III) a police or court record; or
24                    (IV) other corroborating evidence.
25            (D) Confidentiality. All information provided to
26        the employer pursuant to subparagraph (C), including a

 

 

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1        statement of the employee or any other documentation,
2        record, or corroborating evidence, and the fact that
3        the employee is not returning to work because of a
4        reason described in subclause (I) or (II) of
5        subparagraph (B)(ii) shall be retained in the
6        strictest confidence by the employer, except to the
7        extent that disclosure is:
8                (i) requested or consented to in writing by the
9            employee; or
10                (ii) otherwise required by applicable federal
11            or State law.
12    (f) Prohibited acts.
13        (1) Interference with rights.
14            (A) Exercise of rights. It shall be unlawful for
15        any employer to interfere with, restrain, or deny the
16        exercise of or the attempt to exercise any right
17        provided under this Section.
18            (B) Employer discrimination. It shall be unlawful
19        for any employer to discharge or harass any individual,
20        or otherwise discriminate against any individual with
21        respect to compensation, terms, conditions, or
22        privileges of employment of the individual (including
23        retaliation in any form or manner) because the
24        individual:
25                (i) exercised any right provided under this
26            Section; or

 

 

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1                (ii) opposed any practice made unlawful by
2            this Section.
3            (C) Public agency sanctions. It shall be unlawful
4        for any public agency to deny, reduce, or terminate the
5        benefits of, otherwise sanction, or harass any
6        individual, or otherwise discriminate against any
7        individual with respect to the amount, terms, or
8        conditions of public assistance of the individual
9        (including retaliation in any form or manner) because
10        the individual:
11                (i) exercised any right provided under this
12            Section; or
13                (ii) opposed any practice made unlawful by
14            this Section.
15        (2) Interference with proceedings or inquiries. It
16    shall be unlawful for any person to discharge or in any
17    other manner discriminate (as described in subparagraph
18    (B) or (C) of paragraph (1)) against any individual because
19    such individual:
20            (A) has filed any charge, or has instituted or
21        caused to be instituted any proceeding, under or
22        related to this Section;
23            (B) has given, or is about to give, any information
24        in connection with any inquiry or proceeding relating
25        to any right provided under this Section; or
26            (C) has testified, or is about to testify, in any

 

 

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1        inquiry or proceeding relating to any right provided
2        under this Section.
3(Source: P.A. 99-765, eff. 1-1-17.)
 
4    (820 ILCS 180/25)
5    Sec. 25. Existing leave usable for addressing domestic
6violence, sexual violence, or sexual harassment or sexual
7violence. An employee who is entitled to take paid or unpaid
8leave (including family, medical, sick, annual, personal, or
9similar leave) from employment, pursuant to federal, State, or
10local law, a collective bargaining agreement, or an employment
11benefits program or plan, may elect to substitute any period of
12such leave for an equivalent period of leave provided under
13Section 20. The employer may not require the employee to
14substitute available paid or unpaid leave for leave provided
15under Section 20.
16(Source: P.A. 96-635, eff. 8-24-09.)
 
17    (820 ILCS 180/30)
18    Sec. 30. Victims' employment sustainability; prohibited
19discriminatory acts.
20    (a) An employer shall not fail to hire, refuse to hire,
21discharge, constructively discharge, or harass any individual,
22otherwise discriminate against any individual with respect to
23the compensation, terms, conditions, or privileges of
24employment of the individual, or retaliate against an

 

 

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1individual in any form or manner, and a public agency shall not
2deny, reduce, or terminate the benefits of, otherwise sanction,
3or harass any individual, otherwise discriminate against any
4individual with respect to the amount, terms, or conditions of
5public assistance of the individual, or retaliate against an
6individual in any form or manner, because:
7        (1) the individual involved:
8            (A) is or is perceived to be a victim of domestic
9        violence, sexual violence, or sexual harassment or
10        sexual violence;
11            (B) attended, participated in, prepared for, or
12        requested leave to attend, participate in, or prepare
13        for a criminal or civil court proceeding relating to an
14        incident of domestic violence, sexual violence, or
15        sexual harassment or sexual violence of which the
16        individual or a family or household member of the
17        individual was a victim, or requested or took leave for
18        any other reason provided under Section 20;
19            (C) requested an adjustment to a job structure,
20        workplace facility, or work requirement, including a
21        transfer, reassignment, or modified schedule, leave, a
22        changed telephone number or seating assignment,
23        installation of a lock, or implementation of a safety
24        procedure or any other reasonable accommodation in
25        response to actual or threatened domestic violence,
26        sexual violence, or sexual harassment or sexual

 

 

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1        violence, regardless of whether the request was
2        granted; or
3            (D) is an employee whose employer is subject to
4        Section 21 of the Workplace Violence Prevention Act; or
5        (2) the workplace is disrupted or threatened by the
6    action of a person whom the individual states has committed
7    or threatened to commit domestic violence, sexual
8    violence, or sexual harassment or sexual violence against
9    the individual or the individual's family or household
10    member.
11    (b) In this Section:
12        (1) "Discriminate", used with respect to the terms,
13    conditions, or privileges of employment or with respect to
14    the terms or conditions of public assistance, includes not
15    making a reasonable accommodation to the known limitations
16    resulting from circumstances relating to being a victim of
17    domestic violence, sexual violence, or sexual harassment
18    or sexual violence or a family or household member being a
19    victim of domestic violence, sexual violence, or sexual
20    harassment or sexual violence of an otherwise qualified
21    individual:
22            (A) who is:
23                (i) an applicant or employee of the employer
24            (including a public agency); or
25                (ii) an applicant for or recipient of public
26            assistance from a public agency; and

 

 

SB1829- 54 -LRB101 10761 LNS 55883 b

1            (B) who is:
2                (i) or is perceived to be a victim of domestic
3            violence, sexual violence, or sexual harassment a
4            victim of domestic or sexual violence; or
5                (ii) with a family or household member who is a
6            victim of domestic violence, sexual violence, or
7            sexual harassment or sexual violence whose
8            interests are not adverse to the individual in
9            subparagraph (A) as it relates to the domestic
10            violence, sexual violence, or sexual harassment or
11            sexual violence;
12    unless the employer or public agency can demonstrate that
13    the accommodation would impose an undue hardship on the
14    operation of the employer or public agency.
15        A reasonable accommodation must be made in a timely
16    fashion. Any exigent circumstances or danger facing the
17    employee or his or her family or household member shall be
18    considered in determining whether the accommodation is
19    reasonable.
20        (2) "Qualified individual" means:
21            (A) in the case of an applicant or employee
22        described in paragraph (1)(A)(i), an individual who,
23        but for being a victim of domestic violence, sexual
24        violence, or sexual harassment or sexual violence or
25        with a family or household member who is a victim of
26        domestic violence, sexual violence, or sexual

 

 

SB1829- 55 -LRB101 10761 LNS 55883 b

1        harassment or sexual violence, can perform the
2        essential functions of the employment position that
3        such individual holds or desires; or
4            (B) in the case of an applicant or recipient
5        described in paragraph (1)(A)(ii), an individual who,
6        but for being a victim of domestic violence, sexual
7        violence, or sexual harassment or sexual violence or
8        with a family or household member who is a victim of
9        domestic violence, sexual violence, or sexual
10        harassment or sexual violence, can satisfy the
11        essential requirements of the program providing the
12        public assistance that the individual receives or
13        desires.
14        (3) "Reasonable accommodation" may include, but is not
15    limited to, an adjustment to a job structure, workplace
16    facility, or work requirement, including a transfer,
17    reassignment, or modified schedule, leave, a changed
18    telephone number or seating assignment, installation of a
19    lock, or implementation of a safety procedure, or
20    assistance in documenting domestic violence, sexual
21    violence, or sexual harassment or sexual violence that
22    occurs at the workplace or in work-related settings, in
23    response to actual or threatened domestic violence, sexual
24    violence, or sexual harassment or sexual violence.
25        (4) Undue hardship.
26            (A) In general. "Undue hardship" means an action

 

 

SB1829- 56 -LRB101 10761 LNS 55883 b

1        requiring significant difficulty or expense, when
2        considered in light of the factors set forth in
3        subparagraph (B).
4            (B) Factors to be considered. In determining
5        whether a reasonable accommodation would impose an
6        undue hardship on the operation of an employer or
7        public agency, factors to be considered include:
8                (i) the nature and cost of the reasonable
9            accommodation needed under this Section;
10                (ii) the overall financial resources of the
11            facility involved in the provision of the
12            reasonable accommodation, the number of persons
13            employed at such facility, the effect on expenses
14            and resources, or the impact otherwise of such
15            accommodation on the operation of the facility;
16                (iii) the overall financial resources of the
17            employer or public agency, the overall size of the
18            business of an employer or public agency with
19            respect to the number of employees of the employer
20            or public agency, and the number, type, and
21            location of the facilities of an employer or public
22            agency; and
23                (iv) the type of operation of the employer or
24            public agency, including the composition,
25            structure, and functions of the workforce of the
26            employer or public agency, the geographic

 

 

SB1829- 57 -LRB101 10761 LNS 55883 b

1            separateness of the facility from the employer or
2            public agency, and the administrative or fiscal
3            relationship of the facility to the employer or
4            public agency.
5    (c) An employer subject to Section 21 of the Workplace
6Violence Prevention Act shall not violate any provisions of the
7Workplace Violence Prevention Act.
8    (d) All information provided to the employer pursuant to
9subsection (b) or (c), including a statement of the employee
10and any other documentation, record, or corroborating
11evidence, and the fact that the employee has requested or
12obtained leave pursuant to this Section, shall be retained in
13the strictest confidence by the employer, except to the extent
14that disclosure is:
15        (1) requested or consented to in writing by the
16    employee; or
17        (2) otherwise required by applicable federal or State
18    law.
19(Source: P.A. 98-766, eff. 7-16-14; 99-78, eff. 7-20-15.)
 
20    (820 ILCS 180/35)
21    Sec. 35. Enforcement; remedies.
22    (a) Department of Labor.
23        (1) The Director or his or her authorized
24    representative shall administer and enforce the provisions
25    of this Act. Any employee or a representative of employees

 

 

SB1829- 58 -LRB101 10761 LNS 55883 b

1    who believes his or her rights under this Act have been
2    violated may, within 3 years after the alleged violation
3    occurs, file a complaint with the Department requesting a
4    review of the alleged violation. A copy of the complaint
5    shall be sent to the person who allegedly committed the
6    violation, who shall be the respondent. Upon receipt of a
7    complaint, the Director shall cause such investigation to
8    be made as he or she deems appropriate. The investigation
9    shall provide an opportunity for a public hearing at the
10    request of any party to the review to enable the parties to
11    present information relating to the alleged allegation.
12    The parties shall be given written notice of the time and
13    place of the hearing at least 7 days before the hearing.
14    Upon receiving the report of the investigation, the
15    Director shall make findings of fact. If the Director finds
16    that a violation did occur, he or she shall issue a
17    decision incorporating his or her findings and requiring
18    the party committing the violation to take such affirmative
19    action to abate the violation as the Director deems
20    appropriate, including:
21            (A) damages equal to the amount of wages, salary,
22        employment benefits, public assistance, or other
23        compensation denied or lost to such individual by
24        reason of the violation, and the interest on that
25        amount calculated at the prevailing rate;
26            (B) such equitable relief as may be appropriate,

 

 

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1        including but not limited to hiring, reinstatement,
2        promotion, and reasonable accommodations; and
3            (C) reasonable attorney's fees, reasonable expert
4        witness fees, and other costs of the action to be paid
5        by the respondent to a prevailing employee.
6        If the Director finds that there was no violation, he
7    or she shall issue an order denying the complaint. An order
8    issued by the Director under this Section shall be final
9    and subject to judicial review under the Administrative
10    Review Law.
11        (2) The Director shall adopt rules necessary to
12    administer and enforce this Act in accordance with the
13    Illinois Administrative Procedure Act. The Director shall
14    have the powers and the parties shall have the rights
15    provided in the Illinois Administrative Procedure Act for
16    contested cases, including, but not limited to, provisions
17    for depositions, subpoena power and procedures, and
18    discovery and protective order procedures.
19        (3) Intervention. The Attorney General of Illinois may
20    intervene on behalf of the Department if the Department
21    certifies that the case is of general public importance.
22    Upon such intervention the court may award such relief as
23    is authorized to be granted to an employee who has filed a
24    complaint or whose representative has filed a complaint
25    under this Section.
26    (b) Refusal to pay damages. Any employer who has been

 

 

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1ordered by the Director of Labor or the court to pay damages
2under this Section and who fails to do so within 30 days after
3the order is entered is liable to pay a penalty of 1% per
4calendar day to the employee for each day of delay in paying
5the damages to the employee.
6    (c) An employee who believes his or her rights under this
7Act or any rule adopted under this Act have been violated may,
8within 3 years after the date of the last event constituting
9the alleged violation for which the action is brought, file a
10complaint with the Department of Labor or file a civil action.
11In a claim filed in the circuit court, any employer that
12violates this Act or any rule adopted under this Act is liable
13to each affected individual for actual and compensatory
14damages, punitive damages, and such equitable relief as may be
15appropriate, in addition to reasonable attorney's fees,
16reasonable expert witness fees, and other costs of the action
17paid to the prevailing employee. A civil action may be brought
18without first filing an administrative complaint.
19(Source: P.A. 93-591, eff. 8-25-03.)
 
20    (820 ILCS 180/45)
21    Sec. 45. Effect on other laws and employment benefits.
22    (a) More protective laws, agreements, programs, and plans.
23Nothing in this Act shall be construed to supersede any
24provision of any federal, State, or local law, collective
25bargaining agreement, or employment benefits program or plan

 

 

SB1829- 61 -LRB101 10761 LNS 55883 b

1that provides:
2        (1) greater leave benefits for victims of domestic
3    violence, sexual violence, or sexual harassment or sexual
4    violence than the rights established under this Act; or
5        (2) leave benefits for a larger population of victims
6    of domestic violence, sexual violence, or sexual
7    harassment or sexual violence (as defined in such law,
8    agreement, program, or plan) than the victims of domestic
9    violence, sexual violence, or sexual harassment or sexual
10    violence covered under this Act.
11    (b) Less protective laws, agreements, programs, and plans.
12The rights established for employees who are victims of
13domestic violence, sexual violence, or sexual harassment or
14sexual violence and employees with a family or household member
15who is a victim of domestic violence, sexual violence, or
16sexual harassment or sexual violence under this Act shall not
17be diminished by any federal, State or local law, collective
18bargaining agreement, or employment benefits program or plan.
19(Source: P.A. 93-591, eff. 8-25-03.)
 
20
Article 99.

 
21    Section 99-99. Effective date. This Act takes effect upon
22becoming law.

 

 

SB1829- 62 -LRB101 10761 LNS 55883 b

1 INDEX
2 Statutes amended in order of appearance
3    New Act
4    5 ILCS 430/5-65
5    25 ILCS 170/4.7
6    710 ILCS 5/1from Ch. 10, par. 101
7    735 ILCS 5/2-2302 new
8    775 ILCS 5/2-101from Ch. 68, par. 2-101
9    775 ILCS 5/2-108 new
10    775 ILCS 5/5A-101from Ch. 68, par. 5A-101
11    775 ILCS 5/6-102
12    775 ILCS 5/7-114 new
13    820 ILCS 90/20 new
14    820 ILCS 180/10
15    820 ILCS 180/15
16    820 ILCS 180/20
17    820 ILCS 180/25
18    820 ILCS 180/30
19    820 ILCS 180/35
20    820 ILCS 180/45