Sen. Linda Holmes

Filed: 4/28/2021

 

 


 

 


 
10200SB1204sam001LRB102 05019 CMG 25869 a

1
AMENDMENT TO SENATE BILL 1204

2    AMENDMENT NO. ______. Amend Senate Bill 1204 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The Illinois Public Labor Relations Act is
5amended by changing Sections 6 and 20 as follows:
 
6    (5 ILCS 315/6)  (from Ch. 48, par. 1606)
7    Sec. 6. Right to organize and bargain collectively;
8exclusive representation; and fair share arrangements.
9    (a) Employees of the State and any political subdivision
10of the State, excluding employees of the General Assembly of
11the State of Illinois and employees excluded from the
12definition of "public employee" under subsection (n) of
13Section 3 of this Act, have, and are protected in the exercise
14of, the right of self-organization, and may form, join or
15assist any labor organization, to bargain collectively through
16representatives of their own choosing on questions of wages,

 

 

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1hours and other conditions of employment, not excluded by
2Section 4 of this Act, and to engage in other concerted
3activities not otherwise prohibited by law for the purposes of
4collective bargaining or other mutual aid or protection,
5including for health and safety reasons, free from
6interference, restraint or coercion. Employees also have, and
7are protected in the exercise of, the right to refrain from
8participating in any such concerted activities. Employees may
9be required, pursuant to the terms of a lawful fair share
10agreement, to pay a fee which shall be their proportionate
11share of the costs of the collective bargaining process,
12contract administration and pursuing matters affecting wages,
13hours and other conditions of employment as defined in Section
143(g).
15    (b) Nothing in this Act prevents an employee from
16presenting a grievance to the employer and having the
17grievance heard and settled without the intervention of an
18employee organization; provided that the exclusive bargaining
19representative is afforded the opportunity to be present at
20such conference and that any settlement made shall not be
21inconsistent with the terms of any agreement in effect between
22the employer and the exclusive bargaining representative.
23    (c) A labor organization designated by the Board as the
24representative of the majority of public employees in an
25appropriate unit in accordance with the procedures herein or
26recognized by a public employer as the representative of the

 

 

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1majority of public employees in an appropriate unit is the
2exclusive representative for the employees of such unit for
3the purpose of collective bargaining with respect to rates of
4pay, wages, hours and other conditions of employment not
5excluded by Section 4 of this Act. Unless otherwise mutually
6agreed, a public employer is required at least once each month
7and upon request, to furnish the exclusive bargaining
8representative with a complete list of the names and addresses
9of the public employees in the bargaining unit, provided that
10a public employer shall not be required to furnish such a list
11more than once per payroll period. The exclusive bargaining
12representative shall use the list exclusively for bargaining
13representation purposes and shall not disclose any information
14contained in the list for any other purpose. Nothing in this
15Section, however, shall prohibit a bargaining representative
16from disseminating a list of its union members.
17    At the time the public employer provides such list, it
18shall also provide to the exclusive representative, in an
19Excel file or other mutually agreed upon editable digital file
20format, the employee's job title, worksite location, work
21telephone numbers, identification number if available, and any
22home and personal cellular telephone numbers on file with the
23employer, date of hire, work email address, and any personal
24email address on file with the employer. In addition, unless
25otherwise mutually agreed, within 10 calendar days from the
26date of hire of a bargaining unit employee, the public

 

 

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1employer shall provide to the exclusive representative, in an
2electronic file or other mutually agreed upon format, the
3following information about the new employee: the employee's
4name, job title, worksite location, home address, work
5telephone numbers, and any home and personal cellular
6telephone numbers on file with the employer, date of hire,
7work email address, and any personal email address on file
8with the employer.
9    (c-5) No employer shall disclose the following information
10of any employee: (1) the employee's home address (including
11ZIP code and county); (2) the employee's date of birth; (3) the
12employee's home and personal phone number; (4) the employee's
13personal email address; (5) any information personally
14identifying employee membership or membership status in a
15labor organization or other voluntary association affiliated
16with a labor organization or a labor federation (including
17whether employees are members of such organization, the
18identity of such organization, whether or not employees pay or
19authorize the payment of any dues or moneys to such
20organization, and the amounts of such dues or moneys); and (6)
21emails or other communications between a labor organization
22and its members.
23    As soon as practicable after receiving a request for any
24information prohibited from disclosure under this subsection
25(c-5), excluding a request from the exclusive bargaining
26representative of the employee, the employer must provide a

 

 

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1written copy of the request, or a written summary of any oral
2request, to the exclusive bargaining representative of the
3employee or, if no such representative exists, to the
4employee. The employer must also provide a copy of any
5response it has made within 5 business days of sending the
6response to any request.
7    If an employer discloses information in violation of this
8subsection (c-5), an aggrieved employee of the employer or his
9or her exclusive bargaining representative may file an unfair
10labor practice charge with the Illinois Labor Relations Board
11pursuant to Section 10 of this Act or commence an action in the
12circuit court to enforce the provisions of this Act, including
13actions to compel compliance, if an employer willfully and
14wantonly discloses information in violation of this
15subsection. The circuit court for the county in which the
16complainant resides, in which the complainant is employed, or
17in which the employer is located shall have jurisdiction in
18this matter.
19    This subsection does not apply to disclosures (i) required
20under the Freedom of Information Act, (ii) for purposes of
21conducting public operations or business, or (iii) to the
22exclusive representative.
23    (c-10) Employers shall provide to exclusive
24representatives, including their agents and employees,
25reasonable access to employees in the bargaining units they
26represent. This access shall at all times be conducted in a

 

 

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1manner so as not to impede normal operations.
2        (1) Access includes the following:
3            (A) the right to meet with one or more employees on
4        the employer's premises during the work day to
5        investigate and discuss grievances and
6        workplace-related complaints without charge to pay or
7        leave time of employees or agents of the exclusive
8        representative;
9            (B) the right to conduct worksite meetings during
10        lunch and other non-work breaks, and before and after
11        the workday, on the employer's premises to discuss
12        collective bargaining negotiations, the administration
13        of collective bargaining agreements, other matters
14        related to the duties of the exclusive representative,
15        and internal matters involving the governance or
16        business of the exclusive representative, without
17        charge to pay or leave time of employees or agents of
18        the exclusive representative;
19            (C) the right to meet with newly hired employees,
20        without charge to pay or leave time of the employees or
21        agents of the exclusive representative, on the
22        employer's premises or at a location mutually agreed
23        to by the employer and exclusive representative for up
24        to one hour either within the first two weeks of
25        employment in the bargaining unit or at a later date
26        and time if mutually agreed upon by the employer and

 

 

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1        the exclusive representative; and
2            (D) the right to use the facility mailboxes and
3        bulletin boards of the employer to communicate with
4        bargaining unit employees regarding collective
5        bargaining negotiations, the administration of the
6        collective bargaining agreements, the investigation of
7        grievances, other workplace-related complaints and
8        issues, and internal matters involving the governance
9        or business of the exclusive representative.
10        (2) Nothing in this Section shall prohibit an employer
11    and exclusive representative from agreeing in a collective
12    bargaining agreement to provide the exclusive
13    representative greater access to bargaining unit
14    employees, including through the use of the employer's
15    email system.
16    (d) Labor organizations recognized by a public employer as
17the exclusive representative or so designated in accordance
18with the provisions of this Act are responsible for
19representing the interests of all public employees in the
20unit. Nothing herein shall be construed to limit an exclusive
21representative's right to exercise its discretion to refuse to
22process grievances of employees that are unmeritorious.
23    (e) When a collective bargaining agreement is entered into
24with an exclusive representative, it may include in the
25agreement a provision requiring employees covered by the
26agreement who are not members of the organization to pay their

 

 

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1proportionate share of the costs of the collective bargaining
2process, contract administration and pursuing matters
3affecting wages, hours and conditions of employment, as
4defined in Section 3 (g), but not to exceed the amount of dues
5uniformly required of members. The organization shall certify
6to the employer the amount constituting each nonmember
7employee's proportionate share which shall not exceed dues
8uniformly required of members. In such case, the proportionate
9share payment in this Section shall be deducted by the
10employer from the earnings of the nonmember employees and paid
11to the employee organization.
12    (f) Employers shall make payroll deductions of labor
13organization dues, initiation fees, assessments, and other
14payments for a labor organization that is the exclusive
15representative. Such deductions shall be made in accordance
16with the terms of an employee's written authorization, and
17shall be paid to the exclusive representative. Written
18authorization may be evidenced by electronic communications,
19and such writing or communication may be evidenced by the
20electronic signature of the employee as provided under Section
215-120 of the Electronic Commerce Security Act.
22    There is no impediment to an employee's right to resign
23union membership at any time. However, notwithstanding any
24other provision of law to the contrary regarding authorization
25and deduction of dues or other payments to a labor
26organization, the exclusive representative and a public

 

 

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1employee may agree to reasonable limits on the right of the
2employee to revoke such authorization, including a period of
3irrevocability that exceeds one year. An authorization that is
4irrevocable for one year, which may be automatically renewed
5for successive annual periods in accordance with the terms of
6the authorization, and that contains at least an annual 10-day
7period of time during which the employee may revoke the
8authorization, shall be deemed reasonable.
9    This Section shall apply to all claims that allege that a
10labor organization or a public employer has improperly
11deducted or collected dues from an employee without regard to
12whether the claims or the facts upon which they are based
13occurred before, on, or after the effective date of this
14amendatory Act of the 101st General Assembly and shall apply
15retroactively to the maximum extent permitted by law.
16    (f-5) Where a collective bargaining agreement is
17terminated, or continues in effect beyond its scheduled
18expiration date pending the negotiation of a successor
19agreement or the resolution of an impasse under Section 14,
20the employer shall continue to honor and abide by any dues
21deduction or fair share clause contained therein until a new
22agreement is reached including dues deduction or a fair share
23clause. For the benefit of any successor exclusive
24representative certified under this Act, this provision shall
25be applicable, provided the successor exclusive
26representative:

 

 

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1        (i) certifies to the employer the amount constituting
2    each non-member's proportionate share under subsection
3    (e); or
4        (ii) presents the employer with employee written
5    authorizations for the deduction of dues, assessments, and
6    fees under this subsection.
7    Failure to so honor and abide by dues deduction or fair
8share clauses for the benefit of any exclusive representative,
9including a successor, shall be a violation of the duty to
10bargain and an unfair labor practice.
11    (f-10) Upon receiving written notice of authorization, the
12public employer must commence dues deductions as soon as
13practicable, but in no case later than 30 days after receiving
14notice from the labor organization. Employee deductions shall
15be transmitted to the labor organization no later than 30 days
16after they are deducted unless a shorter period is mutually
17agreed to.
18    (f-15) Deductions shall remain in effect until:
19        (1) the public employer receives notice that a public
20    employee has revoked their authorization in writing in
21    accordance with the terms of the authorization; or
22        (2) the individual employee is no longer employed by
23    the public employer in a bargaining unit position
24    represented by the same exclusive representative, provided
25    that if the employee is, within a period of one year,
26    employed by the same public employer in a position

 

 

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1    represented by the same labor organization, the right to
2    dues deduction shall be automatically reinstated.
3    Nothing in this subsection prevents an employee from
4continuing to authorize payroll deductions when no longer
5represented by the exclusive representative that would receive
6such deduction.
7    Should the individual employee who has signed a dues
8deduction authorization card either be removed from a public
9employer's payroll or otherwise placed on any type of
10involuntary or voluntary leave of absence, whether paid or
11unpaid, the public employee's dues deduction shall be
12continued upon that public employee's return to the payroll in
13a bargaining unit position represented by the same exclusive
14representative or restoration to active duty from such a leave
15of absence.
16    (f-20) Unless otherwise mutually agreed by the public
17employer and the exclusive representative, employee requests
18to authorize, revoke, cancel, or change authorizations for
19payroll deductions for labor organizations shall be directed
20to the labor organization rather than to the public employer.
21The labor organization shall be responsible for initially
22processing and notifying the public employer of proper
23requests or providing proper requests to the employer. If the
24requests are not provided to the public employer, the employer
25shall rely on information provided by the labor organization
26regarding whether deductions for a labor organization were

 

 

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1properly authorized, revoked, canceled, or changed, and the
2labor organization shall indemnify the public employer for any
3damages and reasonable costs incurred for any claims made by
4employees for deductions made in good faith reliance on that
5information.
6    (f-25) Upon receipt by the exclusive representative of an
7appropriate written authorization from an employee, written
8notice of authorization shall be provided to the employer and
9any authorized deductions shall be made in accordance with
10law. The labor organization shall indemnify the public
11employer for any damages and reasonable costs incurred for any
12claims made by employees for deductions made in good faith
13reliance on its notification.
14    (f-30) The failure of an employer to comply with the
15provisions of this Section shall be a violation of the duty to
16bargain and an unfair labor practice. Relief for the violation
17shall be reimbursement by the public employer of dues that
18should have been deducted or paid based on a valid
19authorization given by the employee or employees. In addition,
20the provisions of a collective bargaining agreement that
21contain the obligations set forth in this Section may be
22enforced in accordance with Sections 8 and 16.
23    (f-35) The Illinois Labor Relations Board shall have
24exclusive jurisdiction over claims under Illinois law that
25allege that a labor organization has unlawfully collected dues
26from a public employee in violation of this Act. The Board

 

 

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1shall by rule require that in cases in which a public employee
2alleges that a labor organization has unlawfully collected
3dues, the public employer shall continue to deduct the
4employee's dues from the employee's pay, but shall transmit
5the dues to the Board for deposit in an escrow account
6maintained by the Board. If the exclusive representative
7maintains an escrow account for the purpose of holding dues to
8which an employee has objected, the employer shall transmit
9the entire amount of dues to the exclusive representative, and
10the exclusive representative shall hold in escrow the dues
11that the employer would otherwise have been required to
12transmit to the Board for escrow; provided that the escrow
13account maintained by the exclusive representative complies
14with rules adopted by the Board or that the collective
15bargaining agreement requiring the payment of the dues
16contains an indemnification provision for the purpose of
17indemnifying the employer with respect to the employer's
18transmission of dues to the exclusive representative.
19    (f-40) If any clause, sentence, paragraph, or subparagraph
20of this Section shall be adjudged by a court of competent
21jurisdiction to be unconstitutional or otherwise invalid, that
22judgment shall not affect, impair, or invalidate the remainder
23thereof, but shall be confined in its operation to the clause,
24sentence, paragraph, or subparagraph of this Section directly
25involved in the controversy in which that judgment shall have
26been rendered.

 

 

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1    If any clause, sentence, paragraph, or part of a signed
2authorization for payroll deductions shall be adjudged by a
3court of competent jurisdiction to be unconstitutional or
4otherwise invalid, that judgment shall not affect, impair, or
5invalidate the remainder of the signed authorization, but
6shall be confined in its operation to the clause, sentence,
7paragraph, or part of the signed authorization directly
8involved in the controversy in which that judgment shall have
9been rendered.
10    (g) Agreements containing a fair share agreement must
11safeguard the right of nonassociation of employees based upon
12bona fide religious tenets or teachings of a church or
13religious body of which such employees are members. Such
14employees may be required to pay an amount equal to their fair
15share, determined under a lawful fair share agreement, to a
16nonreligious charitable organization mutually agreed upon by
17the employees affected and the exclusive bargaining
18representative to which such employees would otherwise pay
19such service fee. If the affected employees and the bargaining
20representative are unable to reach an agreement on the matter,
21the Board may establish an approved list of charitable
22organizations to which such payments may be made.
23(Source: P.A. 101-620, eff. 12-20-19.)
 
24    (5 ILCS 315/20)  (from Ch. 48, par. 1620)
25    Sec. 20. Prohibitions.

 

 

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1    (a) Nothing in this Act shall be construed to require an
2individual employee to render labor or service without his
3consent, nor shall anything in this Act be construed to make
4the quitting of his labor by an individual employee an illegal
5act; nor shall any court issue any process to compel the
6performance by an individual employee of such labor or
7service, without his consent; nor shall the good faith
8concerted cessation or suspension quitting of labor by an
9employee or employees in good faith because of abnormally
10dangerous conditions for work at the place of employment of
11such employees employee be deemed a strike or an abandonment
12of employment under this Act.
13    (b) This Act shall not be applicable to units of local
14government employing less than 5 employees at the time the
15Petition for Certification or Representation is filed with the
16Board. This prohibition shall not apply to bargaining units in
17existence on the effective date of this Act and units of local
18government employing more than 5 employees where the total
19number of employees falls below 5 after the Board has
20certified a bargaining unit.
21(Source: P.A. 93-442, eff. 1-1-04; 93-1080, eff. 6-1-05;
2294-67, eff. 1-1-06.)
 
23    Section 10. The Illinois Educational Labor Relations Act
24is amended by changing Sections 3 and 13 as follows:
 

 

 

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1    (115 ILCS 5/3)  (from Ch. 48, par. 1703)
2    Sec. 3. Employee rights; exclusive representative rights.
3    (a) It shall be lawful for educational employees to
4organize, form, join, or assist in employee organizations or
5engage in lawful concerted activities for the purpose of
6collective bargaining or other mutual aid and protection,
7including for health and safety reasons, or bargain
8collectively through representatives of their own free choice
9and, except as provided in Section 11, such employees shall
10also have the right to refrain from any or all such activities.
11    (b) Representatives selected by educational employees in a
12unit appropriate for collective bargaining purposes shall be
13the exclusive representative of all the employees in such unit
14to bargain on wages, hours, terms and conditions of
15employment. However, any individual employee or a group of
16employees may at any time present grievances to their employer
17and have them adjusted without the intervention of the
18bargaining representative as long as the adjustment is not
19inconsistent with the terms of a collective bargaining
20agreement then in effect, provided that the bargaining
21representative has been given an opportunity to be present at
22such adjustment.
23    (c) Employers shall provide to exclusive representatives,
24including their agents and employees, reasonable access to and
25information about employees in the bargaining units they
26represent. This access shall at all times be conducted in a

 

 

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1manner so as not to impede normal operations.
2        (1) Access includes the following:
3            (A) the right to meet with one or more employees on
4        the employer's premises during the work day to
5        investigate and discuss grievances and
6        workplace-related complaints without charge to pay or
7        leave time of employees or agents of the exclusive
8        representative;
9            (B) the right to conduct worksite meetings during
10        lunch and other non-work breaks, and before and after
11        the workday, on the employer's premises to discuss
12        collective bargaining negotiations, the administration
13        of collective bargaining agreements, other matters
14        related to the duties of the exclusive representative,
15        and internal matters involving the governance or
16        business of the exclusive representative, without
17        charge to pay or leave time of employees or agents of
18        the exclusive representative;
19            (C) the right to meet with newly hired employees,
20        without charge to pay or leave time of the employees or
21        agents of the exclusive representative, on the
22        employer's premises or at a location mutually agreed
23        to by the employer and exclusive representative for up
24        to one hour either within the first two weeks of
25        employment in the bargaining unit or at a later date
26        and time if mutually agreed upon by the employer and

 

 

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1        the exclusive representative; and
2            (D) the right to use the facility mailboxes and
3        bulletin boards of the employer to communicate with
4        bargaining unit employees regarding collective
5        bargaining negotiations, the administration of the
6        collective bargaining agreements, the investigation of
7        grievances, other workplace-related complaints and
8        issues, and internal matters involving the governance
9        or business of the exclusive representative.
10        Nothing in this Section shall prohibit an employer and
11    exclusive representative from agreeing in a collective
12    bargaining agreement to provide the exclusive
13    representative greater access to bargaining unit
14    employees, including through the use of the employer's
15    email system.
16        (2) Information about employees includes, but is not
17    limited to, the following:
18            (A) within 10 calendar days from the beginning of
19        every school term and every 30 calendar days
20        thereafter in the school term, in an Excel file or
21        other editable digital file format agreed to by the
22        exclusive representative, the employee's name, job
23        title, worksite location, home address, work telephone
24        numbers, identification number if available, and any
25        home and personal cellular telephone numbers on file
26        with the employer, date of hire, work email address,

 

 

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1        and any personal email address on file with the
2        employer; and
3            (B) unless otherwise mutually agreed upon, within
4        10 calendar days from the date of hire of a bargaining
5        unit employee, in an electronic file or other format
6        agreed to by the exclusive representative, the
7        employee's name, job title, worksite location, home
8        address, work telephone numbers, and any home and
9        personal cellular telephone numbers on file with the
10        employer, date of hire, work email address, and any
11        personal email address on file with the employer.
12    (d) No employer shall disclose the following information
13of any employee: (1) the employee's home address (including
14ZIP code and county); (2) the employee's date of birth; (3) the
15employee's home and personal phone number; (4) the employee's
16personal email address; (5) any information personally
17identifying employee membership or membership status in a
18labor organization or other voluntary association affiliated
19with a labor organization or a labor federation (including
20whether employees are members of such organization, the
21identity of such organization, whether or not employees pay or
22authorize the payment of any dues of moneys to such
23organization, and the amounts of such dues or moneys); and (6)
24emails or other communications between a labor organization
25and its members.
26    As soon as practicable after receiving a request for any

 

 

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1information prohibited from disclosure under this subsection
2(d), excluding a request from the exclusive bargaining
3representative of the employee, the employer must provide a
4written copy of the request, or a written summary of any oral
5request, to the exclusive bargaining representative of the
6employee or, if no such representative exists, to the
7employee. The employer must also provide a copy of any
8response it has made within 5 business days of sending the
9response to any request.
10    If an employer discloses information in violation of this
11subsection (d), an aggrieved employee of the employer or his
12or her exclusive bargaining representative may file an unfair
13labor practice charge with the Illinois Educational Labor
14Relations Board pursuant to Section 14 of this Act or commence
15an action in the circuit court to enforce the provisions of
16this Act, including actions to compel compliance, if an
17employer willfully and wantonly discloses information in
18violation of this subsection. The circuit court for the county
19in which the complainant resides, in which the complainant is
20employed, or in which the employer is located shall have
21jurisdiction in this matter.
22    This subsection does not apply to disclosures (i) required
23under the Freedom of Information Act, (ii) for purposes of
24conducting public operations or business, or (iii) to the
25exclusive representative.
26(Source: P.A. 101-620, eff. 12-20-19.)
 

 

 

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1    (115 ILCS 5/13)  (from Ch. 48, par. 1713)
2    Sec. 13. Strikes.
3    (a) Notwithstanding the existence of any other provision
4in this Act or other law, educational employees employed in
5school districts organized under Article 34 of the School Code
6shall not engage in a strike at any time during the 18 month
7period that commences on the effective date of this amendatory
8Act of 1995. An educational employee employed in a school
9district organized under Article 34 of the School Code who
10participates in a strike in violation of this Section is
11subject to discipline by the employer. In addition, no
12educational employer organized under Article 34 of the School
13Code may pay or cause to be paid to an educational employee who
14participates in a strike in violation of this subsection any
15wages or other compensation for any period during which an
16educational employee participates in the strike, except for
17wages or compensation earned before participation in the
18strike. Notwithstanding the existence of any other provision
19in this Act or other law, during the 18-month period that
20strikes are prohibited under this subsection nothing in this
21subsection shall be construed to require an educational
22employer to submit to a binding dispute resolution process.
23    (b) Notwithstanding the existence of any other provision
24in this Act or any other law, educational employees other than
25those employed in a school district organized under Article 34

 

 

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1of the School Code and, after the expiration of the 18 month
2period that commences on the effective date of this amendatory
3Act of 1995, educational employees in a school district
4organized under Article 34 of the School Code shall not engage
5in a strike except under the following conditions:
6        (1) they are represented by an exclusive bargaining
7    representative;
8        (2) mediation has been used without success and, for
9    educational employers and exclusive bargaining
10    representatives to which subsection (a-5) of Section 12 of
11    this Act applies, at least 14 days have elapsed after the
12    Board has made public the parties' offers;
13        (2.5) if fact-finding was invoked pursuant to
14    subsection (a-10) of Section 12 of this Act, at least 30
15    days have elapsed after a fact-finding report has been
16    released for public information;
17        (2.10) for educational employees employed in a school
18    district organized under Article 34 of the School Code, at
19    least three-fourths of all bargaining unit employees who
20    are members of the exclusive bargaining representative
21    have affirmatively voted to authorize the strike;
22    provided, however, that all members of the exclusive
23    bargaining representative at the time of a strike
24    authorization vote shall be eligible to vote;
25        (3) at least 10 days have elapsed after a notice of
26    intent to strike has been given by the exclusive

 

 

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1    bargaining representative to the educational employer, the
2    regional superintendent and the Illinois Educational Labor
3    Relations Board;
4        (4) the collective bargaining agreement between the
5    educational employer and educational employees, if any,
6    has expired or been terminated; and
7        (5) the employer and the exclusive bargaining
8    representative have not mutually submitted the unresolved
9    issues to arbitration.
10    If, however, in the opinion of an employer the strike is or
11has become a clear and present danger to the health or safety
12of the public, the employer may initiate in the circuit court
13of the county in which such danger exists an action for relief
14which may include, but is not limited to, injunction. The
15court may grant appropriate relief upon the finding that such
16clear and present danger exists. An unfair practice or other
17evidence of lack of clean hands by the educational employer is
18a defense to such action. Except as provided for in this
19paragraph, the jurisdiction of the court under this Section is
20limited by the Labor Dispute Act.
21    (c) The good faith concerted cessation or suspension of
22labor by educational employees because of abnormally dangerous
23conditions for work at the place of employment of such
24educational employees shall not be deemed a strike or an
25abandonment of employment under this Act.
26(Source: P.A. 97-7, eff. 6-13-11; 97-8, eff. 6-13-11; 98-513,

 

 

10200SB1204sam001- 24 -LRB102 05019 CMG 25869 a

1eff. 1-1-14.)".