Rep. La Shawn K. Ford

Filed: 2/11/2013

 

 


 

 


 
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1
AMENDMENT TO HOUSE BILL 81

2    AMENDMENT NO. ______. Amend House Bill 81 by replacing the
3title with the following:
 
4    "AN ACT concerning human rights."; and
 
5by replacing everything after the enacting clause with the
6following:
 
7    "Section 5. The Illinois Human Rights Act is amended by
8changing Section 2-102 as follows:
 
9    (775 ILCS 5/2-102)  (from Ch. 68, par. 2-102)
10    Sec. 2-102. Civil Rights Violations - Employment. It is a
11civil rights violation:
12    (A) Employers. For any employer to refuse to hire, to
13segregate, or to act with respect to recruitment, hiring,
14promotion, renewal of employment, selection for training or

 

 

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1apprenticeship, discharge, discipline, tenure or terms,
2privileges or conditions of employment on the basis of unlawful
3discrimination or citizenship status.
4    (A-5) Language. For an employer to impose a restriction
5that has the effect of prohibiting a language from being spoken
6by an employee in communications that are unrelated to the
7employee's duties.
8    For the purposes of this subdivision (A-5), "language"
9means a person's native tongue, such as Polish, Spanish, or
10Chinese. "Language" does not include such things as slang,
11jargon, profanity, or vulgarity.
12    (B) Employment Agency. For any employment agency to fail or
13refuse to classify properly, accept applications and register
14for employment referral or apprenticeship referral, refer for
15employment, or refer for apprenticeship on the basis of
16unlawful discrimination or citizenship status or to accept from
17any person any job order, requisition or request for referral
18of applicants for employment or apprenticeship which makes or
19has the effect of making unlawful discrimination or
20discrimination on the basis of citizenship status a condition
21of referral.
22    (C) Labor Organization. For any labor organization to
23limit, segregate or classify its membership, or to limit
24employment opportunities, selection and training for
25apprenticeship in any trade or craft, or otherwise to take, or
26fail to take, any action which affects adversely any person's

 

 

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1status as an employee or as an applicant for employment or as
2an apprentice, or as an applicant for apprenticeships, or
3wages, tenure, hours of employment or apprenticeship
4conditions on the basis of unlawful discrimination or
5citizenship status.
6    (D) Sexual Harassment. For any employer, employee, agent of
7any employer, employment agency or labor organization to engage
8in sexual harassment; provided, that an employer shall be
9responsible for sexual harassment of the employer's employees
10by nonemployees or nonmanagerial and nonsupervisory employees
11only if the employer becomes aware of the conduct and fails to
12take reasonable corrective measures.
13    (E) Public Employers. For any public employer to refuse to
14permit a public employee under its jurisdiction who takes time
15off from work in order to practice his or her religious beliefs
16to engage in work, during hours other than such employee's
17regular working hours, consistent with the operational needs of
18the employer and in order to compensate for work time lost for
19such religious reasons. Any employee who elects such deferred
20work shall be compensated at the wage rate which he or she
21would have earned during the originally scheduled work period.
22The employer may require that an employee who plans to take
23time off from work in order to practice his or her religious
24beliefs provide the employer with a notice of his or her
25intention to be absent from work not exceeding 5 days prior to
26the date of absence.

 

 

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1    (F) Training and Apprenticeship Programs. For any
2employer, employment agency or labor organization to
3discriminate against a person on the basis of age in the
4selection, referral for or conduct of apprenticeship or
5training programs.
6    (G) Immigration-Related Practices.
7        (1) for an employer to request for purposes of
8    satisfying the requirements of Section 1324a(b) of Title 8
9    of the United States Code, as now or hereafter amended,
10    more or different documents than are required under such
11    Section or to refuse to honor documents tendered that on
12    their face reasonably appear to be genuine; or
13        (2) for an employer participating in the Basic Pilot
14    Program, as authorized by 8 U.S.C. 1324a, Notes, Pilot
15    Programs for Employment Eligibility Confirmation (enacted
16    by PL 104-208, div. C title IV, subtitle A) to refuse to
17    hire, to segregate, or to act with respect to recruitment,
18    hiring, promotion, renewal of employment, selection for
19    training or apprenticeship, discharge, discipline, tenure
20    or terms, privileges or conditions of employment without
21    following the procedures under the Basic Pilot Program.
22    (H) Pregnancy; peace officers and fire fighters. For a
23public employer to refuse to temporarily transfer a pregnant
24female peace officer or pregnant female fire fighter to a less
25strenuous or hazardous position for the duration of her
26pregnancy if she so requests, with the advice of her physician,

 

 

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1where that transfer can be reasonably accommodated. For the
2purposes of this subdivision (H), "peace officer" and "fire
3fighter" have the meanings ascribed to those terms in Section 3
4of the Illinois Public Labor Relations Act.
5    It is not a civil rights violation for an employer to take
6any action that is required by Section 1324a of Title 8 of the
7United States Code, as now or hereafter amended.
8    (I) Pregnancy. For an employer to refuse to hire, to
9segregate, or to act with respect to recruitment, hiring,
10promotion, renewal of employment, selection for training or
11apprenticeship, discharge, discipline, tenure or terms,
12privileges or conditions of employment on the basis of
13pregnancy, childbirth, or related medical conditions. Women
14affected by pregnancy, childbirth, or related medical
15conditions shall be treated the same for all employment-related
16purposes, including receipt of benefits under fringe benefit
17programs, as other persons not so affected but similar in their
18ability or inability to work.
19    (J) Young Adults. For an employer to refuse to hire, to
20segregate, or to act with respect to recruitment, hiring,
21promotion, renewal of employment, selection for training or
22apprenticeship, discharge, discipline, tenure, or terms,
23privileges, or conditions of employment on the basis of a
24person's status as a young adult. As used in this subsection
25(J), "young adult" means a person at least 18 years of age but
26not more than 25 years of age.

 

 

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1(Source: P.A. 97-596, eff. 8-26-11.)
 
2    Section 99. Effective date. This Act takes effect upon
3becoming law.".