Illinois General Assembly - Full Text of SB1784
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Full Text of SB1784  101st General Assembly

SB1784ham001 101ST GENERAL ASSEMBLY

Rep. Jay Hoffman

Filed: 5/30/2019

 

 


 

 


 
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1
AMENDMENT TO SENATE BILL 1784

2    AMENDMENT NO. ______. Amend Senate Bill 1784 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The Freedom of Information Act is amended by
5changing Section 7.5 as follows:
 
6    (5 ILCS 140/7.5)
7    Sec. 7.5. Statutory exemptions. To the extent provided for
8by the statutes referenced below, the following shall be exempt
9from inspection and copying:
10        (a) All information determined to be confidential
11    under Section 4002 of the Technology Advancement and
12    Development Act.
13        (b) Library circulation and order records identifying
14    library users with specific materials under the Library
15    Records Confidentiality Act.
16        (c) Applications, related documents, and medical

 

 

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1    records received by the Experimental Organ Transplantation
2    Procedures Board and any and all documents or other records
3    prepared by the Experimental Organ Transplantation
4    Procedures Board or its staff relating to applications it
5    has received.
6        (d) Information and records held by the Department of
7    Public Health and its authorized representatives relating
8    to known or suspected cases of sexually transmissible
9    disease or any information the disclosure of which is
10    restricted under the Illinois Sexually Transmissible
11    Disease Control Act.
12        (e) Information the disclosure of which is exempted
13    under Section 30 of the Radon Industry Licensing Act.
14        (f) Firm performance evaluations under Section 55 of
15    the Architectural, Engineering, and Land Surveying
16    Qualifications Based Selection Act.
17        (g) Information the disclosure of which is restricted
18    and exempted under Section 50 of the Illinois Prepaid
19    Tuition Act.
20        (h) Information the disclosure of which is exempted
21    under the State Officials and Employees Ethics Act, and
22    records of any lawfully created State or local inspector
23    general's office that would be exempt if created or
24    obtained by an Executive Inspector General's office under
25    that Act.
26        (i) Information contained in a local emergency energy

 

 

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1    plan submitted to a municipality in accordance with a local
2    emergency energy plan ordinance that is adopted under
3    Section 11-21.5-5 of the Illinois Municipal Code.
4        (j) Information and data concerning the distribution
5    of surcharge moneys collected and remitted by carriers
6    under the Emergency Telephone System Act.
7        (k) Law enforcement officer identification information
8    or driver identification information compiled by a law
9    enforcement agency or the Department of Transportation
10    under Section 11-212 of the Illinois Vehicle Code.
11        (l) Records and information provided to a residential
12    health care facility resident sexual assault and death
13    review team or the Executive Council under the Abuse
14    Prevention Review Team Act.
15        (m) Information provided to the predatory lending
16    database created pursuant to Article 3 of the Residential
17    Real Property Disclosure Act, except to the extent
18    authorized under that Article.
19        (n) Defense budgets and petitions for certification of
20    compensation and expenses for court appointed trial
21    counsel as provided under Sections 10 and 15 of the Capital
22    Crimes Litigation Act. This subsection (n) shall apply
23    until the conclusion of the trial of the case, even if the
24    prosecution chooses not to pursue the death penalty prior
25    to trial or sentencing.
26        (o) Information that is prohibited from being

 

 

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1    disclosed under Section 4 of the Illinois Health and
2    Hazardous Substances Registry Act.
3        (p) Security portions of system safety program plans,
4    investigation reports, surveys, schedules, lists, data, or
5    information compiled, collected, or prepared by or for the
6    Regional Transportation Authority under Section 2.11 of
7    the Regional Transportation Authority Act or the St. Clair
8    County Transit District under the Bi-State Transit Safety
9    Act.
10        (q) Information prohibited from being disclosed by the
11    Personnel Record Records Review Act.
12        (r) Information prohibited from being disclosed by the
13    Illinois School Student Records Act.
14        (s) Information the disclosure of which is restricted
15    under Section 5-108 of the Public Utilities Act.
16        (t) All identified or deidentified health information
17    in the form of health data or medical records contained in,
18    stored in, submitted to, transferred by, or released from
19    the Illinois Health Information Exchange, and identified
20    or deidentified health information in the form of health
21    data and medical records of the Illinois Health Information
22    Exchange in the possession of the Illinois Health
23    Information Exchange Authority due to its administration
24    of the Illinois Health Information Exchange. The terms
25    "identified" and "deidentified" shall be given the same
26    meaning as in the Health Insurance Portability and

 

 

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1    Accountability Act of 1996, Public Law 104-191, or any
2    subsequent amendments thereto, and any regulations
3    promulgated thereunder.
4        (u) Records and information provided to an independent
5    team of experts under the Developmental Disability and
6    Mental Health Safety Act (also known as Brian's Law).
7        (v) Names and information of people who have applied
8    for or received Firearm Owner's Identification Cards under
9    the Firearm Owners Identification Card Act or applied for
10    or received a concealed carry license under the Firearm
11    Concealed Carry Act, unless otherwise authorized by the
12    Firearm Concealed Carry Act; and databases under the
13    Firearm Concealed Carry Act, records of the Concealed Carry
14    Licensing Review Board under the Firearm Concealed Carry
15    Act, and law enforcement agency objections under the
16    Firearm Concealed Carry Act.
17        (w) Personally identifiable information which is
18    exempted from disclosure under subsection (g) of Section
19    19.1 of the Toll Highway Act.
20        (x) Information which is exempted from disclosure
21    under Section 5-1014.3 of the Counties Code or Section
22    8-11-21 of the Illinois Municipal Code.
23        (y) Confidential information under the Adult
24    Protective Services Act and its predecessor enabling
25    statute, the Elder Abuse and Neglect Act, including
26    information about the identity and administrative finding

 

 

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1    against any caregiver of a verified and substantiated
2    decision of abuse, neglect, or financial exploitation of an
3    eligible adult maintained in the Registry established
4    under Section 7.5 of the Adult Protective Services Act.
5        (z) Records and information provided to a fatality
6    review team or the Illinois Fatality Review Team Advisory
7    Council under Section 15 of the Adult Protective Services
8    Act.
9        (aa) Information which is exempted from disclosure
10    under Section 2.37 of the Wildlife Code.
11        (bb) Information which is or was prohibited from
12    disclosure by the Juvenile Court Act of 1987.
13        (cc) Recordings made under the Law Enforcement
14    Officer-Worn Body Camera Act, except to the extent
15    authorized under that Act.
16        (dd) Information that is prohibited from being
17    disclosed under Section 45 of the Condominium and Common
18    Interest Community Ombudsperson Act.
19        (ee) Information that is exempted from disclosure
20    under Section 30.1 of the Pharmacy Practice Act.
21        (ff) Information that is exempted from disclosure
22    under the Revised Uniform Unclaimed Property Act.
23        (gg) Information that is prohibited from being
24    disclosed under Section 7-603.5 of the Illinois Vehicle
25    Code.
26        (hh) Records that are exempt from disclosure under

 

 

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1    Section 1A-16.7 of the Election Code.
2        (ii) Information which is exempted from disclosure
3    under Section 2505-800 of the Department of Revenue Law of
4    the Civil Administrative Code of Illinois.
5        (jj) Information and reports that are required to be
6    submitted to the Department of Labor by registering day and
7    temporary labor service agencies but are exempt from
8    disclosure under subsection (a-1) of Section 45 of the Day
9    and Temporary Labor Services Act.
10        (kk) Information prohibited from disclosure under the
11    Seizure and Forfeiture Reporting Act.
12        (ll) Information the disclosure of which is restricted
13    and exempted under Section 5-30.8 of the Illinois Public
14    Aid Code.
15        (mm) (ll) Records that are exempt from disclosure under
16    Section 4.2 of the Crime Victims Compensation Act.
17        (nn) (ll) Information that is exempt from disclosure
18    under Section 70 of the Higher Education Student Assistance
19    Act.
20        (oo) Information prohibited from being disclosed under
21    the Illinois Educational Labor Relations Act.
22        (pp) Information prohibited from being disclosed under
23    the Illinois Public Labor Relations Act.
24        (qq) Information prohibited from being disclosed under
25    Section 1-167 of the Illinois Pension Code.
26(Source: P.A. 99-78, eff. 7-20-15; 99-298, eff. 8-6-15; 99-352,

 

 

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1eff. 1-1-16; 99-642, eff. 7-28-16; 99-776, eff. 8-12-16;
299-863, eff. 8-19-16; 100-20, eff. 7-1-17; 100-22, eff. 1-1-18;
3100-201, eff. 8-18-17; 100-373, eff. 1-1-18; 100-464, eff.
48-28-17; 100-465, eff. 8-31-17; 100-512, eff. 7-1-18; 100-517,
5eff. 6-1-18; 100-646, eff. 7-27-18; 100-690, eff. 1-1-19;
6100-863, eff. 8-14-18; 100-887, eff. 8-14-18; revised
710-12-18.)
 
8    Section 10. The Illinois Public Labor Relations Act is
9amended by changing Sections 6 and 10 and by adding Section 6.5
10as follows:
 
11    (5 ILCS 315/6)  (from Ch. 48, par. 1606)
12    Sec. 6. Right to organize and bargain collectively;
13exclusive representation; and fair share arrangements.
14    (a) Employees of the State and any political subdivision of
15the State, excluding employees of the General Assembly of the
16State of Illinois and employees excluded from the definition of
17"public employee" under subsection (n) of Section 3 of this
18Act, have, and are protected in the exercise of, the right of
19self-organization, and may form, join or assist any labor
20organization, to bargain collectively through representatives
21of their own choosing on questions of wages, hours and other
22conditions of employment, not excluded by Section 4 of this
23Act, and to engage in other concerted activities not otherwise
24prohibited by law for the purposes of collective bargaining or

 

 

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1other mutual aid or protection, free from interference,
2restraint or coercion. Employees also have, and are protected
3in the exercise of, the right to refrain from participating in
4any such concerted activities. Employees may be required,
5pursuant to the terms of a lawful fair share agreement, to pay
6a fee which shall be their proportionate share of the costs of
7the collective bargaining process, contract administration and
8pursuing matters affecting wages, hours and other conditions of
9employment as defined in Section 3(g).
10    (b) Nothing in this Act prevents an employee from
11presenting a grievance to the employer and having the grievance
12heard and settled without the intervention of an employee
13organization; provided that the exclusive bargaining
14representative is afforded the opportunity to be present at
15such conference and that any settlement made shall not be
16inconsistent with the terms of any agreement in effect between
17the employer and the exclusive bargaining representative.
18    (c) A labor organization designated by the Board as the
19representative of the majority of public employees in an
20appropriate unit in accordance with the procedures herein or
21recognized by a public employer as the representative of the
22majority of public employees in an appropriate unit is the
23exclusive representative for the employees of such unit for the
24purpose of collective bargaining with respect to rates of pay,
25wages, hours and other conditions of employment not excluded by
26Section 4 of this Act. Unless otherwise mutually agreed, a A

 

 

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

 

 

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1on file with the employer, date of hire, work email address,
2and any personal email address on file with the employer.
3    (c-5) No employer shall disclose the following information
4of any employee: (1) the employee's home address (including ZIP
5code and county); (2) the employee's date of birth; (3) the
6employee's home and personal phone number; (4) the employee's
7personal email address; (5) any information personally
8identifying employee membership or membership status in a labor
9organization or other voluntary association affiliated with a
10labor organization or a labor federation (including whether
11employees are members of such organization, the identity of
12such organization, whether or not employees pay or authorize
13the payment of any dues of moneys to such organization, and the
14amounts of such dues or moneys); and (6) emails or other
15communications between a labor organization and its members.
16    As soon as practicable after receiving a request for any
17information prohibited from disclosure under this subsection
18(c-5), excluding a request from the exclusive bargaining
19representative of the employee, the employer must provide a
20written copy of the request, or a written summary of any oral
21request, to the exclusive bargaining representative of the
22employee or, if no such representative exists, to the employee.
23The employer must also provide a copy of any response it has
24made within 5 business days of sending the response to any
25request.
26    If an employer discloses information in violation of this

 

 

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1subsection (c-5), an aggrieved employee of the employer or his
2or her exclusive bargaining representative may file an unfair
3labor practice charge with the Illinois Labor Relations Board
4pursuant to Section 10 of this Act or commence an action in the
5circuit court to enforce the provisions of this Act, including
6actions to compel compliance, if an employer willfully and
7wantonly discloses information in violation of this
8subsection. The circuit court for the county in which the
9complainant resides, in which the complainant is employed, or
10in which the employer is located shall have jurisdiction in
11this matter.
12    This subsection does not apply to disclosures (i) required
13under the Freedom of Information Act, (ii) for purposes of
14conducting public operations or business, or (iii) to the
15exclusive representative.
16    (c-10) Employers shall provide to exclusive
17representatives, including their agents and employees,
18reasonable access to employees in the bargaining units they
19represent. This access shall at all times be conducted in a
20manner so as not to impede normal operations.
21        (1) Access includes the following:
22            (A) the right to meet with one or more employees on
23        the employer's premises during the work day to
24        investigate and discuss grievances and
25        workplace-related complaints without charge to pay or
26        leave time of employees or agents of the exclusive

 

 

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1        representative;
2            (B) the right to conduct worksite meetings during
3        lunch and other non-work breaks, and before and after
4        the workday, on the employer's premises to discuss
5        collective bargaining negotiations, the administration
6        of collective bargaining agreements, other matters
7        related to the duties of the exclusive representative,
8        and internal matters involving the governance or
9        business of the exclusive representative, without
10        charge to pay or leave time of employees or agents of
11        the exclusive representative;
12            (C) the right to meet with newly hired employees,
13        without charge to pay or leave time of the employees or
14        agents of the exclusive representative, on the
15        employer's premises or at a location mutually agreed to
16        by the employer and exclusive representative for up to
17        one hour either within the first two weeks of
18        employment in the bargaining unit or at a later date
19        and time if mutually agreed upon by the employer and
20        the exclusive representative; and
21            (D) the right to use the facility mailboxes and
22        bulletin boards of the employer to communicate with
23        bargaining unit employees regarding collective
24        bargaining negotiations, the administration of the
25        collective bargaining agreements, the investigation of
26        grievances, other workplace-related complaints and

 

 

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1        issues, and internal matters involving the governance
2        or business of the exclusive representative.
3        (2) Nothing in this Section shall prohibit an employer
4    and exclusive representative from agreeing in a collective
5    bargaining agreement to provide the exclusive
6    representative greater access to bargaining unit
7    employees, including through the use of the employer's
8    email system.
9    (d) Labor organizations recognized by a public employer as
10the exclusive representative or so designated in accordance
11with the provisions of this Act are responsible for
12representing the interests of all public employees in the unit.
13Nothing herein shall be construed to limit an exclusive
14representative's right to exercise its discretion to refuse to
15process grievances of employees that are unmeritorious.
16    (e) When a collective bargaining agreement is entered into
17with an exclusive representative, it may include in the
18agreement a provision requiring employees covered by the
19agreement who are not members of the organization to pay their
20proportionate share of the costs of the collective bargaining
21process, contract administration and pursuing matters
22affecting wages, hours and conditions of employment, as defined
23in Section 3 (g), but not to exceed the amount of dues
24uniformly required of members. The organization shall certify
25to the employer the amount constituting each nonmember
26employee's proportionate share which shall not exceed dues

 

 

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1uniformly required of members. In such case, the proportionate
2share payment in this Section shall be deducted by the employer
3from the earnings of the nonmember employees and paid to the
4employee organization.
5    (f) Employers shall make Only the exclusive representative
6may negotiate provisions in a collective bargaining agreement
7providing for the payroll deductions deduction of labor
8organization dues, fair share payment, initiation fees, and
9assessments, and other payments for a labor organization that
10is the exclusive representative. Such Except as provided in
11subsection (e) of this Section, any such deductions shall only
12be made in accordance with the terms of upon an employee's
13written authorization, and continued until revoked in writing
14in the same manner or until the termination date of an
15applicable collective bargaining agreement. Such payments
16shall be paid to the exclusive representative. Written
17authorization may be evidenced by electronic communications,
18and such writing or communication may be evidenced by the
19electronic signature of the employee as provided under Section
205-120 of the Electronic Commerce Security Act.
21    There is no impediment to an employee's right to resign
22union membership at any time. However, notwithstanding any
23other provision of law to the contrary regarding authorization
24and deduction of dues, the exclusive representative and a
25public employee may agree to reasonable limits on the right of
26the employee to revoke such authorization, including a period

 

 

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

 

 

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

 

 

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

 

 

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

 

 

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

 

 

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1court of competent jurisdiction to be unconstitutional or
2otherwise invalid, that judgment shall not affect, impair, or
3invalidate the remainder of the signed authorization, but shall
4be confined in its operation to the clause, sentence,
5paragraph, or part of the signed authorization directly
6involved in the controversy in which that judgment shall have
7been rendered.
8    (g) Agreements containing a fair share agreement must
9safeguard the right of nonassociation of employees based upon
10bona fide religious tenets or teachings of a church or
11religious body of which such employees are members. Such
12employees may be required to pay an amount equal to their fair
13share, determined under a lawful fair share agreement, to a
14nonreligious charitable organization mutually agreed upon by
15the employees affected and the exclusive bargaining
16representative to which such employees would otherwise pay such
17service fee. If the affected employees and the bargaining
18representative are unable to reach an agreement on the matter,
19the Board may establish an approved list of charitable
20organizations to which such payments may be made.
21(Source: P.A. 97-1172, eff. 4-5-13.)
 
22    (5 ILCS 315/6.5 new)
23    Sec. 6.5. Defense to liability.
24    (a) The General Assembly declares that public employees who
25paid agency or fair share fees as a condition of public

 

 

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1employment in accordance with State laws and United States
2Supreme Court precedent prior to June 27, 2018 had no
3legitimate expectation of receiving that money back under any
4then available cause of action. Public employers and labor
5organizations who relied on State law and Supreme Court
6precedent in deducting and accepting those fees were not liable
7to refund them. Agency or fair share fees were paid for
8collective bargaining representation that employee
9organizations were obligated by State law to provide to
10employees. Additionally, it should be presumed that employees
11who signed written membership or dues authorization agreements
12prior to this time knew and freely accepted the contractual
13obligations set forth in those agreements. Application of this
14Section to claims pending on the effective date of this
15amendatory Act of the 101st General Assembly will preserve,
16rather than interfere with, important reliance interests. This
17Section is therefore necessary to provide certainty to public
18employers and labor organizations that relied on State law and
19to avoid disruption of public employee labor relations after
20the United States Supreme Court's decision in Janus v. AFSCME
21Council 31, 138 S. Ct. 2448 (2018).
22    (b) No public employer or labor organization, or any of its
23employees or agents, shall be liable for, and they shall have a
24complete defense to, any claims or actions under the laws of
25this State for requiring, deducting, receiving, or retaining
26dues, agency fees, or fair share fees from public employees,

 

 

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1and current or former public employees shall not have standing
2to pursue these claims or actions if the dues or fees were
3permitted under the laws of this State then in force and paid,
4through payroll deduction or otherwise, prior to June 27, 2018.
5    (c) This Section shall apply to claims and actions pending
6on the effective date of this amendatory Act of the 101st
7General Assembly, as well to claims and actions on or after
8that date.
9    (d) This Section is a declaration of existing law and shall
10not be construed as a new enactment.
 
11    (5 ILCS 315/10)  (from Ch. 48, par. 1610)
12    Sec. 10. Unfair labor practices.
13    (a) It shall be an unfair labor practice for an employer or
14its agents:
15        (1) to interfere with, restrain or coerce public
16    employees in the exercise of the rights guaranteed in this
17    Act or to dominate or interfere with the formation,
18    existence or administration of any labor organization or
19    contribute financial or other support to it; provided, an
20    employer shall not be prohibited from permitting employees
21    to confer with him during working hours without loss of
22    time or pay;
23        (2) to discriminate in regard to hire or tenure of
24    employment or any term or condition of employment in order
25    to encourage or discourage membership in or other support

 

 

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1    for any labor organization. Nothing in this Act or any
2    other law precludes a public employer from making an
3    agreement with a labor organization to require as a
4    condition of employment the payment of a fair share under
5    paragraph (e) of Section 6;
6        (3) to discharge or otherwise discriminate against a
7    public employee because he has signed or filed an
8    affidavit, petition or charge or provided any information
9    or testimony under this Act;
10        (4) to refuse to bargain collectively in good faith
11    with a labor organization which is the exclusive
12    representative of public employees in an appropriate unit,
13    including, but not limited to, the discussing of grievances
14    with the exclusive representative;
15        (5) to violate any of the rules and regulations
16    established by the Board with jurisdiction over them
17    relating to the conduct of representation elections or the
18    conduct affecting the representation elections;
19        (6) to expend or cause the expenditure of public funds
20    to any external agent, individual, firm, agency,
21    partnership or association in any attempt to influence the
22    outcome of representational elections held pursuant to
23    Section 9 of this Act; provided, that nothing in this
24    subsection shall be construed to limit an employer's right
25    to internally communicate with its employees as provided in
26    subsection (c) of this Section, to be represented on any

 

 

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1    matter pertaining to unit determinations, unfair labor
2    practice charges or pre-election conferences in any formal
3    or informal proceeding before the Board, or to seek or
4    obtain advice from legal counsel. Nothing in this paragraph
5    shall be construed to prohibit an employer from expending
6    or causing the expenditure of public funds on, or seeking
7    or obtaining services or advice from, any organization,
8    group, or association established by and including public
9    or educational employers, whether covered by this Act, the
10    Illinois Educational Labor Relations Act or the public
11    employment labor relations law of any other state or the
12    federal government, provided that such services or advice
13    are generally available to the membership of the
14    organization, group or association, and are not offered
15    solely in an attempt to influence the outcome of a
16    particular representational election; or
17        (7) to refuse to reduce a collective bargaining
18    agreement to writing or to refuse to sign such agreement; .
19        (8) to interfere with, restrain, coerce, deter, or
20    discourage public employees or applicants to be public
21    employees from: (i) becoming or remaining members of a
22    labor organization; (ii) authorizing representation by a
23    labor organization; or (iii) authorizing dues or fee
24    deductions to a labor organization, nor shall the employer
25    intentionally permit outside third parties to use its email
26    or other communication systems to engage in that conduct.

 

 

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1    An employer's good faith implementation of a policy to
2    block the use of its email or other communication systems
3    for such purposes shall be a defense to an unfair labor
4    practice; or
5        (9) to disclose to any person or entity information set
6    forth in subsection (c-5) of Section 6 of this Act that the
7    employer knows or should know will be used to interfere
8    with, restrain, coerce, deter, or discourage any public
9    employee from: (i) becoming or remaining members of a labor
10    organization, (ii) authorizing representation by a labor
11    organization, or (iii) authorizing dues or fee deductions
12    to a labor organization.
13    (b) It shall be an unfair labor practice for a labor
14organization or its agents:
15        (1) to restrain or coerce public employees in the
16    exercise of the rights guaranteed in this Act, provided,
17    (i) that this paragraph shall not impair the right of a
18    labor organization to prescribe its own rules with respect
19    to the acquisition or retention of membership therein or
20    the determination of fair share payments and (ii) that a
21    labor organization or its agents shall commit an unfair
22    labor practice under this paragraph in duty of fair
23    representation cases only by intentional misconduct in
24    representing employees under this Act;
25        (2) to restrain or coerce a public employer in the
26    selection of his representatives for the purposes of

 

 

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1    collective bargaining or the settlement of grievances; or
2        (3) to cause, or attempt to cause, an employer to
3    discriminate against an employee in violation of
4    subsection (a)(2);
5        (4) to refuse to bargain collectively in good faith
6    with a public employer, if it has been designated in
7    accordance with the provisions of this Act as the exclusive
8    representative of public employees in an appropriate unit;
9        (5) to violate any of the rules and regulations
10    established by the boards with jurisdiction over them
11    relating to the conduct of representation elections or the
12    conduct affecting the representation elections;
13        (6) to discriminate against any employee because he has
14    signed or filed an affidavit, petition or charge or
15    provided any information or testimony under this Act;
16        (7) to picket or cause to be picketed, or threaten to
17    picket or cause to be picketed, any public employer where
18    an object thereof is forcing or requiring an employer to
19    recognize or bargain with a labor organization of the
20    representative of its employees, or forcing or requiring
21    the employees of an employer to accept or select such labor
22    organization as their collective bargaining
23    representative, unless such labor organization is
24    currently certified as the representative of such
25    employees:
26            (A) where the employer has lawfully recognized in

 

 

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1        accordance with this Act any labor organization and a
2        question concerning representation may not
3        appropriately be raised under Section 9 of this Act;
4            (B) where within the preceding 12 months a valid
5        election under Section 9 of this Act has been
6        conducted; or
7            (C) where such picketing has been conducted
8        without a petition under Section 9 being filed within a
9        reasonable period of time not to exceed 30 days from
10        the commencement of such picketing; provided that when
11        such a petition has been filed the Board shall
12        forthwith, without regard to the provisions of
13        subsection (a) of Section 9 or the absence of a showing
14        of a substantial interest on the part of the labor
15        organization, direct an election in such unit as the
16        Board finds to be appropriate and shall certify the
17        results thereof; provided further, that nothing in
18        this subparagraph shall be construed to prohibit any
19        picketing or other publicity for the purpose of
20        truthfully advising the public that an employer does
21        not employ members of, or have a contract with, a labor
22        organization unless an effect of such picketing is to
23        induce any individual employed by any other person in
24        the course of his employment, not to pick up, deliver,
25        or transport any goods or not to perform any services;
26        or

 

 

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1        (8) to refuse to reduce a collective bargaining
2    agreement to writing or to refuse to sign such agreement.
3    (c) The expressing of any views, argument, or opinion or
4the dissemination thereof, whether in written, printed,
5graphic, or visual form, shall not constitute or be evidence of
6an unfair labor practice under any of the provisions of this
7Act, if such expression contains no threat of reprisal or force
8or promise of benefit.
9    (d) The employer shall not discourage public employees or
10applicants to be public employees from becoming or remaining
11union members or authorizing dues deductions, and shall not
12otherwise interfere with the relationship between employees
13and their exclusive bargaining representative. The employer
14shall refer all inquiries about union membership to the
15exclusive bargaining representative, except that the employer
16may communicate with employees regarding payroll processes and
17procedures. The employer will establish email policies in an
18effort to prohibit the use of its email system by outside
19sources.
20(Source: P.A. 86-412; 87-736.)
 
21    Section 15. The State Comptroller Act is amended by
22changing Section 20 as follows:
 
23    (15 ILCS 405/20)  (from Ch. 15, par. 220)
24    Sec. 20. Annual report. The Comptroller shall annually, as

 

 

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1soon as possible after the close of the fiscal year but no
2later than December 31, make out and present to the Governor,
3the President of the Senate, the Speaker of the House of
4Representatives, the Minority Leader of the Senate, and the
5Minority Leader of the House of Representatives a report,
6showing the amount of warrants drawn on the treasury, on other
7funds held by the State Treasurer and on any public funds held
8by State agencies, during the preceding fiscal year, and
9stating, particularly, on what account they were drawn, and if
10drawn on the contingent fund, to whom and for what they were
11issued. He or she shall, also, at the same time, report to the
12Governor, the President of the Senate, the Speaker of the House
13of Representatives, the Minority Leader of the Senate, and the
14Minority Leader of the House of Representatives the amount of
15money received into the treasury, into other funds held by the
16State Treasurer and into any other funds held by State agencies
17during the preceding fiscal year, and stating particularly, the
18source from which the same may be derived, and also a general
19account of all the business of his office during the preceding
20fiscal year. The report shall also summarize for the previous
21fiscal year the information required under Section 19.
22    Within 60 days after the expiration of each calendar year,
23the Comptroller shall compile, from records maintained and
24available in his office, a list of all persons including those
25employed in the Office of the Comptroller, who have been
26employed by the State during the past calendar year and paid

 

 

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1from funds in the hands of the State Treasurer.
2    The list shall be arranged according to counties and shall
3state in alphabetical order the name of each employee, the
4address in the county in which he votes, except as specified
5below, the position, and the total salary paid to him or her
6during the past calendar year, rounded to the nearest hundred
7dollar. For persons employed by the Department of Corrections,
8Department of Children and Family Services, Department of
9Juvenile Justice, Office of the State's Attorneys Appellate
10Prosecutor, and the Department of State Police, as well as
11their spouses, no address shall be listed. The list so compiled
12and arranged shall be kept on file in the office of the
13Comptroller and be open to inspection by the public at all
14times.
15    No person who utilizes the names obtained from this list
16for solicitation shall represent that such solicitation is
17authorized by any officer or agency of the State of Illinois.
18Violation of this provision is a Business Offense punishable by
19a fine not to exceed $3,000.
20(Source: P.A. 100-253, eff. 1-1-18.)
 
21    Section 20. The Illinois Pension Code is amended by adding
22Section 1-167 as follows:
 
23    (40 ILCS 5/1-167 new)
24    Sec. 1-167. Prohibited disclosures. No pension fund or

 

 

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1retirement system subject to this Code shall disclose the
2following information of any members or participants of any
3pension fund or retirement system: (1) the individual's home
4address (including ZIP code and county); (2) the individual's
5date of birth; (3) the individual's home and personal phone
6number; (4) the individual's personal email address; (5)
7personally identifying member or participant deduction
8information; or (6) any membership status in a labor
9organization or other voluntary association affiliated with a
10labor organization or labor federation (including whether
11employees are members of such organization, the identity of
12such organization, whether or not employees pay or authorize
13the payment of any dues or moneys to such organization, and the
14amounts of such dues or moneys).
15    This Section does not apply to disclosures (i) required
16under the Freedom of Information Act, (ii) for purposes of
17conducting public operations or business, or (iii) to a labor
18organization or an exclusive representative.
 
19    Section 25. The Illinois Fire Protection Training Act is
20amended by changing Section 8 as follows:
 
21    (50 ILCS 740/8)  (from Ch. 85, par. 538)
22    Sec. 8. Rules and minimum standards for schools. The Office
23shall adopt rules and minimum standards for such schools which
24shall include but not be limited to the following:

 

 

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1        a. Minimum courses of study, resources, facilities,
2    apparatus, equipment, reference material, established
3    records and procedures as determined by the Office.
4        b. Minimum requirements for instructors.
5        c. Minimum basic training requirements, which a
6    trainee must satisfactorily complete before being eligible
7    for permanent employment as a fire fighter in the fire
8    department of a participating local governmental agency.
9    Those requirements shall include training in first aid
10    (including cardiopulmonary resuscitation), and training in
11    the administration of opioid antagonists as defined in
12    paragraph (1) of subsection (e) of Section 5-23 of the
13    Substance Use Disorder Act, and training in the history of
14    the fire service labor movement using curriculum and
15    instructors provided by a statewide organization
16    representing professional union firefighters in Illinois.
17(Source: P.A. 99-480, eff. 9-9-15; 100-759, eff. 1-1-19.)
 
18    Section 30. The Illinois Educational Labor Relations Act is
19amended by changing Sections 3 and 14 and by adding Sections
2011.1 and 11.2 as follows:
 
21    (115 ILCS 5/3)  (from Ch. 48, par. 1703)
22    Sec. 3. Employee rights; exclusive representative rights.
23    (a) It shall be lawful for educational employees to
24organize, form, join, or assist in employee organizations or

 

 

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1engage in lawful concerted activities for the purpose of
2collective bargaining or other mutual aid and protection or
3bargain collectively through representatives of their own free
4choice and, except as provided in Section 11, such employees
5shall also have the right to refrain from any or all such
6activities.
7    (b) Representatives selected by educational employees in a
8unit appropriate for collective bargaining purposes shall be
9the exclusive representative of all the employees in such unit
10to bargain on wages, hours, terms and conditions of employment.
11However, any individual employee or a group of employees may at
12any time present grievances to their employer and have them
13adjusted without the intervention of the bargaining
14representative as long as the adjustment is not inconsistent
15with the terms of a collective bargaining agreement then in
16effect, provided that the bargaining representative has been
17given an opportunity to be present at such adjustment.
18    (c) Employers shall provide to exclusive representatives,
19including their agents and employees, reasonable access to and
20information about employees in the bargaining units they
21represent. This access shall at all times be conducted in a
22manner so as not to impede normal operations.
23        (1) Access includes the following:
24            (A) the right to meet with one or more employees on
25        the employer's premises during the work day to
26        investigate and discuss grievances and

 

 

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1        workplace-related complaints without charge to pay or
2        leave time of employees or agents of the exclusive
3        representative;
4            (B) the right to conduct worksite meetings during
5        lunch and other non-work breaks, and before and after
6        the workday, on the employer's premises to discuss
7        collective bargaining negotiations, the administration
8        of collective bargaining agreements, other matters
9        related to the duties of the exclusive representative,
10        and internal matters involving the governance or
11        business of the exclusive representative, without
12        charge to pay or leave time of employees or agents of
13        the exclusive representative;
14            (C) the right to meet with newly hired employees,
15        without charge to pay or leave time of the employees or
16        agents of the exclusive representative, on the
17        employer's premises or at a location mutually agreed to
18        by the employer and exclusive representative for up to
19        one hour either within the first two weeks of
20        employment in the bargaining unit or at a later date
21        and time if mutually agreed upon by the employer and
22        the exclusive representative; and
23            (D) the right to use the facility mailboxes and
24        bulletin boards of the employer to communicate with
25        bargaining unit employees regarding collective
26        bargaining negotiations, the administration of the

 

 

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

 

 

10100SB1784ham001- 37 -LRB101 11042 HLH 61455 a

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

 

 

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1The employer must also provide a copy of any response it has
2made within 5 business days of sending the response to any
3request.
4    If an employer discloses information in violation of this
5subsection (d), an aggrieved employee of the employer or his or
6her exclusive bargaining representative may file an unfair
7labor practice charge with the Illinois Educational Labor
8Relations Board pursuant to Section 14 of this Act or commence
9an action in the circuit court to enforce the provisions of
10this Act, including actions to compel compliance, if an
11employer willfully and wantonly discloses information in
12violation of this subsection. The circuit court for the county
13in which the complainant resides, in which the complainant is
14employed, or in which the employer is located shall have
15jurisdiction in this matter.
16    This subsection does not apply to disclosures (i) required
17under the Freedom of Information Act, (ii) for purposes of
18conducting public operations or business, or (iii) to the
19exclusive representative.
20(Source: P.A. 83-1014.)
 
21    (115 ILCS 5/11.1 new)
22    Sec. 11.1. Dues collection.
23    (a) Employers shall make payroll deductions of employee
24organization dues, initiation fees, assessments, and other
25payments for an employee organization that is the exclusive

 

 

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1representative. Such deductions shall be made in accordance
2with the terms of an employee's written authorization and shall
3be paid to the exclusive representative. Written authorization
4may be evidenced by electronic communications, and such writing
5or communication may be evidenced by the electronic signature
6of the employee as provided under Section 5-120 of the
7Electronic Commerce Security Act.
8    There is no impediment to an employee's right to resign
9union membership at any time. However, notwithstanding any
10other provision of law to the contrary regarding authorization
11and deduction of dues, the exclusive representative and an
12educational employee may agree to reasonable limits on the
13right of the employee to revoke such authorization, including a
14period of irrevocability that exceeds one year. An
15authorization that is irrevocable for one year, which may be
16automatically renewed for successive annual periods in
17accordance with the terms of the authorization, and that
18contains at least an annual 10-day period of time during which
19the educational employee may revoke the authorization, shall be
20deemed reasonable. This Section shall apply to all claims that
21allege that an educational employer or employee organization
22has improperly deducted or collected dues from an employee
23without regard to whether the claims or the facts upon which
24they are based occurred before, on, or after the effective date
25of this amendatory Act of the 101st General Assembly and shall
26apply retroactively to the maximum extent permitted by law.

 

 

10100SB1784ham001- 40 -LRB101 11042 HLH 61455 a

1    (b) Upon receiving written notice of the authorization, the
2educational employer must commence dues deductions as soon as
3practicable, but in no case later than 30 days after receiving
4notice from the employee organization. Employee deductions
5shall be transmitted to the employee organization no later than
610 days after they are deducted unless a shorter period is
7mutually agreed to.
8    (c) Deductions shall remain in effect until:
9        (1) the educational employer receives notice that an
10    educational employee has revoked his or her authorization
11    in writing in accordance with the terms of the
12    authorization; or
13        (2) the individual educational employee is no longer
14    employed by the educational employer in a bargaining unit
15    position represented by the same exclusive representative;
16    provided that if such employee is, within a period of one
17    year, employed by the same educational employer in a
18    position represented by the same employee organization,
19    the right to dues deduction shall be automatically
20    reinstated.
21    Nothing in this subsection prevents an employee from
22continuing to authorize payroll deductions when no longer
23represented by the exclusive representative that would receive
24those deductions.
25    Should the individual educational employee who has signed a
26dues deduction authorization card either be removed from an

 

 

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1educational employer's payroll or otherwise placed on any type
2of involuntary or voluntary leave of absence, whether paid or
3unpaid, the employee's dues deduction shall be continued upon
4that employee's return to the payroll in a bargaining unit
5position represented by the same exclusive representative or
6restoration to active duty from such a leave of absence.
7    (d) Unless otherwise mutually agreed by the educational
8employer and the exclusive representative, employee requests
9to authorize, revoke, cancel, or change authorizations for
10payroll deductions for employee organizations shall be
11directed to the employee organization rather than to the
12educational employer. The employee organization shall be
13responsible for initially processing and notifying the
14educational employer of proper requests or providing proper
15requests to the employer. If the requests are not provided to
16the educational employer, the employer shall rely on
17information provided by the employee organization regarding
18whether deductions for an employee organization were properly
19authorized, revoked, canceled, or changed, and the employee
20organization shall indemnify the educational employer for any
21damages and reasonable costs incurred for any claims made by
22educational employees for deductions made in good faith
23reliance on that information.
24    (e) Upon receipt by the exclusive representative of an
25appropriate written authorization from an individual
26educational employee, written notice of authorization shall be

 

 

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1provided to the educational employer and any authorized
2deductions shall be made in accordance with law. The employee
3organization shall indemnify the educational employer for any
4damages and reasonable costs incurred for any claims made by an
5educational employee for deductions made in good faith reliance
6on its notification.
7    (f) The failure of an educational employer to comply with
8the provisions of this Section shall be a violation of the duty
9to bargain and an unfair labor practice. Relief for the
10violation shall be reimbursement by the educational employer of
11dues that should have been deducted or paid based on a valid
12authorization given by the educational employee or employees.
13In addition, the provisions of a collective bargaining
14agreement that contain the obligations set forth in this
15Section may be enforced in accordance with Section 10.
16    (g) The Illinois Educational Labor Relations Board shall
17have exclusive jurisdiction over claims under Illinois law that
18allege an educational employer or employee organization has
19unlawfully deducted or collected dues from an educational
20employee in violation of this Act. The Board shall by rule
21require that in cases in which an educational employee alleges
22that an employee organization has unlawfully collected dues,
23the educational employer shall continue to deduct the
24employee's dues from the employee's pay, but shall transmit the
25dues to the Board for deposit in an escrow account maintained
26by the Board. If the exclusive representative maintains an

 

 

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1escrow account for the purpose of holding dues to which an
2employee has objected, the employer shall transmit the entire
3amount of dues to the exclusive representative, and the
4exclusive representative shall hold in escrow the dues that the
5employer would otherwise have been required to transmit to the
6Board for escrow; provided that the escrow account maintained
7by the exclusive representative complies with rules adopted by
8the Board or that the collective bargaining agreement requiring
9the payment of the dues contains an indemnification provision
10for the purpose of indemnifying the employer with respect to
11the employer's transmission of dues to the exclusive
12representative.
13    (h) If a collective bargaining agreement that includes a
14dues deduction clause expires or continues in effect beyond its
15scheduled expiration date pending the negotiation of a
16successor agreement, then the employer shall continue to honor
17and abide by the dues deduction clause until a new agreement
18that includes a dues deduction clause is reached. Failure to
19honor and abide by the dues deduction clause for the benefit of
20any exclusive representative as set forth in this subsection
21(h) shall be a violation of the duty to bargain and an unfair
22labor practice. For the benefit of any successor exclusive
23representative certified under this Act, this provision shall
24be applicable, provided the successor exclusive representative
25presents the employer with employee written authorizations or
26certifications from the exclusive representative for the

 

 

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1deduction of dues, assessments, and fees under this subsection
2(h).
3    (i)(1) If any clause, sentence, paragraph, or subdivision
4of this Section shall be adjudged by a court of competent
5jurisdiction to be unconstitutional or otherwise invalid, that
6judgment shall not affect, impair, or invalidate the remainder
7thereof, but shall be confined in its operation to the clause,
8sentence, paragraph, or subdivision of this Section directly
9involved in the controversy in which such judgment shall have
10been rendered.
11    (2) If any clause, sentence, paragraph, or part of a signed
12authorization for payroll deductions shall be adjudged by a
13court of competent jurisdiction to be unconstitutional or
14otherwise invalid, that judgment shall not affect, impair, or
15invalidate the remainder of the signed authorization, but shall
16be confined in its operation to the clause, sentence,
17paragraph, or part of the signed authorization directly
18involved in the controversy in which such judgment shall have
19been rendered.
 
20    (115 ILCS 5/11.2 new)
21    Sec. 11.2. Defense to liability.
22    (a) The General Assembly declares that educational
23employees who paid agency or fair share fees as a condition of
24employment in accordance with State laws and United States
25Supreme Court precedent prior to June 27, 2018 had no

 

 

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1legitimate expectation of receiving that money back under any
2then available cause of action. Educational employers and
3employee organizations who relied on State law and United
4States Supreme Court precedent in deducting and accepting those
5fees were not liable to refund them. Agency or fair share fees
6were paid for collective bargaining representation that
7employee organizations were obligated by State law to provide
8to employees. Additionally, it should be presumed that
9educational employees who signed written membership or dues
10authorization agreements prior to this time knew and freely
11accepted the contractual obligations set forth in those
12agreements. Application of this Section to claims pending on
13the effective date of this amendatory Act of the 101st General
14Assembly will preserve, rather than interfere with, important
15reliance interests. This Section is therefore necessary to
16provide certainty to educational employers and employee
17organizations that relied on State law and to avoid disruption
18of educational labor relations after the United States Supreme
19Court's decision in Janus v. AFSCME Council 31, 138 S. Ct. 2448
20(2018).
21    (b) No educational employer or employee organization or any
22of its employees or agents shall be liable for, and shall have
23a complete defense to, any claims or actions under the laws of
24this State for requiring, deducting, receiving, or retaining
25dues, agency fees, or fair share fees from educational
26employees, and current or former educational employees shall

 

 

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1not have standing to pursue these claims or actions, if the
2dues or fees were permitted under the laws of this State then
3in force and paid, through payroll deduction or otherwise,
4prior to June 27, 2018.
5    (c) This Section shall apply to claims and actions pending
6on the effective date of this amendatory Act of the 101st
7General Assembly, as well to claims and actions on or after
8that date.
9    (d) This Section is a declaration of existing law and shall
10not be construed as a new enactment.
 
11    (115 ILCS 5/14)  (from Ch. 48, par. 1714)
12    Sec. 14. Unfair labor practices.
13    (a) Educational employers, their agents or representatives
14are prohibited from:
15        (1) Interfering, restraining or coercing employees in
16    the exercise of the rights guaranteed under this Act.
17        (2) Dominating or interfering with the formation,
18    existence or administration of any employee organization.
19        (3) Discriminating in regard to hire or tenure of
20    employment or any term or condition of employment to
21    encourage or discourage membership in any employee
22    organization.
23        (4) Discharging or otherwise discriminating against an
24    employee because he or she has signed or filed an
25    affidavit, authorization card, petition or complaint or

 

 

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1    given any information or testimony under this Act.
2        (5) Refusing to bargain collectively in good faith with
3    an employee representative which is the exclusive
4    representative of employees in an appropriate unit,
5    including but not limited to the discussing of grievances
6    with the exclusive representative; provided, however, that
7    if an alleged unfair labor practice involves
8    interpretation or application of the terms of a collective
9    bargaining agreement and said agreement contains a
10    grievance and arbitration procedure, the Board may defer
11    the resolution of such dispute to the grievance and
12    arbitration procedure contained in said agreement.
13        (6) Refusing to reduce a collective bargaining
14    agreement to writing and signing such agreement.
15        (7) Violating any of the rules and regulations
16    promulgated by the Board regulating the conduct of
17    representation elections.
18        (8) Refusing to comply with the provisions of a binding
19    arbitration award.
20        (9) Expending or causing the expenditure of public
21    funds to any external agent, individual, firm, agency,
22    partnership or association in any attempt to influence the
23    outcome of representational elections held pursuant to
24    paragraph (c) of Section 7 of this Act; provided, that
25    nothing in this subsection shall be construed to limit an
26    employer's right to be represented on any matter pertaining

 

 

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1    to unit determinations, unfair labor practice charges or
2    pre-election conferences in any formal or informal
3    proceeding before the Board, or to seek or obtain advice
4    from legal counsel. Nothing in this paragraph shall be
5    construed to prohibit an employer from expending or causing
6    the expenditure of public funds on, or seeking or obtaining
7    services or advice from, any organization, group or
8    association established by, and including educational or
9    public employers, whether or not covered by this Act, the
10    Illinois Public Labor Relations Act or the public
11    employment labor relations law of any other state or the
12    federal government, provided that such services or advice
13    are generally available to the membership of the
14    organization, group, or association, and are not offered
15    solely in an attempt to influence the outcome of a
16    particular representational election.
17        (10) Interfering with, restraining, coercing,
18    deterring or discouraging educational employees or
19    applicants to be educational employees from: (1) becoming
20    members of an employee organization; (2) authorizing
21    representation by an employee organization; or (3)
22    authorizing dues or fee deductions to an employee
23    organization, nor shall the employer intentionally permit
24    outside third parties to use its email or other
25    communications systems to engage in that conduct. An
26    employer's good faith implementation of a policy to block

 

 

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1    the use of its email or other communication systems for
2    such purposes shall be defense to an unfair labor practice.
3        (11) Disclosing to any person or entity information set
4    forth in subsection (d) Section 3 of this Act that the
5    employer knows or should know will be used to interfere
6    with, restrain, coerce, deter, or discourage any public
7    employee from: (i) becoming or remaining members of a labor
8    organization, (ii) authorizing representation by a labor
9    organization, or (iii) authorizing dues or fee deductions
10    to a labor organization.
11    (b) Employee organizations, their agents or
12representatives or educational employees are prohibited from:
13        (1) Restraining or coercing employees in the exercise
14    of the rights guaranteed under this Act, provided that a
15    labor organization or its agents shall commit an unfair
16    labor practice under this paragraph in duty of fair
17    representation cases only by intentional misconduct in
18    representing employees under this Act.
19        (2) Restraining or coercing an educational employer in
20    the selection of his representative for the purposes of
21    collective bargaining or the adjustment of grievances.
22        (3) Refusing to bargain collectively in good faith with
23    an educational employer, if they have been designated in
24    accordance with the provisions of this Act as the exclusive
25    representative of employees in an appropriate unit.
26        (4) Violating any of the rules and regulations

 

 

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1    promulgated by the Board regulating the conduct of
2    representation elections.
3        (5) Refusing to reduce a collective bargaining
4    agreement to writing and signing such agreement.
5        (6) Refusing to comply with the provisions of a binding
6    arbitration award.
7    (c) The expressing of any views, argument, opinion or the
8dissemination thereof, whether in written, printed, graphic or
9visual form, shall not constitute or be evidence of an unfair
10labor practice under any of the provisions of this Act, if such
11expression contains no threat of reprisal or force or promise
12of benefit.
13    (c-5) The employer shall not discourage public employees or
14applicants to be public employees from becoming or remaining
15union members or authorizing dues deductions, and shall not
16otherwise interfere with the relationship between employees
17and their exclusive bargaining representative. The employer
18shall refer all inquiries about union membership to the
19exclusive bargaining representative, except that the employer
20may communicate with employees regarding payroll processes and
21procedures. The employer will establish email policies in an
22effort to prohibit the use of its email system by outside
23sources.
24    (d) The actions of a Financial Oversight Panel created
25pursuant to Section 1A-8 of the School Code due to a district
26violating a financial plan shall not constitute or be evidence

 

 

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1of an unfair labor practice under any of the provisions of this
2Act. Such actions include, but are not limited to, reviewing,
3approving, or rejecting a school district budget or a
4collective bargaining agreement.
5(Source: P.A. 89-572, eff. 7-30-96.)
 
6    Section 99. Effective date. This Act takes effect upon
7becoming law.".