State of Illinois
91st General Assembly
Legislation

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[ Introduced ][ Enrolled ][ Senate Amendment 001 ]

91_SB1174eng

 
SB1174 Engrossed                               LRB9106029WHpk

 1        AN ACT to amend the Illinois Human Rights Act by changing
 2    Section 2-105.

 3        Be  it  enacted  by  the People of the State of Illinois,
 4    represented in the General Assembly:

 5        Section 5.  The Illinois Human Rights Act is  amended  by
 6    changing Section 2-105 as follows:

 7        (775 ILCS 5/2-105) (from Ch. 68, par. 2-105)
 8        Sec.  2-105.  Equal Employment Opportunities; Affirmative
 9    Action.
10        (A)  Public Contracts.  Every party to a public  contract
11    and every eligible bidder shall:
12             (1)  Refrain   from   unlawful   discrimination  and
13        discrimination based on citizenship status in  employment
14        and  undertake  affirmative  action to assure equality of
15        employment opportunity and eliminate the effects of  past
16        discrimination;
17             (2)  Comply  with the procedures and requirements of
18        the Department's regulations concerning equal  employment
19        opportunities and affirmative action;
20             (3)  Provide  such  information, with respect to its
21        employees and applicants for employment,  and  assistance
22        as the Department may reasonably request;
23             (4)  Have  written  sexual  harassment policies that
24        shall include, at a minimum, the  following  information:
25        (i)   the  illegality  of  sexual  harassment;  (ii)  the
26        definition of sexual harassment under State law; (iii)  a
27        description  of  sexual  harassment,  utilizing examples;
28        (iv) the vendor's internal  complaint  process  including
29        penalties;  (v)  the  legal  recourse,  investigative and
30        complaint process available through  the  Department  and
31        the  Commission;  (vi)  directions  on how to contact the
 
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 1        Department and Commission; and (vii)  protection  against
 2        retaliation  as provided by Section 6-101 of this Act.  A
 3        copy of the policies shall be provided to the  Department
 4        upon request.
 5        (B)  State  Agencies.   Every State executive department,
 6    State agency, board, commission, and instrumentality shall:
 7             (1)  Comply with the procedures and requirements  of
 8        the  Department's regulations concerning equal employment
 9        opportunities and affirmative action;
10             (2)  Provide such information and assistance as  the
11        Department may request.
12             (3)  Establish, maintain, and carry out a continuing
13        affirmative  action plan consistent with this Act and the
14        regulations of the Department designed to  promote  equal
15        opportunity  for  all  State residents in every aspect of
16        agency personnel policy and practice.   For  purposes  of
17        these  affirmative  action  plans,  the race and national
18        origin categories  to  be  included  in  the  plans  are:
19        African  American,  Hispanic  or Latino, Native American,
20        Asian, and any other category as required  by  Department
21        rule.   This plan shall include a current detailed status
22        report:
23                  (a)  indicating,  by  each  position  in  State
24             service, the number, percentage, and average  salary
25             of  individuals  employed  by race, national origin,
26             sex and disability, and any other category that  the
27             Department may require by rule;
28                  (b)  identifying  all  positions  in  which the
29             percentage of the people employed by race,  national
30             origin,  sex  and disability, and any other category
31             that the Department may require  by  rule,  is  less
32             than  four-fifths of the percentage of each of those
33             components in the State work force;
34                  (c)  specifying  the  goals  and  methods   for
 
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 1             increasing  the percentage by race, national origin,
 2             sex and disability, and any other category that  the
 3             Department may require by rule, in State positions;
 4                  (d)  indicating  progress  and  problems toward
 5             meeting   equal   employment   opportunity    goals,
 6             including,   if  applicable,  but  not  limited  to,
 7             Department   of    Central    Management    Services
 8             recruitment  efforts, publicity, promotions, and use
 9             of  options  designating  positions  by   linguistic
10             abilities;
11                  (e)  establishing  a  numerical hiring goal for
12             the   employment   of   qualified    persons    with
13             disabilities  in  the agency as a whole, to be based
14             on the proportion of people with  work  disabilities
15             in the Illinois labor force as reflected in the most
16             recent decennial Census.
17             (4)  If  the  agency  has  1000  or  more employees,
18        appoint a full-time Equal Employment Opportunity officer,
19        subject to the Department's approval, whose duties  shall
20        include:
21                  (a)  Advising  the head of the particular State
22             agency with respect  to  the  preparation  of  equal
23             employment    opportunity    programs,   procedures,
24             regulations, reports, and the  agency's  affirmative
25             action plan.
26                  (b)  Evaluating in writing each fiscal year the
27             sufficiency  of  the  total agency program for equal
28             employment opportunity and reporting thereon to  the
29             head  of  the  agency with recommendations as to any
30             improvement or correction in recruiting,  hiring  or
31             promotion needed, including remedial or disciplinary
32             action  with  respect  to  managerial or supervisory
33             employees who have failed to cooperate fully or  who
34             are in violation of the program.
 
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 1                  (c)  Making  changes  in  recruitment, training
 2             and promotion programs and in hiring  and  promotion
 3             procedures   designed  to  eliminate  discriminatory
 4             practices when authorized.
 5                  (d)  Evaluating  tests,  employment   policies,
 6             practices  and  qualifications  and reporting to the
 7             head  of  the  agency  and  to  the  Department  any
 8             policies, practices  and  qualifications  that  have
 9             unequal  impact by race, national origin as required
10             by Department rule, sex or disability or  any  other
11             category  that  the  Department may require by rule,
12             and to  assist  in  the  recruitment  of  people  in
13             underrepresented   classifications.   This  function
14             shall be performed in  cooperation  with  the  State
15             Department  of Central Management Services.
16                  (e)  Making any aggrieved employee or applicant
17             for  employment  aware  of his or her remedies under
18             this Act.
19                  In  any  meeting,  investigation,  negotiation,
20             conference, or  other  proceeding  between  a  State
21             employee   and   an   Equal  Employment  Opportunity
22             officer, a State employee (1) who is not covered  by
23             a collective bargaining agreement and (2) who is the
24             complaining  party or the subject of such proceeding
25             may be accompanied, advised and represented  by  (1)
26             an attorney licensed to practice law in the State of
27             Illinois  or  (2)  a  representative  of an employee
28             organization  whose  membership   is   composed   of
29             employees  of the State and of which the employee is
30             a member. A representative  of  an  employee,  other
31             than  an  attorney, may observe but may not actively
32             participate, or advise the State employee during the
33             course of such meeting, investigation,  negotiation,
34             conference  or  other  proceeding.  Nothing  in this
 
SB1174 Engrossed            -5-                LRB9106029WHpk
 1             Section shall be construed to permit any person  who
 2             is  not  licensed  to  practice  law  in Illinois to
 3             deliver any legal services or  otherwise  engage  in
 4             any    activities    that   would   constitute   the
 5             unauthorized practice of law.  Any representative of
 6             an employee who is present with the consent  of  the
 7             employee,  shall not, during or after termination of
 8             the relationship permitted by this Section with  the
 9             State   employee,  use  or  reveal  any  information
10             obtained  during  the   course   of   the   meeting,
11             investigation,   negotiation,  conference  or  other
12             proceeding without the consent  of  the  complaining
13             party  and  any State employee who is the subject of
14             the proceeding and pursuant to rules and regulations
15             governing confidentiality  of  such  information  as
16             promulgated   by   the   appropriate  State  agency.
17             Intentional or reckless disclosure of information in
18             violation  of  these  confidentiality   requirements
19             shall constitute a Class B misdemeanor.
20             (5)  Establish,  maintain and carry out a continuing
21        sexual  harassment  program  that   shall   include   the
22        following:
23                  (a)  Develop a written sexual harassment policy
24             that   includes   at   a   minimum   the   following
25             information:    (i)   the   illegality   of   sexual
26             harassment; (ii) the definition of sexual harassment
27             under State  law;  (iii)  a  description  of  sexual
28             harassment,  utilizing  examples;  (iv) the agency's
29             internal complaint process including penalties;  (v)
30             the  legal  recourse,  investigative  and  complaint
31             process  available  through  the  Department and the
32             Commission; (vi) directions on how  to  contact  the
33             Department  and  Commission;  and  (vii)  protection
34             against  retaliation as provided by Section 6-101 of
 
SB1174 Engrossed            -6-                LRB9106029WHpk
 1             this Act.  The policy shall be reviewed annually.
 2                  (b)  Post  in  a   prominent   and   accessible
 3             location and distribute in a manner to assure notice
 4             to   all  agency  employees  without  exception  the
 5             agency's sexual harassment policy.   Such  documents
 6             may  meet,  but  shall  not  exceed,  the  6th grade
 7             literacy level.  Distribution shall  be  effectuated
 8             within  90  days  of  the  effective  date  of  this
 9             amendatory  Act  of  1992  and  shall occur annually
10             thereafter.
11                  (c)  Provide  training  on  sexual   harassment
12             prevention and the agency's sexual harassment policy
13             as  a  component  of  all  ongoing  or  new employee
14             training programs.
15             (6)  Notify the Department 30 days before  effecting
16        any  layoff.   Once  notice is given, the following shall
17        occur:
18                  (a)  No layoff may be effective earlier than 10
19             working days after notice to the Department,  unless
20             an emergency layoff situation exists.
21                  (b)  The   State  executive  department,  State
22             agency, board,  commission,  or  instrumentality  in
23             which  the  layoffs  are  to  occur must notify each
24             employee targeted for layoff, the  employee's  union
25             representative   (if   applicable),  and  the  State
26             Dislocated Worker Unit at the Department of Commerce
27             and Community Affairs.
28                  (c)  The  State  executive  department,   State
29             agency,  board,  commission,  or  instrumentality in
30             which the layoffs  are  to  occur  must  conform  to
31             applicable collective bargaining agreements.
32                  (d)  The   State  executive  department,  State
33             agency, board,  commission,  or  instrumentality  in
34             which  the  layoffs  are to occur should notify each
 
SB1174 Engrossed            -7-                LRB9106029WHpk
 1             employee  targeted  for  layoff  that   transitional
 2             assistance  may be available to him or her under the
 3             Economic   Dislocation   and    Worker    Adjustment
 4             Assistance  Act  administered  by  the Department of
 5             Commerce and Community  Affairs.   Failure  to  give
 6             such  notice  shall  not  invalidate  the  layoff or
 7             postpone its effective date.
 8          As used in this subsection (B), "disability"  shall  be
 9    defined    in    rules   promulgated   under   the   Illinois
10    Administrative Procedure Act.
11        (C)  Civil Rights  Violations.   It  is  a  civil  rights
12    violation for any public contractor or eligible bidder to:
13             (1)  fail  to comply with the public contractor's or
14        eligible  bidder's  duty   to   refrain   from   unlawful
15        discrimination  and  discrimination  based on citizenship
16        status in employment  under  subsection  (A)(1)  of  this
17        Section; or
18             (2)  fail  to comply with the public contractor's or
19        eligible bidder's  duties  of  affirmative  action  under
20        subsection  (A)  of  this Section, provided however, that
21        the Department has  notified  the  public  contractor  or
22        eligible  bidder  in  writing  by certified mail that the
23        public contractor  or  eligible  bidder  may  not  be  in
24        compliance   with   affirmative  action  requirements  of
25        subsection (A).  A minimum of 60 days to comply with  the
26        requirements  shall  be afforded to the public contractor
27        or eligible bidder before the Department may issue formal
28        notice of non-compliance.
29    (Source: P.A. 88-498; 89-370, eff. 8-18-95.)

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