Rep. Marcus C. Evans, Jr.

Filed: 5/19/2023

 

 


 

 


 
10300SB1996ham004LRB103 28652 SPS 62290 a

1
AMENDMENT TO SENATE BILL 1996

2    AMENDMENT NO. ______. Amend Senate Bill 1996 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The Paid Leave for All Workers Act is amended
5by changing Sections 10 and 15 as follows:
 
6    (820 ILCS 192/10)
7    (This Section may contain text from a Public Act with a
8delayed effective date)
9    Sec. 10. Definitions. As used in this Act:
10    "Construction industry" means any constructing, altering,
11reconstructing, repairing, rehabilitating, refinishing,
12refurbishing, remodeling, remediating, renovating, custom
13fabricating, maintenance, landscaping, improving, wrecking,
14painting, decorating, demolishing, or adding to or subtracting
15from any building, structure, highway, roadway, street,
16bridge, alley, sewer, ditch, sewage disposal plant,

 

 

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1waterworks, parking facility, railroad, excavation or other
2structure, project, development, real property, or
3improvement, or to do any part thereof, whether or not the
4performance of the work herein described involves the addition
5to or fabrication into, any structure, project, development,
6real property, or improvement herein described of any material
7or article of merchandise.
8    "Construction industry" also includes moving construction
9related materials on the job site or to or from the job site,
10snow plowing, snow removal, and refuse collection.
11    "Department" means the Illinois Department of Labor.
12    "Domestic work" and "domestic worker" have the same
13meanings as defined in Section 10 of the Domestic Workers'
14Bill of Rights Act, except that "domestic worker" also
15includes independent contractors, sole proprietors, and
16partnerships.
17    "Employee" has the same application and meaning as that
18provided in Sections 1 and 2 of the Illinois Wage Payment and
19Collection Act. "Employee" also includes all domestic workers,
20and, for the purposes of this Act, domestic workers shall not
21be excluded as employees under the provisions of item (1),
22(2), or (3) of Section 2 of the Illinois Wage Payment and
23Collection Act. "Employee" does not include:
24        (1) an employee as defined in the federal Railroad
25    Unemployment Insurance Act (45 U.S.C. 351 et seq.) or the
26    Federal Employers' Liability Act (45 U.S.C. 51 et seq.)

 

 

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1    the Railway Labor Act;
2        (2) a student enrolled in and regularly attending
3    classes in a college or university that is also the
4    student's employer, and who is employed on a temporary
5    basis at less than full time at the college or university,
6    but this exclusion applies only to work performed for that
7    college or university; or
8        (3) a short-term employee who is employed by an
9    institution of higher education for less than 2
10    consecutive calendar quarters during a calendar year and
11    who does not have a reasonable expectation that they will
12    be rehired by the same employer of the same service in a
13    subsequent calendar year.
14    "Employer" has the same application and meaning as that
15provided in Sections 1 and 2 of the Illinois Wage Payment and
16Collection Act, except that for purposes of this Act,
17"employer" also means the State and units of local government,
18any political subdivision of the State or units of local
19government, or any State or local government agency.
20    "Employer" does not include school districts organized
21under the School Code or park districts organized under the
22Park District Code.
23    "Writing" or "written" means a printed or printable
24communication in physical or electronic format, including a
25communication that is transmitted through electronic mail,
26text message, or a computer system or is otherwise sent or

 

 

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1stored electronically.
2(Source: P.A. 102-1143, eff. 1-1-24.)
 
3    (820 ILCS 192/15)
4    (This Section may contain text from a Public Act with a
5delayed effective date)
6    Sec. 15. Provision of paid leave.
7    (a) An employee who works in Illinois is entitled to earn
8and use up to a minimum of 40 hours of paid leave during a
912-month period or a pro rata number of hours of paid leave
10under the provisions of subsection (b). The paid leave may be
11used by the employee for any purpose as long as the paid leave
12is taken in accordance with the provisions of this Act.
13    (b) Paid leave under this Act shall accrue at the rate of
14one hour of paid leave for every 40 hours worked up to a
15minimum of 40 hours of paid leave or such greater amount if the
16employer provides more than 40 hours. Employees who are exempt
17from the overtime requirements of the federal Fair Labor
18Standards Act (29 U.S.C. 213(a)(1)) shall be deemed to work 40
19hours in each workweek for purposes of paid leave accrual
20unless their regular workweek is less than 40 hours, in which
21case paid leave accrues based on that regular workweek.
22Employees shall determine how much paid leave they need to
23use, however employers may set a reasonable minimum increment
24for the use of paid leave not to exceed 2 hours per day. If an
25employee's scheduled workday is less than 2 hours per day, the

 

 

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1employee's scheduled workday shall be used to determine the
2amount of paid leave.
3    (c) An employer may make available the minimum number of
4hours of paid leave, subject to pro rata requirements provided
5in subsection (b), to an employee on the first day of
6employment or the first day of the 12-month period. Employers
7that provide the minimum number of hours of paid leave to an
8employee on the first day of employment or the first day of the
912-month period are not required to carryover paid leave from
1012-month period to 12-month period and may require employees
11to use all paid leave prior to the end of the benefit period or
12forfeit the unused paid leave. However, under no circumstances
13shall an employee be credited with paid leave that is less than
14what the employee would have accrued under subsections (a) and
15(g) of this Section.
16    (d) The 12-month period may be any consecutive 12-month
17period designated by the employer in writing at the time of
18hire. Changes to the 12-month period may be made by the
19employer if notice is given to employees in writing prior to
20the change and the change does not reduce the eligible accrual
21rate and paid leave available to the employee. If the employer
22changes the designated 12-month period, the employer shall
23provide the employee with documentation of the balance of
24hours worked, paid leave accrued and taken, and the remaining
25paid leave balance.
26    (e) Paid leave under this Act may be taken by an employee

 

 

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1for any reason of the employee's choosing. An employee is not
2required to provide an employer a reason for the leave and may
3not be required to provide documentation or certification as
4proof or in support of the leave. An employee may choose
5whether to use paid leave provided under this Act prior to
6using any other leave provided by the employer or State law.
7    (f) Employees shall be paid their hourly rate of pay for
8paid leave. However, employees engaged in an occupation in
9which gratuities or commissions have customarily and usually
10constituted and have been recognized as part of the
11remuneration for hire purposes shall be paid by their employer
12at least the full minimum wage in the jurisdiction in which
13they are employed when paid leave is taken. This wage shall be
14treated as the employee's regular rate of pay for purposes of
15this Act.
16    (g) Paid leave under this Act shall begin to accrue at the
17commencement of employment or on the effective date of this
18Act, whichever is later. Employees shall be entitled to begin
19using paid leave 90 days following commencement of their
20employment or 90 days following the effective date of this
21Act, whichever is later.
22    (h) Paid leave under this Act shall be provided upon the
23oral or written request of an employee in accordance with the
24employer's reasonable paid leave policy notification
25requirements which may include the following:
26        (1) If use of paid leave under this Act is

 

 

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1    foreseeable, the employer may require the employee to
2    provide 7 calendar days' notice before the date the leave
3    is to begin.
4        (2) If paid leave under this Act is not foreseeable,
5    the employee shall provide such notice as soon as is
6    practicable after the employee is aware of the necessity
7    of the leave. An employer that requires notice of paid
8    leave under this Act when the leave is not foreseeable
9    shall provide a written policy that contains procedures
10    for the employee to provide notice.
11        (3) Employers shall provide employees with written
12    notice of the paid leave policy notification requirements
13    in this Section in the manner provided in Section 20 for
14    notice and posting and within 5 calendar days of any
15    change to the employer's reasonable paid leave policy
16    notification requirements.
17        (4) An employer may not require, as a condition of
18    providing paid leave under this Act, that the employee
19    search for or find a replacement worker to cover the hours
20    during which the employee takes paid leave.
21    (i) Except as provided in subsection (c), paid leave under
22this Act shall carry over annually to the extent not used by
23the employee, provided that nothing in this Act shall be
24construed to require an employer to provide more than 40 hours
25of paid leave for an employee in the 12-month period unless the
26employer agrees to do so.

 

 

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1    (j) Nothing in this Section or any other Illinois law or
2rule shall be construed as requiring financial or other
3payment to an employee from an employer upon the employee's
4termination, resignation, retirement, or other separation from
5employment for paid leave accrued under this Act that has not
6been used. Nothing in this Section or any other Illinois law or
7rule shall be construed as requiring financial or other
8reimbursements to an employee from an employer for unused paid
9leave under this Act at the end of the benefit year or any
10other time.
11    (k) If an employee is transferred to a separate division,
12entity, or location, but remains employed by the same
13employer, the employee is entitled to all paid leave accrued
14at the prior division, entity, or location and is entitled to
15use all paid leave as provided in this Section. If there is a
16separation from employment and the employee is rehired within
1712 months of separation by the same employer, previously
18accrued paid leave that had not been used by the employee shall
19be reinstated. The employee shall be entitled to use accrued
20paid leave at the commencement of employment following a
21separation from employment of 12 months or less.
22    (l) Paid leave under this Act shall not be charged or
23otherwise credited to an employee's paid time off bank or
24employee account unless the employer's policy permits such a
25credit. If the paid leave under this Act is credited to an
26employee's paid time off bank or employee vacation account

 

 

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1then any unused paid leave shall be paid to the employee upon
2the employee's termination, resignation, retirement, or other
3separation to the same extent as vacation time under existing
4Illinois law or rule. Nothing in this Act shall be construed to
5waive or otherwise limit an employee's right to final
6compensation for promised and earned, but unpaid vacation time
7or paid time off, as provided under the Illinois Wage Payment
8and Collection Act and rules. Employers shall provide
9employees with written notice of changes to the employer's
10vacation time, paid time off, or other paid leave policies
11that affect an employee's right to final compensation for such
12leave.
13    (m) During any period an employee takes leave under this
14Act, the employer shall maintain coverage for the employee and
15any family member under any group health plan for the duration
16of such leave at no less than the level and conditions of
17coverage that would have been provided if the employee had not
18taken the leave. The employer shall notify the employee that
19the employee is still responsible for paying the employee's
20share of the cost of the health care coverage, if any.
21    (n) Nothing in this Act shall be deemed to interfere with,
22impede, or in any way diminish the right of employees to
23bargain collectively with their employers through
24representatives of their own choosing in order to establish
25wages or other conditions of work in excess of the applicable
26minimum standards established in this Act. The paid leave

 

 

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1requirements of this Act may be waived in a bona fide
2collective bargaining agreement, but only if the waiver is set
3forth explicitly in such agreement in clear and unambiguous
4terms.
5    Nothing in this Act shall be deemed to affect the validity
6or change the terms of bona fide collective bargaining
7agreements in effect on January 1, 2024. After that date,
8requirements of this Act may be waived in a bona fide
9collective bargaining agreement, but only if the waiver is set
10forth explicitly in such agreement in clear and unambiguous
11terms.
12    In no event shall this Act apply to any employee working in
13the construction industry who is covered by a bona fide
14collective bargaining agreement, nor shall this Act apply to
15any employee who is covered by a bona fide collective
16bargaining agreement with an employer that provides services
17nationally and internationally of delivery, pickup, and
18transportation of parcels, documents, and freight.
19    Notwithstanding the provisions of this subsection, nothing
20in this Act shall be deemed to affect the validity or change
21the terms of a bona fide collective bargaining agreement
22applying to an employee who is employed by a State agency that
23is in effect on July 1, 2024. After that date, requirements of
24this Act may be waived in a bona fide collective bargaining
25agreement, but only if the waiver is set forth explicitly in
26such agreement in clear and unambiguous terms. As used in this

 

 

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1subsection, "State agency" has the same meaning as set forth
2in Section 4 of the Forms Notice Act.
3    (o) An agreement by an employee to waive his or her rights
4under this Act is void as against public policy.
5    (p) The provisions of this Act shall not apply to any
6employer that is covered by a municipal or county ordinance
7that is in effect on the effective date of this Act that
8requires employers to give any form of paid leave to their
9employees, including paid sick leave or paid leave.
10Notwithstanding the provisions of this subsection, any
11employer that is not required to provide paid leave to its
12employees, including paid sick leave or paid leave, under a
13municipal or county ordinance that is in effect on the
14effective date of this Act shall be subject to the provisions
15of this Act if the employer would be required to provide paid
16leave under this Act to its employees.
17    Any local ordinance that provides paid leave, including
18paid sick leave or paid leave, enacted or amended after the
19effective date of this Act must comply with the requirements
20of this Act or provide benefits, rights, and remedies that are
21greater than or equal to the benefits, rights, and remedies
22afforded under this Act.
23    An employer in a municipality or county that enacts or
24amends a local ordinance that provides paid leave, including
25paid sick leave or paid leave, after the effective date of this
26Act shall only comply with the local ordinance or ordinances

 

 

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1so long as the benefits, rights, and remedies are greater than
2or equal to the benefits, rights, and remedies afforded under
3this Act.
4(Source: P.A. 102-1143, eff. 1-1-24; revised 3-16-23.)".