SB1770 Enrolled LRB096 11246 WGH 21659 b

1     AN ACT concerning employment.
 
2     Be it enacted by the People of the State of Illinois,
3 represented in the General Assembly:
 
4     Section 5. The Victims' Economic Security and Safety Act is
5 amended by changing Sections 5, 10, 15, 20, 25, 30, and 40 as
6 follows:
 
7     (820 ILCS 180/5)
8     Sec. 5. Findings. The General Assembly finds and declares
9 the following:
10         (1) Domestic and sexual violence affects many persons
11     without regard to age, race, educational level,
12     socioeconomic status, religion, or occupation.
13         (2) Domestic and sexual violence has a devastating
14     effect on individuals, families, communities and the
15     workplace.
16         (3) Domestic violence crimes account for approximately
17     15% of total crime costs in the United States each year.
18         (4) Violence against women has been reported to be the
19     leading cause of physical injury to women. Such violence
20     has a devastating impact on women's physical and emotional
21     health and financial security.
22         (5) According to recent government surveys, from 1993
23     through 1998 the average annual number of violent

 

 

SB1770 Enrolled - 2 - LRB096 11246 WGH 21659 b

1     victimizations committed by intimate partners was
2     1,082,110, 87% of which were committed against women.
3         (6) Female murder victims were substantially more
4     likely than male murder victims to have been killed by an
5     intimate partner. About one-third of female murder
6     victims, and about 4% of male murder victims, were killed
7     by an intimate partner.
8         (7) According to recent government estimates,
9     approximately 987,400 rapes occur annually in the United
10     States, 89% of the rapes are perpetrated against female
11     victims.
12         (8) Approximately 10,200,000 people have been stalked
13     at some time in their lives. Four out of every 5 stalking
14     victims are women. Stalkers harass and terrorize their
15     victims by spying on the victims, standing outside their
16     places of work or homes, making unwanted phone calls,
17     sending or leaving unwanted letters or items, or
18     vandalizing property.
19         (9) Employees in the United States who have been
20     victims of domestic violence, dating violence, sexual
21     assault, or stalking too often suffer adverse consequences
22     in the workplace as a result of their victimization.
23         (10) Victims of domestic violence, dating violence,
24     sexual assault, and stalking face the threat of job loss
25     and loss of health insurance as a result of the illegal
26     acts of the perpetrators of violence.

 

 

SB1770 Enrolled - 3 - LRB096 11246 WGH 21659 b

1         (11) The prevalence of domestic violence, dating
2     violence, sexual assault, stalking, and other violence
3     against women at work is dramatic. Approximately 11% of all
4     rapes occur in the workplace. About 50,500 individuals, 83%
5     of whom are women, were raped or sexually assaulted in the
6     workplace each year from 1992 through 1996. Half of all
7     female victims of violent workplace crimes know their
8     attackers. Nearly one out of 10 violent workplace incidents
9     is committed by partners or spouses.
10         (12) Homicide is the leading cause of death for women
11     on the job. Husbands, boyfriends, and ex-partners commit
12     15% of workplace homicides against women.
13         (13) Studies indicate that as much as 74% of employed
14     battered women surveyed were harassed at work by their
15     abusive partners.
16         (14) According to a 1998 report of the U.S. General
17     Accounting Office, between one-fourth and one-half of
18     domestic violence victims surveyed in 3 studies reported
19     that the victims lost a job due, at least in part, to
20     domestic violence.
21         (15) Women who have experienced domestic violence or
22     dating violence are more likely than other women to be
23     unemployed, to suffer from health problems that can affect
24     employability and job performance, to report lower
25     personal income, and to rely on welfare.
26         (16) Abusers frequently seek to control their partners

 

 

SB1770 Enrolled - 4 - LRB096 11246 WGH 21659 b

1     by actively interfering with their ability to work,
2     including preventing their partners from going to work,
3     harassing their partners at work, limiting the access of
4     their partners to cash or transportation, and sabotaging
5     the child care arrangements of their partners.
6         (17) More than one-half of women receiving welfare have
7     been victims of domestic violence as adults and between
8     one-fourth and one-third reported being abused in the last
9     year.
10         (18) Sexual assault, whether occurring in or out of the
11     workplace, can impair an employee's work performance,
12     require time away from work, and undermine the employee's
13     ability to maintain a job. Almost 50% of sexual assault
14     survivors lose their jobs or are forced to quit in the
15     aftermath of the assaults.
16         (19) More than one-fourth of stalking victims report
17     losing time from work due to the stalking and 7% never
18     return to work.
19         (20) (A) According to the National Institute of
20     Justice, crime costs an estimated $450,000,000,000
21     annually in medical expenses, lost earnings, social
22     service costs, pain, suffering, and reduced quality of life
23     for victims, which harms the Nation's productivity and
24     drains the Nation's resources. (B) Violent crime accounts
25     for $426,000,000,000 per year of this amount. (C) Rape
26     exacts the highest costs per victim of any criminal

 

 

SB1770 Enrolled - 5 - LRB096 11246 WGH 21659 b

1     offense, and accounts for $127,000,000,000 per year of the
2     amount described in subparagraph (A).
3         (21) The Bureau of National Affairs has estimated that
4     domestic violence costs United States employers between
5     $3,000,000,000 and $5,000,000,000 annually in lost time
6     and productivity. Other reports have estimated that
7     domestic violence costs United States employers
8     $13,000,000,000 annually.
9         (22) United States medical costs for domestic violence
10     have been estimated to be $31,000,000,000 per year.
11         (23) Ninety-four percent of corporate security and
12     safety directors at companies nationwide rank domestic
13     violence as a high security concern.
14         (24) Forty-nine percent of senior executives recently
15     surveyed said domestic violence has a harmful effect on
16     their company's productivity, 47% said domestic violence
17     negatively affects attendance, and 44% said domestic
18     violence increases health care costs.
19         (25) Employees, including individuals participating in
20     welfare to work programs, may need to take time during
21     business hours to:
22             (A) obtain orders of protection or civil no contact
23         orders;
24             (B) seek medical or legal assistance, counseling,
25         or other services; or
26             (C) look for housing in order to escape from

 

 

SB1770 Enrolled - 6 - LRB096 11246 WGH 21659 b

1         domestic or sexual violence.
2 (Source: P.A. 93-591, eff. 8-25-03.)
 
3     (820 ILCS 180/10)
4     Sec. 10. Definitions. In this Act, except as otherwise
5 expressly provided:
6         (1) "Commerce" includes trade, traffic, commerce,
7     transportation, or communication; and "industry or
8     activity affecting commerce" means any activity, business,
9     or industry in commerce or in which a labor dispute would
10     hinder or obstruct commerce or the free flow of commerce,
11     and includes "commerce" and any "industry affecting
12     commerce".
13         (2) "Course of conduct" means a course of repeatedly
14     maintaining a visual or physical proximity to a person or
15     conveying oral or written threats, including threats
16     conveyed through electronic communications, or threats
17     implied by conduct.
18         (3) "Department" means the Department of Labor.
19         (4) "Director" means the Director of Labor.
20         (5) "Domestic or sexual violence" means domestic
21     violence, sexual assault, or stalking.
22         (6) "Domestic violence" means abuse, as defined in
23     Section 103 of the Illinois Domestic Violence Act of 1986,
24     by a family or household member, as defined in Section 103
25     of the Illinois Domestic Violence Act of 1986 includes acts

 

 

SB1770 Enrolled - 7 - LRB096 11246 WGH 21659 b

1     or threats of violence, not including acts of self defense,
2     as defined in subdivision (3) of Section 103 of the
3     Illinois Domestic Violence Act of 1986, sexual assault, or
4     death to the person, or the person's family or household
5     member, if the conduct causes the specific person to have
6     such distress or fear.
7         (7) "Electronic communications" includes
8     communications via telephone, mobile phone, computer,
9     e-mail, video recorder, fax machine, telex, or pager, or
10     any other electronic communication, as defined in Section
11     12-7.5 of the Criminal Code of 1961.
12         (8) "Employ" includes to suffer or permit to work.
13         (9) Employee.
14             (A) In general. "Employee" means any person
15         employed by an employer.
16             (B) Basis. "Employee" includes a person employed
17         as described in subparagraph (A) on a full or part-time
18         basis, or as a participant in a work assignment as a
19         condition of receipt of federal or State income-based
20         public assistance.
21         (10) "Employer" means any of the following: (A) the
22     State or any agency of the State; (B) any unit of local
23     government or school district; or (C) any person that
24     employs at least 15 50 employees.
25         (11) "Employment benefits" means all benefits provided
26     or made available to employees by an employer, including

 

 

SB1770 Enrolled - 8 - LRB096 11246 WGH 21659 b

1     group life insurance, health insurance, disability
2     insurance, sick leave, annual leave, educational benefits,
3     and pensions, and profit-sharing, regardless of whether
4     such benefits are provided by a practice or written policy
5     of an employer or through an "employee benefit plan".
6     "Employee benefit plan" or "plan" means an employee welfare
7     benefit plan or an employee pension benefit plan or a plan
8     which is both an employee welfare benefit plan and an
9     employee pension benefit plan.
10         (12) "Family or household member", for employees with a
11     family or household member who is a victim of domestic or
12     sexual violence, means a spouse, parent, son, daughter,
13     other person related by blood or by present or prior
14     marriage, other person who shares a relationship through a
15     son or daughter, and persons jointly residing in the same
16     household.
17         (13) "Parent" means the biological parent of an
18     employee or an individual who stood in loco parentis to an
19     employee when the employee was a son or daughter. "Son or
20     daughter" means a biological, adopted, or foster child, a
21     stepchild, a legal ward, or a child of a person standing in
22     loco parentis, who is under 18 years of age, or is 18 years
23     of age or older and incapable of self-care because of a
24     mental or physical disability.
25         (14) "Perpetrator" means an individual who commits or
26     is alleged to have committed any act or threat of domestic

 

 

SB1770 Enrolled - 9 - LRB096 11246 WGH 21659 b

1     or sexual violence.
2         (15) "Person" means an individual, partnership,
3     association, corporation, business trust, legal
4     representative, or any organized group of persons.
5         (16) "Public agency" means the Government of the State
6     or political subdivision thereof; any agency of the State,
7     or of a political subdivision of the State; or any
8     governmental agency.
9         (17) "Public assistance" includes cash, food stamps,
10     medical assistance, housing assistance, and other benefits
11     provided on the basis of income by a public agency or
12     public employer.
13         (18) "Reduced work schedule" means a work schedule that
14     reduces the usual number of hours per workweek, or hours
15     per workday, of an employee.
16         (19) "Repeatedly" means on 2 or more occasions.
17         (20) "Sexual assault" means any conduct proscribed by
18     the Criminal Code of 1961 in Sections 12-13, 12-14,
19     12-14.1, 12-15, and 12-16.
20         (21) "Stalking" means any conduct proscribed by the
21     Criminal Code of 1961 in Sections 12-7.3, and 12-7.4, and
22     12-7.5.
23         (22) "Victim" or "survivor" means an individual who has
24     been subjected to domestic or sexual violence.
25         (23) "Victim services organization" means a nonprofit,
26     nongovernmental organization that provides assistance to

 

 

SB1770 Enrolled - 10 - LRB096 11246 WGH 21659 b

1     victims of domestic or sexual violence or to advocates for
2     such victims, including a rape crisis center, an
3     organization carrying out a domestic violence program, an
4     organization operating a shelter or providing counseling
5     services, or a legal services organization or other
6     organization providing assistance through the legal
7     process.
8 (Source: P.A. 93-591, eff. 8-25-03.)
 
9     (820 ILCS 180/15)
10     Sec. 15. Purposes. The purposes of this Act are:
11         (1) to promote the State's interest in reducing
12     domestic violence, dating violence, sexual assault, and
13     stalking by enabling victims of domestic or sexual violence
14     to maintain the financial independence necessary to leave
15     abusive situations, achieve safety, and minimize the
16     physical and emotional injuries from domestic or sexual
17     violence, and to reduce the devastating economic
18     consequences of domestic or sexual violence to employers
19     and employees;
20         (2) to address the failure of existing laws to protect
21     the employment rights of employees who are victims of
22     domestic or sexual violence and employees with a family or
23     household member who is a victim of domestic or sexual
24     violence, by protecting the civil and economic rights of
25     those employees, and by furthering the equal opportunity of

 

 

SB1770 Enrolled - 11 - LRB096 11246 WGH 21659 b

1     women for economic self-sufficiency and employment free
2     from discrimination;
3         (3) to accomplish the purposes described in paragraphs
4     (1) and (2) by (A) entitling employed victims of domestic
5     or sexual violence and employees with a family or household
6     member who is a victim of domestic or sexual violence to
7     take unpaid leave to seek medical help, legal assistance,
8     counseling, safety planning, and other assistance without
9     penalty from their employers for the employee or the family
10     or household member who is a victim; and (B) prohibiting
11     employers from discriminating against any employee who is a
12     victim of domestic or sexual violence or any employee who
13     has a family or household member who is a victim of
14     domestic or sexual violence, in a manner that accommodates
15     the legitimate interests of employers and protects the
16     safety of all persons in the workplace.
17 (Source: P.A. 93-591, eff. 8-25-03.)
 
18     (820 ILCS 180/20)
19     Sec. 20. Entitlement to leave due to domestic or sexual
20 violence.
21     (a) Leave requirement.
22         (1) Basis. An employee who is a victim of domestic or
23     sexual violence or has a family or household member who is
24     a victim of domestic or sexual violence whose interests are
25     not adverse to the employee as it relates to the domestic

 

 

SB1770 Enrolled - 12 - LRB096 11246 WGH 21659 b

1     or sexual violence may take unpaid leave from work to
2     address domestic or sexual violence by:
3             (A) seeking medical attention for, or recovering
4         from, physical or psychological injuries caused by
5         domestic or sexual violence to the employee or the
6         employee's family or household member;
7             (B) obtaining services from a victim services
8         organization for the employee or the employee's family
9         or household member;
10             (C) obtaining psychological or other counseling
11         for the employee or the employee's family or household
12         member;
13             (D) participating in safety planning, temporarily
14         or permanently relocating, or taking other actions to
15         increase the safety of the employee or the employee's
16         family or household member from future domestic or
17         sexual violence or ensure economic security; or
18             (E) seeking legal assistance or remedies to ensure
19         the health and safety of the employee or the employee's
20         family or household member, including preparing for or
21         participating in any civil or criminal legal
22         proceeding related to or derived from domestic or
23         sexual violence.
24         (2) Period. Subject to subsection (c), an employee
25     working for an employer that employs at least 50 employees
26     shall be entitled to a total of 12 workweeks of leave

 

 

SB1770 Enrolled - 13 - LRB096 11246 WGH 21659 b

1     during any 12-month period. Subject to subsection (c), an
2     employee working for an employer that employs at least 15
3     but not more than 49 employees shall be entitled to a total
4     of 8 workweeks of leave during any 12-month period. The
5     total number of workweeks to which an employee is entitled
6     shall not decrease during the relevant 12-month period.
7     This Act does not create a right for an employee to take
8     unpaid leave that exceeds the unpaid leave time allowed
9     under, or is in addition to the unpaid leave time permitted
10     by, the federal Family and Medical Leave Act of 1993 (29
11     U.S.C. 2601 et seq.).
12         (3) Schedule. Leave described in paragraph (1) may be
13     taken intermittently or on a reduced work schedule.
14     (b) Notice. The employee shall provide the employer with at
15 least 48 hours' advance notice of the employee's intention to
16 take the leave, unless providing such notice is not
17 practicable. When an unscheduled absence occurs, the employer
18 may not take any action against the employee if the employee,
19 upon request of the employer and within a reasonable period
20 after the absence, provides certification under subsection
21 (c).
22     (c) Certification.
23         (1) In general. The employer may require the employee
24     to provide certification to the employer that:
25             (A) the employee or the employee's family or
26         household member is a victim of domestic or sexual

 

 

SB1770 Enrolled - 14 - LRB096 11246 WGH 21659 b

1         violence; and
2             (B) the leave is for one of the purposes enumerated
3         in paragraph (a)(1).
4         The employee shall provide such certification to the
5     employer within a reasonable period after the employer
6     requests certification.
7         (2) Contents. An employee may satisfy the
8     certification requirement of paragraph (1) by providing to
9     the employer a sworn statement of the employee, and upon
10     obtaining such documents the employee shall provide:
11             (A) documentation from an employee, agent, or
12         volunteer of a victim services organization, an
13         attorney, a member of the clergy, or a medical or other
14         professional from whom the employee or the employee's
15         family or household member has sought assistance in
16         addressing domestic or sexual violence and the effects
17         of the violence;
18             (B) a police or court record; or
19             (C) other corroborating evidence.
20     (d) Confidentiality. All information provided to the
21 employer pursuant to subsection (b) or (c), including a
22 statement of the employee or any other documentation, record,
23 or corroborating evidence, and the fact that the employee has
24 requested or obtained leave pursuant to this Section, shall be
25 retained in the strictest confidence by the employer, except to
26 the extent that disclosure is:

 

 

SB1770 Enrolled - 15 - LRB096 11246 WGH 21659 b

1         (1) requested or consented to in writing by the
2     employee; or
3         (2) otherwise required by applicable federal or State
4     law.
5     (e) Employment and benefits.
6         (1) Restoration to position.
7             (A) In general. Any employee who takes leave under
8         this Section for the intended purpose of the leave
9         shall be entitled, on return from such leave:
10                 (i) to be restored by the employer to the
11             position of employment held by the employee when
12             the leave commenced; or
13                 (ii) to be restored to an equivalent position
14             with equivalent employment benefits, pay, and
15             other terms and conditions of employment.
16             (B) Loss of benefits. The taking of leave under
17         this Section shall not result in the loss of any
18         employment benefit accrued prior to the date on which
19         the leave commenced.
20             (C) Limitations. Nothing in this subsection shall
21         be construed to entitle any restored employee to:
22                 (i) the accrual of any seniority or employment
23             benefits during any period of leave; or
24                 (ii) any right, benefit, or position of
25             employment other than any right, benefit, or
26             position to which the employee would have been

 

 

SB1770 Enrolled - 16 - LRB096 11246 WGH 21659 b

1             entitled had the employee not taken the leave.
2             (D) Construction. Nothing in this paragraph shall
3         be construed to prohibit an employer from requiring an
4         employee on leave under this Section to report
5         periodically to the employer on the status and
6         intention of the employee to return to work.
7         (2) Maintenance of health benefits.
8             (A) Coverage. Except as provided in subparagraph
9         (B), during any period that an employee takes leave
10         under this Section, the employer shall maintain
11         coverage for the employee and any family or household
12         member under any group health plan for the duration of
13         such leave at the level and under the conditions
14         coverage would have been provided if the employee had
15         continued in employment continuously for the duration
16         of such leave.
17             (B) Failure to return from leave. The employer may
18         recover the premium that the employer paid for
19         maintaining coverage for the employee and the
20         employee's family or household member under such group
21         health plan during any period of leave under this
22         Section if:
23                 (i) the employee fails to return from leave
24             under this Section after the period of leave to
25             which the employee is entitled has expired; and
26                 (ii) the employee fails to return to work for a

 

 

SB1770 Enrolled - 17 - LRB096 11246 WGH 21659 b

1             reason other than:
2                     (I) the continuation, recurrence, or onset
3                 of domestic or sexual violence that entitles
4                 the employee to leave pursuant to this Section;
5                 or
6                     (II) other circumstances beyond the
7                 control of the employee.
8             (C) Certification.
9                 (i) Issuance. An employer may require an
10             employee who claims that the employee is unable to
11             return to work because of a reason described in
12             subclause (I) or (II) of subparagraph (B)(ii) to
13             provide, within a reasonable period after making
14             the claim, certification to the employer that the
15             employee is unable to return to work because of
16             that reason.
17                 (ii) Contents. An employee may satisfy the
18             certification requirement of clause (i) by
19             providing to the employer:
20                     (I) a sworn statement of the employee;
21                     (II) documentation from an employee,
22                 agent, or volunteer of a victim services
23                 organization, an attorney, a member of the
24                 clergy, or a medical or other professional from
25                 whom the employee has sought assistance in
26                 addressing domestic or sexual violence and the

 

 

SB1770 Enrolled - 18 - LRB096 11246 WGH 21659 b

1                 effects of that violence;
2                     (III) a police or court record; or
3                     (IV) other corroborating evidence.
4             (D) Confidentiality. All information provided to
5         the employer pursuant to subparagraph (C), including a
6         statement of the employee or any other documentation,
7         record, or corroborating evidence, and the fact that
8         the employee is not returning to work because of a
9         reason described in subclause (I) or (II) of
10         subparagraph (B)(ii) shall be retained in the
11         strictest confidence by the employer, except to the
12         extent that disclosure is:
13                 (i) requested or consented to in writing by the
14             employee; or
15                 (ii) otherwise required by applicable federal
16             or State law.
17     (f) Prohibited acts.
18         (1) Interference with rights.
19             (A) Exercise of rights. It shall be unlawful for
20         any employer to interfere with, restrain, or deny the
21         exercise of or the attempt to exercise any right
22         provided under this Section.
23             (B) Employer discrimination. It shall be unlawful
24         for any employer to discharge or harass any individual,
25         or otherwise discriminate against any individual with
26         respect to compensation, terms, conditions, or

 

 

SB1770 Enrolled - 19 - LRB096 11246 WGH 21659 b

1         privileges of employment of the individual (including
2         retaliation in any form or manner) because the
3         individual:
4                 (i) exercised any right provided under this
5             Section; or
6                 (ii) opposed any practice made unlawful by
7             this Section.
8             (C) Public agency sanctions. It shall be unlawful
9         for any public agency to deny, reduce, or terminate the
10         benefits of, otherwise sanction, or harass any
11         individual, or otherwise discriminate against any
12         individual with respect to the amount, terms, or
13         conditions of public assistance of the individual
14         (including retaliation in any form or manner) because
15         the individual:
16                 (i) exercised any right provided under this
17             Section; or
18                 (ii) opposed any practice made unlawful by
19             this Section.
20         (2) Interference with proceedings or inquiries. It
21     shall be unlawful for any person to discharge or in any
22     other manner discriminate (as described in subparagraph
23     (B) or (C) of paragraph (1)) against any individual because
24     such individual:
25             (A) has filed any charge, or has instituted or
26         caused to be instituted any proceeding, under or

 

 

SB1770 Enrolled - 20 - LRB096 11246 WGH 21659 b

1         related to this Section;
2             (B) has given, or is about to give, any information
3         in connection with any inquiry or proceeding relating
4         to any right provided under this Section; or
5             (C) has testified, or is about to testify, in any
6         inquiry or proceeding relating to any right provided
7         under this Section.
8 (Source: P.A. 93-591, eff. 8-25-03.)
 
9     (820 ILCS 180/25)
10     Sec. 25. Existing leave usable for addressing domestic or
11 sexual violence. An employee who is entitled to take paid or
12 unpaid leave (including family, medical, sick, annual,
13 personal, or similar leave) from employment, pursuant to
14 federal, State, or local law, a collective bargaining
15 agreement, or an employment benefits program or plan, may elect
16 to substitute any period of such leave for an equivalent period
17 of leave provided under Section 20. The employer may not
18 require the employee to substitute available paid or unpaid
19 leave for leave provided under Section 20.
20 (Source: P.A. 93-591, eff. 8-25-03.)
 
21     (820 ILCS 180/30)
22     Sec. 30. Victims' employment sustainability; prohibited
23 discriminatory acts.
24     (a) An employer shall not fail to hire, refuse to hire,

 

 

SB1770 Enrolled - 21 - LRB096 11246 WGH 21659 b

1 discharge, constructively discharge, or harass any individual,
2 otherwise discriminate against any individual with respect to
3 the compensation, terms, conditions, or privileges of
4 employment of the individual, or retaliate against an
5 individual in any form or manner, and a public agency shall not
6 deny, reduce, or terminate the benefits of, otherwise sanction,
7 or harass any individual, otherwise discriminate against any
8 individual with respect to the amount, terms, or conditions of
9 public assistance of the individual, or retaliate against an
10 individual in any form or manner, because:
11         (1) the individual involved:
12             (A) is or is perceived to be a victim of domestic
13         or sexual violence;
14             (B) attended, participated in, prepared for, or
15         requested leave to attend, participate in, or prepare
16         for a criminal or civil court proceeding relating to an
17         incident of domestic or sexual violence of which the
18         individual or a family or household member of the
19         individual was a victim, or requested or took leave for
20         any other reason provided under Section 20; or
21             (C) requested an adjustment to a job structure,
22         workplace facility, or work requirement, including a
23         transfer, reassignment, or modified schedule, leave, a
24         changed telephone number or seating assignment,
25         installation of a lock, or implementation of a safety
26         procedure in response to actual or threatened domestic

 

 

SB1770 Enrolled - 22 - LRB096 11246 WGH 21659 b

1         or sexual violence, regardless of whether the request
2         was granted; or
3         (2) the workplace is disrupted or threatened by the
4     action of a person whom the individual states has committed
5     or threatened to commit domestic or sexual violence against
6     the individual or the individual's family or household
7     member.
8     (b) In this Section:
9         (1) "Discriminate", used with respect to the terms,
10     conditions, or privileges of employment or with respect to
11     the terms or conditions of public assistance, includes not
12     making a reasonable accommodation to the known limitations
13     resulting from circumstances relating to being a victim of
14     domestic or sexual violence or a family or household member
15     being a victim of domestic or sexual violence of an
16     otherwise qualified individual:
17             (A) who is:
18                 (i) an applicant or employee of the employer
19             (including a public agency); or
20                 (ii) an applicant for or recipient of public
21             assistance from a public agency; and
22             (B) who is:
23                 (i) a victim of domestic or sexual violence; or
24                 (ii) with a family or household member who is a
25             victim of domestic or sexual violence whose
26             interests are not adverse to the individual in

 

 

SB1770 Enrolled - 23 - LRB096 11246 WGH 21659 b

1             subparagraph (A) as it relates to the domestic or
2             sexual violence;
3     unless the employer or public agency can demonstrate that
4     the accommodation would impose an undue hardship on the
5     operation of the employer or public agency.
6         A reasonable accommodation must be made in a timely
7     fashion. Any exigent circumstances or danger facing the
8     employee or his or her family or household member shall be
9     considered in determining whether the accommodation is
10     reasonable.
11         (2) "Qualified individual" means:
12             (A) in the case of an applicant or employee
13         described in paragraph (1)(A)(i), an individual who,
14         but for being a victim of domestic or sexual violence
15         or with a family or household member who is a victim of
16         domestic or sexual violence, can perform the essential
17         functions of the employment position that such
18         individual holds or desires; or
19             (B) in the case of an applicant or recipient
20         described in paragraph (1)(A)(ii), an individual who,
21         but for being a victim of domestic or sexual violence
22         or with a family or household member who is a victim of
23         domestic or sexual violence, can satisfy the essential
24         requirements of the program providing the public
25         assistance that the individual receives or desires.
26         (3) "Reasonable accommodation" may include an

 

 

SB1770 Enrolled - 24 - LRB096 11246 WGH 21659 b

1     adjustment to a job structure, workplace facility, or work
2     requirement, including a transfer, reassignment, or
3     modified schedule, leave, a changed telephone number or
4     seating assignment, installation of a lock, or
5     implementation of a safety procedure, or assistance in
6     documenting domestic or sexual violence that occurs at the
7     workplace or in work-related settings, in response to
8     actual or threatened domestic or sexual violence.
9         (4) Undue hardship.
10             (A) In general. "Undue hardship" means an action
11         requiring significant difficulty or expense, when
12         considered in light of the factors set forth in
13         subparagraph (B).
14             (B) Factors to be considered. In determining
15         whether a reasonable accommodation would impose an
16         undue hardship on the operation of an employer or
17         public agency, factors to be considered include:
18                 (i) the nature and cost of the reasonable
19             accommodation needed under this Section;
20                 (ii) the overall financial resources of the
21             facility involved in the provision of the
22             reasonable accommodation, the number of persons
23             employed at such facility, the effect on expenses
24             and resources, or the impact otherwise of such
25             accommodation on the operation of the facility;
26                 (iii) the overall financial resources of the

 

 

SB1770 Enrolled - 25 - LRB096 11246 WGH 21659 b

1             employer or public agency, the overall size of the
2             business of an employer or public agency with
3             respect to the number of employees of the employer
4             or public agency, and the number, type, and
5             location of the facilities of an employer or public
6             agency; and
7                 (iv) the type of operation of the employer or
8             public agency, including the composition,
9             structure, and functions of the workforce of the
10             employer or public agency, the geographic
11             separateness of the facility from the employer or
12             public agency, and the administrative or fiscal
13             relationship of the facility to the employer or
14             public agency.
15 (Source: P.A. 93-591, eff. 8-25-03.)
 
16     (820 ILCS 180/40)
17     Sec. 40. Notification. Every employer covered by this Act
18 shall post and keep posted, in conspicuous places on the
19 premises of the employer where notices to employees are
20 customarily posted, a notice, to be prepared or approved by the
21 Director of Labor, summarizing the requirements of this Act and
22 information pertaining to the filing of a charge. The Director
23 shall furnish copies of summaries and rules to employers upon
24 request without charge. Any employer that fails to post the
25 required notice may not rely on the provisions in subsection

 

 

SB1770 Enrolled - 26 - LRB096 11246 WGH 21659 b

1 (b) of Section 20 to claim that the employee failed to inform
2 the employer that she or he wanted or was eligible for leave
3 under this Act.
4 (Source: P.A. 93-591, eff. 8-25-03.)
 
5     Section 99. Effective date. This Act takes effect upon
6 becoming law.