HB3122 99TH GENERAL ASSEMBLY

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99TH GENERAL ASSEMBLY
State of Illinois
2015 and 2016
HB3122

Introduced , by Rep. Robert W. Pritchard

SYNOPSIS AS INTRODUCED:

New Act

Creates the Veterans Preference in Private Employment Act. Provides that in every private, nonpublic employment in this State, honorably discharged veterans of any war of the United States, or of any military campaign for which a campaign ribbon has been awarded, and their widows or widowers, may be preferred for employment. Provides that spouses of honorably discharged veterans who have a service-connected permanent and total disability may also be preferred for employment; and that these preferences are not considered violations of any State or local equal employment opportunity law, including, but not limited to, any provision under, or rule adopted pursuant to, the Illinois Human Rights Act.

A BILL FOR

AN ACT concerning veterans.

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

Section 1. Short title. This Act may be cited as the Veterans Preference in Private Employment Act.

Section 5. Purpose. The General Assembly intends to establish a permissive preference in private employment for certain veterans.

Section 10. Definitions. As used in this Act:

"Veteran" means any person honorably discharged from, or released under honorable conditions from active service in, the armed forces, and includes a current member of the Illinois National Guard or a member of the Reserve Component of the United States Armed Forces who has been deployed to serve in an armed conflict.

Section 15. Preference in employment; veterans. In every private, nonpublic employment in this State, honorably discharged veterans of any war of the United States, or of any military campaign for which a campaign ribbon has been awarded, and their widows or widowers, may be preferred for employment. Spouses of honorably discharged veterans who have a service-connected permanent and total disability may also be preferred for employment. These preferences are not considered violations of any State or local equal employment opportunity law, including, but not limited to, any provision under, or rule adopted pursuant to, the Illinois Human Rights Act.