Analysis and commentary by Reed Smith attorneys on developments in employment and labor law
On January 10, 2023, the Illinois legislature passed SB 208, also known as the Paid Leave for All Workers Act, a bill that provides paid leave to virtually all Illinois employees. Governor J.B. Pritzker is expected to sign the bill into law. SB 208 would take effect January 1, 2024.
SB 208 would guarantee Illinois…
On November 8, 2021, Governor J.B. Pritzker signed into law an amendment to the Illinois Health Care Right of Conscience Act (the Act) that will prevent employees from relying on the Act to avoid employer COVID-19 vaccine or testing mandates. The amendment goes into effect on June 1, 2022.
Overview of the Illinois Health Care Right of Conscience Act
The Act was first passed in 1977 and was meant to protect from discrimination health care workers who participated in, or refused to participate in, the delivery or receipt of health care services that were “contrary to their conscience.”
Recently, however, some non-health care workers in Illinois have relied on the Act to claim an exemption from their employers’ COVID-19 vaccination or testing requirements based on the Act’s broad language prohibiting discrimination “against any person in any manner” who refuses to “obtain, receive or accept” health care services or medical care. In fact, several lawsuits have recently been filed by employees claiming that their employers’ policies violate the Act.
Continue Reading Illinois limits conscience-based vaccine objections, while other states allow them
On May 31, 2021, the Illinois legislature passed SB 672, a bill that amends the Illinois Freedom to Work Act, the state’s non-compete statute. Governor J.B. Pritzker is expected to sign the bill into law. SB 672 would apply to restrictive covenant agreements entered into after January 1, 2022, and introduces a number of new restrictions on not only non-compete covenants, but also employee and customer non-solicitation covenants.
One of the most significant aspects of the bill is that it codifies the rule set forth in Fifield v. Premier Dealer Services, Inc., 2013 IL App (1st) 120327, which held that continued employment is not sufficient consideration for a restrictive covenant unless the employee remains employed for at least two years. Under SB 672, a restrictive covenant is supported by “adequate consideration” if (1) the employee worked for the employer for at least two years after signing a restrictive covenant agreement, or (2) the employer otherwise provided consideration adequate to support the restrictive covenant agreement, “which consideration can consist of a period of employment plus additional professional or financial benefits or merely professional or financial benefits adequate by themselves.” The bill does not define what type or amount of “professional or financial benefits” would be adequate.Continue Reading Illinois’ new non-compete restrictions expected to become law
On July 14, 2020, the Illinois Department of Human Rights (IDHR) released guidance for employers regarding the state’s new “adverse judgment or administrative ruling” reporting requirement. Following amendments to the Illinois Human Rights Act, employers with at least one adverse judgment or administrative ruling must disclose to the IDHR the total number of final, non-appealable judgments or final, non-appealable rulings against the employer in which there was a finding of sexual harassment or unlawful discrimination.
The guidance released this month resolves ambiguity by clarifying employers’ deadlines for reporting to the IDHR. The deadline to report for calendar year 2019 is now October 31, 2020, and the reporting deadline will be July 1 for subsequent years.
The reporting requirement is not limited to employers with a physical presence in Illinois. As the guidance reiterates, the reporting requirement applies to “any person employing one or more employees in Illinois.”
Continue Reading Illinois releases guidance regarding reporting rule for sexual harassment and discrimination judgments
Illinois officially has made it easier for certain workers who contract COVID-19 to claim it is an occupational disease for purposes of collecting workers’ compensation. On June 5, 2020, Illinois Governor J.B. Pritzker signed into law House Bill 2455, which amends the Illinois Workers’ Occupational Diseases Act (820 ILCS 310/et seq.) with respect to such claims.
In April 2020, the Illinois Workers’ Compensation Commission passed an emergency rule creating this same rebuttable presumption, but quickly withdrew the rule after it was challenged in court.
This amendment (codified as Public Act 0633) creates a rebuttable presumption that the exposure to and contraction of COVID-19 by a “COVID-19 first responder or front-line worker” arises out of and in the course of the employee’s employment, and is causally connected to the hazards or exposures of the employee’s employment.
Continue Reading It’s official: Illinois law presumes COVID-19 is a workplace injury for essential workers
The Illinois Workers’ Compensation Commission has withdrawn an emergency rule it passed just weeks ago that would have made it easier for essential workers to claim they became sick with COVID-19 while on the job.
The withdrawal comes in the face of a Sangamon County Circuit Court decision granting an emergency request by the Illinois Manufacturers’ Association and the Illinois Retail Merchants Association to block the new rule. The court found that in passing the emergency rule, which created a rebuttable presumption that essential workers who become sick with COVID-19 contracted it in the course of their employment, the Commission exceeded its rulemaking authority under the Illinois Administrative Procedure Act and the Illinois Workers Compensation Act. Under these laws, the Commission only has the authority to create procedural rules. The court determined the Commission had improperly created “new substantive rights for employees and new liabilities for employers,” which is the province of the Illinois Legislature, not the Commission.
Continue Reading Illinois withdraws rebuttable presumption rule for COVID-19 workers’ compensation claims
On April 23, 2020, Illinois Governor J.B. Pritzker announced he would be extending the state stay-at-home order through May 30, 2020. The new extended order, which goes into effect on May 1, 2020, imposes a number of new restrictions, while lessening others.
New restrictions and requirements
Continue Reading Face coverings required in Illinois, and other updates to stay-at-home order
On April 28, 2020, the Illinois Department of Human Rights (IDHR) released its model Sexual Harassment Prevention Training, providing guidance for employers with employees operating in Illinois.
Under the Workplace Transparency Act (WTA), effective January 1, 2020, employees must receive training on sexual harassment prevention by December 31, 2020, and on an annual basis thereafter. At minimum, the training must:
Continue Reading Illinois releases model sexual harassment training
On April 23, 2020, Illinois Governor J.B. Pritzker announced he will be extending the state stay-at-home order through May 31, 2020. While the new executive order has not yet been published as of the date of this blog’s publication, a press release issued by the governor’s office previews modifications to the order, including:
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Effective April 16, 2020, an emergency amendment to Illinois’ workers’ compensation rules will make it easier for workers at essential businesses to obtain workers’ compensation benefits for COVID-19 related injuries. Specifically, the emergency amendment creates a rebuttable presumption that exposure of a “COVID-19 First Responder or Front Line Worker” to the virus arises out of and in the course of, and is causally connected to, their employment.
The emergency amendment broadly covers any individuals employed as police, fire personnel, emergency medical technicians, or paramedics and all individuals employed and considered as first responders, health care providers engaged in patient care, corrections officers, and the crucial personnel identified under Section 1, Parts 7-12 of the Illinois March 20, 2020 stay-at-home executive order. The reference to Parts 7-12 of the stay-at-home order means employees who work for the following types of businesses will be considered “COVID-19 First Responders or Front Line Workers”:
Continue Reading Illinois makes workers’ compensation more accessible for COVID-19 essential workers