Under a new law in Illinois, effective July 1, 2017, the owner of a hotel or motel must post a notice informing the public and victims of human trafficking of telephone hotline numbers to seek help or report unlawful activity.
Currently, specified businesses and other establishments must post such notice in English, Spanish, and in one other language that is the most widely spoken language in the county where the establishment is located and for which translation is mandated by the federal Voting Rights Act, as applicable. These include the following:
- On the premise consumption retailer licensees under the Liquor Control Act of 1934 where the sale of alcoholic liquor is the principal business carried on by the licensee at the premises and primary to the sale of food.
- Adult entertainment facilities
- Primary airports
- Intercity passenger rail or light rail stations
- Bus stations
- Truck Stops. For the purposes of this Act, “truck stop” means a privately-owned and operated facility that provides food, fuel, shower or other sanitary facilities, and lawful overnight truck parking.
- Emergency rooms within general acute care hospitals
- Urgent Care Centers
- Farm labor contractors
- Privately-operated job recruitment centers
The specified business or other establishment must post the notice in a conspicuous place near the public entrance of the establishment or in another conspicuous location in clear view of the public and employees where similar notices are customarily posted. Business or establishments that are required to display this poster that fail to comply with the requirements of this act is liable for a civil penalty of $500 for a first offense and $1,000 for each subsequent offense.
Note: This does not require a business or other establishment in a county where a language other than English or Spanish is the most widely spoken language to print the notice in more than one language in addition to English and Spanish.
Beginning July 1, 2017, the owner of a hotel or motel must post a notice that complies with the law in a conspicuous and accessible place in or about the premises in clear view of the employees where similar notices are customarily posted.
For the convenience of our customers, All In One Poster Company is offering a laminated 11”x17” English and Spanish Bilingual Poster to help satisfy the posting requirement. You may view the poster by clicking HERE.
The Illinois Department of Human Services offers additional languages.
Click here to read the text of the new law. For more information on the Illinois Human Trafficking Resources Center Notice Act, please click here.
Public Act 099-0099
Law Aims to Promote Retirement Savings
A new law amends the Illinois Secure Choice Savings Programs Act (Secure Choice).
Secure Choice requires Illinois businesses with at least 25 employees—that have been in business for two or more years and that do not currently offer a qualified retirement savings plan—the option to eitheroffer a private market savings plan or automatically enroll their employees into Secure Choice.
Secure Choice participants will be enrolled into a default target date Roth IRA with a default 3% payroll deduction, but can choose to change their contribution level or opt out of the program altogether at any time. Secure Choice accounts are owned by individual participants and will be portable from job to job.
Implementation of the program is underway, and the program is estimated to be open for enrollment in 2017.
Recent legislation amends the Secure Choice Savings Program Act by providing that (among other things):
- The total annual expenses (rather than the annual administrativeexpenses) of the trust fund administered by the Secure Choice Board may not exceed 0.75% of the total trust balance;
- The Secure Choice Board investment policy—and any changes to the investment policy—must be published on the board’s (or state treasurer’s) website at least 30 days prior to implementation; and
- Small employers’ use of automatic enrollment is subject to final rules from the U.S. Department of Labor, and that utilization of automatic enrollment by small employers may be allowed only if it does not create employer liability under the federal Employee Retirement Income Security Act (ERISA).
The law is effective as of July 15, 2016. Click here to read the text of the new law. More information on the Illinois Secure Choice Savings Program Act is available from the Illinois State Treasurer.
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Law Applicable to Certain Large Employers
A new law in Illinois allows certain employees to take child bereavement leave. Highlights of the law are presented below.
The law covers (among other entities) employers with 50 or more employees for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year.
Employees are generally covered if they:
- Work for a covered employer;
- Have worked at least 1,250 hours during the 12 months prior to the start of leave;
- Work at a location where the employer has 50 or more employees within 75 miles; and
- Have worked for the employer for at least 12 months (not required to be consecutive).
State Bereavement Leave
Covered employees are entitled to use a maximum of 2 weeks (10 work days) of unpaid bereavement leave to:
- Attend the funeral (or alternative to a funeral) of a child;
- Make arrangements necessitated by the child’s death; or
- Grieve the child’s death.
Bereavement leave under the provisions above must be completed within 60 days after the date on which the employee receives notice of the child’s death.
Note: “Child” means an employee’s son or daughter who is a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis.
An employee must provide the employer with at least 48 hours’ advance notice of the employee’s intention to take bereavement leave, unless providing such notice is not reasonable and practicable.
The law is effective as of July 29, 2016. The text of the law features additional provisions affecting employers and employees.
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Posted in illinois, state
- Tagged 2016, allinoneposters, child, compliance, dol, illinois, labor, labor law, labor law poster, laborlaw, laborlawposter, leave, osha, safety, workers
Law Effective January 1, 2016
A new law, effective January 1, 2016, expands coverage of the state’s Equal Pay Act to all employers.
The state Equal Pay Act prohibits covered employers from paying unequal wages to men and women for doing the same or substantially similar work, requiring equal skill, effort, and responsibility, under similar working conditions for the same employer in the same county (except if the wage difference is based upon a seniority system, a merit system, a system measuring earnings by quantity or quality of production, or factors other than gender).
Under the new law, a covered employer is an individual, partnership, corporation, association, business, trust, person, or entity for whom employees are gainfully employed in Illinois (and includes the state of Illinois, any state officer, department, or agency, any unit of local government, and any school district). Prior to January 1, 2016, the state Equal Pay Act applies to employers with 4 or more employees.
Click here to read the text of the law.
For more information on other state laws specific to Illinois, visit the State Laws section, click on Illinois, and choose your topic of interest from the left-hand navigation menu.
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