Bill Text: IL SB2280 | 2023-2024 | 103rd General Assembly | Introduced


Bill Title: Reinserts the provisions of the introduced bill with the following changes: Amends the Equal Pay Act of 2003. Provides that any business that is required to file an annual Employer Information Report EEO-1 with the Equal Employment Opportunity Commission must submit to the Director of Commerce and Economic Opportunity a list of all employees during the past calendar year (rather than a copy of the business's most recently filed Employer Information Report EEO-1 and a list of all employees during the past calendar year). Defines "compensation". Amends the Child Labor Law. Provides that an email address provided by the party in the course of the administrative proceeding shall not be used in any subsequent proceedings, unless the party designates that email address for the subsequent proceeding. Makes other changes.

Spectrum: Partisan Bill (Democrat 4-0)

Status: (Introduced) 2023-03-31 - Rule 3-9(a) / Re-referred to Assignments [SB2280 Detail]

Download: Illinois-2023-SB2280-Introduced.html


103RD GENERAL ASSEMBLY
State of Illinois
2023 and 2024
SB2280

Introduced 2/10/2023, by Sen. Ram Villivalam

SYNOPSIS AS INTRODUCED:
30 ILCS 105/5.942
820 ILCS 40/2 from Ch. 48, par. 2002
820 ILCS 40/3 rep.
820 ILCS 105/9 from Ch. 48, par. 1009
820 ILCS 105/12 from Ch. 48, par. 1012
820 ILCS 112/11
820 ILCS 112/30
820 ILCS 112/33 new
820 ILCS 112/40
820 ILCS 115/3 from Ch. 48, par. 39m-3
820 ILCS 115/11 from Ch. 48, par. 39m-11
820 ILCS 125/Act rep.
820 ILCS 175/45
820 ILCS 205/5 from Ch. 48, par. 31.5
820 ILCS 205/17 from Ch. 48, par. 31.17
820 ILCS 205/17.3 from Ch. 48, par. 31.17-3

Amends the State Finance Act. Changes the name of the Equal Pay Registration Fund to the Equal Pay Fund. Amends the Personnel Record Review Act. Provides that an employer shall, upon the employee's written request, email or mail a copy of a requested record to the employee. Repeals provisions concerning copies of personnel records. Amends the Minimum Wage Law, the Equal Pay Act of 2003, the Illinois Wage Payment and Collection Act, and the Day and Temporary Labor Services Act. Provides that every employer with employees who do not regularly report to a physical workplace, such as employees who work remotely or travel for work, shall provide specified information by email to its employees or conspicuous posting on the employer's website or intranet site, if such site is regularly used by the employer to communicate work-related information to employees and is able to be regularly accessed by all employees, freely and without interference. Repeals the Wages of Women and Minors Act. Makes other changes.
LRB103 30715 SPS 57190 b

A BILL FOR

SB2280LRB103 30715 SPS 57190 b
1 AN ACT concerning employment.
2 Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
4 Section 5. The State Finance Act is amended by changing
5Section 5.942 as follows:
6 (30 ILCS 105/5.942)
7 Sec. 5.942. The Equal Pay Registration Fund.
8(Source: P.A. 101-656, eff. 3-23-21; 102-813, eff. 5-13-22.)
9 Section 10. The Personnel Record Review Act is amended by
10changing Section 2 as follows:
11 (820 ILCS 40/2) (from Ch. 48, par. 2002)
12 Sec. 2. Open Records. Every employer shall, upon an
13employee's request which the employer may require be in
14writing on a form supplied by the employer, permit the
15employee to inspect any personnel documents which are, have
16been or are intended to be used in determining that employee's
17qualifications for employment, promotion, transfer, additional
18compensation, discharge or other disciplinary action, except
19as provided in Section 10. The inspection right encompasses
20personnel documents in the possession of a person,
21corporation, partnership, or other association having a

SB2280- 2 -LRB103 30715 SPS 57190 b
1contractual agreement with the employer to keep or supply a
2personnel record. An employee may request all or any part of
3his or her records, except as provided in Section 10. The
4employer shall grant at least 2 inspection requests by an
5employee in a calendar year when requests are made at
6reasonable intervals, unless otherwise provided in a
7collective bargaining agreement. The employer shall provide
8the employee with the inspection opportunity within 7 working
9days after the employee makes the request or if the employer
10can reasonably show that such deadline cannot be met, the
11employer shall have an additional 7 days to comply. The
12inspection shall take place at a location reasonably near the
13employee's place of employment and during normal working
14hours. The employer may allow the inspection to take place at a
15time other than working hours or at a place other than where
16the records are maintained if that time or place would be more
17convenient for the employee. Nothing in this Act shall be
18construed as a requirement that an employee be permitted to
19remove any part of such personnel records or any part of such
20records from the place on the employer's premises where it is
21made available for inspection. Each employer shall retain the
22right to protect his records from loss, damage, or alteration
23to insure the integrity of the records. The If an employee
24demonstrates that he or she is unable to review his or her
25personnel record at the employing unit, the employer shall,
26upon the employee's written request, email or mail a copy of

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1the requested record to the employee by the email address or
2mailing address identified by the employee for the purpose of
3receiving the copy of requested record. An employer may charge
4a fee for providing a copy of the requested record. The fee
5shall be limited to the actual cost of duplicating the
6requested record.
7(Source: P.A. 83-1362.)
8 (820 ILCS 40/3 rep.)
9 Section 15. The Personnel Record Review Act is amended by
10repealing Section 3.
11 Section 20. The Minimum Wage Law is amended by changing
12Sections 9 and 12 as follows:
13 (820 ILCS 105/9) (from Ch. 48, par. 1009)
14 Sec. 9. Every employer subject to any provision of this
15Act or of any regulations issued under this Act shall keep a
16summary of this Act approved by the Director, and copies of any
17applicable regulations issued under this Act or a summary of
18such regulations, posted in a conspicuous and accessible place
19in or about the premises wherever any person subject to this
20Act is employed. Every employer subject to any provision of
21this Act or any regulations issued under this Act with
22employees who do not regularly report to a physical workplace,
23such as employees who work remotely or travel for work, shall

SB2280- 4 -LRB103 30715 SPS 57190 b
1also provide the summaries and regulations by email to its
2employees or conspicuous posting on the employer's website or
3intranet site, if such site is regularly used by the employer
4to communicate work-related information to employees and is
5able to be regularly accessed by all employees, freely and
6without interference. Employers shall be furnished copies of
7such summaries and regulations by the State on request without
8charge.
9(Source: P.A. 77-1451.)
10 (820 ILCS 105/12) (from Ch. 48, par. 1012)
11 Sec. 12. (a) If any employee is paid by his employer less
12than the wage to which he is entitled under the provisions of
13this Act, the employee may recover in a civil action treble the
14amount of any such underpayments together with costs and such
15reasonable attorney's fees as may be allowed by the Court, and
16damages of 5% of the amount of any such underpayments for each
17month following the date of payment during which such
18underpayments remain unpaid. Any agreement between the
19employee and the employer to work for less than such wage is no
20defense to such action. At the request of the employee or on
21motion of the Director of Labor, the Department of Labor may
22make an assignment of such wage claim in trust for the
23assigning employee and may bring any legal action necessary to
24collect such claim, and the employer shall be required to pay
25the costs incurred in collecting such claim. Every such action

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1shall be brought within 3 years from the date of the
2underpayment. Such employer shall be liable to the Department
3of Labor for a penalty in an amount of up to 20% of the total
4employer's underpayment where the employer's conduct is proven
5by a preponderance of the evidence to be willful, repeated, or
6with reckless disregard of this Act or any rule adopted under
7this Act. Such employer shall be liable to the Department for
8an additional penalty of $1,500. All administrative penalties
9ordered under this Act shall be paid by certified check, money
10order, or by an electronic payment system designated by the
11Department, and shall be made , payable to or deposited into
12the Department's Wage Theft Enforcement Fund. Such employer
13shall be additionally liable to the employee for damages in
14the amount of 5% of the amount of any such underpayments for
15each month following the date of payment during which such
16underpayments remain unpaid. These penalties and damages may
17be recovered in a civil action brought by the Director of Labor
18in any circuit court. In any such action, the Director of Labor
19shall be represented by the Attorney General.
20 If an employee collects damages of 5% of the amount of
21underpayments as a result of an action brought by the Director
22of Labor, the employee may not also collect those damages in a
23private action brought by the employee for the same violation.
24If an employee collects damages of 5% of the amount of
25underpayments in a private action brought by the employee, the
26employee may not also collect those damages as a result of an

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1action brought by the Director of Labor for the same
2violation.
3 (b) If an employee has not collected damages under
4subsection (a) for the same violation, the Director is
5authorized to supervise the payment of the unpaid minimum
6wages and the unpaid overtime compensation owing to any
7employee or employees under Sections 4 and 4a of this Act and
8may bring any legal action necessary to recover the amount of
9the unpaid minimum wages and unpaid overtime compensation and
10an equal additional amount as damages, and the employer shall
11be required to pay the costs incurred in collecting such
12claim. Such employer shall be additionally liable to the
13Department of Labor for up to 20% of the total employer's
14underpayment where the employer's conduct is proven by a
15preponderance of the evidence to be willful, repeated, or with
16reckless disregard of this Act or any rule adopted under this
17Act. Such employer shall be liable to the Department of Labor
18for an additional penalty of $1,500, payable to the
19Department's Wage Theft Enforcement Fund. The action shall be
20brought within 5 years from the date of the failure to pay the
21wages or compensation. Any sums thus recovered by the Director
22on behalf of an employee pursuant to this subsection shall be
23paid to the employee or employees affected. Any sums which,
24more than one year after being thus recovered, the Director is
25unable to pay to an employee shall be deposited into the
26General Revenue Fund.

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1(Source: P.A. 101-1, eff. 2-19-19.)
2 Section 25. The Equal Pay Act of 2003 is amended by
3changing Sections 11, 30, and 40, and by adding Section 33 as
4follows:
5 (820 ILCS 112/11)
6 Sec. 11. Equal pay registration certificate requirements;
7application. For the purposes of this Section 11 only,
8"business" means any private employer who has 100 or more
9employees in the State of Illinois and is required to file an
10Annual Employer Information Report EEO-1 with the Equal
11Employment Opportunity Commission, but does not include the
12State of Illinois or any political subdivision, municipal
13corporation, or other governmental unit or agency.
14 (a) A business must obtain an equal pay registration
15certificate from the Department.
16 (b) Any business subject to the requirements of this
17Section that is authorized to transact business in this State
18on March 23, 2021 shall submit an application to obtain an
19equal pay registration certificate, between March 24, 2022 and
20March 23, 2024, and must recertify every 2 years thereafter.
21Any business subject to the requirements of this Section that
22is authorized to transact business in this State after March
2323, 2021 must submit an application to obtain an equal pay
24registration certificate within 3 years of commencing business

SB2280- 8 -LRB103 30715 SPS 57190 b
1operations, but not before January 1, 2024, and must recertify
2every 2 years thereafter. The Department shall collect contact
3information from each business subject to this Section. The
4Department shall assign each business a date by which it must
5submit an application to obtain an equal pay registration
6certificate. The business shall recertify every 2 years at a
7date to be determined by the Department. When a business
8receives a notice from the Department to recertify for its
9equal pay registration certificate, if the business has fewer
10than 100 employees, the business must certify in writing to
11the Department that it is exempt from this Section. Any new
12business that is subject to this Section and authorized to
13conduct business in this State, after the effective date of
14this amendatory Act of the 102nd General Assembly, shall
15submit its contact information to the Department by January 1
16of the following year and shall be assigned a date by which it
17must submit an application to obtain an equal pay registration
18certificate. The Department's failure to assign a business a
19registration date does not exempt the business from compliance
20with this Section. The failure of the Department to notify a
21business of its recertification deadline may be a mitigating
22factor when making a determination of a violation of this
23Section.
24 (c) Application.
25 (1) A business shall apply for an equal pay
26 registration certificate by paying a $150 filing fee and

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1 submitting wage records and an equal pay compliance
2 statement to the Director as follows:
3 (A) Wage Records. Any business that is required to
4 file an annual Employer Information Report EEO-1 with
5 the Equal Employment Opportunity Commission must also
6 submit to the Director a copy of the business's most
7 recently filed Employer Information Report EEO-1. The
8 business shall also compile a list of all employees
9 during the past calendar year, separated by gender and
10 the race and ethnicity categories as reported in the
11 business's most recently filed Employer Information
12 Report EEO-1, and the county in which the employee
13 works, the date the employee started working for the
14 business, any other information the Department deems
15 necessary to determine if pay equity exists among
16 employees, and report the total wages as defined by
17 Section 2 of the Illinois Wage Payment and Collection
18 Act paid to each employee during the past calendar
19 year, rounded to the nearest $100, to the Director.
20 (B) Equal Pay Compliance Statement. The business
21 must submit a statement signed by a corporate officer,
22 legal counsel, or authorized agent of the business
23 certifying:
24 (i) that the business is in compliance with
25 this Act and other relevant laws, including but
26 not limited to: Title VII of the Civil Rights Act

SB2280- 10 -LRB103 30715 SPS 57190 b
1 of 1964, the Equal Pay Act of 1963, the Illinois
2 Human Rights Act, and the Equal Wage Act;
3 (ii) that the average compensation for its
4 female and minority employees is not consistently
5 below the average compensation, as determined by
6 rule by the United States Department of Labor, for
7 its male and non-minority employees within each of
8 the major job categories in the Employer
9 Information Report EEO-1 for which an employee is
10 expected to perform work, taking into account
11 factors such as length of service, requirements of
12 specific jobs, experience, skill, effort,
13 responsibility, working conditions of the job,
14 education or training, job location, use of a
15 collective bargaining agreement, or other
16 mitigating factors; as used in this subparagraph,
17 "minority" has the meaning ascribed to that term
18 in paragraph (1) of subsection (A) of Section 2 of
19 the Business Enterprise for Minorities, Women, and
20 Persons with Disabilities Act;
21 (iii) that the business does not restrict
22 employees of one sex to certain job
23 classifications, and makes retention and promotion
24 decisions without regard to sex;
25 (iv) that wage and benefit disparities are
26 corrected when identified to ensure compliance

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1 with the Acts cited in item (i);
2 (v) how often wages and benefits are
3 evaluated; and
4 (vi) the approach the business takes in
5 determining what level of wages and benefits to
6 pay its employees; acceptable approaches include,
7 but are not limited to, a wage and salary survey.
8 (C) Filing fee. The business shall pay to the
9 Department a filing fee of $150. Proceeds from the
10 fees collected under this Section shall be deposited
11 into the Equal Pay Registration Fund, a special fund
12 created in the State treasury. Moneys in the Fund
13 shall be appropriated to the Department for the
14 purposes of this Section.
15 (2) Receipt of the equal pay compliance application
16 and statement by the Director does not establish
17 compliance with the Acts set forth in item (i) of
18 subparagraph (B) of paragraph (1) of this subsection (c).
19 (3) A business that has employees in multiple
20 locations or facilities in Illinois shall submit a single
21 application to the Department regarding all of its
22 operations in Illinois.
23 (d) Issuance or rejection of registration certificate.
24After January 1, 2022, the Director must issue an equal pay
25registration certificate, or a statement of why the
26application was rejected, within 45 calendar days of receipt

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1of the application. Applicants shall have the opportunity to
2cure any deficiencies in its application that led to the
3rejection, and re-submit the revised application to the
4Department within 30 calendar days of receiving a rejection.
5Applicants shall have the ability to appeal rejected
6applications. An application may be rejected only if it does
7not comply with the requirements of subsection (c), or the
8business is otherwise found to be in violation of this Act. The
9receipt of an application by the Department, or the issuance
10of a registration certificate by the Department, shall not
11establish compliance with the Equal Pay Act of 2003 as to all
12Sections except Section 11. The issuance of a registration
13certificate shall not be a defense against any Equal Pay Act
14violation found by the Department, nor a basis for mitigation
15of damages.
16 (e) Revocation of registration certificate. An equal pay
17registration certificate for a business may be suspended or
18revoked by the Director when the business fails to make a good
19faith effort to comply with the Acts identified in item (i) of
20subparagraph (B) of paragraph (1) of subsection (c), fails to
21make a good faith effort to comply with this Section, or has
22multiple violations of this Section or the Acts identified in
23item (i) of subparagraph (B) of paragraph (1) of subsection
24(c). Prior to suspending or revoking a registration
25certificate, the Director must first have sought to conciliate
26with the business regarding wages and benefits due to

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1employees.
2 Consistent with Section 25, prior to or in connection with
3the suspension or revocation of an equal pay registration
4certificate, the Director, or his or her authorized
5representative, may interview workers, administer oaths, take
6or cause to be taken the depositions of witnesses, and require
7by subpoena the attendance and testimony of witnesses, and the
8production of personnel and compensation information relative
9to the matter under investigation, hearing or a
10department-initiated audit.
11 Neither the Department nor the Director shall be held
12liable for good faith errors in issuing, denying, suspending
13or revoking certificates.
14 (f) Administrative review. A business may obtain an
15administrative hearing in accordance with the Illinois
16Administrative Procedure Act before the suspension or
17revocation of its certificate or imposition of civil penalties
18as provided by subsection (i) is effective by filing a written
19request for hearing within 20 calendar days after service of
20notice by the Director.
21 (g) Technical assistance. The Director must provide
22technical assistance to any business that requests assistance
23regarding this Section.
24 (h) Access to data.
25 (1) Any individually identifiable information
26 submitted to the Director within or related to an equal

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1 pay registration application or otherwise provided by an
2 employer in its equal pay compliance statement under
3 subsection (c) shall be considered confidential
4 information and not subject to disclosure pursuant to the
5 Illinois Freedom of Information Act. As used in this
6 Section, "individually identifiable information" means
7 data submitted pursuant to this Section that is associated
8 with a specific person or business. Aggregate data or
9 reports that are reasonably calculated to prevent the
10 association of any data with any individual business or
11 person are not confidential information. Aggregate data
12 shall include the job category and the average hourly wage
13 by county for each gender, race, and ethnicity category on
14 the registration certificate applications. The Department
15 of Labor may compile aggregate data from registration
16 certificate applications.
17 (2) The Director's decision to issue, not issue,
18 revoke, or suspend an equal pay registration certificate
19 is public information.
20 (3) Notwithstanding this subsection (h), a current
21 employee of a covered business may request anonymized data
22 regarding their job classification or title and the pay
23 for that classification. No individually identifiable
24 information may be provided to an employee making a
25 request under this paragraph.
26 (4) Notwithstanding this subsection (h), the

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1 Department may share data and identifiable information
2 with the Department of Human Rights, pursuant to its
3 enforcement of Article 2 of the Illinois Human Rights Act,
4 or the Office of the Attorney General, pursuant to its
5 enforcement of Section 10-104 of the Illinois Human Rights
6 Act.
7 (5) Any Department employee who willfully and
8 knowingly divulges, except in accordance with a proper
9 judicial order or otherwise provided by law, confidential
10 information received by the Department from any business
11 pursuant to this Act shall be deemed to have violated the
12 State Officials and Employees Ethics Act and be subject to
13 the penalties established under subsections (e) and (f) of
14 Section 50-5 of that Act after investigation and
15 opportunity for hearing before the Executive Ethics
16 Commission in accordance with Section 20-50 of that Act.
17 (i) Penalty. Falsification or misrepresentation of
18information on an application submitted to the Department
19shall constitute a violation of this Act and the Department
20may seek to suspend or revoke an equal pay registration
21certificate or impose civil penalties as provided under
22subsection (c) of Section 30.
23(Source: P.A. 101-656, eff. 3-23-21; 102-36, eff. 6-25-21;
24102-705, eff. 4-22-22.)
25 (820 ILCS 112/30)

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1 Sec. 30. Violations; fines and penalties.
2 (a) If an employee is paid by his or her employer less than
3the wage to which he or she is entitled in violation of Section
410 or 11 of this Act, the employee may recover in a civil
5action the entire amount of any underpayment together with
6interest, compensatory damages if the employee demonstrates
7that the employer acted with malice or reckless indifference,
8punitive damages as may be appropriate, injunctive relief as
9may be appropriate, and the costs and reasonable attorney's
10fees as may be allowed by the court and as necessary to make
11the employee whole. At the request of the employee or on a
12motion of the Director, the Department may make an assignment
13of the wage claim in trust for the assigning employee and may
14bring any legal action necessary to collect the claim, and the
15employer shall be required to pay the costs incurred in
16collecting the claim. Every such action shall be brought
17within 5 years from the date of the underpayment. For purposes
18of this Act, "date of the underpayment" means each time wages
19are underpaid.
20 (a-5) If an employer violates subsection (b), (b-5),
21(b-10), or (b-20) of Section 10, the employee may recover in a
22civil action any damages incurred, special damages not to
23exceed $10,000, injunctive relief as may be appropriate, and
24costs and reasonable attorney's fees as may be allowed by the
25court and as necessary to make the employee whole. If special
26damages are available, an employee may recover compensatory

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1damages only to the extent such damages exceed the amount of
2special damages. Such action shall be brought within 5 years
3from the date of the violation.
4 (b) The Director is authorized to supervise the payment of
5the unpaid wages under subsection (a) or damages under
6subsection (b), (b-5), (b-10), or (b-20) of Section 10 owing
7to any employee or employees under this Act and may bring any
8legal action necessary to recover the amount of unpaid wages,
9damages, and penalties or to seek injunctive relief, and the
10employer shall be required to pay the costs. Any sums
11recovered by the Director on behalf of an employee under this
12Section shall be paid to the employee or employees affected.
13 (c) Employers who violate any provision of this Act or any
14rule adopted under the Act are subject to a civil penalty,
15payable to the Department, for each employee affected as
16follows:
17 (1) An employer with fewer than 4 employees: first
18 offense, a fine not to exceed $500; second offense, a fine
19 not to exceed $2,500; third or subsequent offense, a fine
20 not to exceed $5,000.
21 (2) An employer with between 4 and 99 employees: first
22 offense, a fine not to exceed $2,500; second offense, a
23 fine not to exceed $3,000; third or subsequent offense, a
24 fine not to exceed $5,000.
25 (3) An employer with 100 or more employees who
26 violates any Section of this Act except for Section 11

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1 shall be fined up to $10,000 per employee affected. An
2 employer with 100 or more employees that is a business as
3 defined under Section 11 and commits a violation of
4 Section 11 shall be fined up to $10,000.
5 Before any imposition of a penalty under this subsection,
6an employer with 100 or more employees who violates item (b) of
7Section 11 and inadvertently fails to file an initial
8application or recertification shall be provided 30 calendar
9days by the Department to submit the application or
10recertification.
11 An employer or person who violates subsection (b), (b-5),
12(b-10), (b-20), or (c) of Section 10 is subject to a civil
13penalty not to exceed $5,000 for each violation for each
14employee affected, payable to the Department.
15 (d) In determining the amount of the penalty, the
16appropriateness of the penalty to the size of the business of
17the employer charged and the gravity of the violation shall be
18considered. The penalty may be recovered in a civil action
19brought by the Director in any circuit court.
20(Source: P.A. 101-177, eff. 9-29-19; 102-36, eff. 6-25-21.)
21 (820 ILCS 112/33 new)
22 Sec. 33. Equal Pay Fund. All moneys owed to the Department
23under this Act shall be deposited into the Equal Pay Fund and
24may be appropriated to the Department for the administration
25and enforcement of this Act.

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1 (820 ILCS 112/40)
2 Sec. 40. Notification. Every employer covered by this Act
3shall post and keep posted, in conspicuous places on the
4premises of the employer where notices to employees are
5customarily posted, a notice, to be prepared or approved by
6the Director, summarizing the requirements of this Act and
7information pertaining to the filing of a charge. Every
8employer with employees who do not regularly report to a
9physical workplace, such as employees who work remotely or
10travel for work, shall also provide the summary and notice by
11email to its employees or conspicuous posting on the
12employer's website or intranet site, if such site is regularly
13used by the employer to communicate work-related information
14to employees and is able to be regularly accessed by all
15employees, freely and without interference. The Director shall
16furnish copies of summaries and rules to employers upon
17request without charge.
18(Source: P.A. 93-6, eff. 1-1-04.)
19 Section 30. The Illinois Wage Payment and Collection Act
20is amended by changing Sections 3 and 11 as follows:
21 (820 ILCS 115/3) (from Ch. 48, par. 39m-3)
22 Sec. 3. Every employer shall be required, at least
23semi-monthly, to pay every employee all wages earned during

SB2280- 20 -LRB103 30715 SPS 57190 b
1the semi-monthly pay period. Wages of executive,
2administrative and professional employees, as defined in the
3Federal Fair Labor Standards Act of 1939, may be paid once a
4month. Commissions may be paid once a month. At the request of
5a person employed by an employment or labor placement agency
6which, in the ordinary course of business, makes daily wage
7payments to employees, the agency shall hold the daily wages
8and make either weekly or semi-monthly payments. Upon the
9written request of the employee, the wage shall be paid in a
10single check representing the wages earned during the period,
11either weekly or semi-monthly, designated by the employee in
12accordance with Section 4 of this Act. Employment and labor
13placement agencies that make daily wage payments shall provide
14written notification to all daily wage payment employees of
15the right to request weekly or semi-monthly checks. The
16employer may provide this notice by conspicuously posting the
17notice at the location where the wages are received by the
18daily wage employees. Every employer with employees who do not
19regularly report to a physical workplace, such as employees
20who work remotely or travel for work, shall also provide the
21summary and notice by email to its employees or conspicuous
22posting on the employer's website or intranet site, if such
23site is regularly used by the employer to communicate
24work-related information to employees and is able to be
25regularly accessed by all employees, freely and without
26interference.

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1(Source: P.A. 89-364, eff. 8-18-95.)
2 (820 ILCS 115/11) (from Ch. 48, par. 39m-11)
3 Sec. 11. It shall be the duty of the Department of Labor to
4inquire diligently for any violations of this Act, and to
5institute the actions for violations and penalties herein
6provided, at the request of the employee or on motion of the
7Director of Labor, and to enforce generally the provisions of
8this Act.
9 An employee may file a complaint with the Department
10alleging violations of the Act by submitting a signed,
11completed wage claim application on the form provided by the
12Department and by submitting copies of all supporting
13documentation. Complaints shall be filed within one year after
14the wages, final compensation, or wage supplements were due.
15 Wage claim applications Applications shall be reviewed by
16the Department to determine whether there is cause and
17sufficient resources for investigation.
18 The Department shall have the following powers:
19 (a) To investigate and attempt equitably to adjust
20 controversies between employees and employers in respect
21 of wage claims arising under this Act and to that end the
22 Department through the Director of Labor or any other
23 person in the Department of Labor designated by him or
24 her, shall have the power to administer oaths, subpoena
25 and examine witnesses, to issue subpoenas duces tecum

SB2280- 22 -LRB103 30715 SPS 57190 b
1 requiring the production of such books, papers, records
2 and documents as may be evidence of any matter under
3 inquiry and to examine and inspect the same as may relate
4 to the question in dispute. Service of such subpoenas
5 shall be made by any sheriff or any person. Any court in
6 this State, upon the application of the Department may
7 compel attendance of witnesses, the production of books
8 and papers, and the giving of testimony before the
9 Department by attachment for contempt or in any other way
10 as the production of evidence may be compelled before such
11 court.
12 (b) To take assignments of wage claims in the name of
13 the Director of Labor and his or her successors in office
14 and prosecute actions for the collection of wages for
15 persons financially unable to prosecute such claims when
16 in the judgment of the Department such claims are valid
17 and enforceable in the courts. No court costs or any fees
18 for necessary process and proceedings shall be payable in
19 advance by the Department for prosecuting such actions. In
20 the event there is a judgment rendered against the
21 defendant, the court shall assess as part of such judgment
22 the costs of such proceeding. Upon collection of such
23 judgments the Department shall pay from the proceeds of
24 such judgment such costs to such person who is by law
25 entitled to same. The Department may join in a single
26 proceeding any number of wage claims against the same

SB2280- 23 -LRB103 30715 SPS 57190 b
1 employer but the court shall have discretionary power to
2 order a severance or separate trial for hearings.
3 (c) To make complaint in any court of competent
4 jurisdiction of violations of this Act.
5 (d) In addition to the aforementioned powers, subject
6 to appropriation, the Department may establish an
7 administrative procedure to adjudicate claims and to issue
8 final and binding administrative decisions on such claims
9 subject to the Administrative Review Law. To establish
10 such a procedure, the Director of Labor or her or his
11 authorized representative may promulgate rules and
12 regulations. The adoption, amendment or rescission of
13 rules and regulations for such a procedure shall be in
14 conformity with the requirements of the Illinois
15 Administrative Procedure Act. If a final and binding
16 administrative decision issued by the Department requires
17 an employer or other party to pay wages, penalties, or
18 other amounts in connection with a wage claim, and the
19 employer or other party has neither: (i) made the required
20 payment within 35 days of the issuance of the final and
21 binding administrative decision; nor (ii) timely filed a
22 complaint seeking review of the final and binding
23 administrative decision pursuant to the Administrative
24 Review Law in a court of competent jurisdiction, the
25 Department may file a verified petition against the
26 employer or other party to enforce the final

SB2280- 24 -LRB103 30715 SPS 57190 b
1 administrative decision and to collect any amounts due in
2 connection therewith in the circuit court of any county
3 where an official office of the Department is located.
4 Nothing herein shall be construed to prevent any employee
5from making complaint or prosecuting his or her own claim for
6wages. Any employee aggrieved by a violation of this Act or any
7rule adopted under this Act may file suit in circuit court of
8Illinois, in the county where the alleged violation occurred
9or where any employee who is party to the action resides,
10without regard to exhaustion of any alternative administrative
11remedies provided in this Act. Actions may be brought by one or
12more employees for and on behalf of themselves and other
13employees similarly situated.
14 Nothing herein shall be construed to limit the authority
15of the State's attorney of any county to prosecute actions for
16violation of this Act or to enforce the provisions thereof
17independently and without specific direction of the Department
18of Labor.
19(Source: P.A. 101-509, eff. 1-1-20.)
20 (820 ILCS 125/Act rep.)
21 Section 35. The Wages of Women and Minors Act is repealed.
22 Section 40. The Day and Temporary Labor Services Act is
23amended by changing Section 45 as follows:

SB2280- 25 -LRB103 30715 SPS 57190 b
1 (820 ILCS 175/45)
2 Sec. 45. Registration; Department of Labor.
3 (a) A day and temporary labor service agency which is
4located, operates or transacts business within this State
5shall register with the Department of Labor in accordance with
6rules adopted by the Department for day and temporary labor
7service agencies and shall be subject to this Act and any rules
8adopted under this Act. Each day and temporary labor service
9agency shall provide proof of an employer account number
10issued by the Department of Employment Security for the
11payment of unemployment insurance contributions as required
12under the Unemployment Insurance Act, and proof of valid
13workers' compensation insurance in effect at the time of
14registration covering all of its employees. If, at any time, a
15day and temporary labor service agency's workers' compensation
16insurance coverage lapses, the agency shall have an
17affirmative duty to report the lapse of such coverage to the
18Department and the agency's registration shall be suspended
19until the agency's workers' compensation insurance is
20reinstated. The Department may assess each day and temporary
21labor service agency a non-refundable registration fee not
22exceeding $1,000 per year per agency and a non-refundable fee
23not to exceed $250 for each branch office or other location
24where the agency regularly contracts with day or temporary
25laborers for services. The fee may be paid by check, money
26order, or the State Treasurer's E-Pay program or any successor

SB2280- 26 -LRB103 30715 SPS 57190 b
1program, and the Department may not refuse to accept a check on
2the basis that it is not a certified check or a cashier's
3check. The Department may charge an additional fee to be paid
4by a day and temporary labor service agency if the agency, or
5any person on the agency's behalf, issues or delivers a check
6to the Department that is not honored by the financial
7institution upon which it is drawn. The Department shall also
8adopt rules for violation hearings and penalties for
9violations of this Act or the Department's rules in
10conjunction with the penalties set forth in this Act.
11 (a-1) At the time of registration with the Department of
12Labor each year, the day and temporary labor service agency
13shall submit to the Department of Labor a report containing
14the information identified in paragraph (9) of subsection (a)
15of Section 12, broken down by branch office, in the aggregate
16for all day or temporary laborers assigned within Illinois and
17subject to this Act during the preceding year. This
18information shall be submitted on a form created by the
19Department of Labor. The Department of Labor shall aggregate
20the information submitted by all registering day and temporary
21labor service agencies by removing identifying data and shall
22have the information available to the public only on a
23municipal and county basis. As used in this paragraph,
24"identifying data" means any and all information that: (i)
25provides specific information on individual worker identity;
26(ii) identifies the service agency in any manner; and (iii)

SB2280- 27 -LRB103 30715 SPS 57190 b
1identifies clients utilizing the day and temporary labor
2service agency or any other information that can be traced
3back to any specific registering day and temporary labor
4service agency or its client. The information and reports
5submitted to the Department of Labor under this subsection by
6the registering day and temporary labor service agencies are
7exempt from inspection and copying under Section 7.5 of the
8Freedom of Information Act.
9 (b) It is a violation of this Act to operate a day and
10temporary labor service agency without first registering with
11the Department in accordance with subsection (a) of this
12Section. The Department shall create and maintain at regular
13intervals on its website, accessible to the public: (1) a list
14of all registered day and temporary labor service agencies in
15the State whose registration is in good standing; (2) a list of
16day and temporary labor service agencies in the State whose
17registration has been suspended, including the reason for the
18suspension, the date the suspension was initiated, and the
19date, if known, the suspension is to be lifted; and (3) a list
20of day and temporary labor service agencies in the State whose
21registration has been revoked, including the reason for the
22revocation and the date the registration was revoked. The
23Department has the authority to assess a penalty against any
24day and temporary labor service agency that fails to register
25with the Department of Labor in accordance with this Act or any
26rules adopted under this Act of $500 for each violation. Each

SB2280- 28 -LRB103 30715 SPS 57190 b
1day during which a day and temporary labor service agency
2operates without registering with the Department shall be a
3separate and distinct violation of this Act.
4 (c) An applicant is not eligible to register to operate a
5day and temporary labor service agency under this Act if the
6applicant or any of its officers, directors, partners, or
7managers or any owner of 25% or greater beneficial interest:
8 (1) has been involved, as owner, officer, director,
9 partner, or manager, of any day and temporary labor
10 service agency whose registration has been revoked or has
11 been suspended without being reinstated within the 5 years
12 immediately preceding the filing of the application; or
13 (2) is under the age of 18.
14 (d) Every agency shall post and keep posted at each
15location, in a position easily accessible to all day or
16temporary laborers employees, notices as supplied and required
17by the Department containing a copy or summary of the
18provisions of the Act and a notice which informs the public of
19a toll-free telephone number for day or temporary laborers and
20the public to file wage dispute complaints and other alleged
21violations by day and temporary labor service agencies. Every
22day and temporary labor service agency employing day or
23temporary laborers who communicate with the day and temporary
24labor service agency by electronic communication shall also
25provide all required notices by email to its day or temporary
26laborers or on a website, regularly used by the employer to

SB2280- 29 -LRB103 30715 SPS 57190 b
1communicate work-related information, that all day or
2temporary laborers are able to regularly access, freely and
3without interference. Such notices shall be in English and or
4any other language generally understood in the locale of the
5day and temporary labor service agency.
6(Source: P.A. 100-517, eff. 6-1-18.)
7 Section 45. The Child Labor Law is amended by changing
8Sections 5, 17, and 17.3 as follows:
9 (820 ILCS 205/5) (from Ch. 48, par. 31.5)
10 Sec. 5. Every employer covered by this Act shall post in a
11conspicuous place where minors under 16 years of age are
12employed, or allowed to work, a printed summary abstract of
13this Act and a list of the occupations prohibited to such
14minors, to be furnished by the Department of Labor. Such
15employers shall post in a conspicuous place where minors under
1616 years of age are employed, or allowed to work a printed
17notice stating the hours of commencing and stopping work, the
18hours when the time or times allowed for dinner or other meals,
19begin and end, and the Department's toll free telephone number
20established under Section 17.4. An employer with employees who
21do not regularly report to a physical workplace, such as
22employees who work remotely or travel for work, shall also
23provide the summary and notice by email to its employees or
24conspicuous posting on the employer's website or intranet

SB2280- 30 -LRB103 30715 SPS 57190 b
1site, if such site is regularly used by the employer to
2communicate work-related information to employees and is able
3to be regularly accessed by all employees, freely and without
4interference. The Department of Labor shall furnish this
5printed summary form of such notice shall be furnished by the
6Department of Labor.
7(Source: P.A. 88-365.)
8 (820 ILCS 205/17) (from Ch. 48, par. 31.17)
9 Sec. 17. It shall be the duty of the Department of Labor to
10enforce the provisions of this Act. The Department of Labor
11shall have the power to conduct investigations in connection
12with the administration and enforcement of this Act and the
13authorized officers and employees of the Department of Labor
14are hereby authorized and empowered, to visit and inspect, at
15all reasonable times and as often as possible, all places
16covered by this Act. Truant officers and other school
17officials authorized by the board of education or school
18directors shall report violations under this Act to the
19Department of Labor, and may enter any place in which children
20are, or are believed to be employed and inspect the work
21certificates on file. Such truant officers or other school
22officials also are authorized to file complaints against any
23employer found violating the provisions of this Act in case no
24complaints for such violations are pending; and when such
25complaints are filed by truant officers or other school

SB2280- 31 -LRB103 30715 SPS 57190 b
1officials the State's attorneys of this state shall appear for
2the people, and attend to the prosecution of such complaints.
3The Department of Labor shall conduct hearings in accordance
4with "The Illinois Administrative Procedure Act", approved
5September 22, 1975, as amended, upon written complaint by an
6investigator of the Department of Labor, truant officer or
7other school official, or any interested person of a violation
8of the Act or to revoke any certificate under this Act. After
9such hearing, if supported by the evidence, the Department of
10Labor may issue and cause to be served on any party an order to
11cease and desist from violation of the Act, take such further
12affirmative or other action as deemed reasonable to eliminate
13the effect of the violation, and may revoke any certificate
14issued under the Act and determine the amount of any civil
15penalty allowed by the Act. The Department may serve such
16orders by regular mail, certified mail, or by sending a copy by
17email to an email address previously designated by the party
18for purposes of receiving notice under this Act. The Director
19of Labor or his authorized representative may compel by
20subpoena, the attendance and testimony of witnesses and the
21production of books, payrolls, records, papers and other
22evidence in any investigation or hearing and may administer
23oaths to witnesses.
24(Source: P.A. 80-1482.)
25 (820 ILCS 205/17.3) (from Ch. 48, par. 31.17-3)

SB2280- 32 -LRB103 30715 SPS 57190 b
1 Sec. 17.3. Any employer who violates any of the provisions
2of this Act or any rule or regulation issued under the Act
3shall be subject to a civil penalty of not to exceed $5,000 for
4each such violation. In determining the amount of such
5penalty, the appropriateness of such penalty to the size of
6the business of the employer charged and the gravity of the
7violation shall be considered. The amount of such penalty,
8when finally determined, may be
9 (1) recovered in a civil action brought by the
10 Director of Labor in any circuit court, in which
11 litigation the Director of Labor shall be represented by
12 the Attorney General;
13 (2) ordered by the court, in an action brought for
14 violation under Section 19, to be paid to the Director of
15 Labor.
16 Any administrative determination by the Department of
17Labor of the amount of each penalty shall be final unless
18reviewed as provided in Section 17.1 of this Act.
19 Civil penalties recovered under this Section shall be paid
20by certified check, money order, or by an electronic payment
21system designated by the Department, and deposited into the
22Child Labor and Day and Temporary Labor Services Enforcement
23Fund, a special fund which is hereby created in the State
24treasury. Moneys in the Fund may be used, subject to
25appropriation, for exemplary programs, demonstration projects,
26and other activities or purposes related to the enforcement of

SB2280- 33 -LRB103 30715 SPS 57190 b
1this Act or for the activities or purposes related to the
2enforcement of the Day and Temporary Labor Services Act, or
3for the activities or purposes related to the enforcement of
4the Private Employment Agency Act.
5(Source: P.A. 98-463, eff. 8-16-13; 99-422, eff. 1-1-16.)
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