29 June 2017 Illinois employers in Cook County and Chicago must provide paid sick leave as of July 1, 2017, Cook County suburbs vote to opt out Chicago and Cook County, Illinois both passed paid sick leave ordinances that take effect July 1, 2017. Officials in Cook County report they are currently experiencing difficulties making the requirements uniform, as several suburbs of Cook County have voted or plan to vote (e.g., the Villages of Glenview, Niles and Northbrook) to opt-out of the sick leave ordinance and/or another ordinance providing for a gradual increase to $13 in the county's minimum wage. Cook County has issued final regulations governing paid sick leave and a model workplace poster that will be sufficient to meet the employee notification requirements of the ordinance. Under the paid sick leave ordinance, a covered employee (defined as one who in any particular two-week period performs at least two hours of work for an employer while physically present within the geographic boundaries of Cook County) who works at least 80 hours for an employer within any 120-day period is eligible to accrue paid sick leave. Paid sick leave begins to accrue either on the first calendar day after the start of employment or on July 1, 2017, whichever is later. An employee must accrue one hour of paid sick leave for every 40 hours worked. Each employee must be able to carry over to the next year half of his or her unused accrued sick leave, up to a maximum of 20 hours. Employers must allow employees to begin taking paid sick leave no later than on the 180th calendar day after their start of employment. Employees may use paid sick leave for personal or family member illness; preventive medical care; if the victim of domestic violence or stalking; or in the case of a public health emergency that closes work, school or daycare. Employers are also reminded that the minimum wage increases to $10 per hour on July 1, 2017 for employees that have worked for an employer with four or more employees in Cook County for at least 2 hours in any two-week period. The employer must maintain a business facility within Cook County or have a license issued by Cook County. Go here for a model minimum wage workforce poster. For more information, see the Cook County website. The city of Chicago has also released proposed regulations governing its paid sick leave requirements, with June 16, 2017, being the last day comments were allowed to be made. As with Cook County, Chicago's ordinance requires that a covered employee (defined as one who in any particular two-week period performs at least two hours of work for an employer while physically present within the geographic boundaries of the city of Chicago) who works at least 80 hours for an employer within any 120-day period is eligible to accrue paid sick leave. Paid sick leave begins to accrue either on the first calendar day after the start of employment or on July 1, 2017, whichever is later. An employee must accrue one hour of paid sick leave for every 40 hours worked. Each employee must be able to carry over to the next year half of his or her unused accrued sick leave, up to a maximum of 20 hours. Employers must allow employees to begin taking paid sick leave no later than on the 180th calendar day after their start of employment. — They are ill or injured, or to receive medical care, treatment, diagnosis or preventative medical care; — A family member is ill or injured, or to care for a family member receiving medical care, treatment, diagnosis or preventative medical care; — Their place of business is closed by order of a public official due to a public health emergency, or they have a child who needs care because their school or place of care is closed due to a public health emergency. Employers are required to post a workplace notice regarding the paid sick leave requirements. Employers are also reminded that the Chicago minimum wage increases to $11.00 ($6.10 for tipped employees) on July 1, 2017. For more information, see the Chicago government website. Document ID: 2017-1040 |
