Beginning July 1, 2017, many Chicago and Cook County employers were required to begin providing paid sick leave benefits (up to 40 hours per year) to most employees, including temporary and part-time employees. In addition, Chicago employers saw a wage increase from $10.50 to $11/hour, and for Cook County employers outside Chicago, the wage rose from $8.25 to $10/hour. Many towns did opt out of the county paid sick leave and minimum wage rules. Employers should be familiar and in compliance with the new requirements and need to update employee handbooks/policies and compensation.Special Client Bulletin May 2017
2017 brings new workplace laws nationwide, in Illinois and locally, including minimum wage increases and sick leave benefits. But the November election has created uncertainty: will the Trump Administration and Congress modify federal workplace laws and undo some of the recent changes? Check out the summary of key 2017 laws and guidance.clientbulletindecember2016
Prepare Now for DECEMBER’S Major Overtime Exemption Changes – Among the key changes, executive, administrative and professional employees will need annual compensation of at least $47,476 in order to be exempt from overtime compensation. The “highly compensated employee” will require $134,004 to be exempt. December 1 is less than 5 months away, and now is the ideal time for employers to audit your workforce and pay practices, reclassify employees, update your policies, budget for salary increases and increased overtime costs, and consider cost-saving measures.
Employers who have been bracing for significant overtime changes should start planning their budget and workforce adjustments now. Based on recent action by the Department of Labor, new rules could be in place as early as May 2016.clientbulletinspecialovertimedol2016
A 2015 year-end roundup and 2016 forecast highlight Illinois and federal laws impacting a variety of employment practices. Learn about rules for pregnancy accommodations, criminal background questions, non-competes, Affordable Care Act filing, paid sick leave, independent contractor and overtime exempt classification and misconduct disqualification from unemployment compensation. clientbulletinwinter2016
Labor Day Law List – 10 Employment Law Changes (Client Bulletin Labor Day 2015)
Happy Labor Day! In honor of the holiday, I have highlighted 10 key recent or proposed legal changes that will significantly affect employees and employers in my Client Bulletin Labor Day 2015.
Difficult Work Conversations: Tips For Employees And Employers
From hire to fire, employers and employees often face communication issues and confront (or avoid) difficult conversations. Work relationships and communications are significant. Learn how to handle the challenge in my Client Bulletin Spring 2015.clientbulletinspring2015
New 2015 Employment Laws: Illinois Ban-the-Box, LGBT Rules for Federal Contractors, Minimum Wage, Pregnancy Accommodations, and More (Client Bulletin Winter 2015)clientbulletinwinter2015
Employee Accommodations in Two Arenas: Pregnancy and Mental Disabilities
Beginning in 2015, pregnancy (even without disability) and new motherhood will entitle Illinois employees to reasonable accommodations. Illinois employers of all sizes will be subject to the Illinois Human Rights Act amendments. Similar guidelines have been issued by the federal Equal Employment Opportunity Commission.
Accommodations and related issues are also exploding in the mental health arena. The work environment has become more stressful as a result of a difficult economy, high unemployment, reductions in force, and position eliminations. There is an uptick in bullying, a rise in mental health and related physical symptoms, and more short and long-term disability and workers compensation claims. See Bulletin for more details.