Enter one or more keywords
 

Illinois Employers: Recently Enacted Bills

2022-07-07

Regulations and amendments impact all employers doing business in Illinois but two specifically relate to construction companies and medical staffing agencies

The Illinois legislature has been actively passing laws that impact employers.  The following summarizes three recent bills that have been enacted.

Illinois CROWN Act

The law, “Create a Respectful and Open Workplace for Natural Hair” (CROWN) Act, was passed and amends the definition of “race,” to include “traits associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists.”  Effective January 1, 2023, the amendments apply to the employment, housing, financial transactions, and public accommodations sectors.  Illinois e-News release

Contractors Liable for Subcontractor’s Failure to Pay Employee Wages

The Illinois Wage Payment & Collections Act was amended to provide greater protection for individuals working in the construction trades against wage theft.  Every general contractor, construction manager, or “primary contractor,” working on the projects included in the bill’s purview will be liable for wages that have not been paid by a subcontractor on any contract entered into after July 1, 2022, including unpaid fringe benefits plus attorneys’ fees and costs.  Applies to primary contractors engaged in “erection, construction, alteration, or repair of a building structure, or other private work” with a value of $20,000. 

Oversight of Medical Staffing Agencies

HB 4666, became effective July 1, 2022, and imposes numerous compliance standards on medical staffing agencies that operate in the state.  The law heightens license applications, employment applications and disclose requirements to the Illinois Department of Labor. It prohibits staffing agencies from negotiating certain terms of employment with nurses and CNAs and increases penalties for violations and requires provisions in contracts between the agencies and health care facilities. 

All employers doing business in Illinois aware of the restrictions surrounding the CROWN Act, whereas construction companies and medical staffing agencies should dive deeper into these regulations to ensure compliance. 

The foregoing has been prepared for the general information of clients and friends of Workplace Dynamics LLC and is not being represented as being all-inclusive or complete. It has been abridged from legislation, administrative ruling, agency directives, and other information provided by the government. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel.