Suffredin- For a Better Cook County  
 

Accountability
Forest Preserves
Public Safety
Cook County Budget
Forest Pres. Budget
Property Tax Appeal
Health & Hospitals
Land Bank Authority
Policy Resolutions
Unsung Heroine

 

   
 
   
   
 
   
     
  Office phone numbers:  
   
 
 

Search current and proposed Cook County Legislation in Larry's exclusive legislative library.

   
 

The Cook County Code of Ordinances are the current laws of Cook County.

   
  The Cook County Law Library is the second largest County law library in the nation.
   
     
     
     



Is Your Company Ready For The Chicago And Cook County Sick Leave Ordinances Effective July 1, 2017?

Thursday, May 04, 2017
JD Supra

The July 1st effective date of the Cook County and Chicago Sick Leave Ordinances is quickly approaching and employers must review their paid time off, sick and vacation policies now to ensure compliance with the new ordinances. Some of the key similarities and differences of the ordinances provisions are highlighted below:

Similarities:

  • Covered Employee – An employee who: (1) works for an employer at least 80 hours within any 120-day period; and (2) performs at least 2 hours of work in Cook County (or the City of Chicago depending on the ordinance being applied) during any 2 week period — including driving through county (or city) for business purposes.
  • Accrual Rate – Employees earn 1 hour of earned sick leave for every 40 hours they work.
  • Cap – Employees can earn up to 40 hours of paid sick time per 12 month period.
  • Carryover – 20 hours for non-FMLA employers but if the employee is FMLA eligible, an additional 40 hours may be carried over for FMLA purposes only.
  • Permitted Use – Employee’s own or family member’s illness, injury, medical treatment or diagnosis, preventative care; also domestic violence or sexual assault, or public health emergency closure related to child’s school or care facility.
  • Family Member Definition – Employee’s child, legal guardian or ward, spouse, domestic partner, parent, spouse or domestic partner’s parent, sibling, grandparent, grandchild, including step and foster relationships, or any other individual related by blood or whose close association with the employee is the equivalent of a family relationship.
  • Restriction on Use – Generally, only 40 hours of paid sick leave may be used per 12 month period. However, if the employee is eligible to carry over additional paid sick leave hours for FMLA purposes, up to 40 hours can be used for FMLA purposes only, and an additional 20 hours can be used for other purposes – for a total of 60 hours.
  • Employee Notice to Company – Employers can require the employee to give up to 7 days’ notice if need for leave is reasonably foreseeable (e.g., prescheduled appointments, court dates). Otherwise, the employee may give the employer notice of the need for leave as soon as practicable via phone, email or text message.
  • Payout – No payout at termination.
  • Posting Requirements – Both written notice with first paycheck after 7/1/17 and poster (to be created by the enforcing agency).
  • Documentation – An employee may be required to provide documentation to support absence of more than 3 consecutive work days.
  • Retaliation – No retaliation for using accrued sick leave under the ordinance.

Differences:

  • Employer coverage is only required if you have a “place of business” in Cook County, whereas in Chicago an employer is subject to the ordinance if they “maintain a business facility” in Chicago or are subject to Chicago’s business licensing requirements. This means that more employers outside of Chicago may be subject to the ordinance solely because they have a Chicago business license.

Key Issues to Consider

Employers must take the time to carefully review their existing policies to determine if their policies are compliant with the new ordinances or if changes need to be made. Issues for the company to consider include:

  • Do you have a paid time off or sick leave policy?
  • Have attendance and administrative processes been updated to reflect the requirements of the law (e.g., receiving notice of unforeseeable leave by phone, email, or text message)?
  • Are federal or local disability laws implicated by an employee requesting or taking leave, or returning to work from leave?
  • What procedures are in place to engage in the reasonable accommodation interactive process?
  • Have employment policies been vetted by experienced employment counsel?

Along with these general issues, there are some “tricky situations” employers with multiple locations must consider:

  • Will the company change its sick policy or create a new policy for all Illinois employees?
  • How to address and track when an employee triggers accrual when that employee’s normal business location is not in Cook County or Chicago?

The Cook County Commission on Human Rights has issued its proposed regulations governing the Ordinance which can be found under downloads on the Cook County website. Any entity can submit comments to the Cook County Commission on Human Rights by mail and/or email (human.rights@cookcountyil.gov) by May 8th. SmithAmundsen is working on its submission to the commission for clarification of some of the proposed regulations.

It should be noted that certain municipalities have opted out of the requirements of the Cook County ordinance: Barrington, Bedford Park, Elmwood Park, Mount Prospect, Oak Forest, River Forest, Rosemont, Schaumburg and Tinley Park. More municipalities are expected to opt out prior to July 1.



Recent Headlines

How Trump's Obamacare subsidy cuts could affect your county
Monday, October 16, 2017
Chicago Tribune

Toni Preckwinkle on Soda Tax Repeal, County Budget Shortfall
Monday, October 16, 2017
Crain's Chicago Business

Cook County soda tax repeal garners mixed reactions from Evanston restaurants
Sunday, October 15, 2017
Daily Northwestern

The soda tax was repealed, but Cook County still has to find a way to fund the government
Sunday, October 15, 2017
Chicago Reader

Fired sheriff’s officer wins lawsuit; could undo dozens of firings
Sunday, October 15, 2017
Chicago Sun-Times

How to Win Against Big Soda
Sunday, October 15, 2017
New York Times

Inspector general's report alleges nepotism, political influence in south suburban sanitary district
Saturday, October 14, 2017
Chicago Tribune

7-Eleven settles lawsuit with customer over soda tax charge
Friday, October 13, 2017
Chicago Tribune

Cook County officials faced with $200M budget gap after pop tax repeal
Friday, October 13, 2017
Chicago Sun-Times

Cook County officials faced with $200M budget gap after pop tax repeal
Friday, October 13, 2017
Chicago Sun-Times

The Week in Review: Soda Tax Fizzles Out
Friday, October 13, 2017
WTTW The Week in Review

Justice Department latest sanctuary city move on Chicago, Cook County
Thursday, October 12, 2017
Chicago Sun-Times

Finding hope, promise in the wreckage of the Cook County soda tax
Wednesday, October 11, 2017
Chicago Tribune

Cook County pop tax one step away from repeal after 15-1 test vote
Wednesday, October 11, 2017
Chicago Tribune

Cook County Board repeals soda tax
Wednesday, October 11, 2017
Chicago Sun-Times

Why I voted to keep Cook County's soda tax
Wednesday, October 11, 2017
Chicago Tribune

Morning Spin: Vote to repeal pop tax expected today
Tuesday, October 10, 2017
Chicago Tribune

Cook County officials vote 15-1 to repeal sugary drink tax
Tuesday, October 10, 2017
ABC 7 Chicago

County Board moves to kill pop tax
Tuesday, October 10, 2017
Crain's Chicago Business

STEINBERG: After Cook County scraps its soda tax, try a tax on deceit
Monday, October 09, 2017
Chicago Sun-Times

all news items

Paid for by Larry Suffredin and not at taxpayer expense. A Haymarket Production.
^ TOP