HR Alert

Chicago Paid Sick Leave Effective July 1, 2017

Ordinance Creates New Requirements for Employers

Chicago has amended its Minimum Wage Ordinance to provide paid sick leave. Effective July 1, 2017, any covered employee who works at least 80 hours for an employer within any 120-day period is eligible for paid sick leave. Highlights of the law are presented below.

Accrual
Paid sick leave begins to accrue either on the first calendar day after the commencement of a covered employee's (section: 1-24-010) employment or on July 1, 2017, whichever is later. For every 40 hours worked after a covered employee's paid sick leave begins to accrue, he or she accrues one hour of paid sick leave. Paid sick leave accrues only in hourly increments--there are no fractional accruals. Click here (section: 1-24-045(b)) for more information regarding caps and carryover of paid sick leave.

Use
A covered employee may use paid sick leave when:

  • He or she is ill or injured, or for the purpose of receiving medical care, treatment, diagnosis, or preventive medical care;
  • A member of his or her family is ill or injured, or to care for a family member receiving medical care, treatment, diagnosis, or preventive medical care;
  • He or she, or a member of his or her family, is the victim of domestic violence or a sex offense (as those terms are defined by state law); or
  • His or her place of business is closed by order of a public official due to a public health emergency, or he or she needs to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency.

An employer must allow a covered employee to begin using paid sick leave no later than the 180th calendar day following the commencement of his or her employment. A covered employee is entitled to use no more than 40 hours of paid sick leave per 12-month period, unless his or her employer sets a higher limit.

Employer Posting and Notice
Employers generally must post in a conspicuous place at each facility where any covered employee works (that is located within the geographic boundaries of Chicago) a notice advising the covered employee of the current Chicago minimum wage and of his or her rights under the law, including the right to paid sick leave.

Employers must also give covered employees a notice with the first paycheck subject to Chapter 1-24 (the Chicago Minimum Wage and Paid Sick Leave Ordinance). Such notice must advise the covered employee of the current Chicago minimum wage and of his or her rights under the law, including the right to paid sick leave.

Additional details are contained in the text of the ordinance.


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