97TH GENERAL ASSEMBLY
State of Illinois
2011 and 2012
SB0127

 

Introduced 1/27/2011, by Sen. Martin A. Sandoval

 

SYNOPSIS AS INTRODUCED:
 
New Act

    Creates the Illinois Family and Medical Leave Act. Contains provisions similar to those in the federal Family and Medical Leave Act of 1993, except that it applies to a son-in-law, daughter-in-law, father-in-law, mother-in-law, domestic partner, or sibling who has a serious health condition, increases the leave allowed to 16 workweeks, and some of the provisions of the federal law pertaining to federal employees, federal matters, and the 2008 amendments have been omitted or changed. Contains provisions concerning applicability and coordination. Effective 6 months after becoming law.


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FISCAL NOTE ACT MAY APPLY

 

 

A BILL FOR

 

SB0127LRB097 06234 AEK 46309 b

1    AN ACT concerning employment.
 
2    Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
 
4
ARTICLE I. SHORT TITLE, FINDINGS AND PURPOSES, GENERAL
5
REQUIREMENTS FOR LEAVE

 
6    Section 100. Short title. This Act may be cited as the
7Illinois Family and Medical Leave Act.
 
8    Section 101. Definitions. As used in this Article:
9    (1) (Blank).
10    (2) Eligible Employee.
11        (A) In General. The term "eligible employee" means an
12    employee who has been employed:
13            (i) for at least 12 months by the employer with
14        respect to whom leave is requested under Section 102;
15        and
16            (ii) for at least 1,250 hours of service with such
17        employer during the previous 12-month period.
18        (B) Exclusions. The term "eligible employee" does not
19    include:
20            (i) any Federal officer or employee covered under
21        Subchapter V of Chapter 63 of Title 5, United States
22        Code; or

 

 

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1            (ii) any employee of an employer who is employed at
2        a work site at which such employer employs less than 50
3        employees if the total number of employees employed by
4        that employer within 75 miles of that work site is less
5        than 50.
6        (C) Determination. For purposes of determining whether
7    an employee meets the hours of service requirement
8    specified in subparagraph (A)(ii), the legal standards
9    established under Section 7 of the Fair Labor Standards Act
10    of 1938 (29 U.S.C. 207) shall apply.
11    (3) Employ; Employee; State. The terms "employ",
12"employee", and "State" have the same meanings given such terms
13in subsections (c), (e), and (g) of Section 3 of the Fair Labor
14Standards Act of 1938 (29 U.S.C. 203 (c), (e), and (g)).
15    (4) Employer.
16        (A) In general. The term "employer":
17            (i) means any person who employs 50 or more
18        employees for each working day during each of 20 or
19        more calendar workweeks in the current or preceding
20        calendar year;
21            (ii) includes:
22                (I) any person who acts, directly or
23            indirectly, in the interest of an employer to any
24            of the employees of such employer; and
25                (II) any successor in interest of an employer;
26            and

 

 

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1            (iii) includes any State officer, department, or
2        agency, any unit of local government, and any school
3        district.
4        (B) (Blank).
5    (5) Employment benefits. The term "employment benefits"
6means all benefits provided or made available to employees by
7an employer, including group life insurance, health insurance,
8disability insurance, sick leave, annual leave, educational
9benefits, and pensions, regardless of whether such benefits are
10provided by a practice or written policy of an employer or
11through an "employee benefit plan", as defined in Section 3(3)
12of the Employee Retirement Income Security Act of 1974 (29
13U.S.C. 1002(3)).
14    (6) Health care provider. The term "health care provider"
15means:
16        (A) a doctor of medicine or osteopathy who is
17    authorized to practice medicine or surgery (as
18    appropriate) by the State in which the doctor practices; or
19        (B) any other person determined by the Director to be
20    capable of providing health care services.
21    (7) Parent. The term "parent" means the biological parent
22of an employee or an individual who stood in loco parentis to
23an employee when the employee was a son or daughter.
24    (8) Person. The term "person" has the same meaning given
25such term in Section 3(a) of the Fair Labor Standards Act of
261938 (29 U.S.C. 203(a)).

 

 

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1    (9) Reduced leave schedule. The term "reduced leave
2schedule" means a leave schedule that reduces the usual number
3of hours per workweek, or hours per workday, of an employee.
4    (10) Director. The term "Director" means the Director of
5Labor.
6    (11) Serious health condition. The term "serious health
7condition" means an illness, injury, impairment, or physical or
8mental condition that involves:
9        (A) inpatient care in a hospital, hospice, or
10    residential medical care facility; or
11        (B) continuing treatment by a health care provider.
12    (12) Son or daughter. The term "son or daughter" means a
13biological, adopted, or foster child, a stepchild, a legal
14ward, or a child of a person standing in loco parentis, who is:
15        (A) under 18 years of age; or
16        (B) 18 years of age or older and incapable of self-care
17    because of a mental or physical disability.
18    (13) Spouse. The term "spouse" means a husband or wife, as
19the case may be.
20    (14) Domestic partner. The term "domestic partner" means a
21single, unmarried adult person of the same sex as the employee
22who is in a committed, intimate relationship with the employee,
23is not a domestic partner to any other person, and who is
24designated to the employer by such employee as that employee's
25domestic partner.
26    `(23) Sibling. The term "sibling" means any person who is a

 

 

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1son or daughter of an employee's parent.
 
2    Section 102. Leave requirement.
3    (a) In general.
4        (1) Entitlement to leave. Subject to Section 103, an
5    eligible employee shall be entitled to a total of 16
6    workweeks of leave during any 12-month period for one or
7    more of the following:
8            (A) Because of the birth of a son or daughter of
9        the employee and in order to care for such son or
10        daughter.
11            (B) Because of the placement of a son or daughter
12        with the employee for adoption or foster care.
13            (C) In order to care for the spouse, or a son,
14        daughter, parent, son-in-law, daughter-in-law,
15        father-in-law, mother-in-law, domestic partner, or
16        sibling of the employee, if such spouse, son, daughter,
17        parent, son-in-law, daughter-in-law, father-in-law,
18        mother-in-law, domestic partner, or sibling has a
19        serious health condition.
20            (D) Because of a serious health condition that
21        makes the employee unable to perform the functions of
22        the position of such employee.
23        (2) Expiration of entitlement. The entitlement to
24    leave under subparagraphs (A) and (B) of paragraph (1) for
25    a birth or placement of a son or daughter shall expire at

 

 

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1    the end of the 12-month period beginning on the date of
2    such birth or placement.
3    (b) Leave taken intermittently or on a reduced leave
4schedule.
5        (1) In general. Leave under subparagraph (A) or (B) of
6    subsection (a)(1) shall not be taken by an employee
7    intermittently or on a reduced leave schedule unless the
8    employee and the employer of the employee agree otherwise.
9    Subject to paragraph (2), subsection (e)(2), and Section
10    103(b)(5), leave under subparagraph (C) or (D) of
11    subsection (a)(1) may be taken intermittently or on a
12    reduced leave schedule when medically necessary. The
13    taking of leave intermittently or on a reduced leave
14    schedule pursuant to this paragraph shall not result in a
15    reduction in the total amount of leave to which the
16    employee is entitled under subsection (a) beyond the amount
17    of leave actually taken.
18        (2) Alternative position. If an employee requests
19    intermittent leave, or leave on a reduced leave schedule,
20    under subparagraph (C) or (D) of subsection (a)(1), that is
21    foreseeable based on planned medical treatment, the
22    employer may require such employee to transfer temporarily
23    to an available alternative position offered by the
24    employer for which the employee is qualified and that:
25            (A) has equivalent pay and benefits; and
26            (B) better accommodates recurring periods of leave

 

 

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1        than the regular employment position of the employee.
2    (c) Unpaid leave permitted. Except as provided in
3subsection (d), leave granted under subsection (a) may consist
4of unpaid leave. Where an employee is otherwise exempt under
5regulations issued by the Secretary of the U.S. Department of
6Labor pursuant to Section 13(a)(1) of the Fair Labor Standards
7Act of 1938 (29 U.S.C. 213(a)(1)), the compliance of an
8employer with this Article by providing unpaid leave shall not
9affect the exempt status of the employee under such Section.
10    (d) Relationship to paid leave.
11        (1) Unpaid leave. If an employer provides paid leave
12    for fewer than 16 workweeks, the additional weeks of leave
13    necessary to attain the 16 workweeks of leave required
14    under this Article may be provided without compensation.
15        (2) Substitution of paid leave.
16            (A) In general. An eligible employee may elect, or
17        an employer may require the employee, to substitute any
18        of the accrued paid vacation leave, personal leave, or
19        family leave of the employee for leave provided under
20        subparagraph (A), (B), or (C) of subsection (a)(1) for
21        any part of the 16-week period of such leave under such
22        subsection.
23            (B) Serious health condition. An eligible employee
24        may elect, or an employer may require the employee, to
25        substitute any of the accrued paid vacation leave,
26        personal leave, or medical or sick leave of the

 

 

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1        employee for leave provided under subparagraph (C) or
2        (D) of subsection (a)(1) for any part of the 16-week
3        period of such leave under such subsection, except that
4        nothing in this Article shall require an employer to
5        provide paid sick leave or paid medical leave in any
6        situation in which such employer would not normally
7        provide any such paid leave.
8    (e) Foreseeable leave.
9        (1) Requirement of notice. In any case in which the
10    necessity for leave under subparagraph (A) or (B) of
11    subsection (a)(1) is foreseeable based on an expected birth
12    or placement, the employee shall provide the employer with
13    not less than 30 days' notice, before the date the leave is
14    to begin, of the employee's intention to take leave under
15    such subparagraph, except that if the date of the birth or
16    placement requires leave to begin in less than 30 days, the
17    employee shall provide such notice as is practicable.
18        (2) Duties of employee. In any case in which the
19    necessity for leave under subparagraph (C) or (D) of
20    subsection (a)(1) is foreseeable based on planned medical
21    treatment, the employee:
22            (A) shall make a reasonable effort to schedule the
23        treatment so as not to disrupt unduly the operations of
24        the employer, subject to the approval of the health
25        care provider of the employee or the health care
26        provider of the son, daughter, spouse, parent,

 

 

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1        son-in-law, daughter-in-law, father-in-law,
2        mother-in-law, domestic partner, or sibling of the
3        employee, as appropriate; and
4            (B) shall provide the employer with not less than
5        30 days' notice, before the date the leave is to begin,
6        of the employee's intention to take leave under such
7        subparagraph, except that if the date of the treatment
8        requires leave to begin in less than 30 days, the
9        employee shall provide such notice as is practicable.
10    (f) Spouses employed by the same employer. In any case in
11which a husband and wife entitled to leave under subsection (a)
12are employed by the same employer, the aggregate number of
13workweeks of leave to which both may be entitled may be limited
14to 16 workweeks during any 12-month period, if such leave is
15taken:
16        (1) under subparagraph (A) or (B) of subsection (a)(1);
17    or
18        (2) to care for a sick parent under subparagraph (C) of
19    such subsection.
 
20    Section 103. Certification.
21    (a) In general. An employer may require that a request for
22leave under subparagraph (C) or (D) of Section 102(a)(1) be
23supported by a certification issued by the health care provider
24of the eligible employee or of the son, daughter, spouse,
25parent, son-in-law, daughter-in-law, father-in-law,

 

 

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1mother-in-law, domestic partner, or sibling of the employee, as
2appropriate. The employee shall provide, in a timely manner, a
3copy of such certification to the employer.
4    (b) Sufficient certification. Certification provided under
5subsection (a) shall be sufficient if it states:
6        (1) the date on which the serious health condition
7    commenced;
8        (2) the probable duration of the condition;
9        (3) the appropriate medical facts within the knowledge
10    of the health care provider regarding the condition;
11        (4)(A) for purposes of leave under Section
12    102(a)(1)(C), a statement that the eligible employee is
13    needed to care for the son, daughter, spouse, parent,
14    son-in-law, daughter-in-law, father-in-law, mother-in-law,
15    domestic partner, or sibling and an estimate of the amount
16    of time that such employee is needed to care for the son,
17    daughter, spouse, parent, son-in-law, daughter-in-law,
18    father-in-law, mother-in-law, domestic partner, or
19    sibling; and
20        (B) for purposes of leave under Section 102(a)(1)(D), a
21    statement that the employee is unable to perform the
22    functions of the position of the employee;
23        (5) in the case of certification for intermittent
24    leave, or leave on a reduced leave schedule, for planned
25    medical treatment, the dates on which such treatment is
26    expected to be given and the duration of such treatment;

 

 

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1        (6) in the case of certification for intermittent
2    leave, or leave on a reduced leave schedule, under Section
3    102(a)(1)(D), a statement of the medical necessity for the
4    intermittent leave or leave on a reduced leave schedule,
5    and the expected duration of the intermittent leave or
6    reduced leave schedule; and
7        (7) in the case of certification for intermittent
8    leave, or leave on a reduced leave schedule, under Section
9    102(a)(1)(C), a statement that the employee's intermittent
10    leave or leave on a reduced leave schedule is necessary for
11    the care of the son, daughter, parent, spouse, son-in-law,
12    daughter-in-law, father-in-law, mother-in-law, domestic
13    partner, or sibling who has a serious health condition, or
14    will assist in their recovery, and the expected duration
15    and schedule of the intermittent leave or reduced leave
16    schedule.
17    (c) Second opinion.
18        (1) In general. In any case in which the employer has
19    reason to doubt the validity of the certification provided
20    under subsection (a) for leave under subparagraph (C) or
21    (D) of Section 102(a)(1), the employer may require, at the
22    expense of the employer, that the eligible employee obtain
23    the opinion of a second health care provider designated or
24    approved by the employer concerning any information
25    certified under subsection (b) for such leave.
26        (2) Limitation. A health care provider designated or

 

 

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1    approved under paragraph (1) shall not be employed on a
2    regular basis by the employer.
3    (d) Resolution of conflicting opinions.
4        (1) In general. In any case in which the second opinion
5    described in subsection (c) differs from the opinion in the
6    original certification provided under subsection (a), the
7    employer may require, at the expense of the employer, that
8    the employee obtain the opinion of a third health care
9    provider designated or approved jointly by the employer and
10    the employee concerning the information certified under
11    subsection (b).
12        (2) Finality. The opinion of the third health care
13    provider concerning the information certified under
14    subsection (b) shall be considered to be final and shall be
15    binding on the employer and the employee.
16    (e) Subsequent recertification. The employer may require
17that the eligible employee obtain subsequent recertifications
18on a reasonable basis.
 
19    Section 104. Employment and benefits protection.
20    (a) Restoration to position.
21        (1) In general. Except as provided in subsection (b),
22    any eligible employee who takes leave under Section 102 for
23    the intended purpose of the leave shall be entitled, on
24    return from such leave:
25            (A) to be restored by the employer to the position

 

 

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1        of employment held by the employee when the leave
2        commenced; or
3            (B) to be restored to an equivalent position with
4        equivalent employment benefits, pay, and other terms
5        and conditions of employment.
6        (2) Loss of benefits. The taking of leave under Section
7    102 shall not result in the loss of any employment benefit
8    accrued prior to the date on which the leave commenced.
9        (3) Limitations. Nothing in this Section shall be
10    construed to entitle any restored employee to:
11            (A) the accrual of any seniority or employment
12        benefits during any period of leave; or
13            (B) any right, benefit, or position of employment
14        other than any right, benefit, or position to which the
15        employee would have been entitled had the employee not
16        taken the leave.
17        (4) Certification. As a condition of restoration under
18    paragraph (1) for an employee who has taken leave under
19    Section 102(a)(1)(D), the employer may have a uniformly
20    applied practice or policy that requires each such employee
21    to receive certification from the health care provider of
22    the employee that the employee is able to resume work,
23    except that nothing in this paragraph shall supersede a
24    valid State or local law or a collective bargaining
25    agreement that governs the return to work of such
26    employees.

 

 

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1        (5) Construction. Nothing in this subsection shall be
2    construed to prohibit an employer from requiring an
3    employee on leave under Section 102 to report periodically
4    to the employer on the status and intention of the employee
5    to return to work.
6    (b) Exemption concerning certain highly compensated
7employees.
8        (1) Denial of restoration. An employer may deny
9    restoration under subsection (a) to any eligible employee
10    described in paragraph (2) if:
11            (A) such denial is necessary to prevent
12        substantial and grievous economic injury to the
13        operations of the employer;
14            (B) the employer notifies the employee of the
15        intent of the employer to deny restoration on such
16        basis at the time the employer determines that such
17        injury would occur; and
18            (C) in any case in which the leave has commenced,
19        the employee elects not to return to employment after
20        receiving such notice.
21        (2) Affected employees. An eligible employee described
22    in paragraph (1) is a salaried eligible employee who is
23    among the highest paid 10 percent of the employees employed
24    by the employer within 75 miles of the facility at which
25    the employee is employed.
26    (c) Maintenance of health benefits.

 

 

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1        (1) Coverage. Except as provided in paragraph (2),
2    during any period that an eligible employee takes leave
3    under Section 102, the employer shall maintain coverage
4    under any "group health plan" (as defined in Section
5    5000(b)(1) of the Internal Revenue Code of 1986) for the
6    duration of such leave at the level and under the
7    conditions coverage would have been provided if the
8    employee had continued in employment continuously for the
9    duration of such leave.
10        (2) Failure to return from leave. The employer may
11    recover the premium that the employer paid for maintaining
12    coverage for the employee under such group health plan
13    during any period of unpaid leave under Section 102 if:
14            (A) the employee fails to return from leave under
15        Section 102 after the period of leave to which the
16        employee is entitled has expired; and
17            (B) the employee fails to return to work for a
18        reason other than:
19                (i) the continuation, recurrence, or onset of
20            a serious health condition that entitles the
21            employee to leave under subparagraph (C) or (D) of
22            Section 102(a)(1); or
23                (ii) other circumstances beyond the control of
24            the employee.
25        (3) Certification.
26            (A) Issuance. An employer may require that a claim

 

 

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1        that an employee is unable to return to work because of
2        the continuation, recurrence, or onset of the serious
3        health condition described in paragraph (2)(B)(i) be
4        supported by:
5                (i) a certification issued by the health care
6            provider of the son, daughter, spouse, parent,
7            son-in-law, daughter-in-law, father-in-law,
8            mother-in-law, domestic partner, or sibling of the
9            employee, as appropriate, in the case of an
10            employee unable to return to work because of a
11            condition specified in Section 102(a)(1)(C); or
12                (ii) a certification issued by the health care
13            provider of the eligible employee, in the case of
14            an employee unable to return to work because of a
15            condition specified in Section 102(a)(1)(D).
16            (B) Copy. The employee shall provide, in a timely
17        manner, a copy of such certification to the employer.
18            (C) Sufficiency of certification.
19                (i) Leave due to serious health condition of
20            employee. The certification described in
21            subparagraph (A)(ii) shall be sufficient if the
22            certification states that a serious health
23            condition prevented the employee from being able
24            to perform the functions of the position of the
25            employee on the date that the leave of the employee
26            expired.

 

 

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1                (ii) Leave due to serious health condition of
2            family member. The certification described in
3            subparagraph (A)(i) shall be sufficient if the
4            certification states that the employee is needed
5            to care for the son, daughter, spouse, parent,
6            son-in-law, daughter-in-law, father-in-law,
7            mother-in-law, domestic partner, or sibling who
8            has a serious health condition on the date that the
9            leave of the employee expired.
 
10    Section 105. Prohibited Acts.
11    (a) Interference with rights.
12        (1) Exercise of rights. It shall be unlawful for any
13    employer to interfere with, restrain, or deny the exercise
14    of or the attempt to exercise, any right provided under
15    this Article.
16        (2) Discrimination. It shall be unlawful for any
17    employer to discharge or in any other manner discriminate
18    against any individual for opposing any practice made
19    unlawful by this Article.
20    (b) Interference with proceedings or inquiries. It shall be
21unlawful for any person to discharge or in any other manner
22discriminate against any individual because such individual:
23        (1) has filed any charge, or has instituted or caused
24    to be instituted any proceeding, under or related to this
25    Article;

 

 

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1        (2) has given, or is about to give, any information in
2    connection with any inquiry or proceeding relating to any
3    right provided under this Article; or
4        (3) has testified, or is about to testify, in any
5    inquiry or proceeding relating to any right provided under
6    this Article.
 
7    Section 106. Investigative authority.
8    (a) In general. To ensure compliance with the provisions of
9this Article, or any rule or order issued under this Article,
10the Director shall have, subject to subsection (c), the
11authority to investigate complaints.
12    (b) Obligation to keep and preserve records. Any employer
13shall make, keep, and preserve records pertaining to compliance
14with this Article in accordance with rules adopted by the
15Director.
16    (c) Required submissions generally limited to an annual
17basis. The Director shall not under the authority of this
18Section require any employer or any plan, fund, or program to
19submit to the Director any books or records more than once
20during any 12-month period, unless the Director has reasonable
21cause to believe there may exist a violation of this Article or
22any rule or order issued pursuant to this Article, or is
23investigating a charge pursuant to Section 107(b).
24    (d) Subpoena powers. For the purposes of any investigation
25provided for in this Section, the Director shall have the

 

 

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1authority to issue subpoenas.
 
2    Section 107. Enforcement.
3    (a) Civil action by employees.
4        (1) Liability. Any employer who violates Section 105
5    shall be liable to any eligible employee affected:
6            (A) for damages equal to:
7                (i) the amount of:
8                    (I) any wages, salary, employment
9                benefits, or other compensation denied or lost
10                to such employee by reason of the violation; or
11                    (II) in a case in which wages, salary,
12                employment benefits, or other compensation
13                have not been denied or lost to the employee,
14                any actual monetary losses sustained by the
15                employee as a direct result of the violation,
16                such as the cost of providing care, up to a sum
17                equal to 16 weeks of wages or salary for the
18                employee;
19                (ii) the interest on the amount described in
20            clause (i) calculated at the rate of interest on
21            judgments set forth in Section 2-1303 of the Code
22            of Civil Procedure; and
23                (iii) an additional amount as liquidated
24            damages equal to the sum of the amount described in
25            clause (i) and the interest described in clause

 

 

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1            (ii), except that if an employer who has violated
2            Section 105 proves to the satisfaction of the court
3            that the act or omission which violated Section 105
4            was in good faith and that the employer had
5            reasonable grounds for believing that the act or
6            omission was not a violation of Section 105, such
7            court may, in the discretion of the court, reduce
8            the amount of the liability to the amount and
9            interest determined under clauses (i) and (ii),
10            respectively; and
11            (B) for such equitable relief as may be
12        appropriate, including employment, reinstatement, and
13        promotion.
14        (2) Right of action. An action to recover the damages
15    or equitable relief prescribed in paragraph (1) may be
16    maintained against any employer (including a public
17    agency) in the circuit court by any one or more employees
18    for and in behalf of:
19            (A) the employees; or
20            (B) the employees and other employees similarly
21        situated.
22        (3) Fees and costs. The court in such an action shall,
23    in addition to any judgment awarded to the plaintiff, allow
24    a reasonable attorney's fee, reasonable expert witness
25    fees, and other costs of the action to be paid by the
26    defendant.

 

 

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1        (4) Limitations. The right provided by paragraph (2) to
2    bring an action by or on behalf of any employee shall
3    terminate:
4            (A) on the filing of a complaint by the Director in
5        an action under subsection (d) in which restraint is
6        sought of any further delay in the payment of the
7        amount described in paragraph (1)(A) to such employee
8        by an employer responsible under paragraph (1) for the
9        payment; or
10            (B) on the filing of a complaint by the Director in
11        an action under subsection (b) in which a recovery is
12        sought of the damages described in paragraph (1)(A)
13        owing to an eligible employee by an employer liable
14        under paragraph (1), unless the action described in
15        subparagraph (A) or (B) is dismissed without prejudice
16        on motion of the Director.
17    (b) Action by the Director.
18        (1) Administrative action. The Director shall receive,
19    investigate, and attempt to resolve complaints of
20    violations of Section 105.
21        (2) Civil action. The Director may bring an action in
22    the circuit court to recover the damages described in
23    subsection (a)(1)(A).
24        (3) Sums recovered. Any sums recovered by the Director
25    pursuant to paragraph (2) shall be held in a special
26    deposit account and shall be paid, on order of the

 

 

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1    Director, directly to each employee affected. Any such sums
2    not paid to an employee because of inability to do so
3    within a period of 3 years shall be deposited into the
4    General Revenue Fund.
5    (c) Limitation.
6        (1) In general. Except as provided in paragraph (2), an
7    action may be brought under this Section not later than 2
8    years after the date of the last event constituting the
9    alleged violation for which the action is brought.
10        (2) Willful violation. In the case of such action
11    brought for a willful violation of Section 105, such action
12    may be brought within 3 years of the date of the last event
13    constituting the alleged violation for which such action is
14    brought.
15        (3) Commencement. In determining when an action is
16    commenced by the Director under this Section for the
17    purposes of this subsection, it shall be considered to be
18    commenced on the date when the complaint is filed.
19    (d) Action for injunction by Director. The circuit court
20shall have jurisdiction, for cause shown, in an action brought
21by the Director:
22        (1) to restrain violations of Section 105, including
23    the restraint of any withholding of payment of wages,
24    salary, employment benefits, or other compensation, plus
25    interest, found by the court to be due to eligible
26    employees; or

 

 

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1        (2) to award such other equitable relief as may be
2    appropriate, including employment, reinstatement, and
3    promotion.
 
4    Section 108. Special rules concerning employees of local
5educational agencies.
6    (a) Application.
7        (1) In general. Except as otherwise provided in this
8    Section, the rights (including the rights under Section
9    104, which shall extend throughout the period of leave of
10    any employee under this Section), remedies, and procedures
11    under this Article shall apply to:
12            (A) any "local educational agency" (as defined in
13        Section 1471(12) of the Elementary and Secondary
14        Education Act of 1965 (20 U.S.C. 2891(12)) and an
15        eligible employee of the agency; and
16            (B) any private elementary or secondary school and
17        an eligible employee of the school.
18        (2) Definitions. For purposes of the application
19    described in paragraph (1):
20            (A) Eligible employee. The term "eligible
21        employee" means an eligible employee of an agency or
22        school described in paragraph (1).
23            (B) Employer. The term "employer" means an agency
24        or school described in paragraph (1).
25    (b) Leave does not violate certain other federal laws. A

 

 

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1local educational agency and a private elementary or secondary
2school shall not be in violation of the Individuals with
3Disabilities Education Act (20 U.S.C. 1400 et seq.), Section
4504 of the Rehabilitation Act of 1973 (29 U.S.C. 794), or title
5VI of the Civil Rights Act of 1964 (42 U.S.C. 2000d et seq.),
6solely as a result of an eligible employee of such agency or
7school exercising the rights of such employee under this
8Article.
9    (c) Intermittent leave or leave on a reduced schedule for
10instructional employees.
11        (1) In general. Subject to paragraph (2), in any case
12    in which an eligible employee employed principally in an
13    instructional capacity by any such educational agency or
14    school requests leave under subparagraph (C) or (D) of
15    Section 102(a)(1) that is foreseeable based on planned
16    medical treatment and the employee would be on leave for
17    greater than 20 percent of the total number of working days
18    in the period during which the leave would extend, the
19    agency or school may require that such employee elect
20    either:
21            (A) to take leave for periods of a particular
22        duration, not to exceed the duration of the planned
23        medical treatment; or
24            (B) to transfer temporarily to an available
25        alternative position offered by the employer for which
26        the employee is qualified, and that:

 

 

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1                (i) has equivalent pay and benefits; and
2                (ii) better accommodates recurring periods of
3            leave than the regular employment position of the
4            employee.
5        (2) Application. The elections described in
6    subparagraphs (A) and (B) of paragraph (1) shall apply only
7    with respect to an eligible employee who complies with
8    Section 102(e)(2).
9    (d) Rules applicable to periods near the conclusion of an
10academic term. The following rules shall apply with respect to
11periods of leave near the conclusion of an academic term in the
12case of any eligible employee employed principally in an
13instructional capacity by any such educational agency or
14school:
15        (1) Leave more than 5 weeks prior to end of term. If
16    the eligible employee begins leave under Section 102 more
17    than 5 weeks prior to the end of the academic term, the
18    agency or school may require the employee to continue
19    taking leave until the end of such term, if:
20            (A) the leave is of at least 3 weeks duration; and
21            (B) the return to employment would occur during the
22        3-week period before the end of such term.
23        (2) Leave less than 5 weeks prior to end of term. If
24    the eligible employee begins leave under subparagraph (A),
25    (B), or (C) of Section 102(a)(1) during the period that
26    commences 5 weeks prior to the end of the academic term,

 

 

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1    the agency or school may require the employee to continue
2    taking leave until the end of such term, if:
3            (A) the leave is of greater than 2 weeks duration;
4        and
5            (B) the return to employment would occur during the
6        2-week period before the end of such term.
7        (3) Leave less than 3 weeks prior to end of term. If
8    the eligible employee begins leave under subparagraph (A),
9    (B), or (C) of Section 102(a)(1) during the period that
10    commences 3 weeks prior to the end of the academic term and
11    the duration of the leave is greater than 5 working days,
12    the agency or school may require the employee to continue
13    to take leave until the end of such term.
14    (e) Restoration to equivalent employment position. For
15purposes of determinations under Section 104(a)(1)(B)
16(relating to the restoration of an eligible employee to an
17equivalent position), in the case of a local educational agency
18or a private elementary or secondary school, such determination
19shall be made on the basis of established school board policies
20and practices, private school policies and practices, and
21collective bargaining agreements.
22    (f) Reduction of the amount of liability. If a local
23educational agency or a private elementary or secondary school
24that has violated this Article proves to the satisfaction of
25the court that the agency, school, or department had reasonable
26grounds for believing that the underlying act or omission was

 

 

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1not a violation of this Article, such court may, in the
2discretion of the court, reduce the amount of the liability
3provided for under Section 107(a)(1)(A) to the amount and
4interest determined under clauses (i) and (ii), respectively,
5of such Section.
 
6    Section 109. Notice.
7    (a) In general. Each employer shall post and keep posted,
8in conspicuous places on the premises of the employer where
9notices to employees and applicants for employment are
10customarily posted, a notice, to be prepared or approved by the
11Director, setting forth excerpts from, or summaries of, the
12pertinent provisions of this Article and information
13pertaining to the filing of a charge.
14    (b) Penalty. Any employer that willfully violates this
15Section may be assessed a civil money penalty not to exceed
16$100 for each separate offense.
 
17
ARTICLE II. (BLANK)

 
18
ARTICLE III. (BLANK)

 
19
ARTICLE IV. MISCELLANEOUS PROVISIONS

 
20    Section 401. Effect on other laws.
21    (a) Federal and State antidiscrimination laws. Nothing in

 

 

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1this Act shall be construed to modify or affect any federal or
2State law prohibiting discrimination on the basis of race,
3religion, color, national origin, sex, age, or disability.
4    (b) State and local laws. Nothing in this Act shall be
5construed to supersede any provision of any State or local law
6that provides greater family or medical leave rights than the
7rights established under this Act.
 
8    Section 402. Effect on existing employment benefits.
9    (a) More protective. Nothing in this Act shall be construed
10to diminish the obligation of an employer to comply with any
11collective bargaining agreement or any employment benefit
12program or plan that provides greater family or medical leave
13rights to employees than the rights established under this Act.
14    (b) Less protective. The rights established for employees
15under this Act shall not be diminished by any collective
16bargaining agreement or any employment benefit program or plan.
 
17    Section 403. Encouragement of more generous leave
18policies. Nothing in this Act shall be construed to discourage
19employers from adopting or retaining leave policies more
20generous than any policies that comply with the requirements
21under this Act.
 
22    Section 404. Rules. The Director shall prescribe such
23rules as are necessary to carry out this Act not later than 120

 

 

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1days after the effective date of this Act.
 
2    Section 404.1. Applicability; coordination.
3    (1) In the case of a collective bargaining agreement in
4effect on the effective date of this Act, Article I shall apply
5on the earlier of:
6        (A) the date of the termination of such agreement; or
7        (B) the date that occurs 12 months after the effective
8    date of this Act.
9    (2) Nothing in this Act shall be construed to limit the
10applicability of the federal Family and Medical Leave Act of
111993 with regard to employers and employees covered by that
12Act.
13    (3) In the case of leave that is subject to the federal
14Family and Medical Leave Act of 1993:
15        (A) the 12-month period during which 16 workweeks of
16    leave may be taken under this Act shall run concurrently
17    with the 12-month period under the federal Family and
18    Medical Leave Act of 1993, and shall commence the date
19    leave taken under the federal Family and Medical Leave Act
20    of 1993 commences; and
21        (B) leave taken under this Act shall run concurrently
22    with leave taken under the federal Family and Medical Leave
23    Act of 1993.
24    (4) The aggregate amount of leave taken under this Act or
25the federal Family and Medical Leave Act of 1993, or both,

 

 

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1shall not exceed 16 workweeks in a 12-month period.
 
2    Section 405. Effective date. This Act takes effect 6 months
3after it becomes law.