Sen. Terry Link

Filed: 2/28/2011

 

 


 

 


 
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1
AMENDMENT TO SENATE BILL 1122

2    AMENDMENT NO. ______. Amend Senate Bill 1122 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The Illinois Human Rights Act is amended by
5changing Section 2-102 as follows:
 
6    (775 ILCS 5/2-102)  (from Ch. 68, par. 2-102)
7    Sec. 2-102. Civil Rights Violations - Employment. It is a
8civil rights violation:
9    (A) Employers. For any employer to refuse to hire, to
10segregate, or to act with respect to recruitment, hiring,
11promotion, renewal of employment, selection for training or
12apprenticeship, discharge, discipline, tenure or terms,
13privileges or conditions of employment on the basis of unlawful
14discrimination or citizenship status.
15    (A-5) Language. For an employer to impose a restriction
16that has the effect of prohibiting a language from being spoken

 

 

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1by an employee in communications that are unrelated to the
2employee's duties.
3    For the purposes of this subdivision (A-5), "language"
4means a person's native tongue, such as Polish, Spanish, or
5Chinese. "Language" does not include such things as slang,
6jargon, profanity, or vulgarity.
7    (B) Employment Agency. For any employment agency to fail or
8refuse to classify properly, accept applications and register
9for employment referral or apprenticeship referral, refer for
10employment, or refer for apprenticeship on the basis of
11unlawful discrimination or citizenship status or to accept from
12any person any job order, requisition or request for referral
13of applicants for employment or apprenticeship which makes or
14has the effect of making unlawful discrimination or
15discrimination on the basis of citizenship status a condition
16of referral.
17    (C) Labor Organization. For any labor organization to
18limit, segregate or classify its membership, or to limit
19employment opportunities, selection and training for
20apprenticeship in any trade or craft, or otherwise to take, or
21fail to take, any action which affects adversely any person's
22status as an employee or as an applicant for employment or as
23an apprentice, or as an applicant for apprenticeships, or
24wages, tenure, hours of employment or apprenticeship
25conditions on the basis of unlawful discrimination or
26citizenship status.

 

 

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1    (D) Sexual Harassment. For any employer, employee, agent of
2any employer, employment agency or labor organization to engage
3in sexual harassment; provided, that an employer shall be
4responsible for sexual harassment of the employer's employees
5by nonemployees or nonmanagerial and nonsupervisory employees
6only if the employer becomes aware of the conduct and fails to
7take reasonable corrective measures.
8    (E) Public Employers. For any public employer to refuse to
9permit a public employee under its jurisdiction who takes time
10off from work in order to practice his or her religious beliefs
11to engage in work, during hours other than such employee's
12regular working hours, consistent with the operational needs of
13the employer and in order to compensate for work time lost for
14such religious reasons. Any employee who elects such deferred
15work shall be compensated at the wage rate which he or she
16would have earned during the originally scheduled work period.
17The employer may require that an employee who plans to take
18time off from work in order to practice his or her religious
19beliefs provide the employer with a notice of his or her
20intention to be absent from work not exceeding 5 days prior to
21the date of absence.
22    (F) Training and Apprenticeship Programs. For any
23employer, employment agency or labor organization to
24discriminate against a person on the basis of age in the
25selection, referral for or conduct of apprenticeship or
26training programs.

 

 

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1    (G) Immigration-Related Practices.
2        (1) for an employer to request for purposes of
3    satisfying the requirements of Section 1324a(b) of Title 8
4    of the United States Code, as now or hereafter amended,
5    more or different documents than are required under such
6    Section or to refuse to honor documents tendered that on
7    their face reasonably appear to be genuine; or
8        (2) for an employer participating in the Basic Pilot
9    Program, as authorized by 8 U.S.C. 1324a, Notes, Pilot
10    Programs for Employment Eligibility Confirmation (enacted
11    by PL 104-208, div. C title IV, subtitle A) to refuse to
12    hire, to segregate, or to act with respect to recruitment,
13    hiring, promotion, renewal of employment, selection for
14    training or apprenticeship, discharge, discipline, tenure
15    or terms, privileges or conditions of employment without
16    following the procedures under the Basic Pilot Program.
17    (H) Pregnancy; peace officers and fire fighters. For a
18public employer to refuse to temporarily transfer a pregnant
19female peace officer or pregnant female fire fighter to a less
20strenuous or hazardous position for the duration of her
21pregnancy if she so requests, with the advice of her physician,
22where that transfer can be reasonably accommodated. For the
23purposes of this subdivision (H), "peace officer" and "fire
24fighter" have the meanings ascribed to those terms in Section 3
25of the Illinois Public Labor Relations Act.
26    It is not a civil rights violation for an employer to take

 

 

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1any action that is required by Section 1324a of Title 8 of the
2United States Code, as now or hereafter amended.
3    (I) Pregnancy. For any employer to refuse to hire, to
4segregate, or to act with respect to recruitment, hiring,
5promotion, renewal of employment, selection for training or
6apprenticeship, discharge, discipline, tenure or terms,
7privileges or conditions of employment on the basis of
8pregnancy, childbirth, or related medical conditions.
9(Source: P.A. 95-25, eff. 1-1-08; 95-137, eff. 1-1-08; 95-876,
10eff. 8-21-08.)
 
11    Section 99. Effective date. This Act takes effect upon
12becoming law.".