Full Text of HB3122 99th General Assembly
HB3122ham002 99TH GENERAL ASSEMBLY | Rep. Robert W. Pritchard Filed: 4/16/2015
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| 1 | | AMENDMENT TO HOUSE BILL 3122
| 2 | | AMENDMENT NO. ______. Amend House Bill 3122 by replacing | 3 | | everything after the enacting clause with the following:
| 4 | | "Section 1. Short title. This Act may be cited as the | 5 | | Veterans Preference in Private Employment Act. | 6 | | Section 5. Purpose. The General Assembly intends to | 7 | | establish a permissive preference in private employment for | 8 | | certain veterans. | 9 | | Section 10. Definitions. As used in this Act: | 10 | | "Armed forces of the United States" means the United States | 11 | | Army, Marine Corps, Navy, Air Force, and Coast Guard, or the | 12 | | reserve component of any of those, and includes the Illinois | 13 | | National Guard. | 14 | | "Private employer" means any non-public sole proprietor, | 15 | | corporation, partnership, limited liability company, or other |
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| 1 | | private, non-public entity employing one or more employees | 2 | | within Illinois. | 3 | | "Veteran" means an individual who meets one or more of the | 4 | | following: | 5 | | (1) has served on active duty with the armed forces of | 6 | | the United States for a period of more than 180 days and | 7 | | was discharged or released from active duty under | 8 | | conditions other than dishonorable; | 9 | | (2) was discharged or released from active duty with | 10 | | the armed forces of the United States because of a | 11 | | service-connected disability; or | 12 | | (3) is a member of the Illinois National Guard who has | 13 | | never been deployed but separated under conditions other | 14 | | than dishonorable as noted on the individual's NGB-22 | 15 | | discharge form. | 16 | | "Veterans' preference employment policy" means a private | 17 | | employer's voluntary preference for hiring, promoting, or | 18 | | retaining a veteran over another equally qualified applicant or | 19 | | employee. | 20 | | Section 15. Veterans' preference employment policy. A | 21 | | private employer may adopt and apply a voluntary veterans' | 22 | | preference employment policy if: | 23 | | (1) the veterans' preference employment policy is in | 24 | | writing; | 25 | | (2) the veterans' preference employment policy is |
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| 1 | | publicly posted by the private employer at the place of | 2 | | employment or on any website maintained by the private | 3 | | employer; | 4 | | (3) the private employer's job application informs all | 5 | | applicants of the veterans' preference employment policy | 6 | | and where the policy may be obtained; and | 7 | | (4) the private employer applies the veterans' | 8 | | preference employment policy uniformly for all employment | 9 | | decisions regarding the hiring or promotion of veterans or | 10 | | the retention of veterans during a reduction in force.
| 11 | | Section 20. Verification of eligibility. A private | 12 | | employer who maintains a veterans' preference employment | 13 | | policy pursuant to Section 15 of this Act may require and rely | 14 | | on an applicant's or employee's Department of Defense | 15 | | DD214/DD215 forms or their predecessor or successor forms, an | 16 | | applicant's or employee's NGB-22 discharge form or its | 17 | | predecessor or successor forms (if a member of the National | 18 | | Guard), and a U.S. Department of Veterans Affairs award letter | 19 | | (if the applicant or employee is claiming a service-connected | 20 | | disability) to establish eligibility for such policy. | 21 | | Section 25. The Illinois Human Rights Act is amended by | 22 | | changing Section 2-104 as follows:
| 23 | | (775 ILCS 5/2-104) (from Ch. 68, par. 2-104)
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| 1 | | Sec. 2-104. Exemptions.
| 2 | | (A) Nothing contained in this Act shall prohibit an | 3 | | employer, employment
agency or labor organization from:
| 4 | | (1) Bona Fide Qualification. Hiring or selecting | 5 | | between persons
for bona fide occupational qualifications | 6 | | or any reason except those
civil-rights violations | 7 | | specifically identified in this Article.
| 8 | | (2) Veterans. Giving preferential treatment to | 9 | | veterans and their
relatives as required by the laws or | 10 | | regulations of the United States or
this State or a unit of | 11 | | local government , or pursuant to a private employer's | 12 | | voluntary veterans' preference employment policy | 13 | | authorized by the Veterans Preference in Private | 14 | | Employment Act .
| 15 | | (3) Unfavorable Discharge From Military Service. Using | 16 | | unfavorable
discharge from military service as a valid | 17 | | employment criterion when
authorized by federal law or | 18 | | regulation or when a position of employment
involves the | 19 | | exercise of fiduciary responsibilities as defined by rules
| 20 | | and regulations which the Department shall adopt.
| 21 | | (4) Ability Tests. Giving or acting upon the results of | 22 | | any
professionally developed ability test provided that | 23 | | such test, its
administration, or action upon the results, | 24 | | is not used as a subterfuge
for or does not have the effect | 25 | | of unlawful discrimination.
| 26 | | (5) Merit and Retirement Systems.
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| 1 | | (a) Applying different standards of compensation, | 2 | | or different
terms, conditions or privileges of | 3 | | employment pursuant to a merit or
retirement system | 4 | | provided that such system or its administration is not
| 5 | | used as a subterfuge for or does not have the effect of | 6 | | unlawful
discrimination.
| 7 | | (b) Effecting compulsory retirement of any | 8 | | employee who has
attained 65 years of age and who, for | 9 | | the 2-year period immediately
preceding retirement, is | 10 | | employed in a bona fide executive or a high
| 11 | | policymaking position, if such employee is entitled to | 12 | | an immediate
nonforfeitable annual retirement benefit | 13 | | from a pension, profit-sharing,
savings, or deferred | 14 | | compensation plan, or any combination of such plans of
| 15 | | the employer of such employee, which equals, in the | 16 | | aggregate, at least
$44,000. If any such retirement | 17 | | benefit is in a form other than a straight
life annuity | 18 | | (with no ancillary benefits) or if the employees | 19 | | contribute to
any such plan or make rollover | 20 | | contributions, the retirement benefit shall
be | 21 | | adjusted in accordance with regulations prescribed by | 22 | | the Department, so
that the benefit is the equivalent | 23 | | of a straight life annuity (with no
ancillary benefits) | 24 | | under a plan to which employees do not contribute and
| 25 | | under which no rollover contributions are made.
| 26 | | (c) Until January 1, 1994, effecting compulsory |
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| 1 | | retirement of any
employee who has attained 70 years of | 2 | | age, and who is serving under a
contract of unlimited | 3 | | tenure (or similar arrangement providing for
unlimited | 4 | | tenure) at an institution of higher education as | 5 | | defined by
Section 1201(a) of the Higher Education Act | 6 | | of 1965.
| 7 | | (6) Training and Apprenticeship programs. Establishing | 8 | | an educational
requirement as a prerequisite to selection | 9 | | for a training or apprenticeship
program, provided such | 10 | | requirement does not operate to discriminate on the
basis | 11 | | of any prohibited classification except age.
| 12 | | (7) Police and Firefighter/Paramedic Retirement. | 13 | | Imposing a mandatory
retirement age for | 14 | | firefighters/paramedics or law enforcement officers
and
| 15 | | discharging or retiring such individuals pursuant to the | 16 | | mandatory retirement
age if such action is taken pursuant | 17 | | to a bona fide retirement plan provided
that the law | 18 | | enforcement officer or firefighter/paramedic
has attained:
| 19 | | (a) the age of retirement in effect under | 20 | | applicable State or local
law
on
March 3, 1983; or
| 21 | | (b) if the applicable State or local law was | 22 | | enacted
after the date of enactment of the federal Age | 23 | | Discrimination in Employment
Act
Amendments of 1996 | 24 | | (P.L. 104-208),
the age of retirement in effect on the | 25 | | date of such discharge
under
such law.
| 26 | | This paragraph (7) shall not apply with respect to
any |
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| 1 | | cause of action arising under the Illinois Human Rights Act | 2 | | as in
effect prior to the effective date of this amendatory | 3 | | Act of 1997.
| 4 | | (8) Police and Firefighter/Paramedic Appointment. | 5 | | Failing or
refusing to hire any individual because of such
| 6 | | individual's age if such action is taken with respect to | 7 | | the employment of
an individual as a firefighter/paramedic | 8 | | or as a law enforcement officer
and the individual has | 9 | | attained:
| 10 | | (a) the age of hiring or appointment in effect
| 11 | | under applicable State or local law on March 3,
1983; | 12 | | or
| 13 | | (b) the age of hiring in effect on the date of such | 14 | | failure or refusal
to
hire under applicable State or | 15 | | local law enacted after the date of
enactment of the | 16 | | federal Age Discrimination in Employment Act | 17 | | Amendments of
1996 (P.L. 104-208).
| 18 | | As used in paragraph (7) or (8):
| 19 | | "Firefighter/paramedic" means an employee, the duties | 20 | | of whose
position are primarily to perform work directly | 21 | | connected with the control
and extinguishment of fires or | 22 | | the maintenance and use of firefighting
apparatus and | 23 | | equipment, or to provide emergency medical services,
| 24 | | including an employee engaged in this activity who is | 25 | | transferred to a
supervisory or administrative position.
| 26 | | "Law enforcement officer" means an employee, the |
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| 1 | | duties of whose
position are primarily the investigation, | 2 | | apprehension, or detention of
individuals suspected or | 3 | | convicted of criminal offenses, including an
employee | 4 | | engaged in this activity who is transferred to a | 5 | | supervisory or
administrative position.
| 6 | | (9) Citizenship Status. Making legitimate distinctions | 7 | | based on
citizenship status if specifically authorized or | 8 | | required by State or federal
law.
| 9 | | (B) With respect to any employee who is subject to a | 10 | | collective
bargaining agreement:
| 11 | | (a) which is in effect on June 30, 1986,
| 12 | | (b) which terminates after January 1, 1987,
| 13 | | (c) any provision of which was entered into by a labor | 14 | | organization as
defined by Section 6(d)(4) of the Fair | 15 | | Labor Standards Act of 1938 (29
U.S.C. 206(d)(4)), and
| 16 | | (d) which contains any provision that would be | 17 | | superseded by this
amendatory Act of 1987 (Public Act | 18 | | 85-748),
| 19 | | such amendatory Act of 1987 shall not apply until the | 20 | | termination of such
collective bargaining agreement or January | 21 | | 1, 1990, whichever occurs first.
| 22 | | (C)(1) For purposes of this Act, the term "disability" | 23 | | shall not include
any employee or applicant who is currently | 24 | | engaging in the illegal use of
drugs, when an employer acts on | 25 | | the basis of such use.
| 26 | | (2) Paragraph (1) shall not apply where an employee or |
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| 1 | | applicant for
employment:
| 2 | | (a) has successfully completed a supervised drug | 3 | | rehabilitation program
and is no longer engaging in the | 4 | | illegal use of drugs, or has otherwise been
rehabilitated | 5 | | successfully and is no longer engaging in such use;
| 6 | | (b) is participating in a supervised rehabilitation | 7 | | program and is no
longer engaging in such use; or
| 8 | | (c) is erroneously regarded as engaging in such use, | 9 | | but is not engaging
in such use.
| 10 | | It shall not be a violation of this Act for an employer to | 11 | | adopt or
administer reasonable policies or procedures, | 12 | | including but not limited to drug
testing, designed to ensure | 13 | | that an individual described in subparagraph (a) or
(b) is no | 14 | | longer engaging in the illegal use of drugs.
| 15 | | (3) An employer:
| 16 | | (a) may prohibit the illegal use of drugs and the use | 17 | | of alcohol at the
workplace by all employees;
| 18 | | (b) may require that employees shall not be under the | 19 | | influence of alcohol
or be engaging in the illegal use of | 20 | | drugs at the workplace;
| 21 | | (c) may require that employees behave in conformance | 22 | | with the requirements
established under the federal | 23 | | Drug-Free Workplace Act of 1988 (41 U.S.C. 701 et
seq.) and | 24 | | the Drug Free Workplace Act;
| 25 | | (d) may hold an employee who engages in the illegal use | 26 | | of drugs or who is
an alcoholic to the same qualification |
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| 1 | | standards for employment or job
performance and behavior | 2 | | that such employer holds other employees, even if any
| 3 | | unsatisfactory performance or behavior is related to the | 4 | | drug use or alcoholism
of such employee; and
| 5 | | (e) may, with respect to federal regulations regarding | 6 | | alcohol and the
illegal use of drugs, require that:
| 7 | | (i) employees comply with the standards | 8 | | established in such regulations
of the United States | 9 | | Department of Defense, if the employees of the employer
| 10 | | are employed in an industry subject to such | 11 | | regulations, including complying
with regulations (if | 12 | | any) that apply to employment in sensitive positions in
| 13 | | such an industry, in the case of employees of the | 14 | | employer who are employed in
such positions (as defined | 15 | | in the regulations of the Department of Defense);
| 16 | | (ii) employees comply with the standards | 17 | | established in such regulations
of the Nuclear | 18 | | Regulatory Commission, if the employees of the | 19 | | employer are
employed in an industry subject to such | 20 | | regulations, including complying with
regulations (if | 21 | | any) that apply to employment in sensitive positions in | 22 | | such an
industry, in the case of employees of the | 23 | | employer who are employed in such
positions (as defined | 24 | | in the regulations of the Nuclear Regulatory | 25 | | Commission);
and
| 26 | | (iii) employees comply with the standards |
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| 1 | | established in such
regulations of the United States | 2 | | Department of Transportation, if the employees
of the | 3 | | employer are employed in a transportation industry | 4 | | subject to such
regulations, including complying with | 5 | | such regulations (if any) that apply to
employment in | 6 | | sensitive positions in such an industry, in the case of | 7 | | employees
of the employer who are employed in such | 8 | | positions (as defined in the
regulations of the United | 9 | | States Department of Transportation).
| 10 | | (4) For purposes of this Act, a test to determine the | 11 | | illegal use of drugs
shall not be considered a medical | 12 | | examination. Nothing in this Act shall be
construed to | 13 | | encourage, prohibit, or authorize the conducting of drug | 14 | | testing
for the illegal use of drugs by job applicants or | 15 | | employees or making
employment decisions based on such test | 16 | | results.
| 17 | | (5) Nothing in this Act shall be construed to encourage, | 18 | | prohibit, restrict,
or authorize the otherwise lawful exercise | 19 | | by an employer subject to the
jurisdiction of the United States | 20 | | Department of Transportation of authority to:
| 21 | | (a) test employees of such employer in, and applicants | 22 | | for, positions
involving safety-sensitive duties for the | 23 | | illegal use of drugs and for
on-duty impairment by alcohol; | 24 | | and
| 25 | | (b) remove such persons who test positive for illegal | 26 | | use of drugs and
on-duty impairment by alcohol pursuant to |
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| 1 | | subparagraph (a) from
safety-sensitive duties in | 2 | | implementing paragraph (3).
| 3 | | (Source: P.A. 97-877, eff. 8-2-12.)".
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