Illinois General Assembly - Full Text of SB3650
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Full Text of SB3650  103rd General Assembly

SB3650sam001 103RD GENERAL ASSEMBLY

Sen. Robert Peters

Adopted in Senate on Mar 06, 2024

 

 


 

 


 
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1
AMENDMENT TO SENATE BILL 3650

2    AMENDMENT NO. ______. Amend Senate Bill 3650 by replacing
3everything after the enacting clause with the following:
 
4    "Section 5. The Day and Temporary Labor Services Act is
5amended by changing Sections 5, 10, 11, 42, 45, and 85 as
6follows:
 
7    (820 ILCS 175/5)
8    Sec. 5. Definitions. As used in this Act:
9    "Applicant" means a natural person who seeks a work
10assignment at a day and temporary labor service agency.
11    "Day or temporary laborer" means a natural person who
12contracts for employment with a day and temporary labor
13service agency.
14    "Day and temporary labor" means work performed by a day or
15temporary laborer at a third party client, the duration of
16which may be specific or undefined, pursuant to a contract or

 

 

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1understanding between the day and temporary labor service
2agency and the third party client. "Day and temporary labor"
3does not include labor or employment of a professional or
4clerical nature.
5    "Day and temporary labor service agency" means any person
6or entity engaged in the business of employing day or
7temporary laborers to provide services, for a fee, to or for
8any third party client pursuant to a contract with the day and
9temporary labor service agency and the third party client.
10    "Department" means the Department of Labor.
11    "Interested party" means an organization that monitors or
12is attentive to compliance with public or worker safety laws,
13wage and hour requirements, or other statutory requirements.
14    "Labor dispute" means any controversy concerning wages,
15hours, terms, or conditions of employment.
16    "Third party client" means any person that contracts with
17a day and temporary labor service agency for obtaining day or
18temporary laborers.
19    "Person" means every natural person, firm, partnership,
20co-partnership, limited liability company, corporation,
21association, business trust, or other legal entity, or its
22legal representatives, agents, or assigns.
23(Source: P.A. 103-437, eff. 8-4-23.)
 
24    (820 ILCS 175/10)
25    Sec. 10. Employment notice and application receipt.

 

 

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1Notice.
2    (a) Employment notice. Whenever a day and temporary labor
3service agency agrees to send one or more persons to work as
4day or temporary laborers, the day and temporary labor service
5agency shall provide to each day or temporary laborer, at the
6time of dispatch, a statement containing the following items
7on a form approved by the Department:
8        (1) the name of the day or temporary laborer;
9        (2) the name and nature of the work to be performed and
10    the types of equipment, protective clothing, and training
11    that are required for the task;
12        (3) the wages offered;
13        (4) the name and address of the destination of each
14    day or temporary laborer;
15        (5) terms of transportation; and
16        (6) whether a meal or equipment, or both, are
17    provided, either by the day and temporary labor service
18    agency or the third party client, and the cost of the meal
19    and equipment, if any.
20    If a day or temporary laborer is assigned to the same
21assignment for more than one day, the day and temporary labor
22service agency is required to provide the employment notice
23only on the first day of the assignment and on any day that any
24of the terms listed on the employment notice are changed.
25    If the day or temporary laborer is not placed with a third
26party client or otherwise contracted to work for that day, the

 

 

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1day and temporary labor service agency shall, upon request,
2provide the day and temporary laborer with a confirmation that
3the day or temporary laborer sought work, signed by an
4employee of the day and temporary labor service agency, which
5shall include the name of the agency, the name and address of
6the day or temporary laborer, and the date and the time that
7the day or temporary laborer receives the confirmation.
8     (b) (Blank). No day and temporary labor service agency
9may send any day or temporary laborer to any place where a
10strike, a lockout, or other labor trouble exists.
11    (b-5) Application receipt. If an applicant seeks a work
12assignment as a day or temporary laborer with a day and
13temporary labor service agency, including in-person, online,
14or through an app-based system, and is not placed with a third
15party client or otherwise contracted to work for that day by
16the day and temporary labor service agency, the day and
17temporary labor service agency shall provide the applicant
18with a confirmation that the applicant sought work, signed by
19an employee of the day and temporary labor service agency, on a
20form approved by the Department, that shall include:
21        (1) the name and location of the day and temporary
22    labor service agency and branch office;
23        (2) the name and address of the applicant;
24        (3) the date and the time that the applicant sought
25    the work assignment;
26        (4) the manner in which the applicant sought the work

 

 

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1    assignment; and
2        (5) the specific work sites or type of jobs sought by
3    the applicant, if applicable.
4     (c) The Department shall recommend to day and temporary
5labor service agencies that those agencies employ personnel
6who can effectively communicate information required in
7subsections (a) and (b-5) (b) to day or temporary laborers in
8Spanish, Polish, or any other language that is generally
9understood in the locale of the day and temporary labor
10service agency.
11(Source: P.A. 99-78, eff. 7-20-15; 100-517, eff. 6-1-18.)
 
12    (820 ILCS 175/11)
13    Sec. 11. Right to refuse assignment to a labor dispute.
14    (a) No day and temporary labor service agency may send a
15day or temporary laborer to a place where a strike, a lockout,
16or work stoppage other labor trouble exists because of a labor
17dispute or where a picket, bannering, handbilling, or other
18job action exists because of a labor dispute without
19providing, at or before the time of dispatch, a statement, in
20writing and in a language that the day and temporary laborer
21understands, informing the day or temporary laborer of the
22labor dispute and the day or temporary laborer's right to
23refuse the assignment without prejudice to receiving another
24assignment. This Section shall not apply to any strike,
25lockout, or other work stoppage or any picket, bannering,

 

 

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1handbilling, or other job action, that has been ruled unlawful
2by any court or government agency authorized to make that
3determination.
4    (b) The failure by a day and temporary labor service
5agency to provide any of the information required by this
6Section shall constitute a notice violation under Section 95.
7The failure of a day and temporary labor service agency to
8provide each piece of information required by this Section at
9each time it is required by this Section shall constitute a
10separate and distinct notice violation. If a day and temporary
11labor service agency claims that it has provided a notice as
12required under this Section electronically, the day and
13temporary labor service agency shall bear the burden of
14showing that the notice was provided if there is a dispute.
15(Source: P.A. 103-437, eff. 8-4-23.)
 
16    (820 ILCS 175/42)
17    Sec. 42. Equal pay for equal work.
18    (a) Beginning on and after April 1, 2024, a A day or
19temporary laborer who is assigned to work and performs work at
20a third party client for more than 90 calendar days within a
2112-month period shall be paid as follows: not less than the
22rate of pay and equivalent benefits as the lowest paid
23        (1) if there is a directly hired comparator employee
24    of the third party client with the same or substantially
25    similar level of seniority at the company and performing

 

 

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1    the same or substantially similar work on jobs the
2    performance of which requires substantially similar skill,
3    effort, and responsibility, and that are performed under
4    similar working conditions:
5            (A) not less than the straight-time hourly rate of
6        pay or hourly equivalent of the lowest paid directly
7        hired comparator employee of the third party client
8        who is entitled to overtime under the Fair Labor
9        Standards Act, of 1938, as amended, with the same or
10        substantially similar level of seniority at the
11        company and performing the same or substantially
12        similar work on jobs the performance of which requires
13        substantially similar skill, effort, and
14        responsibility, and that are performed under similar
15        working conditions; and
16            (B) substantially similar benefits to the job
17        classification of employees performing the same or
18        substantially similar work on jobs and performed under
19        similar working conditions. A day and temporary labor
20        service agency may pay the hourly average cash
21        equivalent of the actual cost of the benefits the
22        third party client provides the applicable directly
23        hired employees in lieu of benefits required under
24        this paragraph; or .
25        (2) if If there is not a directly hired comparator
26    comparative employee of the third party client, the day or

 

 

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1    temporary laborer shall be paid:
2            (A) not less than the straight-time hourly rate of
3        pay or hourly and equivalent benefits of the lowest
4        paid directly direct hired employee of the third party
5        client who is entitled to overtime under the Fair
6        Labor Standards Act of 1938, as amended, company with
7        the closest level of seniority at the third party
8        client; and company.
9            (B) substantially similar benefits of the
10        classification of employees performing the same or
11        substantially similar work on jobs. A day and
12        temporary labor service agency may pay the hourly cash
13        equivalent of the actual cost of the benefits the
14        third party client provides the applicable directly
15        hired employees in lieu of benefits required under
16        this paragraph Section.
17    (b) The payment of equivalent pay and substantially
18similar benefits as required by subsections (a) shall not be
19required if the applicable direct hire comparator employees
20are covered by a valid collective bargaining agreement in
21effect on April 1, 2024 during the period covered by that
22current collective bargaining agreement. Thereafter, payment
23of substantially similar benefits to a day or temporary
24laborer as required by subparagraph (B) of paragraph (1) of
25subsection (a) and subparagraph (B) of paragraph (2) of
26subsection (a) shall not be required if the applicable direct

 

 

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1hire comparator employees are covered by a valid collective
2bargaining agreement during any period covered by the
3collective bargaining agreement.
4    (c) Upon request, a third party client to which a day or
5temporary laborer has been assigned for more than 90 calendar
6days shall be obligated to timely provide the day and
7temporary labor service agency with all necessary information
8related to job duties, working conditions, pay, and benefits
9it provides to the applicable classification of directly hired
10employees necessary for the day and temporary labor service
11agency to comply with this Section. Upon receipt of the
12accurate and complete information described in this subsection
13from the third party client, it shall be the responsibility
14and duty of the day and temporary labor service agency to
15calculate and determine the straight-time hourly rate of pay
16and the benefits it shall offer to the day or temporary
17laborer, including any cash equivalent. The failure by a third
18party client to provide any of the information required under
19this Section shall constitute a notice violation by the third
20party client under Section 95. For purposes of this Section,
21the day and temporary labor service agency shall be considered
22a person aggrieved as described in Section 95. For the
23purposes of this Section, the calculation of the 90 calendar
24days may not begin until April 1, 2024.
25    (d) For the purposes of this Section, "seniority" means
26the number of months a day or temporary laborer has been

 

 

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1assigned to the third party client compared to the number of
2months a directly hired comparator employee has been employed
3by the third party client.
4(Source: P.A. 103-437, eff. 8-4-23; 103-564, eff. 11-17-23.)
 
5    (820 ILCS 175/45)
6    Sec. 45. Registration; Department of Labor.
7    (a) A day and temporary labor service agency which is
8located, operates or transacts business within this State
9shall register with the Department of Labor in accordance with
10rules adopted by the Department for day and temporary labor
11service agencies and shall be subject to this Act and any rules
12adopted under this Act. Each day and temporary labor service
13agency shall provide proof of an employer account number
14issued by the Department of Employment Security for the
15payment of unemployment insurance contributions as required
16under the Unemployment Insurance Act, and proof of valid
17workers' compensation insurance in effect at the time of
18registration covering all of its employees. If, at any time, a
19day and temporary labor service agency's workers' compensation
20insurance coverage lapses, the agency shall have an
21affirmative duty to report the lapse of such coverage to the
22Department and the agency's registration shall be suspended
23until the agency's workers' compensation insurance is
24reinstated. The Department may assess each day and temporary
25labor service agency a non-refundable registration fee not

 

 

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1exceeding $3,000 per year per agency and a non-refundable fee
2not to exceed $750 for each branch office or other location
3where the agency regularly contracts with day or temporary
4laborers for services. The fee may be paid by check, money
5order, or the State Treasurer's E-Pay program or any successor
6program, and the Department may not refuse to accept a check on
7the basis that it is not a certified check or a cashier's
8check. The Department may charge an additional fee to be paid
9by a day and temporary labor service agency if the agency, or
10any person on the agency's behalf, issues or delivers a check
11to the Department that is not honored by the financial
12institution upon which it is drawn. The Department shall also
13adopt rules for violation hearings and penalties for
14violations of this Act or the Department's rules in
15conjunction with the penalties set forth in this Act.
16    (a-1) At the time of registration with the Department of
17Labor each year, the day and temporary labor service agency
18shall submit to the Department of Labor a report containing
19the information identified in paragraph (9) of subsection (a)
20of Section 12, broken down by branch office, in the aggregate
21for all day or temporary laborers assigned within Illinois and
22subject to this Act during the preceding year. This
23information shall be submitted on a form created by the
24Department of Labor. The Department of Labor shall aggregate
25the information submitted by all registering day and temporary
26labor service agencies by removing identifying data and shall

 

 

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1have the information available to the public only on a
2municipal and county basis. As used in this paragraph,
3"identifying data" means any and all information that: (i)
4provides specific information on individual worker identity;
5(ii) identifies the service agency in any manner; and (iii)
6identifies clients utilizing the day and temporary labor
7service agency or any other information that can be traced
8back to any specific registering day and temporary labor
9service agency or its client. The information and reports
10submitted to the Department of Labor under this subsection by
11the registering day and temporary labor service agencies are
12exempt from inspection and copying under Section 7.5 of the
13Freedom of Information Act.
14    (b) It is a violation of this Act to operate a day and
15temporary labor service agency without first registering with
16the Department in accordance with subsection (a) of this
17Section. The Department shall create and maintain at regular
18intervals on its website, accessible to the public: (1) a list
19of all registered day and temporary labor service agencies in
20the State whose registration is in good standing; (2) a list of
21day and temporary labor service agencies in the State whose
22registration has been suspended, including the reason for the
23suspension, the date the suspension was initiated, and the
24date, if known, the suspension is to be lifted; and (3) a list
25of day and temporary labor service agencies in the State whose
26registration has been revoked, including the reason for the

 

 

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1revocation and the date the registration was revoked. The
2Department has the authority to assess a penalty against any
3day and temporary labor service agency that fails to register
4with the Department of Labor in accordance with this Act or any
5rules adopted under this Act of $500 for each violation. Each
6day during which a day and temporary labor service agency
7operates without registering with the Department shall be a
8separate and distinct violation of this Act.
9    (c) A day and temporary labor service agency applying for
10registration with the Department An applicant is not eligible
11to register to operate a day and temporary labor service
12agency under this Act if the day and temporary labor service
13agency applying for registration with the Department applicant
14or any of its officers, directors, partners, or managers or
15any owner of 25% or greater beneficial interest:
16        (1) has been involved, as owner, officer, director,
17    partner, or manager, of any day and temporary labor
18    service agency whose registration has been revoked or has
19    been suspended without being reinstated within the 5 years
20    immediately preceding the filing of the application; or
21        (2) is under the age of 18.
22    (d) Every agency shall post and keep posted at each
23location, in a position easily accessible to all day or
24temporary laborers s, notices as supplied and required by the
25Department containing a copy or summary of the provisions of
26the Act and a notice which informs the public of a toll-free

 

 

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1telephone number for day or temporary laborers and the public
2to file wage dispute complaints and other alleged violations
3by day and temporary labor service agencies. Every day and
4temporary labor service agency employing day or temporary
5laborers who communicate with the day and temporary labor
6service agency by electronic communication shall also provide
7all required notices by email to its day or temporary laborers
8or on a website, regularly used by the employer to communicate
9work-related information, that all day or temporary laborers
10are able to regularly access, freely and without interference.
11Such notices shall be in English and any other language
12generally understood in the locale of the day and temporary
13labor service agency.
14(Source: P.A. 103-201, eff. 1-1-24; 103-437, eff. 8-4-23;
15revised 12-15-23.)
 
16    (820 ILCS 175/85)
17    Sec. 85. Third party clients.
18    (a) It is a violation of this Act for a third party client
19to enter into a contract for the employment of day or temporary
20laborers with any day and temporary labor service agency not
21registered under Section 45 of this Act. A third party client
22has a duty to verify a day and temporary labor service agency's
23status with the Department before entering into a contract
24with such an agency, and on March 1 and September 1 of each
25year. A day and temporary labor service agency shall be

 

 

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1required to provide each of its third party clients with proof
2of valid registration issued by the Department at the time of
3entering into a contract. A day and temporary labor service
4agency shall be required to notify, both by telephone and in
5writing, each day or temporary laborer it employs and each
6third party client with whom it has a contract within 24 hours
7of any denial, suspension, or revocation of its registration
8by the Department. All contracts between any day and temporary
9labor service agency and any third party client shall be
10considered null and void from the date any such denial,
11suspension, or revocation of registration becomes effective
12and until such time as the day and temporary labor service
13agency becomes registered and considered in good standing by
14the Department as provided in Section 50 and Section 55. Upon
15request, the Department shall provide to a third party client
16a list of entities registered as day and temporary labor
17service agencies. The Department shall provide on the Internet
18a list of entities registered as day and temporary labor
19service agencies. A third party client may rely on information
20provided by the Department or maintained on the Department's
21website pursuant to Section 45 of this Act and shall be held
22harmless if such information maintained or provided by the
23Department was inaccurate. Any third party client that
24violates this provision of the Act is subject to a civil
25penalty of not less than $100 and not to exceed $1,500. Each
26day during which a third party client contracts with a day and

 

 

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1temporary labor service agency not registered under Section 45
2of this Act shall constitute a separate and distinct offense.
3    (b) If a third party client leases or contracts with a day
4and temporary service agency for the services of a day or
5temporary laborer, the third party client shall share all
6legal responsibility and liability for the payment of wages
7under the Illinois Wage Payment and Collection Act and the
8Minimum Wage Law.
9    (c) Before the assignment of an employee to a worksite
10employer, a day and temporary labor service agency must:
11        (1) inquire about the client company's safety and
12    health practices and hazards at the actual workplace where
13    the day or temporary laborer will be working to assess the
14    safety conditions, workers tasks, and the client company's
15    safety program; these activities are required at the start
16    of any contract to place day or temporary laborers and may
17    include visiting the client company's actual worksite. If,
18    during the inquiry or anytime during the period of the
19    contract, the day and temporary labor service agency
20    becomes aware of existing job hazards that are not
21    mitigated by the client company, the day and temporary
22    labor service agency must make the client company aware,
23    urge the client company to correct it, and document these
24    efforts, otherwise the day and temporary labor service
25    agency must remove the day or temporary laborers from the
26    client company's worksite;

 

 

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1        (2) provide training to the day or temporary laborer
2    for general awareness safety training for recognized
3    industry hazards the day or temporary laborer may
4    encounter at the client company's worksite. Industry
5    hazard training must be completed, in the preferred
6    language of the day or temporary laborer, and must be
7    provided at no expense to the day or temporary laborer.
8    The training date and training content must be maintained
9    by the day and temporary staffing agency and provided to
10    the day or temporary laborer;
11        (3) transmit a general description of the training
12    program including topics covered to the client company,
13    whether electronically or on paper, at the start of the
14    contract with the client company;
15        (4) provide the Department's hotline number for the
16    employee to call to report safety hazards and concerns as
17    part of the employment materials provided to the day or
18    temporary laborer; and
19        (5) inform the day or temporary laborer who the day or
20    temporary laborer should report safety concerns to at the
21    workplace.
22    Nothing in this Section shall diminish any existing client
23company or a day and temporary labor service agency's
24responsibility as an employer to provide a place of employment
25free from recognized hazards or to otherwise comply with other
26health and safety or employment laws. The client company and

 

 

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1the day and temporary labor service agency are responsible for
2compliance with this Section and the rules adopted under this
3Section.
4    (d) Before the day or temporary laborer engages in work
5for a client company, the client company must:
6        (1) document and inform the day and temporary labor
7    service agency about anticipated job hazards likely
8    encountered by the day or temporary laborer;
9        (2) review the safety and health awareness training
10    provided by the day and temporary labor service agency to
11    determine if it addresses recognized hazards for the
12    client company's industry;
13        (3) provide specific training tailored to the
14    particular hazards at the client company's worksite
15    consistent with training requirements provided for in
16    standards, guidances, or best practices issued by the
17    federal Occupational Safety and Health Administration; and
18        (4) document and maintain records of site-specific
19    training and provide confirmation that the training
20    occurred to the day and temporary labor service agency
21    within 3 business days of providing the training.
22    (e) If the client company changes the job tasks or work
23location and new hazards may be encountered, the client
24company must:
25        (1) inform both the day and temporary labor service
26    agency and the day or temporary laborer; and

 

 

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1        (2) inform both the day and temporary labor service
2    agency staffing agency and the day or temporary laborer of
3    job hazards not previously covered before the day or
4    temporary laborer undertakes the new tasks and update
5    personal protective equipment and training for the new job
6    tasks consistent with training requirements provided for
7    in standards, guidances, or best practices issued by the
8    federal Occupational Safety and Health Administration, if
9    necessary.
10    (f) A day and temporary labor service agency or day or
11temporary laborer may refuse a new job task at the worksite
12when the task has not been reviewed or if the day or temporary
13laborer has not had appropriate training to do the new task.
14    (g) A client company that supervises a day or temporary
15laborer must provide worksite specific training to the day or
16temporary laborer and must allow a day and temporary labor
17service agency to visit any worksite where the day or
18temporary laborer works or will be working to observe and
19confirm the client company's training and information related
20to the worksite's job tasks, safety and health practices, and
21hazards.
22(Source: P.A. 103-437, eff. 8-4-23.)
 
23    Section 99. Effective date. This Act takes effect April 1,
242024.".