Public Act 103-0953
 
SB3208 EnrolledLRB103 37566 SPS 67692 b

    AN ACT concerning employment.
 
    Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
 
    Section 5. The Illinois Wage Payment and Collection Act is
amended by changing Sections 2, 10, and 14 as follows:
 
    (820 ILCS 115/2)  (from Ch. 48, par. 39m-2)
    Sec. 2. Definitions. For all employees, other than
separated employees, "wages" shall be defined as any
compensation owed an employee by an employer pursuant to an
employment contract or agreement between the 2 parties,
whether the amount is determined on a time, task, piece, or any
other basis of calculation. Payments to separated employees
shall be termed "final compensation" and shall be defined as
wages, salaries, earned commissions, earned bonuses, and the
monetary equivalent of earned vacation and earned holidays,
and any other compensation owed the employee by the employer
pursuant to an employment contract or agreement between the 2
parties. Where an employer is legally committed through a
collective bargaining agreement or otherwise to make
contributions to an employee benefit, trust or fund on the
basis of a certain amount per hour, day, week or other period
of time, the amount due from the employer to such employee
benefit, trust, or fund shall be defined as "wage
supplements", subject to the wage collection provisions of
this Act.
    As used in this Act, the term "employer" shall include any
individual, partnership, association, corporation, limited
liability company, business trust, employment and labor
placement agencies where wage payments are made directly or
indirectly by the agency or business for work undertaken by
employees under hire to a third party pursuant to a contract
between the business or agency with the third party, or any
person or group of persons acting directly or indirectly in
the interest of an employer in relation to an employee, for
which one or more persons is gainfully employed.
    As used in this Act, the term "employee" shall include any
individual permitted to work by an employer in an occupation,
but shall not include any individual:
        (1) who has been and will continue to be free from
    control and direction over the performance of his work,
    both under his contract of service with his employer and
    in fact; and
        (2) who performs work which is either outside the
    usual course of business or is performed outside all of
    the places of business of the employer unless the employer
    is in the business of contracting with third parties for
    the placement of employees; and
        (3) who is in an independently established trade,
    occupation, profession or business.
    "Pay stub" means an itemized statement or statements
reflecting an employee's hours worked, rate of pay, overtime
pay and overtime hours worked, gross wages earned, deductions
made from the employee's wages, and the total of wages and
deductions year to date.
    The following terms apply to an employer's use of payroll
cards to pay wages to an employee under the requirements of
this Act:
    "Payroll card" means a card provided to an employee by an
employer or other payroll card issuer as a means of accessing
the employee's payroll card account.
    "Payroll card account" means an account that is directly
or indirectly established through an employer and to which
deposits of a participating employee's wages are made.
    "Payroll card issuer" means a bank, financial institution,
or other entity that issues a payroll card to an employee under
an employer payroll card program.
(Source: P.A. 98-862, eff. 1-1-15.)
 
    (820 ILCS 115/10)  (from Ch. 48, par. 39m-10)
    Sec. 10.
    (a) Employers shall notify employees, at the time of
hiring, of the rate of pay and of the time and place of
payment. Whenever possible, such notification shall be in
writing and shall be acknowledged by both parties. Employers
shall also notify employees of any changes in the
arrangements, specified above, prior to the time of change.
    (b) Employers shall keep records of names and addresses of
all employees and of wages paid each payday, and shall furnish
each employee with a pay stub an itemized statement of
deductions made from his wages for each pay period.
    (c) An employer shall maintain a copy of an employee's pay
stub for a period of not less than 3 years after the date of
payment, regardless of whether the employee's employment ends
during this period, whether the pay stub is furnished
electronically or in paper form.
    (d) In addition to furnishing a pay stub for each pay
period as required under subsection (b), an employer shall
furnish copies of pay stubs to current and former employees as
follows:
        (1) An employer shall provide an employee with a copy
    of the employee's pay stubs upon the employee's request.
    The employer may require that the employee submit the
    request in writing. The employer shall furnish the copy of
    the pay stubs to the employee within 21 calendar days of
    the employee's request. An employer is not required to
    grant an employee's request for a copy of pay stubs more
    than twice in a 12-month period.
        (2) An employer shall provide a former employee with a
    copy of the former employee's previous pay stubs upon the
    former employee's request. The employer shall furnish the
    copy of the pay stubs to the former employee within 21
    calendar days of the former employee's request. An
    employer is not required to grant a former employee's
    request for a copy of pay stubs more than twice in a
    12-month period or more than one year after the date of
    separation. The employer shall provide the copy of the pay
    stubs in either a physical or electronic format, as chosen
    by the former employee, including a communication that is
    transmitted through electronic mail, text message,
    computer system, or is otherwise sent and stored
    electronically and is capable of being downloaded or
    permanently retained by the former employee.
        (3) An employer who furnishes electronic pay stubs in
    a manner that a former employee cannot access for at least
    a full year after separation shall, upon an employee's
    separation from employment, offer to provide the outgoing
    employee with a record of all of the outgoing employee's
    pay stubs from the year preceding the date of separation.
    The offer shall be made to the outgoing employee by the end
    of the outgoing employee's final pay period. An employer
    shall record in writing the date on which this offer was
    made to the outgoing employee and if and how the outgoing
    employee responded.
        (4) A request made by an employee or former employee
    under this Section shall be made to a person responsible
    for maintaining the employer's payroll, including the
    employer's human resources department or payroll
    department, the employee's supervisor or department
    manager, or an individual designated in the employer's
    written policy.
    (e) Every employer shall post and keep posted at each
regular place of business in a position easily accessible to
all employees one or more notices indicating the regular
paydays and the place and time for payment of his employees,
and on forms supplied from time to time by the Department of
Labor containing a copy or summary of the provisions of this
Act.
(Source: P.A. 81-593.)
 
    (820 ILCS 115/14)  (from Ch. 48, par. 39m-14)
    Sec. 14. Penalties.
    (a) Any employee not timely paid wages, final
compensation, or wage supplements by his or her employer as
required by this Act shall be entitled to recover through a
claim filed with the Department of Labor or in a civil action,
but not both, the amount of any such underpayments and damages
of 5% of the amount of any such underpayments for each month
following the date of payment during which such underpayments
remain unpaid. In a civil action, such employee shall also
recover costs and all reasonable attorney's fees.
    (a-5) In addition to the remedies provided in subsections
(a), (b), and (c) of this Section, any employer or any agent of
an employer, who, being able to pay wages, final compensation,
or wage supplements and being under a duty to pay, willfully
wilfully refuses to pay as provided in this Act, or falsely
denies the amount or validity thereof or that the same is due,
with intent to secure for himself or other person any
underpayment of such indebtedness or with intent to annoy,
harass, oppress, hinder, delay or defraud the person to whom
such indebtedness is due, upon conviction, is guilty of:
        (1) for unpaid wages, final compensation or wage
    supplements in the amount of $5,000 or less, a Class B
    misdemeanor; or
        (2) for unpaid wages, final compensation or wage
    supplements in the amount of more than $5,000, a Class A
    misdemeanor.
    Each day during which any violation of this Act continues
shall constitute a separate and distinct offense.
    Any employer or any agent of an employer who violates this
Section of the Act a subsequent time within 2 years of a prior
criminal conviction under this Section is guilty, upon
conviction, of a Class 4 felony.
    (b) Any employer who has been demanded or ordered by the
Department or ordered by the court to pay wages, final
compensation, or wage supplements due an employee shall be
required to pay a non-waivable administrative fee to the
Department of Labor in the amount of $250 if the amount ordered
by the Department as wages owed is $3,000 or less; $500 if the
amount ordered by the Department as wages owed is more than
$3,000, but less than $10,000; and $1,000 if the amount
ordered by the Department as wages owed is $10,000 or more. Any
employer who has been so demanded or ordered by the Department
or ordered by a court to pay such wages, final compensation, or
wage supplements and who fails to seek timely review of such a
demand or order as provided for under this Act and who fails to
comply within 15 calendar days after such demand or within 35
days of an administrative or court order is entered shall also
be liable to pay a penalty to the Department of Labor of 20% of
the amount found owing and a penalty to the employee of 1% per
calendar day of the amount found owing for each day of delay in
paying such wages to the employee. All moneys recovered as
fees and civil penalties under this Act, except those owing to
the affected employee, shall be deposited into the Wage Theft
Enforcement Fund, a special fund which is hereby created in
the State treasury. Moneys in the Fund may be used for
enforcement of this Act and for outreach and educational
activities of the Department related to the recovery of unpaid
or underpaid compensation and the disbursement of moneys to
affected parties.
    (b-5) Penalties and fees under this Section may be
assessed by the Department and recovered in a civil action
brought by the Department in any circuit court or in any
administrative adjudicative proceeding under this Act. In any
such civil action or administrative adjudicative proceeding
under this Act, the Department shall be represented by the
Attorney General.
    (c) Any employer, or any agent of an employer, who
discharges or in any other manner discriminates against any
employee because that employee has made a complaint to his or
her employer, to the Director of Labor or his or her authorized
representative, in a public hearing, or to a community
organization that he or she has not been paid in accordance
with the provisions of this Act, or because that employee has
caused to be instituted any proceeding under or related to
this Act, or because that employee has testified or is about to
testify in an investigation or proceeding under this Act, is
guilty, upon conviction, of a Class C misdemeanor. An employee
who has been unlawfully retaliated against shall be entitled
to recover through a claim filed with the Department of Labor
or in a civil action, but not both, all legal and equitable
relief as may be appropriate. In a civil action, such employee
shall also recover costs and all reasonable attorney's fees.
    (d) Except as provided under subsections (a), (b), and
(c), an employer who fails to furnish an employee or former
employee with a pay stub as required by this Act or commits any
other violation of this Act shall be subject to a civil penalty
of up to $500 per violation payable to the Department. In
determining the amount of the penalty under this subsection,
the Department shall consider the appropriateness of the
penalty to the size of the business of the employer charged and
the gravity of the violation.
(Source: P.A. 102-50, eff. 7-9-21; 103-182, eff. 6-30-23.)