Beginning as early as March 24, 2022, the … Senate Bill 1480 amends the Illinois Equal Pay Act of 2003 (“IEPA”) and the Illinois Business Corporation Act (“IBCA”) to collect employee demographic and pay data and related information. ... AMC is an equal opportunity employer and complies with all applicable federal, state and local employment laws. Under the amendments, employers with more than 100 employees in Illinois must certify to the Illinois Department of Labor (IDOL) compliance with the Equal Pay Act by obtaining an Equal Pay registration certificate from the state Department of Labor. These included an expansion of certain reporting requirements and removal of the controversial and ambiguous penalty of 1% of gross profits. Governor J.B. Pritzker signed Senate Bill 1480 into law on March 23, 2021, effective immediately.The IEPA prohibits employers from paying unequal … Updated March 02, 2021. On June 25, 2021, Illinois legislators further amended the Illinois Equal Pay Act via Senate Bill 1847 (the “June Amendments”). An amendment to the Illinois Equal Pay Act of 2003 requires that, beginning March 23, 2024, employers with more than 100 employees in Illinois must certify compliance with the Equal Pay Act by obtaining an Equal Pay registration certificate from the state Department of Labor. Illinois Minimum Wage Law Amendments. However, these amendments also allow for “special damages” of up to $10,000 or actual damages if greater than $10,000, and injunctive relief. The Illinois Equal Pay Act – New Requirements for Employers. The June Amendments. Amendments to the Illinois Equal Pay Act of 2003 Public Law 101-0656, effective March 23, 2021, adds a new Section 11 to the Illinois Equal Pay Act of 2003 (EPA) that requires private employers with more than 100 employees to obtain an equal pay registration certificate from the Illinois Department of Labor ("IDOL"). Damages & Penalties: A prevailing employee has always been able to recover the amount of the underpayment, interest, and costs and attorneys’ fees in a civil action under the Illinois Equal Pay Act. In U.S. politics, the Hyde Amendment is a legislative provision barring the use of federal funds to pay for abortion, except to save the life of the woman, or if the pregnancy arises from incest or rape. Employment Status Full Time. At a Glance. It also includes the retirement date, last employer, pension fund, retirement cause and type of recipient. The June 2021 amendments include further substantive additions, deletions, and clarifications. The legislature is expected to return in coming weeks to vote upon outstanding measures, including amendments to the Identity Protection Act and the Unemployment Insurance Act. In 2021, the Illinois General Assembly passed and Governor Pritzker signed updated legislation requiring private businesses with 100 or more employees in the state of Illinois to report certain payroll information to the The Equal Pay Act of 2003 is amended by changing Sections 10 and 30 as follows: (820 ILCS 112/10) Sec. The FACT Act created many new responsibilities for consumer reporting agencies and users of consumer reports. as previously reported here, three months ago, on march 23, 2021, the illinois equal pay act, 82 ilcs sec. On July 30, 2010, Governor Pat Quinn signed the Illinois Wage Theft Enforcement Act, which amends the existing Illinois Wage Payment and Collection Act (IWPCA). Changes Affecting Equal Pay Act Compliance. Amendments to the Illinois Equal Pay Act of 2003 Public Law 101-0656, effective March 23, 2021, adds a new Section 11 to the Illinois Equal Pay Act of 2003 (EPA) that requires private employers with more than 100 employees to obtain an equal pay registration certificate from the Illinois Department of Labor ("IDOL"). Illinois Equal Pay Act of 2003 Amendment – Equal Pay Registration Certificate Required. The bill was approved in the J.B. Pritzker signed Public Act 101-0656 into law, amending the Illinois Human Rights Act (IHRA), the Business Corporation Act of 1983 and the Equal Pay Act of 2003 in ways that will significantly affect employers. Prohibited acts. Any business that is required In the past six months, Illinois enacted SB 1480 and SB 1847, which amended various laws including the Illinois Equal Pay Act (the "Act").Governor Pritzker signed SB 1480 into law on March 23, 2021 ("March 2021 Amendments"). Those amendments required covered employers to obtain an EPRC every two years and include EEO-1-type diversity data in an annual report to the Illinois Secretary of State. An amendment to the Illinois Equal Pay Act will require employers with more than 100 employees in the state to certify compliance with the Equal Pay Act. J.B. Pritzker signed a new law amending the Illinois Equal Pay Act of 2003 (“the Act”), making it unlawful for employers to ask about a job applicant’s salary history. The law previously prohibited employers from discriminating against employees by providing a lesser pay rate than the opposite sex for the same or substantially similar work. SB 1480, enacted on March 23, 2021, required private employers with more than 100 employees in Illinois to obtain an “equal pay registration certificate” from … The amendment is effective on Sept. 29, 2019. Meanwhile, violators of the amended Illinois Equal Pay Act can incur fines up to $5,000 for each impacted individual, as well as civil damages up to $10,000. An amendment to the Illinois Equal Pay Act of 2003 requires that, beginning March 23, 2024, Illinois employers with more than 100 employees in Illinois must certify compliance with the Equal Pay Act by obtaining an Equal Pay registration certificate from the state Department of Labor. Illinois has amended its Equal Pay Act to also include African-American employees. Now, the law has been amended to ensure equal pay between African- “An amendment to the Illinois Equal Pay Act of 2003 requires that, beginning March 23, 2024, employers with more than 100 employees in Illinois must certify compliance with the Equal Pay Act by obtaining an Equal Pay registration … On March 23, 2021, Governor J.B. Pritzker signed into law amendments to the Illinois Equal Pay Act (the Act) and other laws. This includes work done in similar conditions. Access to Application Information, Penalty Provisions, and Grace Period The No Salary History law, which takes effect September 29, 2019, prohibits Illinois employers from asking job applicants about their salary history. SB 1480 requires private employers with more than 100 employees in the State of Illinois to obtain an “equal pay registration certificate” from the Illinois Department of Labor (IDOL) by March 24, 2024. The amended law prohibits employers from requesting information about a job applicant’s current or prior salary history when making hiring decisions. Pay data reporting begins January 1, 2023, and employers must obtain an equal pay registration certificate by March 24, 2024. A requirement enacted through Governor Pritzker’s signing an amendment to the Equal Pay Act on March 23, 2021, businesses with more than 100 … A defining feature of Illinois SB 1480 is that it requires certain employers to file for an Equal Pay Registration Certificate (EPRC) with the Illinois Department of Labor (IDOL). 10. In Illinois, as in every other state, it is illegal to determine an employee’s pay on the basis of the employee’s gender, race or ethnicity. 4. (as well as certain other laws). Gov. Some employers with 50 or fewer FT employees may qualify for tax credit equal to 25% of the increased cost of wages paid in 2020; 21% of increased cost of wages in 2021; 17% of increased wage costs in 2022; 13% in 2023; 9% in 2024; and 5% in 2025. The impetus behind the new salary history amendment is an effort to close the gender wage gap. Specifically, the law prohibits employers from: Under the Equal Pay Act, an employee must file a claim within two years from the date of the violation. If the violation is willful, then an employee has three years to file. Each paycheck that reflects unequal pay is considered a violation for the purpose of calculating the deadline for filing. Also on the agenda this week is passage of the fiscal 2022 National Defense Authorization Act. When applying for or recertifying an equal pay registration certificate, covered employers must submit a statement certifying: That the business complies with the IEPA and “other relevant laws,” including Title VII of the Civil Rights Act of 1964, the federal Equal Pay Act of 1963, the Illinois Human Rights Act and the Illinois Equal Wage Act. The main differences are that the current law:also prohibits race-, or ethnicity-based wage differences;eliminates the requirement that the jobs that are compared must be located at the same establishment;replaces a comparison of “equal” work with a comparison of “substantially similar” work;makes it more difficult for employers to justify unequal pay based on sex, race, or ethnicity;More items... The new law goes into effect on September 29, 2019. On 25th May 2018, the GDPR came into effect w The effective date of the Act is September 29, 2019. In 2021, the Illinois General Assembly passed Senate Bill (SB) 1480, which amends the Illinois Human Rights Act, the Illinois Equal Pay Act, and the Illinois Business Corporation Act.On March 23, 2021, Governor J.B. Pritzker signed the bill into law. (1) A business shall apply for an equal pay registration certificate by paying a $150 filing fee and submitting wage records and an equal pay compliance statement to the Director as follows: (A) Wage Records. On June 25, 2021, Governor Pritzker signed into law additional … In June 2021, Governor J.B. Pritzker signed into law amendments to the Illinois Equal Pay Act of 2003 (IEPA), which impose new reporting obligations for covered employers. The law amends the 2003 Equal Pay Act, which made it illegal to pay employees differently based o n their sex or race. Job ID 24407BR. The only defenses that the employer may use to justify pay inequity include: A seniority system; Before the Hyde Amendment took effect in 1980, an estimated 300,000 abortions were performed annually using federal funds. 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