UPDATE 2014: New and/or Changes to Illinois Labor Laws

Below are highlights of certain federal law developments occurring in Illinois that will affect employers in 2014.  Please make certain that you are in compliance.

  • Workplace Violence Prevention: Effective January 1, 2014, employers with five or more employees will be permitted to take proactive steps to protect employees from workplace violence, harassment, and stalking. Employers will be able to apply for an order of protection against disgruntled workers who have made a documented threat against the business or another employee. Employers are required to provide an affidavit that there is a credible threat of violence against the workplace or an employee to apply for an order of protection.
  • Protection of Social Media Accounts: Effective January 1, 2014, an amendment to the Illinois’ Right to Privacy Act in the Workplace Act will go into effect. Since January 1, 2013, the Act has prohibited employers from requesting or requiring that employees or applicants provide passwords or related social media account information, or provide access to their profile on a social networking website. The amendment limits the scope of the Act’s prohibition on requesting or requiring access to social media accounts. Following the amendment, employers will be permitted to access professional accounts where the employer has a “duty to screen employees or applicants prior to hiring or retain employee communications as required under Illinois insurance laws or federal law or by a self-regulatory organization” as defined by the Securities Exchange Act. A “professional account” is defined by the Act as an account, service, or profile used or accessed by a current or prospective employee for business purposes of the employer. Employers will still be prohibited from requesting or requiring access to personal accounts unrelated to any business purpose of the employer.
  • Legalization of Medical Marijuana: Effective January 1, 2014, registered users suffering from a “debilitating medical condition” will be allowed to purchase medical marijuana from state-licensed dispensaries. Employers may not penalize employees for their status as patients who are qualified and registered to purchase medical marijuana, unless failing to do so would cause the employer to lose monetary funding under federal law. However, employers retain the right to restrict or prohibit the use of marijuana in the workplace and may implement and enforce a drug-free workplace policy, provided the policy is enforced in a non-discriminatory manner. Employers also may adopt reasonable policies regarding the consumption, storage, or timekeeping requirements regarding the use of medical marijuana.
  • Prevailing Wage Records Requirements: Effective January 1, 2014, contractors and subcontractors performing work on public works projects are required to keep payroll records, either electronically or on paper, of all workers employed on the project for at least five years (increased from three years) after the last payment on the contract.
  • Concealed Weapons Law Developments Following last summer’s adoption of the Illinois Fire Concealed Carry Act, employers seeking to prohibit individuals from bringing concealed weapons onto their private property are required to post a sign to that effect at building entrances. The Illinois State Police recently released proposed rules regarding the sign, which consists of a white background and a depiction of a handgun in black ink with a circle (of four inches in diameter) around the handgun depiction with a diagonal slash across the firearm in red ink. No text or other marking is contained in the sign, except the reference to the Illinois code section 430 ILCS 66/1. The sign must be posted clearly and conspicuously at the entrance to the property. A template of the approved sign is available here: https://ccl4illinois.com/ccw/Public/Signage.aspx
  • Same-Sex Marriage Recognized: Effective June 1, 2014, same-sex marriage will be recognized in Illinois. Same-sex and different-sex couples will be entitled to the same benefits, protections and responsibilities of civil marriage.

The HR Experts for Small Business


  1. Adhia says:

    No, I wouldn’t rmmneceod doing this. You can obtain copies of your medical records at your doctors office and/or call directly to the office and ask what has been sent (or not sent) to the MIB. They may or may not tell you though. Being a health/life insurance agent I find that UNLESS you have any MAJOR health issues or surgeries, getting approved (not rated or denied) is easy. The best thing to remember is that you should put as much health information (doctors, dr. addresses, phones numbers, hospitals, etc.) as you possibly can. It goes through their Underwriting (approval process where they check out your medical information, income, etc.) a whole lot quicker if they don’t have to search for information. Anymore questions, feel free to contact me. Good luck!

  2. nothing.If it is of no consequence, you can do without it.About feelings: Humans are a product of evolution.Therefore, it is extremely likely that our reasoning and and emotions are pretty primitive compared to what’s possible.Your feeling of an onmipotent daddy is just based on the ape in you, who mostly organizes his societies in a strictly paternalistic, hierachical way.Combine this with some abstract thinking, and you get your god.Therefore; your emotions are at best very weak evidence for things, since they are very, very imperfect and based on the rest of your imperfect “being”.

  3. Apr14 When this happened, I posted about it. I see stars and fly off the handle when it comes to adults taking advantage of children. I an NOT rational with this stuff.I hope he meets his maker in prison and I hope he makes him real good like…..sick bastard.

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