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Chicago Paid Sick Leave and Paid Sick and Safe Leave Law Delayed to July

19 Dec

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We wanted to inform employers that On December 13, 2023, the Chicago City Council voted unanimously to delay the Ordinance (Chicago Paid Leave and Paid Sick Leave Ordinance) from December 31, 2023, to July 1, 2024.

Other changes include but not limited to the followings:

  • Coverage: will no longer apply to individuals who perform at least 2 hours of work in a 2-week period, but instead apply to individuals who work 80 hours within the City of Chicago in a 120-day period while physically present within the boundaries of the city.
  • Cure period: employees cannot sue their employers for violations to the Ordinance until July 1, 2025. Between July 1, 2025, and July 1, 2026, employers will have 16 days to correct an alleged violation prior to a worker suing.
  • Extension: Old Ordinance remains effective until July 1, 2024.
  • Written Policy in Primary Language: employers must provide their written paid time off policy to each of their covered employees in the employee’s primary language.
  • Recordkeeping for Non-Covered Employees: employers must comply with the recordkeeping for non-covered employees.
  • Notice of policy: effective December 31, 2023, employers must provide their employees whose work duties take place within the City’s boundaries a copy of the employment policies in the employees’ primary language. If there is any change to the said policies, workers must be proved with 14 days’ notice of any changes.

Vensure reported the details of the Ordinance in a previous communications here.

Consider monitoring the Office of Labor Standards Website for any updates here.

Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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