Join Lexie Lannom, Administrative Manager for theAndersonville Chamber of Commerce for a webinar on the new Chicago Paid Time Off Ordinance on July 17 from 10AM-12PM over zoom.
Employer Paystub, Notice, and Posting Requirements
Under the Ordinance, as modified through the final rules, employers must satisfy the following notice requirements:
Notice/Workplace Poster: Post the City-created Notice through the employer’s usual methods of communication for such notices, whether by paper posting or electronic dissemination through the employer’s internal communication channels. Per the final rules, employers must post the Notice in other languages if at least 5% or more of employees at a jobsite are not literate in English.
New Hire Notification: Provide a notice with the first paycheck subject to the Ordinance or – per the final rules – prior to the commencement of the employee’s employment or as part of an onboarding process.
Provide written notice of the employer’s Paid Leave and Paid Sick Leave policies at the commencement of employment.
Annual Frontloading Notice: Per the final rules, if an employer chooses to frontload time in lieu of accrual, the employer must make written notification of the fact and the availability of hours to an employee at the beginning of the 12-month period. The rules do not clarify whether this notice requirement can be satisfied vis-à-vis providing the employer’s written paid leave policy, or if it requires affirmative notification to the employee of their particular frontloaded benefits.
Annual Employee Notification: Provide a notice annually with a paycheck issued within 30 days of July 1. Per the final rules, the annual notice may be provided by paper or electronic means through the employer’s internal communication channels.
Policy: Establish reasonable written Paid Leave and Paid Sick Leave policies which include advance notice procedures and the basis for denial of Paid Leave requests. Per the final rules, the policies may be part of a manual, handbook, or separate document.
Changes to Employer Policy:
Provide at least five calendar days’ written notice to employees before any change to paid leave policy notification requirements.
Provide at least 14 days’ advance written notice to employees if a policy change will affect their right to final compensation for such leave.
Available Paid Leave Notification: Provide a notification to employees of the availability and use of Paid Leave and Paid Sick Leave. Reasonable systems for notification include listing amounts on paystubs or payroll statements, developing an online system where employees can access such information, or – per the final rules – providing a hand-written record of available time.
The Ordinance is in effect as of July 1 2024 and employers should start making decisions about the best way for their business to comply with these new requirements.
Wednesday Jul 17, 2024
10:00 AM - 12:00 PM CDT
Wednesday, July 17
10AM - 12PM
Zoom
https://us02web.zoom.us/j/89066451260?pwd=tjpMUvFLpTz8glLikhIqrZ3Ua20EML.1
This event is free
Andersonville Chamber of Commerce
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