The Consumer Coverage Disclosure Act is enacted to require an employer that provides group health insurance coverage, upon request, to furnish a list that compares its group coverage benefits with the individual health insurance coverage benefits mandated by the state.
On Dec. 17, 2020, the Illinois Supreme Court held that a community college violated the Public Community College Act when the college laid off tenured faculty members and within months hired adjunct instructors to do the work that the laid-off faculty were able to do.
On May 21, 2020, the Illinois Supreme Court was forced to dismiss a labor-related appeal after a justice recused himself and the remaining justices were unable to secure the four-judge majority constitutionally required to issue a decision.
Courts hold that postemployment restrictive covenants must be supported by adequate consideration, generally characterized as "employment for a substantial period of time." But what is a "substantial period of time"? Illinois Supreme Court guidance would be helpful.
The appellate process in section 11 of the Illinois Public Labor Relations Act is amended to reflect that the filing of an appeal to the Appellate Court does not automatically stay the enforcement of the Board's order.
A court may allow a claim for punitive damages in a negligent employment case if evidence reasonably supports a finding that the employer acted willfully, or with a certain level of gross negligence as to indicate a wanton disregard for the rights of others.
The Teachers' Retirement System (TRS) adopted amendments to "The Administration and Operation of the Teachers' Retirement System." Additions to the disability benefits and disability retirement annuity sections clarify how contributions to retirement plans affect employment income calculations.
The Department of Central Management Services ("DCMS") adopted amendments to section 310.210 of the pay plan for public officials and employees to reflect collective bargaining agreements signed between DCMS and 13 trade unions.
Too few law firms follow best practices for paying employees who work more the 40 hours a week, an employment lawyer warns. The new federal overtime rules, effective December 1, are a fresh reason for getting it right.