HomeMy WebLinkAbout06.30.17
CITY COUNCIL EMERGENCY MEETING
CITY OF EVANSTON, ILLINOIS
LORRAINE H. MORTON CIVIC CENTER
JAMES C. LYTLE COUNCIL CHAMBERS
Friday, June 30, 2017 10 a.m.
ORDER OF BUSINESS
(I) City Council Roll Call – Begin with Alderman Wilson
(II) Public Comment
Members of the public are welcome to speak at City Council meetings. As part of the Council
agenda, a period for public comments shall be offered at the commencement of each regular
Council meeting. Public comments will be noted in the City Council Minutes and become part
of the official record. Those wishing to speak should sign their name and the agenda item or
non-agenda topic to be addressed on a designated participation sheet. If there are five or
fewer speakers, fifteen minutes shall be provided for Public Comment. If there are more than
five speakers, a period of forty-five minutes shall be provided for all comment, and no
individual shall speak longer than three minutes. The Mayor will allocate time among the
speakers to ensure that Public Comment does not exceed forty-five minutes. The business of
the City Council shall commence forty-five minutes after the beginning of Public Comment.
Aldermen do not respond during Public Comment. Public Comment is intended to foster
dialogue in a respectful and civil manner. Public comments are requested to be made with
these guidelines in mind.
(III) Special Order of Business:
(SP1) Ordinance 66-O-17, Amending City Code to Add Section Titled “Conflicts
with Cook County Minimum Wage and Sick Leave Ordinance” in order to
Opt Out of the Cook County Ordinance with a Sunset Period
Mayor Stephen H. Hagerty recommends City Council adoption of Ordinance
66-O-17 to amend Title 1, Chapter 11 by adding a new section 1-11-6 titled
“Conflicts with Cook County Minimum Wage and Sick Leave Ordinances”.
Mayor Hagerty recommends suspension of the rules for Introduction and
Action at the June 30, 2017 Emergency City Council meeting.
For Introduction and Action
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City Council Agenda June 30, 2017 Page 2 of 2
(IV) Adjournment
Information is available about Evanston City Council meetings at: www.cityofevanston.org/citycouncil.
Questions can be directed to the City Manager’s Office at 847-866-2936. The City is committed to
ensuring accessibility for all citizens. If an accommodation is needed to participate in this meeting, please
contact the City Manager’s Office 48 hours in advance so that arrangements can be made for the
accommodation if possible.
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For Emergency City Council Meeting of June 30, 2017 Item SP1
Ordinance 66-O-17: Amending City Code to Add Section 1-11-6 to Opt Out of Cook
County Minimum Wage Ordinance with Sunset Provision
For Introduction and Action
To: Honorable Mayor and Members of the City Council
From: Wally Bobkiewicz, City Manager
Michelle L. Masoncup, Acting City Attorney
Subject: Ordinance 66-O-17, Amending City Code to Add Section Titled “Conflicts
with Cook County Minimum Wage and Sick Leave Ordinance” in order to
Opt Out of the Cook County Ordinance with a Sunset Period
Date: June 29, 2017
Recommended Action:
Mayor Stephen H. Hagerty recommends City Council adoption of Ordinance 66-O-17 to
amend Title 1, Chapter 11 by adding a new section 1-11-6 titled “Conflicts with Cook
County Minimum Wage and Sick Leave Ordinances”. Mayor Hagerty recommends
suspension of the rules for Introduction and Action at the June 30, 2017 Emergency City
Council meeting.
Livability Benefit:
Economy & Jobs: Retain and Expand Local Businesses
Expand Job Opportunities
Summary:
On October 5, 2016, the Cook County Commissioners passed Ordinance 16-4229, An
Ordinance Establishing Earned Sick Leave in Cook County (“Cook County Sick Leave
Ordinance”). The Sick Leave Accrual Ordinance provides that an eligible employee
who has worked at least 80 hours in a 120 day period will accrue one hour of sick leave
for every 40 hours worked, up to a maximum of 40 hours per twelve (12) month period.
On October 26, 2016, the Cook County Board of Commissioners passed Ordinance 16-
5768, An Ordinance Creating a Minimum Wage in Cook County (“Cook County
Minimum Wage Ordinance”) to regulate the minimum wage provisions within county
cities and villages effective July 1, 2017. The Cook County Minimum Wage Ordinance
requires businesses within the corporate limits of Cook County to pay minimum wages
beginning July 1, 2017 of $10.00 per hour and increasing annually to a minimum of
$13.00 per hour beginning on July 1, 2020. These amounts are greater than what is
Memorandum
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required by the State of Illinois minimum wage requirement which is currently $8.25 per
hour.
Cities and Villages within Cook County must take legislative action to opt out of the
provisions required by the Cook County Ordinance. To date several municipalities
within Cook County have already chosen to opt out of these requirements. A list of
these communities is attached to this memorandum which was obtained from the
Village of Wilmette public packet for its own consideration of the Ordinance on June 27,
2017.
As of June 26, 2017, no contiguous city or village to Evanston was among the
municipalities that opted out of the legislation. On June 27, 2017, the Village of
Wilmette voted to opt out of the Cook County Ordinance. On June 28, 2017, the Village
of Skokie announced its intention to opt out of the Cook County Ordinance. The Village
of Oak Park called a special meeting for June 30, 2017 to consider creating a short
sunset provision to opt out of the ordinance until further discussion in July 2017.
If Evanston opts out of the Cook County mandates, employers in Evanston would be
required to follow applicable State and federal laws with regard to minimum wages and
sick leave. That action would leave it up to each business in Evanston to choose what
rate of pay they would pay their employees based on the need of the business.
The attached ordinance provides a very short time period (July 1 – July 11th) to opt out
of the Cook County Ordinances until a more deliberative discussion can take place at
the next regularly scheduled City Council meeting on July 10, 2017 after adequate
public notice can be disseminated.
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Attachments:
Ordinance 66-O-17
Cook County Ordinance 16-4229
Cook County Ordinance 16-5768
List of Opted Out Municipalities
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6/29/2017
66-O-17
AN ORDINANCE
Amending Title 1 “General Administration”, Chapter 11 “Finance
Department”, by Adding a New Section 1-11-6 Titled “Conflicts with
Cook County Minimum Wage and Sick Leave Ordinances”
WHEREAS, the City of Evanston (“City”) is a home rule unit of
government as provided by the provisions of Article VII, Section 6 of the Illinois
Constitution of 1970; and
WHEREAS, as a home rule unit of government, the City is expressly
empowered to perform any function pertaining to its government and affairs, including,
but not limited to the power to regulate for the protection of the public health, safety,
morals and welfare; and
WHEREAS, on October 5, 2016, the County of Cook Board of
Commissioners adopted an ordinance that requires employers in Cook County to
provide a minimum number of paid sick days to employees and on October 26, 2016,
the County of Cook Board of Commissioners adopted an ordinance creating a minimum
wage for employers in Cook County (collectively referred to as the “Cook County
Ordinances”); and
WHEREAS, the Cook County Ordinances take effect on July 1, 2017
unless the City’s corporate authorities take action prior to that date with regard to the
effectiveness of the Cook County Ordinances within the City’s jurisdiction; and
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WHEREAS, Article VII, Section 6(c) of the Illinois Constitution provides
that if a home rule county ordinance conflicts with an ordinance of a municipality, the
municipal ordinance shall prevail within its jurisdiction; and
WHEREAS, the City’s corporate authorities finds that the Cook County
Ordinances shall not take effect on July 1, 2017 pursuant to this Ordinance 66-O-17 and
the City’s home rule powers within the City’s jurisdiction through July 11, 2017, when
this Ordinance shall sunset and be repealed.
NOW BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF
EVANSTON, COOK COUNTY, ILLINOIS THAT:
SECTION 1: Recitals Incorporated. The above recitals are incorporated
herein by reference as though fully set forth.
SECTION 2: Title 1 “General Administration”, Chapter 11 “Finance
Department” is amended by adding a new Section 6 titled “Minimum Hourly Wages and
Sick Leave; Conflicts with Home Rule County Ordinances” to read as follows:
1-11-6. - CONFLICTS WITH COOK COUNTY MINIMUM WAGE AND SICK LEAVE
ORDINANCES:
A. Employers located within the City shall comply with all applicable federal and/or
State laws and regulations as such laws and regulations may exist from time to time
with regard to both the payment of minimum hourly wages and paid sick leave.
Employee eligibility for paid sick leave and minimum hourly wages shall also be in
compliance with all applicable federal and/or State laws and regulations as such laws
and regulations may exist from time to time.
B. No additional obligations with regard to paid sick leave, or minimum hourly
wages, including, without limitation, any additional obligations by ordinance adopted by
the County of Cook Board of Commissioners, shall apply to employers located within
the City, except those required by federal and/or State laws and regulations as such
laws and regulations may exist from time to time.
C. For the purposes of this Section, the term “employee” means an individual
permitted to work by an employer regardless of the number of persons the employer
employs, and the term “employer” means any person employing one or more
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employees, or seeking to employ one or more employees, if the person has its principal
place of business within the City or does business within the City.
D. For the purposes of this Section, the term “employer” does not mean:
1. The government of the United States or a corporation wholly owned by the
government of the United States;
2. An Indian tribe or a corporation wholly owned by an Indian tribe;
3. The government of the State or any agency or department thereof; or
4. Any unit of government.
E. Effect and Repeal: This City Code section shall be in effect on July 1, 2017 and
shall sunset and be repealed on July 11, 2017.
SECTION 3: Effective Date. This Ordinance shall be in full force and
effect after its approval, passage and publication as provided by law on July 1, 2017
and shall sunset and be repealed on July 11, 2017.
SECTION 4: All ordinances or parts of ordinances in conflict herewith are
hereby repealed.
SECTION 5: If any provision of this ordinance or application thereof to
any person or circumstance is ruled unconstitutional or otherwise invalid, such invalidity
shall not affect other provisions or applications of this ordinance that can be given effect
without the invalid application or provision, and each invalid provision or invalid
application of this ordinance is severable.
SECTION 6: The findings and recitals herein are declared to be prima
facie evidence of the law of the City and shall be received in evidence as provided by
the Illinois Compiled Statutes and the courts of the State of Illinois.
SECTION 7: This Ordinance 66-O-17 shall be in full force and effect from
and after its passage, approval, and publication in the manner provided by law.
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Introduced:_________________, 2017
Adopted:___________________, 2017
Approved:
_________________________, 2017
______________________________
Stephen H. Hagerty, Mayor
Attest:
_______________________________
Devon Reid, City Clerk
Approved as to form:
______________________________
W. Grant Farrar, Corporation Counsel
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16-4229
ORDINANCE
Sponsored by
THE HONORABLE BRIDGET GAINER, JESÚS G. GARCÍA, LUIS ARROYO JR.,
RICHARD R. BOYKIN, JOHN P. DALEY, JOHN A. FRITCHEY, DEBORAH SIMS,
ROBERT B. STEELE AND LARRY SUFFREDIN, COUNTY COMMISSIONERS
ESTABLISHING EARNED SICK LEAVE FOR EMPLOYEES IN COOK COUNTY
WHEREAS, the County of Cook is a home rule unit of government pursuant to the 1970 Illinois
Constitution, Article VII, Section 6 (a); and
WHEREAS, pursuant to their home rule powers, the Cook County Commissioners may exercise any power
and perform any function relating to their governments and affairs, including the power to regulate for the
protection of the public health, safety, morals and welfare; and
WHEREAS, employees in every industry occasionally require time away from the workplace to tend to
their own health or the health of family members; and
WHEREAS, in Cook County approximately 40 percent, or 840,000, private sector workers receive no paid
sick leave; and
WHEREAS, earned sick leave has a positive effect on the health of not only employees and their family
members, but also the health of fellow workers and public at large and the most comprehensive national
survey of United States restaurant workers found that two-thirds of restaurant wait staff and cooks have
come to work sick; and
WHEREAS, earned sick leave reduces healthcare expenditures by promoting access to primary and
preventative care and reduces reliance on emergency care; and
WHEREAS, nationally providing all workers with earned sick leave would result in $1.1 billion in annual
savings in hospital emergency department costs; and
WHEREAS, nearly one (1) in four (4) American women report domestic violence by an intimate partner,
nearly one (1) in five (5) women have been raped, and nearly one (1) in six (6) women have been stalked.
Many workers, men and women, need time off to care for themselves after these incidents, or to find
solutions, such as protective orders or new housing, to avoid or prevent further domestic or sexual violence.
Without paid time off, employees are in grave danger of losing their jobs, which can be devastating when
victims need economic security to ensure their own safety and that of their children; and
WHEREAS, at least 28 local jurisdictions have enacted Earned Sick Leave including Chicago, New York
City, Los Angeles, San Francisco, Oakland, Minneapolis, Philadelphia, Jersey City and Seattle; and
WHEREAS, a cost model developed by the Civic Consulting Alliance found that a paid sick leave
framework similar to the one reflected in this Ordinance would result in only a small, 0.7 to 1.5 increase in
labor costs for most employers.
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NOW, THEREFORE, BE IT ORDAINED, by the Cook County Board of Commissioners, that Chapter
42 Human Relations, Article 1 In General, Sections 42-1 through 42-6 of the Cook County Code is hereby
enacted as follows:
Sec. 42-1. Short title.
This article shall be known and may be cited as the Cook County Earned Sick Leave Ordinance
(“Ordinance”).
Sec. 42-2. Definitions.
The following words, terms and phrases, when used in this article shall have the meanings ascribed
to them in this section, except where the context clearly indicates a different meaning:
Agency shall mean the Cook County Commission on Human Rights.
Construction Industry means any constructing, altering, reconstructing, repairing, rehabilitating,
refinishing, refurbishing, remodeling, remediating, renovating, custom fabricating, maintenance,
landscaping, improving, wrecking, painting, decorating, demolishing, and adding to or subtracting from
any building, structure, highway, roadway, street, bridge, alley, sewer, ditch, sewage disposal plant, water
works, parking facility, railroad, excavation or other structure, project, development, real property or
improvement, or to do any part thereof, whether or not the performance of the work herein described
involves the addition to, or fabrication into, any structure, project, development, real property or
improvement herein described of any material or article of merchandise. Construction shall also include
moving construction related materials on the job site to or from the job site, snow plowing, snow removal,
and refuse collection.
Covered Employee means any Employee who, in any particular two-week period, performs at least
two hours of work for an Employer while physically present within the geographic boundaries of Cook
County. For purposes of this definition, time spent traveling in Cook County that is compensated time,
including, but not limited to, deliveries, sales calls, and travel related to other business activity taking place
within Cook County, shall constitute work while physically present within the geographic boundaries of
Cook County; however, time spent traveling in Cook County that is uncompensated commuting time shall
not constitute work while physically present within the geographic boundaries of Cook County. The
definition of “Covered Employee” for purposes of this ordinance does not include any “employee” as
defined by Section 1(d) of the Railroad Unemployment Insurance Act, 45 U.S.C. § 351(d).
Domestic partner means any person who has a registered domestic partnership, or qualifies as a
domestic partner under Sections 2-173 and 174 of this Code or as a party to a civil union under the Illinois
Religious Freedom Protection and Civil Union Act, 750 ILCS 75/1 et seq., as currently in force and
hereafter amended.
Earned Sick Leave means time that is provided by an Employer to a Covered Employee that is
eligible to be used for the purposes described in Section 42-3 of this Chapter, and is compensated at the
same rate and with the same benefits, including health care benefits, that the Covered Employee regularly
earns during hours worked.
Employee means an individual permitted to work by an employer regardless of the number of
persons the Employer employs.
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Employer means:
(1) "Employer" means any individual, partnership, association, corporation, limited
liability company, business trust, or any person or group of persons that gainfully
employs at least one Covered Employee with a place of business within Cook
County.
(2) The term "employer" does not mean:
a. The government of the United States or a corporation wholly owned by
the government of the United States;
b. An Indian tribe or a corporation wholly owned by an Indian tribe;
c. The government of the State or any agency or department thereof; or
d. Units of local government.
Family and Medical Leave Act means the United States Family and Medical Leave Act of 1993.
29 USC S 2601 et seq. as currently in force and hereafter amended.
Family member means a Covered Employee's child, legal guardian or ward, spouse under the laws
of any state, domestic partner, parent, spouse or domestic partner's parent, sibling, grandparent, grandchild,
or any other individual related by blood or whose close association with the Covered Employee is the
equivalent of a family relationship. A child includes not only a biological relationship, but also a
relationship resulting from an adoption, step-relationship, and/or foster care relationship, or a child to whom
the Covered Employee stands in loco parentis. A parent includes a biological, foster, stepparent or adoptive
parent or legal guardian of a Covered Employee, or a person who stood in loco parentis when the Employee
was a minor child.
Health Care Provider means any person licensed to provide medical or emergency services,
including, but not limited to doctors, nurses, and emergency room personnel.
Sec. 42-3. Earned sick leave.
(a) General Provisions
(1) Any Covered Employee who works at least 80 hours for an Employer within any
120-day period shall be eligible for Earned Sick Leave as provided under this
Section.
(2) Unless an applicable collective bargaining agreement provides otherwise, upon a
Covered Employee’s termination, resignation, retirement or other separating from
employment, his or her Employer is not required to provide financial or other
reimbursement for unused Earned Sick Leave.
(b) Accrual of Earned Sick Leave
(1) Earned Sick Leave shall begin to accrue either on the 1st calendar day after the
commencement of a Covered Employee’s employment or on the effective date of
this Ordinance, whichever is later.
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(2) For every 40 hours worked after a Covered Employee’s Earned Sick Leave begins
to accrue, he or she shall accrue one hour of Earned Sick Leave. Earned Sick Leave
shall accrue only in hourly increments; there shall be no fractional accruals.
(3) A Covered Employee who is exempt from overtime requirements shall be assumed
to work 40 hours in each workweek for purposes of Earned Sick Leave accrual,
unless his or her normal work week is less than 40 hours, in which case Earned
Sick Leave shall accrue based upon that normal work week.
(4) For each Covered Employee, there shall be a cap of 40 hours Earned Sick Leave
accrued per 12-month period, unless his or her Employer sets a higher limit. The
12-month period for a Covered Employee shall be calculated from the date he or
she began to accrue Earned Sick Leave.
(5) At the end of a Covered Employee’s 12-month accrual period, he or she shall be
allowed to carry over to the following 12-month period half of his or her unused
accrued Earned Sick Leave, up to a maximum of 20 hours.
(6) If an Employer is subject to the Family and Medical Leave Act, each of the
Employer's Covered Employees shall be allowed, at the end of his or her 12-month
Earned Sick Leave accrual period, to carry over up to 40 hours of his or her unused
accrued Earned Sick Leave, in addition to the carryover allowed under subsection
42-3(b)(5), to use exclusively for Family and Medical Leave Act eligible purposes.
(7) If an Employer has a policy that grants Covered Employees paid time off in an
amount and a manner that meets the requirements for Earned Sick Leave under
this Section, the Employer is not required to provide additional paid leave. If such
Employer's policy awards the full complement of paid time off immediately upon
date of eligibility, rather than using an accrual model, the Employer must award
each Covered Employee 40 hours paid time off within one calendar year of his or
her date of eligibility.
(c) Use of Earned Sick Leave
(1) An Employer shall allow a Covered Employee to begin using Earned Sick Leave
no later than on the 180th calendar day following the commencement of his or her
employment. A Covered Employee is entitled to use no more than 40 hours of
Earned Sick Leave per 12-month period, unless his or her Employer sets a higher
limit. The 12-month period for a Covered Employee shall be calculated from the
date he or she began to accrue Earned Sick Leave. If a Covered Employee carries
over 40 hours of Family and Medical Leave Act leave pursuant to subsection 42-
3(b)(6) and uses that leave, he or she is entitled to use no more than an additional
20 hours of accrued Earned Sick Leave in the same 12 month period, unless the
Employer sets a higher limit. A Covered Employee shall be allowed to determine
how much accrued Earned Sick Leave he or she needs to use, provided that his or
her Employer may set a reasonable minimum increment requirement not to exceed
four hours per day.
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(2) A Covered Employee may use Earned Sick Leave when:
a. He or she is ill or injured, or for the purpose of receiving medical care,
treatment, diagnosis or preventative medical care;
b. A member of his or her family is ill or injured, or to care for a family
member receiving medical care, treatment, diagnosis or preventative
medical care;
c. He or she, or a member of his or her family, is the victim of domestic
violence, as defined in Section 103 of the Illinois Domestic Violence Act
of 1986, or is the victim of sexual violence or stalking as defined in Article
11, and Sections 12-7.3. 12-7.4. and 12-7.5 of the Illinois Criminal Code
of 2012; or
d. His or her place of business is closed by order of a public official due to a
public health emergency, or he or she needs to care for a child whose
school or place of care has been closed by order of a public official due to
a public health emergency. For the purposes of this section, “public health
emergency” is an event that is defined as such by a Federal, State or Local
government, including a school district.
(3) An Employer shall not require, as a condition of a Covered Employee taking
Earned Sick Leave that he or she search for or find a replacement worker to cover
the hours during which he or she is on Earned Sick Leave.
(4) If a Covered Employee’s need for Earned Sick Leave is reasonably foreseeable, an
Employer may require up to seven days' notice before leave is taken. If the need
for Earned Sick Leave is not reasonably foreseeable, an Employer may require a
Covered Employee to give notice as soon as is practicable on the day the Covered
Employee intends to take Earned Sick Leave by notifying the Employer via phone,
e-mail, or text message. The Employer may set notification policy if the Employer
has notified Covered Employee in writing of such policy and that policy shall not
be unreasonably burdensome. For purposes of this subsection, needs that are
"reasonably foreseeable" include, but are not limited to prescheduled appointments
with health care providers for the Covered Employee or for a family member, and
court dates in domestic violence cases. Any notice requirement imposed by an
Employer pursuant to this subsection shall be waived in the event a Covered
Employee is unable to give notice because he or she is unconscious, or otherwise
medically incapacitated. If the leave is one that is covered under the Family and
Medical Leave Act, notice shall be in accordance with the Family and Medical
Leave Act.
(5) Where a Covered Employee is absent for more than three consecutive work days,
his or her Employer may require certification that the use of Earned Sick Leave
was authorized under subsection 42-3(c)(2). For time used pursuant to subsections
(c)(2)(a) or (b), documentation signed by a licensed health care provider shall
satisfy this requirement. An Employer shall not require that such documentation
specify the nature of the Covered Employee's or the Covered Employee's family
member's injury, illness, or condition, except as required by law. For Earned Sick
Leave used pursuant to subsection (c)(2)(c) a police report, court document, a
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signed statement from an attorney, a member of the clergy, or a victim services
advocate, or any other evidence that supports the Covered Employee's claim,
including a written statement from him or her, or any other person who has
knowledge of the circumstances, shall satisfy this requirement. The Covered
Employee may choose which document to submit, and no more than one document
shall be required if the Earned Sick Leave is related to the same incident of
violence or the same perpetrator. The Employer shall not delay the commencement
of Earned Sick Leave taken for one of the purposes in subsection 42-3(c)(2) nor
delay payment of wages, on the basis that the Employer has not yet received the
required certification.
(6) Nothing in this Section shall be construed to prohibit an Employer from taking
disciplinary action, up to and including termination, against a Covered Employee
who uses Earned Sick Leave for purposes other than those described in this
Section.
(7) This Section provides minimum Earned Sick Leave requirements; it shall not be
construed to affect the applicability of any other law, regulation, requirement,
policy, or standard that provides for greater Earned Sick Leave benefits.
Sec. 42-5. Application to collective bargaining agreements.
Nothing in this Ordinance shall be deemed to interfere with, impede, or in any way diminish the
right of Covered Employees to bargain collectively with their Employers through representatives of their
own choosing in order to establish wages or other conditions of work in excess of the applicable minimum
standards of the provisions of this Ordinance. The requirements of this Ordinance may be waived in a bona
fide collective bargaining agreement, but only if the waiver is set forth explicitly in such agreement in clear
and unambiguous terms. Nothing in this Ordinance shall be deemed to affect the validity or change the
terms of bona fide collective bargaining agreements in force on the effective date of this Ordinance. After
that date, requirements of this Ordinance may be waived in a bona fide collective bargaining agreement,
but only if the waiver is set forth explicitly in such agreement in clear and unambiguous terms. In no event
shall this Ordinance apply to any Covered Employee working in the Construction Industry who is covered
by a bona fide collective bargaining agreement.
Sec. 42-6. Notice and posting.
(a) Every Employer shall post in a conspicuous place at each facility where any Covered
Employee works that is located within the geographic boundaries of Cook County a notice advising the
Covered Employee of his or her rights to Earned Sick Time under this Ordinance. The Agency shall prepare
and make available a form notice that satisfies the requirements of this Ordinance. Employers that do not
maintain a business facility within the geographic boundaries of the County are exempt from this
subsection.
(b) Every Employer shall provide to a Covered Employee at the commencement of
employment written notice advising the Covered Employee of his or her rights to Earned Sick Time under
this Ordinance. The Agency shall prepare and make available a form notice that satisfies the requirements
of this Ordinance.
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Sec. 42-7. Retaliation prohibited.
It shall be unlawful for any Employer to discriminate in any manner or take any adverse action
against any Covered Employee in retaliation for exercising, or attempting in good faith to exercise, any
right under this Ordinance, including, but not limited to, disclosing, reporting, or testifying about any
violation of this Ordinance or regulations promulgated thereunder. For purposes of this Section, prohibited
adverse actions include, but are not limited to, unjustified termination, unjustified denial of promotion,
unjustified negative evaluations, punitive schedule changes, punitive decreases in the desirability of work
assignments, and other acts of harassment shown to be linked to such exercise of rights. An Employer shall
not use its absence-control policy to count Earned Sick Leave as an absence that triggers discipline,
discharge, demotion, suspension, or any other adverse activity.
Sec. 42-8. Enforcement and penalties.
(a) The Agency shall administer and enforce this Ordinance in accordance with Chapter 42,
Article II, Section 42-34 of the Cook County Human Rights Ordinance, except as allowed for in subsection
(b) of this Section.
(b) If any Employer violates any of the Earned Sick Leave provisions in this Ordinance, the
affected Covered Employee may recover in a civil action damages equal to three times the full amount of
any unpaid Sick Leave denied or lost by reason of the violation, and the interest on that amount calculated
at the prevailing rate, together with costs and such reasonable attorney’s fees as the court allows. Such
action may be brought without first filing an administrative complaint. The statute of limitations for a civil
action brought pursuant to this Ordinance shall be for a period of three years from the date of the last event
constituting the alleged violation for which the action is brought.
Sec. 42-9. Effect of invalidity; severability.
If any section, subdivision, paragraph, sentence, clause, phrase or other portion of this local law is,
for any reason, declared unconstitutional or invalid, in whole or in part, by any court of competent
jurisdiction, such portion shall be deemed severable, and such unconstitutionality or invalidity shall not
affect the validity of the remaining portions of this local law, which remaining portions shall continue in
full force and effect.
Sec. 42-10. After passage and publication, this Ordinance shall take effect on July 1, 2017.
Effective Date: This Ordinance shall take effect on July 1, 2017.
Approved and adopted this 5th of October 2016.
TONI PRECKWINKLE, President
Cook County Board of Commissioners
Attest: DAVID ORR, County Clerk
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16-5768
ORDINANCE
Sponsored by
THE HONORABLE LARRY SUFFREDIN, LUIS ARROYO JR, RICHARD R. BOYKIN,
JERRY BUTLER, JOHN P. DALEY, JOHN A. FRITCHEY, BRIDGET GAINER,
JESÚS G. GARCÍA, EDWARD M. MOODY, STANLEY MOORE, DEBORAH SIMS,
ROBERT B. STEELE AND JEFFREY R. TOBOLSKI, COUNTY COMMISSIONERS
AN ORDINANCE CREATING A MINIMUM WAGE IN COOK COUNTY
WHEREAS, Cook County, Illinois is a home-rule unit of government under Article VII, Section 6(a) of the
1970 Constitution of the State of Illinois and, as such, may regulate for the protection of the public welfare;
and
WHEREAS, promoting the welfare of those who work within the County's borders is an endeavor that
plainly meets this criterion; and
WHEREAS, enacting a minimum wage for workers in Cook County that exceeds the state minimum wage
is entirely consistent with the Illinois General Assembly's finding that it "is against public policy for an
employer to pay to his employees an amount less than that fixed by" the Illinois Minimum Wage Law, 820
ILCS 105/2.
NOW, THEREFORE, BE IT ORDAINED, by the Cook County Board of Commissioners that Chapter
42 Human Relations, Article I In General, Division 2 Cook County Minimum Wage Ordinance, Sections 42-
7 through 42-19 of the Cook County Code are hereby enacted as follows:
Sec. 42-7. - Short Title.
This Division shall be known and may be cited as the Cook County Minimum Wage Ordinance.
Sec. 42-8. - Definitions.
For purposes of this Division, the following definitions apply:
Covered Employee means any Employee who is not subject to any of the exclusions set out in Section 42-
12 below, and who, in any particular two-week period, performs at least two hours of work for an Employer
while physically present within the geographic boundaries of Cook County. For purposes of this definition,
time spent traveling in Cook County that is compensated time, including, but not limited to, deliveries, sales
calls, and travel related to other business activity taking place within Cook County, shall constitute work
while physically present within the geographic boundaries of Cook County; however, time spent traveling
in Cook County that is uncompensated commuting time shall not constitute work while physically present
within the geographic boundaries of Cook County.
CPI means the Consumer Price Index for All Urban Consumers most recently published by the Bureau of
Labor Statistics of the United States Department of Labor.
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Director means the Executive Director of the Cook County Commission on Human Rights.
Domestic worker means a person whose primary duties include housekeeping; house cleaning; home
management; nanny services, including childcare and child monitoring; caregiving, personal care or home
health services for elderly persons or persons with illnesses, injuries, or disabilities who require assistance
in caring for themselves; laundering; cooking; companion services; chauffeuring; and other household
services to members of households or their guests in or about a private home or residence, or any other
location where the domestic work is performed.
Employee, Gratuities, and Occupation have the meanings ascribed to those terms in the Minimum Wage
Law, with the exception that all Domestic Workers, including Domestic Workers employed by Employers
with fewer than four (4) employees, shall fall under the definition of the term “Employee”.
Employer means any individual, partnership, association, corporation, limited liability company, business
trust, or any person or group of persons that gainfully employs at least one Covered Employee. To qualify
as an Employer, such individual, group, or entity must (1) maintain a business facility within the geographic
boundaries of Cook County and/or (2) be subject to one or more of the license requirements in Title 4 of
this Code.
Fair Labor Standards Act means the United States Fair Labor Standards Act of 1938, 29 USC § 201 et seq.,
in force on the effective date of this chapter and as thereafter amended.
Minimum Wage Law means the Illinois Minimum Wage Law, 820 ILCS 105/1 et seq., in force on the
effective date of this chapter and as thereafter amended.
Subsidized Temporary Youth Employment Program means any publicly subsidized summer or other
temporary youth employment program through which persons aged 24 or younger are employed by, or
engaged in employment coordinated by, a nonprofit organization or governmental entity.
Subsidized Transitional Employment Program means any publicly subsidized temporary employment
program through which persons with unsuccessful employment histories and/or members of statistically
hard-to-employ populations (such as formerly homeless persons, the long-term unemployed, and formerly
incarcerated persons) are provided temporary paid employment and case-managed services under a
program administered by a nonprofit organization or governmental entity, with the goal of transitioning
program participants into unsubsidized employment.
Tipped Employee has the meaning ascribed that term in the Fair Labor Standards Act.
Wage means compensation due an Employee by reason of his employment.
Sec. 42-9. - Minimum Hourly Wage.
Except as provided in Sections 42-10 of this Code, every Employer shall pay no less than the following
Wages to each Covered Employee for each hour of work performed for that Employer while physically
present within the geographic boundaries of Cook County:
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(a) Beginning on July 1, 2017, the greater of: (1) the minimum hourly Wage set by the Minimum Wage
Law; (2) the minimum hourly Wage set by the Fair Labor Standards Act; or (3) $10.00 per hour.
(b) Beginning on July 1, 2018, the greater of: (1) the minimum hourly Wage set by the Minimum Wage
Law; (2) the minimum hourly Wage set by the Fair Labor Standards Act; or (3) $11.00 per hour.
(c) Beginning on July 1, 2019, the greater of: (1) the minimum hourly Wage set by the Minimum Wage
Law; (2) the minimum hourly Wage set by the Fair Labor Standards Act; or (3) $12.00 per hour.
(d) Beginning on July 1, 2020, the greater of: (1) the minimum hourly Wage set by the Minimum Wage
Law; (2) the minimum hourly Wage set by the Fair Labor Standards Act; or (3) $13.00 per hour.
(e) Beginning on July 1, 2021, and on every July 1 thereafter, the greater of: (1) the minimum hourly
Wage set by the Minimum Wage Law; (2) the minimum hourly Wage set by the Fair Labor Standards Act;
or (3) Cook County’s minimum hourly Wage from the previous year, increased in proportion to the increase,
if any, in the CPI, provided, however, that if the CPI increases by more than 2.5 percent in any year, the
Cook County minimum Wage increase shall be capped at 2.5 percent, and that there shall be no Cook County
minimum Wage increase in any year when the unemployment rate in Cook County for the preceding year,
as calculated by the Illinois Department of Employment Security, was equal to or greater than 8.5 percent.
Any increase pursuant to subsection 42-9(e) shall be rounded up to the nearest multiple of $0.05. Any
increase pursuant to subsection 42-9(e) shall remain in effect until any subsequent adjustment is made. On
or before June 1, 2021, and on or before every June 1 thereafter, the Director shall make available to
Employers a bulletin announcing the adjusted minimum hourly Wage for the upcoming year.
Sec. 42-10. - Minimum hourly wage in occupations receiving gratuities.
(a) Every Employer of a Covered Employee engaged in an Occupation in which Gratuities have
customarily and usually constituted part of the remuneration shall pay no less than the following Wage to
each Covered Employee for each hour of work performed for that Employer while physically present within
the geographic boundaries of the County:
(1) Beginning on July 1, 2017, the greater of: (A) the minimum hourly Wage set by the Fair Labor
Standards Act for Tipped Employees; or (B) the minimum hourly Wage set by the Minimum Wage Law for
workers who receive Gratuities.
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(2) Beginning on July 1, 2018, and on every July 1 thereafter, the greater of (A) the minimum hourly
Wage set by the Fair Labor Standards Act for tipped workers; (B) the minimum hourly Wage set by the
Minimum Wage Law for workers who receive Gratuities; or (C) Cook County’s minimum hourly Wage
from the previous year for workers who receive Gratuities, increased in proportion to the increase, if any, in
the CPI, provided, however, that if the CPI increases by more than 2.5 percent in any year, the Cook County
minimum Wage increase for workers who receive Gratuities shall be capped at 2.5 percent, and that there
shall be no Cook County minimum Wage increase for workers who receive Gratuities in any year when the
unemployment rate in Cook County for the preceding year, as calculated by the Illinois Department of
Employment Security, was equal to or greater than 8.5 percent. Any increase pursuant to subsection 42-10
(a)(3)(C) shall be rounded up to the nearest multiple of $0.05. Any increase pursuant to subsection 42-10
(a)(3) shall remain in effect until any subsequent adjustment is made. On or before June 1, 2018, and on or
before every June 1 thereafter, the Director shall make available to Employers a bulletin announcing Cook
County’s minimum hourly Wage for the upcoming year for workers who receive Gratuities.
(b) Each Employer that pays a Covered Employee the Wage described in subsection 42-10 (a) shall
transmit to the Director, in a manner provided by regulation, substantial evidence establishing: (1) the
amount the Covered Employee received as Gratuities during the relevant pay period; and (2) that no part of
that amount was returned to the Employer. If an Employer is required by the Minimum Wage Law to provide
substantially similar data to the Illinois Department of Labor, the Director may allow the Employer to
comply with this subsection 42-10 (b) by filing a copy of the state documentation.
Sec. 42-11. - Overtime compensation.
The Wages set out in Sections 42-9 and 42-10 are subject to the overtime compensation provisions in the
Cook County Minimum Wage Law, with the exception that the definitions of “Employer” and “Employee”
in this chapter shall apply.
Sec. 42-12. - Exclusions.
This chapter shall not apply to hours worked:
(a) By any person subject to subsection 4(a)(2) of the Minimum Wage Law, with the exception that
the categories of Employees described in subsections 4(a)(2)(A) and 4(a)(2)(B) of the Minimum Wage Law
shall be entitled to the Wages described in Sections 42-9 and 42-10 , whichever applies, as well as the
overtime compensation described in Section 42-11;
(b) By any person subject to subsection 4(a)(3), subsection 4(d), subsection 4(e), Section 5, or Section
6 of the Minimum Wage Law;
(c) For any governmental entity other than the Cook County, a category that, for purposes of this
chapter, includes, but is not limited to, any unit of local government, the Illinois state government, and the
government of the United States, as well as any other federal, state, or local governmental agency or
department;
(d) For any Subsidized Temporary Youth Employment Program; or
(e) For any Subsidized Transitional Employment Program.
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Sec. 42-13. - Applications to Collective Bargaining Agreements.
Nothing in this chapter shall be deemed to interfere with, impede, or in any way diminish the right of
employees to bargain collectively with their employers through representatives of their own choosing in
order to establish wages or other conditions of work in excess of the applicable minimum standards of the
provisions of this chapter. The requirements of this chapter may be waived in a bona fide collective
bargaining agreement, but only if the waiver is set forth explicitly in such agreement in clear and
unambiguous terms.
Sec. 42-14. - Applications to the Cook County Living Wage Ordinance for Procurements.
Nothing in this chapter shall be deemed conflict with Article IV, Division 3 of the Cook County Code. All
Contractors must comply with the Wage Requirements set forth in Article IV, Division 3, even if the wages
required to be paid are higher than those set forth within this chapter.
Sec. 42-15. - Notice and Posting.
(a) Every Employer shall post in a conspicuous place at each facility where any Covered Employee
works that is located within the geographic boundaries of Cook County a notice advising the Covered
Employee of the current minimum Wages under this chapter, and of his rights under this chapter. The
Director shall prepare and make available a form notice that satisfies the requirements of this subsection 42-
14 (a). Employers that do not maintain a business facility within the geographic boundaries of Cook County
and households that serve as the worksites for Domestic Workers are exempt from this subsection 42-14(a).
(b) Every Employer shall provide with the first paycheck subject to this chapter issued to a Covered
Employee a notice advising the Covered Employee of the current minimum Wages under this chapter, and
of the Employee’s rights under this chapter. The Director shall prepare and make available a form notice
that satisfies the requirements of this subsection 42-14(b).
Sec. 42-16. - Retaliation Prohibited.
It shall be unlawful for any Employer to discriminate in any manner or take any adverse action against any
Covered Employee in retaliation for exercising any right under this chapter, including, but not limited to,
disclosing, reporting, or testifying about any violation of this chapter or regulations promulgated thereunder.
For purposes of this Section, prohibited adverse actions include, but are not limited to, unjustified
termination, unjustified denial of promotion, unjustified negative evaluations, punitive schedule changes,
punitive decreases in the desirability of work assignments, and other acts of harassment shown to be linked
to such exercise of rights.
Sec. 42-17. - Enforcement – Regulations.
The Cook County Commission on Human Rights shall enforce this chapter, and the Director is authorized
to adopt regulations for the proper administration and enforcement of its provisions.
Sec. 42-18. - Violation – Penalty.
Any Employer who violates this chapter or any regulation promulgated thereunder shall be subject to a fine
of not less than $500.00 nor more than $1,000.00 for each offense. Each day that a violation continues shall
constitute a separate and distinct offense to which a separate fine shall apply.
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Sec. 42-19. - Private Cause of Action.
If any Covered Employee is paid by his Employer less than the Wage to which he is entitled under this
chapter, the Covered Employee may recover in a civil action three times the amount of any such
underpayment, together with costs and such reasonable attorney’s fees as the court allows. An agreement
by the Covered Employee to work for less than the Wage required under this chapter is no defense to such
action.
BE IT FURTHER ORDAINED, by the Cook County Board of Commissioners, that Chapter 34
Finance, Article IV Procurement Code, Division 4 Disqualifications and Penalties, Section 34-179 of the
Cook County Code is hereby amended as follows:
Sec. 34-179. - Disqualification due to violation of laws related to the payment of wages and Employer
Paid Sick Leave Ordinance.
(a) A Person including a Substantial Owner (as defined in Part I, Chapter 34, Article V, Section 34-
367 of the Cook County Code) who has admitted guilt or liability or has been adjudicated guilty or liable in
any judicial or administrative proceeding of committing a repeated or willful violation of the Illinois Wage
Payment and Collection Act, 820 ILCS 115/1 et seq., Illinois Minimum Wage Act, 820 ILCS 105/1 et seq.,
the Illinois Worker Adjustment and Retraining Notification Act, 820 ILCS 65/1 et seq., the Employee
Classification Act, 820 ILCS 185/1 et seq., the Fair Labor Standards Act of 1938, 29 U.S.C. 201, et
seq., or any comparable state statute or regulation of any state, which governs the payment of wages shall
be ineligible to enter into a Contract with the County for a period of five years from the date of conviction,
entry of a plea, administrative finding or admission of guilt.
(b) A person including a Substantial Owner who has admitted guilt or liability or has been
adjudicated guilty or liable in any judicial or administrative proceeding of violating the Cook County
Minimum Wage Ordinance (Section 42-7 - 42-15 of the Cook County Code) shall be ineligible to
enter into a Contract with the County for a period of five years from the date of conviction, entry of a
plea, administrative finding or admission of guilt.
(b c) The CPO shall obtain an affidavit or certification from every Person or Substantial Owner (as
defined in Part I, Chapter 34, Article V, Section 34-367 of the Cook County Code) from whom the County
seeks to make a Contract with certifying that the Person seeking to do business with the County including its
Substantial Owners (as defined in Part I, Chapter 34, Article V, Section 34- 367 of the Cook County Code)
has not violated the statutory provisions identified in Subsection (a) and or (b) of this Section.
(c d) For Contracts entered into following the effective date of this Ordinance, if the County becomes
aware that a Person including Substantial Owner (as defined in Part I, Chapter 34, Article V, Section 34-367
of the Cook County Code) under contract with the County is in violation of Subsection (a) or (b) of this
Section, then, after notice from the County, any such violation(s) shall constitute a default under the
Contract.
(d e) If a Person including a Substantial Owner (as defined in Part I, Chapter 34, Article V, Section 34-367
of the Cook County Code) is ineligible to contract with the County due to the provisions of Subsection (a)
or (b) of this Section, the Person seeking the Contract may submit a request for a reduction or waiver of
the ineligibility period to the CPO. The request shall be in writing in a manner and form prescribed by
the CPO and shall include one or more of the following actions have been taken:
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(1) There has been a bona fide change in ownership or Control of the ineligible Person or
Substantial Owner;
(2) Disciplinary action has been taken against the individual(s) responsible for the acts giving rise to
the violation;
(3) Remedial action has been taken to prevent a recurrence of the acts giving rise to the
disqualification or default; or
(4) Other factors that the Person or Substantial Owner believe are relevant.
The CPO shall review the documentation submitted, make any inquiries deemed necessary, request
additional documentation where warranted and determine whether a reduction or waiver is appropriate.
Should the CPO determine that a reduction or waiver of the ineligibility period is appropriate; the CPO
shall submit its decision and findings to the County Board.
(e f) A Using Agency may request an exception to such period of ineligibility by submitting a written
request to the CPO, supported by facts that establish that it is in the best interests of the County that the
Contract be made from such ineligible Person. The CPO shall review the documentation, make any
inquiries deemed necessary, and determine whether the request should be approved. If an exception is
granted, such exception shall apply to that Contract only and the period of ineligibility shall continue for
its full term as to any other Contract. Said exceptions granted by the CPO shall be communicated to the
County Board.
BE IT FURTHER ORDAINED, by the Cook County Board of Commissioners, that Chapter 74
Taxation, Article II Real Property Taxation, Division 2 Classification System for Assessment, Section 74-
74 of the Cook County Code is hereby amended as follows:
Sec. 74-74. - Laws regulating the payment of wages and Employer Paid Sick Leave.
(a) Except where a Person has requested an exception from the Assessor and the County Board
expressly finds that granting the exception is in the best interest of the County, such Person including any
Substantial Owner (as defined in Part I, Chapter 34, Article V, Section 34-367 of the Cook County Code)
shall be ineligible to receive any property tax incentive noted in Division 2 of this Article if, during the
five year period prior to the date of the application, such Person or Substantial Owner (as defined in Part I,
Chapter 34, Article V, Section 34-367 of the Cook County Code) admitted guilt or liability or has been
adjudicated guilty or liable in any judicial or administrative proceeding of committing a repeated or willful
violation of the Illinois Wage Payment and Collection Act, 820 ILCS 115/1 et seq., the Illinois Minimum
Wage Act, 820 ILCS 105/1 et seq., the Illinois Worker Adjustment and Retraining Notification Act, 820
ILCS 65/1 et seq., the Worker Adjustment and Retraining Notification Act, 29 U.S.C. 2101 et seq.,
the Employee Classification Act, 820 ILCS 185/1 et. seq., the Fair Labor Standards Act of 1938, 29 U.S.C.
201, et seq., or any comparable state statute or regulation of any state, which governs the payment of wages.
(b) The Assessor shall obtain an affidavit or certification from every Person and Substantial Owner
(as defined in Part I, Chapter 34, Article V, Section 34-367of the Cook County Code) who seeks a property
tax incentive from the County as noted in Division 2 of this Article certifying that the Person or Substantial
Owner (as defined in Part I, Chapter 34, Article V, Section 34-367of the Cook County Code) has not
violated the statutory provisions identified in Subsection (a) of this Section.
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(c) If the County or Assessor becomes aware that a Person or Substantial Owner (as defined in Part
I, Chapter 34, Article V, Section 34-367of the Cook County Code) has admitted guilt or liability or has been
adjudicated guilty or liable in any judicial or administrative proceeding of committing a repeated or willful
violation of the Illinois Wage Payment and Collection Act, 820 ILCS 115/1 et seq., the Illinois Minimum
Wage Act, 820 ILCS 105/1 et seq., the Illinois Worker Adjustment and Retraining Notification Act, 820
ILCS 65/1 et seq., the Worker Adjustment and Retraining Notification Act, 29 U.S.C. 2101 et seq., the
Employee Classification Act, 820 ILCS 185/1 et. seq., the Fair Labor Standards Act of 1938, 29 U.S.C.
201, et seq., or any comparable state statute or regulation of any state, which governs the payment of wages
during the five year period prior to the date of the application, but after the County has reclassified the
Person’s or Substantial Owner’s (as defined in Part I, Chapter 34, Article V, Section 34-367of the Cook
County Code) subject property under a property tax incentive classification, then, after notice from the
Assessor of such violation, the Person or Substantial Owner shall have 45 days to cure its violation and
request an exception or waiver from the Assessor. Failure to cure or obtain an exception or waiver of
ineligibility from the Assessor shall serve as grounds for revocation of the classification as provided by the
Assessor or by the County Board by Resolution or Ordinance. In case of revocation or cancellation, the
Incentive Classification shall be deemed null and void for the tax year in which the incentive was revoked
or cancelled as to the subject property. In such an instance, the taxpayer shall be liable for and shall
reimburse to the County Collector an amount equal to the difference in the amount of taxes that would have
been collected had the subject property not received the property tax incentive.
(d) The Assessor shall obtain an affidavit or certification from every Person and Substantial Owner
who seeks a property tax incentive from the County that the applicant pays a Wage as defined in Section
42-8 to its employees in accordance with Sections 42-7 through 42-15 of the Cook County Code.
BE IT FURTHER ORDAINED, by the Cook County Board of Commissioners, that Chapter 54
Licenses, Permits and Miscellaneous Business Regulations, Article X General Business Licenses,
Section 54-384 and Section 54-390 of the Cook County Code are hereby amended as follows:
Sec. 54-384. - License application.
All applications for a General Business License shall be made in writing and under oath to the Director of
Revenue on a form provided for that purpose.
(a) Every application for a County General Business License shall be submitted and signed by the
Person doing business or authorized representative of the Person doing business and shall contain the
following:
(1) Name of the applicant.
(2) Business address.
(3) Social security numbers, Tax ID number, and residence addresses of its sole proprietor or the three
individuals who own the highest percentage interests in such Person and any other individual who
owns five percent or more interest therein.
(4) Pin number of the property or properties where the business is being operated.
(5) A brief description of the business operations plan.
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(6) Sales tax allocation code. The sales tax allocation code identifies a specific sales tax geographic area
and is used by the State of Illinois for sales tax allocation purposes.
(7) Certification that applicant is in compliance with all applicable County Ordinances.
(8) For Business Licenses applied for or renewed following the effective date of this provision,
certification that the applicant has not, during the five-year period prior to the date of the application
for a Business License, admitted guilt or liability or has been adjudicated guilty or liable in any judicial or
administrative proceeding of committing a repeated or willful violation of the Illinois Wage Payment and
Collection Act, 820 ILCS 115/1 et seq., the Illinois Minimum Wage Act, 820 ILCS 105/1 et seq., the Illinois
Worker Adjustment and Retraining Notification Act, 820 ILCS 65/1 et seq., the Worker Adjustment and
Retraining Notification Act, 29 U.S.C. 2101 et seq., the Employee Classification Act, 820 ILCS 185/1
et. seq., the Fair Labor Standards Act of 1938, 29 U.S.C. 201, et seq., or any comparable state statute or
regulation of any state, which governs the payment of wages.
(9) Certification that the applicant pays a Wage as defined in Section 42-8 to its employees that
conforms with Sections 42-7 - 42-15 of the Cook County Code
(b) The Director of Revenue shall be the custodian of all applications for licenses which [sic]
under provisions of this Code. All information received by the Department from applications filed pursuant
to this article or from any investigations conducted pursuant to this article, except for official County purposes,
or as required by the Freedom of Information Act, shall be confidential.
(c) The General Business License applicant may be subject to an inspection by the following
county departments including, but not limited to, Health, Building and Zoning and the Environment,
prior to licensing.
(d) It shall be grounds for denial and/or revocation of any license issued under the provisions of this
article whenever the license applicant knowingly includes false or incomplete information in the license
application or is in violation of a County Ordinance.
***
Sec. 54-390. - Failure to comply-Code of Ordinances.
(a) Failure to comply with applicable Cook County Code of Ordinances may result in general business
license suspension or revocation.
(b) Persons doing business in unincorporated Cook County must comply with this article and,
including but not limited to, the following Cook County Code of Ordinances:
(1) Chapter 30, Environment; or
(2) Chapter 38, Article III, Public Health and Private Nuisances; or
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(3) Chapter 58: Article III, Offenses involving Public Safety, and Article IV, Offenses Involving Public
Morals; or
(4) The Cook County Building Ordinance, adopted originally on March 11, 1949, as amended, and/or
the Cook County Building Code; or
(5) Chapter 74 Taxation; or
(6) The Cook County Zoning Ordinance, as amended; or
(7) Chapter 42 Human Relations.
Effective Date: This Ordinance shall take effect immediately upon passage.
Approved and adopted this 26th of October 2016.
TONI PRECKWINKLE, President
Cook County Board of Commissioners
Attest: DAVID ORR, County Clerk
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Municipalities ‘Opt Out’ List
1. Alsip 42. Maywood
2. Arlington Heights 43. Melrose Park
3. Barrington 44. Midlothian
4. Bartlett 45. Morton Grove
5. Bedford Park * (Paid Sick Leave) 46. Mount Prospect
6. Bellwood 47. Niles
7. Berkeley 48. Norridge
8. Bridgeview 49. North Riverside
9. Brookfield 50. Northbrook
10. Buffalo Grove 51. Northlake
11. Burbank 52. Oak Forest
12. Burr Ridge 53. Oak Lawn
13. Chicago Heights 54. Orland Hills
14. Chicago Ridge 55. Orland Park
15. Cicero* (MW) 56. Palatine
16. Crestwood 57. Palos Heights
17. Des Plaines 58. Palos Hills
18. East Hazel Crest 59. Palos Park
19. Elgin 60. Park Ridge
20. Elk Grove Village 61. Prospect Heights
21. Elmwood Park 62. Richton Park
22. Evergreen Park 63. River Forest
23. Forest Park 64. River Grove
24. Glenview 65. Riverside
25. Hanover Park 66. Rolling Meadows
26. Harwood Heights 67. Rosemont
27. Hickery Hills 68. Schaumburg
28. Hillside 69. Schiller Park
29. Hinsdale 70. South Barrington
30. Hodgkins 71. South Chicago Heights
31. Hoffman Estates 72. South Holland
32. Homewood 73. Steger
33. Indian Head Park 74. Streamwood
34. Justice 75. Summit
35. La Grange 76. Thorton
36. La Grange Park 77. Tinley Park
37. Lansing 78. Western Springs
38. Lemont 79. Wheeling
39. Lincolnwood 80. Willow Springs
40. Lynwood 81.Worth
41. Lyons
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