Chicago Minimum Wage & Paid Sick Leave Poster

City of Chicago, IL Minimum Wage & Paid Sick Leave Poster

$13.95

All employers with employees working within the city limits of Chicago, Illinois must post the Chicago Minimum Wage and Paid Sick Leave Poster in the workplace.

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SKU: 13708

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Chicago Minimum Wage & Paid Sick Leave Poster Description

All businesses licensed to operate with the city of Chicago, Illinois with employees covered by the city’s Minimum Wage Ordinance and the Sick Leave Ordinance must post the Chicago Minimum Wage & Paid Sick Leave Poster.  Individuals and entities covered by the law and major features of the poster include:

Minimum Wage

  • The Chicago Minimum Wage Ordinance, Section 1-24-010, et seq., establishes a series of annual minimum wage rate increases effective each July 1 until July 1, 2020, when the minimum wage rate will be indexed to inflation as measured by the Consumer Price Index.
  • The Minimum Wage Ordinance applies to employers who maintain a facility in the city or are required to be licensed to operate in the city. The Minimum Wage Ordinance covers 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 the City.
  • The Minimum Wage posting explains how minimum wage, overtime and tipped minimum rates are calculated, an employer’s record-keeping and posting responsibilities, the prohibition of discrimination and retaliation, and fines for violations. The posting explains procedures for filing a complaint for a violation of the law with the city and provides city contact information and the website for additional information.  The posting also advises employees of the right to file a private action for violations of the law.
  • Effective July 1, 2019, the Chicago minimum wage is $13.00 ($6.40 for tipped employees).

Paid Sick Leave

  • Chicago’s Paid Sick Leave Ordinance went into effect on July 1, 2017. The Ordinance provides covered employees with one hour of paid sick leave for every 40 hours worked, up to 40 hours a year.
  • The Paid Sick Leave Ordinance applies to employers who maintain a facility in the city or are required to be licensed to operate in the city. The Paid Sick Leave Ordinance covers hourly employees who work at least 80 hours within a 120-day period.  Salaried employees are also covered.  Salaried employees accrue one hour of paid sick leave for each week worked.
  • Employees may use Paid Sick Leave for their own illness, injury or medical care or to care for a family member with a heath need, to handle matters related to domestic violence or a sex offense, or due to closure of the business or a child’s school.
  • The Paid Sick Leave posting explains when an employee may begin using accrued leave, the interaction with an employer’s existing sick leave policy, leave duration and notice requirements, medical certification and leave misuse.  The posting also describes an employer’s record-keeping and posting responsibilities, the prohibition of discrimination and retaliation, and fines for violations. The posting explains procedures for filing a complaint for a violation of the law with the city and provides city contact information and the website for additional information.  The posting also advises employees of the right to file a private action for violations of the law.

Notice

  • Employers must post the current Chicago Minimum Wage & Paid Sick Leave Poster in a conspicuous place at each facility located within the geographic boundaries of the City where any covered employee works.
  • Employers must also provide each employee with notice of the employee’s rights under the Chicago Minimum Wage & Paid Sick Leave Ordinances. This notice must be provided with the first paycheck issued to a new employee.
  • Employers must retain payroll records for a period of four (4) years.

Language Formats

This poster is available in English.

Enforcement

  • It is unlawful for any employer to discriminate in any manner or take any adverse action against any covered employee in retaliation for exercising their rights.
  • Any employer who violates the law is subject to a fine of $500.00 to $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.
  • Any employer who violates the law may be subject to civil action.
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