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Bill > HB2547

IL HB2547

IL HB2547
WAREHOUSE WORKER PROTECT ACT

summary

Introduced
02/15/2023
In Committee
05/14/2024
Crossed Over
03/24/2023
Passed
01/07/2025
Dead
Vetoed
03/21/2025

Introduced Session

103rd General Assembly

Bill Summary

Reinserts the provisions of the engrossed bill with the following changes. Defines "adverse employment action". Removes couriers and express delivery services from the definition of "warehouse distribution center". Makes changes to the definition of "quota". Provides that "employer" means a person who directly or indirectly, or through an agent or any other person, including through the services of a third-party employer, temporary services or staffing agency, independent contractor, or any similar entity, employs or exercises control over the wages, hours, or working conditions of 250 (instead of 100) or more employees at a single warehouse distribution center in the State or 1,000 or more employees at one or more warehouse distribution centers in the State. Requires an employer to provide an updated written description of each quota to which the employee is subject within 5 (instead of 2) business days of the quota change. Provides that, if an employee requests a written description of the quotas to which the employee was subject and a copy of the employee's own personal work speed data, the employer shall comply with this request as soon as practicable, but no later than 7 (instead of 3) calendar days after the date of the request. Removes a provision authorizing designated employee representatives to bring an action for injunctive relief to obtain compliance with specified provisions of the Act. Makes a conforming change. Changes the effective date to January 1, 2026 (instead of January 1, 2024).

AI Summary

This bill aims to protect warehouse workers by establishing new regulations for employers with 250 or more employees at a single warehouse distribution center or 1,000 or more employees across multiple centers in Illinois. The bill defines key terms like "quota" (a work performance standard that could lead to adverse employment actions if not met) and requires employers to provide written descriptions of quotas to employees upon hiring and within 5 business days of any changes. The legislation mandates that quotas cannot prevent employees from taking meal or rest breaks or using bathroom facilities, and employers cannot take adverse employment actions against workers for failing to meet undisclosed quotas. Employees are granted the right to request their personal work speed data and quota information, and there is a 90-day presumption of retaliation if an employer takes adverse action after an employee requests such information or makes a complaint. The bill also empowers the Department of Labor to enforce these provisions, allows for workplace inspections if injury rates are significantly high, and provides employees with the ability to seek injunctive relief and recover legal costs if workplace quota regulations are violated. The effective date of this legislation is set for January 1, 2026.

Committee Categories

Business and Industry, Government Affairs

Sponsors (34)

Last Action

Governor Vetoed (on 03/21/2025)

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