Illinois Job Sharing Policy
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How to fill out Job Sharing Policy?
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FAQ
However, policies that specifically prohibit the discussion of wages are unlawful. You may have discussions about wages when not at work, when you are on break, and even during work if employees are permitted to have other non-work conversations.
On July 31, 2019, Illinois Governor J.B. Pritzker signed into law House Bill 834 which strengthens the Illinois Equal Pay Act of 2003 by prohibiting employers from inquiring about a job applicant's salary history. The law became effective on September 29, 2019.
WorkShare IL is a voluntary program that provides employers facing a decline in business with an alternative to layoffs.
It is unlawful for an employer or their agent to ask for a wage or salary history, benefits or other compensation from an applicant's employer or former employers when conducting verification or reference checks.
Effective September 29, 2019, Illinois has amended the Illinois Equal Pay Act of 2003 to prohibit employers from inquiring about an applicant's current or prior salary, wages, benefits, or other compensation and using this salary history to make employment or compensation decisions (Salary History Ban).
States with workshare programs include Arizona, Arkansas, California, Colorado, Connecticut, Florida, Iowa, Kansas, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, New Hampshire, New Jersey, New York, Ohio, Oregon, Pennsylvania, Rhode Island, Texas, Vermont, Washington, and Wisconsin.
You must report any wages you earn when you certify for benefits. If you work part time, you may still qualify for unemployment insurance benefits.
In Illinois, your weekly benefit amount is determined by adding together your earnings in the two quarters of the base period when you earned the most, taking 47% of that total, then dividing the result by 26. The current maximum weekly unemployment benefit in Illinois is $484 per week with no dependents.
An alternative solution to this problem might be work share (called short-term compensation in the CARES Act), because the employee would receive partial wages and partial regular UC benefits, and thus the $600.
