LM Jan 2020

Five NewLaws Every Superintendent Needs to Know

The New Year brings more changes to the already voluminous list of laws that affect Illinois schools. More than 30 public acts took effect January 1 that will impact schools districts in Illinois. The scope of the laws is vast, covering everything from curriculum, insurance, open records, workplace training and administering medicine. Staying on top of all the changes isn’t easy, so here’s an overview of five laws that took effect January 1 that every superintendent needs to be aware of. For a complete list of laws and deeper analysis, we recommend you consult your board attorney and IASB’s Policy Reference Education Subscription Service. MinimumWage Increase (SB01) Illinois is one of seven states that have enacted legislation to move toward a $15 minimum wage. On January 1, the minimum wage every employer in Illinois shall pay to each of his or her employees who is 18 or older jumped to $9.25 per hour. The law, Public Act 101-0001 , calls for incremental steps up to $15 per hour in 2025. However, the second step comes fairly quickly. The law states from July 1, 2020 to December 31, By Jason Nevel IASA Director of Social Media and Publications

2020, the minimum wage jumps to $10 per hour. The steps after that are: • $11 per hour on January 1, 2021. • $12 per hour on January 1, 2022. • $13 per hour on January 1, 2023. • $14 per hour on January 1, 2024. • $15 per hour on January 1, 2025. In addition, the public act provides a new penalty for employers who fail to keep a payroll record, at a penalty of $100 per impacted employee. Damages for underpayment of wages are now as high as triple the amount of underpayment, plus a 5 percent damages assessment (up from 2 percent) and a $1,500 fine. Sexual Harassment Training (SB75) Under a new law that took effect Jan. 1, companies, including school districts, will be required to provide annual workplace training on how to recognize and prevent sexual harassment or face hefty fines. The new law states that, at a minimum, training should include definitions of sexual harassment, examples of conduct that is unlawful and examples of appropriate and inappropriate conduct by a supervisor. The training sessions should also review federal and state laws, employees’

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LM January 2020