ILLINOIS ADDENDUM—For Illinois Employees Only
 
To our Illinois employees: please note that wherever Illinois law provides for or offers greater protections to our employees, Illinois law will govern. All of the policies set forth below may not be applicable to all employees. Please contact a member of the Human Resources Department if you have any questions about any policies in this Addendum.
 
 
 
VICTIM’S ECONOMIC SECURITY AND SAFETY ACT
 
For additional information on leave under the Illinois Victims’ Economic Security and Safety Act of 2003 please refer to the My Benefits tab on the Intranet.
 
 
 
HARASSMENT IN ILLINOIS
 
The Company is committed to a discrimination-free work environment, which includes maintaining a workplace free from all types of harassment, including sexual harassment. This policy supplements the Company’s Policy Against Discrimination, Harassment and Retaliation.
 
The Company hopes that any incident of sexual harassment can be resolved through the internal Reporting Procedure outlined in the handbook. However, in Illinois, employees have the right to file formal charges with the Illinois Department of Human Rights (IDHR) and/or the United States Equal Employment Opportunity Commission (EEOC). A charge with IDHR must be filed within 300 days of the incident of sexual harassment. A charge with EEOC must be filed within 300 days of the incident.
 
The State of Illinois also has created a Sexual Harassment Helpline: 1-877-236-7703 which is administered by the Illinois Department of Human Rights (IDHR).
 
 
ADMINISTRATIVE CONTACTS
 
Illinois Department of Human Rights (IDHR)
Chicago: 312-814-6200 or 800-662-3942
Chicago TTY: 866-740-3953
Springfield: 217-785-5100
Springfield TTY: 866-740-3953
 
Illinois Human Rights Commission (IHRC)
Chicago: 312-814-6269
Chicago TTY: 312-814-4760
Springfield: 217-785-4350
Springfield TTY: 217-557-1500
 
United States Equal Employment Opportunity Commission (EEOC)
Chicago: 800-669-4000
Chicago TTY: 312-869-800
 
Chicago Commission on Human Relations
740 N. Sedgwick, 4th Floor
Chicago, IL 60654
312-744-4111
Chicago employees have 365 days to report discrimination or harassment, including sexual harassment.
 
PREGNANCY ACCOMMODATIONS IN ILLINOIS
 
  1. Eligibility:

    This policy applies to all applicants or employees of the Company in the State of Illinois, and controls where it may conflict with the Company’s other policies.

  2. General provisions:

    The Company complies with employment laws applicable to mothers and expectant mothers, including the Family Medical Leave Act, Pregnancy Discrimination Act, Americans with Disabilities Act and Illinois Human Rights Act. In Illinois, it is the Company’s policy to make reasonable accommodations for pregnancy, childbirth and medical and common conditions related to pregnancy and childbirth if requested by an applicant or employee, and agreed upon.

  3. Procedure for requesting Accommodations:
    1. Illinois applicants or employees that require accommodation(s) for pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth shall make the request to her immediate supervisor or Human Resources, which will work with them to determine any effective reasonable accommodation(s). An accommodation(s) may not be reasonable where it poses an undue hardship on the Company.
    2.  The employee may be required to provide documentation from her physician to support the need for the reasonable accommodation(s). Documentation may include the medical justification for the requested accommodation(s), a description of the reasonable accommodation(s) that is medically advisable, the date the reasonable accommodation(s) became medically advisable, and the probable duration of the reasonable accommodation(s).
    3. Employees have the right to reject any unsolicited accommodation offered by the Company. Additionally, teammates have the right to continue working during a pregnancy if a reasonable accommodation is available which would allow the teammate to continue to perform her job.
  4. Enforcement:
    The Company prohibits discrimination, harassment, and retaliation against applicants and employees for requesting and/or using accommodation(s). If an applicant or employee experiences such prohibited conduct, they must file a complaint with the Company as set forth in the Company’s policies. Employees have the right to file a charge with the Illinois Department of Human Rights within 300 days of the conduct and/or the United States Equal Employment Opportunity Commission within 300 days of the conduct.

    Illinois Department of Human Rights 
    Chicago: 312-814-6200 or 800-662-3942 
    Chicago TTY: 866-740-3953 
    Springfield: 217-785-5100 
    Springfield TTY: 866-740-3953 


    U.S. Equal Employment Opportunity Commission
    Chicago: 800-669-4000 
    Chicago TTY: 800-869-8001

 

 
 
ILLINOIS BREASTFEEDING/LACTATION
 
Effective August 21, 2018, the Illinois Nursing Mothers in the Workplace Act was amended to provide paid break time to nursing mothers to express milk as needed during work hours.
 
During at least the first year after her child is born, a nursing mother may take lactation breaks whenever she needs, for a “reasonable” time. Employers must provide a private location in close proximity to the employee’s work space, other than a bathroom stall, for this purpose.
 
The break time may run concurrently with other breaks already provided to the employee. The employee’s compensation may not be reduced for the time used for expressing milk or nursing a baby.