Village Manager s Office

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1 Village Manager s Office SUBJECT: First consideration of Ordinances amending Chapter 22, Businesses, of the Municipal Code: i. First consideration of an Ordinance amending Sec of the Code regarding Minimum Wage requirements ii. First consideration of an Ordinance amending Sec of the Code regarding Sick Leave requirements AGENDA ITEM: 11.c.i. & 11.c.ii. MEETING DATE: January 3, 2019 VILLAGE BOARD REPORT TO: Village President and Board of Trustees FROM: Jeff Brady, Director of Community Development, (847) Jeff Rogers, Planning Division Manager, (847) Eric Patt, Village Attorney, (847) THROUGH: Matthew J. Formica, Village Manager PURPOSE AND ACTION REQUESTED: Staff requests consideration by the Board of Trustees of two (2) draft ordinances pertaining to the amendment of provisions of the Village of Glenview Municipal Code (the Code ) pertaining to applicability of Cook County s Minimum Wage and Sick Leave ordinances within the Village of Glenview s corporate limits. BACKGROUND: 2016 Cook County Ordinances In October 2016, the Cook County Board passed two (2) ordinances affecting employers and employees throughout the County regarding paid sick leave and minimum hourly wages, respectively (collectively, the County ordinances ). Paid Sick Leave On October 5, 2016, the County Board passed an ordinance (the County Sick Leave Ordinance ) establishing requirements for employers to provide all employees working more than approximately five (5) hours per week a minimum accrual of paid sick leave. The specific provisions for paid sick leave accruals as required by the Sick Leave Ordinance are outlined in the following table:

2 Cook County Sick Leave Requirements Current Required Minimum Required Accruals effective 07/01/2017 Accruals None Any employee who works at least 80 hours within any 120-day period shall accrue 1 hour of paid sick leave for every 40 hours worked, up to a maximum sick leave accrual of 40 hours per year. Any employee may carry over up to 50% of their unused accrued paid sick leave from one 12-month accrual period to the next 12-month accrual period, up to a maximum of 20 hours. Sample Projected Costs Sick Leave In accordance with the provisions of the Sick Leave Ordinance, the following cost assumptions can be made: Weekly Hours Worked Projected Annual Sick Leave Accruals and Projected Costs (excluding taxes & administrative costs) Projected Annual Accruals Current State of Illinois Minimum Wage ($8.25/hour) Current Cook County Minimum Wage ($11.00/hour) Cook County Minimum Wage Effective 07/01/19 ($12.00/hour) Cook County Minimum Wage Effective 07/01/19 ($13.00/hour) 5 hours 6.5 hours $53.63 $71.50 $78.00 $ hours 13.0 hours $ $ $ $ hours 19.5 hours $ $ $ $ hours 26.0 hours $ $ $ $ hours 32.5 hours $ $ $ $ hours 39.0 hours $ $ $ $ hours 40.0 hours $ $ $ $ hours 40.0 hours $ $ $ $ The above cost summary assumes all accrued sick leave would be used and additional (higher) costs would apply to higher wage scales. In each instance, additional costs would be incurred by employers to backfill shifts at standard wage rates of any employee using sick leave. During their deliberations prior to approval of the Minimum Wage Ordinance and the Sick Leave Ordinance, the County Board cited an estimate from the Civic Consulting Alliance that provisions consistent with the Sick Leave Ordinance would result in an increase in labor costs of % for most employers. According to the County Board s estimates and as referenced in the preambles of the County Sick Leave ordinance, 60% of private sector workers in Cook County accrued/received any paid sick leave prior to adoption of the Sick Leave Ordinance. Finally, in the preamble to the Sick Leave Ordinance, the County Board asserted that earned sick leave has a positive effect on the health of not only employees and their family members but also fellow employees and the general public.

3 Minimum Wage On October 26, 2016, the County Board passed an ordinance (the County Minimum Wage Ordinance ) establishing a schedule for annual increases in the minimum hourly wage for employees who do not receive gratuities from the current State of Illinois minimum wage of $8.25/hour. The first increase was to $10.00/hour effective July 1, The minimum wage was then scheduled to increase by $1.00 per year through July 1, 2020, with annual CPI-based increases thereafter. The specific schedule for annual wage increases as required by the Minimum Wage Ordinance is outlined in the following table: Cook County Minimum Wage Requirements State of Illinois Minimum Wage Required Increase effective 07/01/17 Required Increase effective 07/01/18 Required Increase effective 07/01/19 Required Increase effective 07/01/20 Each Year Thereafter $8.25/hour $10.00/hour $11.00/hour $12.00/hour $13.00/hour Prior year s minimum wage adjusted for any positive annual Consumer Price Index (CPI) increase or 2.5%, whichever is less Separately, the minimum hourly wage for employees who receive gratuities did not increase until July 1, 2018 at which time the previous rate of $4.95 was increased by an amount equal to the positive annual CPI increase or 2.5%, whichever is less. Subsequent increases would reflect an amount equal to the positive annual CPI increase or 2.5%, whichever is less, and will be imposed annually each July 1st. Various classifications of workers are excluded from the jurisdiction of the Minimum Wage Ordinance including the following: a. employees within the first ninety (90) days of employment; b. employees under the age of 18; c. employees of subsidized temporary youth employment programs; d. employees performing the duties of camp counselors; e. employees performing the duties of outside salespersons; f. employees of religious organizations; g. student employees of accredited colleges and universities; and h. employees covered by a bona fide collective bargaining agreement. Annual increases to the applicable minimum hourly wage would be rounded to the nearest $0.05 and no increases to either minimum hourly wage would be imposed in any year when the County unemployment rate equaled or exceeded 8.5% during the preceding year. For non-tipped employees only, these provisions and limitations take effect with the scheduled July 1, 2021 increase. Sample Projected Wages - Minimum Wage In accordance with the provisions of the Minimum Wage Ordinance, the following cost assumptions can be made:

4 Weekly Hours Worked Projected Annual Wages Per Employee (excluding taxes & administrative costs) Current State of Illinois Minimum Wage ($8.25/hour) Current Cook County Minimum Wage ($11.00/hour) Cook County Minimum Wage Effective 07/01/19 ($12.00/hour) Cook County Minimum Wage Effective 07/01/20 ($13.00/hour) Annually Thereafter 5 hours $2,145 $2,860 $3,120 $3, %-2.5% 10 hours $4,290 $5,720 $6,240 $6, %-2.5% 15 hours $6,435 $8,580 $9,360 $10, %-2.5% 20 hours $8,580 $11,440 $12,480 $13, %-2.5% 25 hours $10,725 $14,300 $15,600 $16, %-2.5% 30 hours $12,870 $17,160 $18,720 $20, %-2.5% 35 hours $15,015 $20,020 $21,840 $23, %-2.5% 40 hours $17,160 $22,880 $24,960 $27, %-2.5% % Annual Increase % +9.1% +8.3% +0.0%-2.5% % Cumulative Increase over State Minimum Wage % +45.5% +57.6% +57.6%-61.5% Additional costs would be incurred by employers who currently compensate employees at rates less than the Cook County minimum wage who utilize varying hourly wage rates to scale compensation provided to employees who exhibit varying experience levels and/or perform varying job duties. Participation in Cook County Real Estate Tax Incentive Programs On March 22, 2017, the County Board approved an ordinance amending the provisions of the County s various Real Estate Tax Incentive Programs to require all future applicants for tax incentives through the 6B & 7B incentive programs to comply with both the Minimum Wage Ordinance and the Sick Leave Ordinance. Regardless of the status of the draft ordinances currently under consideration, all future applicants for these incentives in Glenview will be bound by these requirements. Prior Action by the Village of Glenview Board of Trustees After hearing public comments and subsequent deliberations at three (3) consecutive regular meetings on May 2, 2017, May 16, 2017, and June 8, 2017, the Village of Glenview Board of Trustees approved two (2) local ordinances which exempted employers and employees within the Village s corporate limits from the County ordinances. Minutes from these three (3) meetings are attached to this report. Other Home Rule Opt-Out Ordinances Prior to the effective dates of the County ordinances in 2017, 107 of the 132 home-rule municipalities within Cook County passed ordinances opting out of both County ordinances.

5 Subsequent to the 2017 effective date, several home rule communities passed local ordinances repealing prior local opt-out ordinances regarding either or both County ordinances. These communities include Bedford Park and Western Springs, and more recently Northbrook and Wilmette. Village of Northbrook On October 2, 2018, the Village of Northbrook repealed their local sick leave ordinance to opt-in to the provisions of the County Sick Leave ordinance with an effective date of 01/01/2019 to provide local businesses opportunity to establish systems to comply with the Sick Leave Ordinance s accrual requirements. On November 13, 2018, the Village of Northbrook committed to slating consideration of the repeal of their local minimum wage ordinance in May 2019 if the State of Illinois has not taken formal action regarding an increase to the current State minimum wage before that time. The Village President confirmed that she would slate the issue for discussion. The trustees did not vote on the matter, but five (5) of six (6) trustees offered verbal support for slating the reconsideration. Village of Wilmette On November 28, 2018, the Village of Wilmette repealed local opt-out ordinances previously approved in 2017 in order to opt-in to both the County ordinances. The Wilmette ordinance established an effective date of March 1, 2019 for opting into the Sick Leave Ordinance in order to provide local business sufficient time to prepare to track sick leave accruals.

6 The following table clarifies the current applicability of the County ordinances throughout the County: Neither ordinance in effect Opted-Out Alsip Lincolnwood Arlington Heights Lemont Barrington Lynwood Bartlett Lyons Bellwood Markham Bensenville Matteson Berkeley Maywood Blue Island Melrose Park Bridgeview Merrionette Park Broadview Midlothian Brookfield Morton Grove Buffalo Grove Mount Prospect Burbank Niles Burnham Norridge Burr Ridge North Riverside Calumet City Northlake Calumet Park Oak Forest Chicago Heights Oak Lawn Chicago Ridge Orland Hills Country Club Hills Orland Park Crestwood Palatine Deer Park Palos Heights Des Plaines Palos Park East Dundee Park Forest East Hazel Crest Park Ridge Elgin Posen Elk Grove Prospect Heights Elmwood Park Richton Park Evergreen Park River Forest Flossmoor River Grove Forest Park Riverside Forest View Rolling Meadows Franklin Park Roselle Glenview Rosemont Glenwood Sauk Village Golf Schaumburg Hanover Park Schiller Park Harvey South Barrington Harwood Heights South Chicago Heights Hazel Crest South Holland Hickory Hills Steger Hillside Stickney Hinsdale Stone Park Hodgkins Streamwood Hoffman Estates Summit Hometown Thornton Homewood Tinley Park Indian Head Park Westchester Inverness Wheeling Justice Willow Springs La Grange Worth La Grange Park Lynwood Lyons Minimum Wage only Sick Leave only Both ordinances in effect ( opted-in ) Bedford Park Northbrook Barrington Hills Berwyn Chicago Cicero Countryside Deerfield Dixmoor Dolton Elmhurst Evanston Ford Heights Forestview Frankfort Glencoe Golf Homer Glen Kenilworth McCook Northfield Oak Brook Oak park Olympia Fields Phoenix Riverdale Robbins Skokie University Park Western Springs Wilmette Winnetka Unincorporated Cook County

7 The following map depicts the applicability of the County ordinances to the land area of Cook County: Both ordinances in effect ( Opted-in ) Minimum Wage only Neither ordinance is in effect ( Opted-out ) Sick Leave only Glenview

8 Recent State of Illinois Minimum Wage Legislative Action Subsequent to the passage of the County ordinances, the Illinois State Senate and House of Representatives each approved a bill in May 2017 which, if adopted, would have increased the State of Illinois minimum wage from $8.25/hour to $9.00/hour effective January 1, 2018, with subsequent increases until the minimum wage reached $15.00/hour by The legislation was vetoed by Governor Bruce Rauner in August There was insufficient support to override the Governor s veto in both the State Senate and the State House, and no subsequent bill regarding minimum wage has since been approved by either the State Senate or the State House. November 2018 Advisory Referenda In advance of the 2018 general election, the Cook County Board of Commissioners (the County Board ) filed three (3) advisory referenda with the Cook County Clerk for inclusion on the November 6, 2018 ballot presented to all registered voters within Cook County (the County ) who participated in this election. Historically, home rule units of government in Illinois have been afforded the opportunity to initiate referenda on advisory questions of public policy provided the given referendum is framed to obtain a correct expression of the intent of the voters. In these two (2) instances, the specific content of both referenda was authored by Cook County Commissioner Larry Suffredin and generally summarize limited provisions of two (2) Cook County ordinances approved in 2016, one (1) each in regard to establishing a.) a minimum wage; and b.) minimum sick leave accrual requirements for employers and employees throughout Cook County where such provisions are not superseded by local ordinance of any home rule municipality. The exact verbiage of the two (2) non-binding advisory referenda relating to the Cook County minimum wage and Cook County earned sick time ordinances was as follows: Minimum Wage Shall the minimum wage in your municipality match the $13 per hour Cook County minimum wage law for adults over the age of 18 by July 1, 2020, and be indexed to the consumer price index after that? Earned Sick Time Shall your municipality match the Cook County earned sick time law which allows for workers to earn up to 40 hours (5 days) of sick time a year to take care of their own health or a family member s health? County-wide election results of the two (2) referenda were as follows: Minimum Wage Earned Sick Time Yes 1,306,687 (84.4%) Yes 1,393,662 (89.3%) No 240,944 (15.6%) No 167,260 (10.7%) Precise election results reflecting the votes only of Village of Glenview residents cannot be derived from these totals since data for this election is aggregated by precinct and precinct boundaries for the November election do not correspond with the Village of Glenview s municipal boundary. As such, referenda results among Village of Glenview residents are estimated from stats including all precincts

9 both entirely within and those only partially within Village limits. Based upon available statistics, the results within the Village of Glenview are as follows: Minimum Wage Earned Sick Time Yes 25,435 (76.3%) Yes 28,741 (82.35%) No 7,891 (23.6%) No 6,177 (17.65%) Tables including the vote tabulations for each of these two (2) advisory referenda within each precinct are attached to this report. OTHER INFORMATION: Compliance with Cook County Ordinances The Cook County Commission on Human Rights confirmed that to date there have been no claims filed by employees against Cook County employers regarding violations of the Minimum Wage Ordinance and the Sick Leave Ordinance. Outreach Village staff has had preliminary informational discussions with the Glenview Chamber of Commerce regarding the two (2) referenda. The Chamber of Commerce will be soliciting feedback and comments among its members regarding the potential benefits and impacts of these ordinances. Any correspondence will be shared with the Board of Trustees. All previous public correspondence from the 2017 consideration of local opt-out ordinances has been attached to this report. Additional correspondence received since the Village President s Report at the November 20, 2018 meeting is also attached to this report. PROPOSED ACTION: Attached are two (2) draft ordinances prepared for consideration of opting-in to either or both County ordinances. With the adoption in 2017 by the Board of Trustees of local ordinances for both minimum wage and sick leave, amendments to Chapter 22 of the Code would be required in order to opt-in to the County ordinances. As currently presented, the first ordinance would establish an effective date of July 1, 2020 to amend Sec of the Code to apply Cook County s minimum wage ordinance within the Village s corporate limits until such time that the State of Illinois may amend the Illinois Minimum Wage Law. Upon any such amendment to State law, these local ordinance provisions would be automatically repealed, thereby making the State of Illinois minimum wage the effective minimum wage within Village limits. As currently presented, the second ordinance would establish an effective date of July 1, 2020 to amend Sec of the Code to apply Cook County s sick leave ordinance within the Village s corporate limits until such time that the State of Illinois may amend the Illinois Employee Sick Leave Act. Upon any such amendment to the Act, these local ordinance provisions would be automatically repealed, thereby making the State of Illinois sick leave law the effective sick leave law within Village limits.

10 RECOMMENDATION: Staff recommends consideration by the Board of Trustees of the two (2) draft ordinances. ATTACHMENTS: 1. Draft Ordinance amending Chapter 22, Section of the Code 2. Draft Ordinance establishing Chapter 22, Section of the Code 3. Election Results in Glenview Precincts of Minimum Wage Referendum & Map 4. Election Results in Glenview Precincts of Accrued Sick Time Referendum & Map 5. Excerpt from Village of Glenview Municipal Code, Chapter 22 Businesses Sec Minimum hourly wages and paid sick leave. 6. Excerpt from Minutes of the May 2, 2017 Board of Trustees Meeting 7. Excerpt from Minutes of the May 16, 2017 Board of Trustees Meeting 8. Excerpt from Minutes of the June 8, 2017 Board of Trustees Meeting 9. Excerpt from Draft Minutes of the December 4, 2018 Board of Trustees Meeting 10. Excerpt from Ordinances of Cook County, Illinois Chapter 42 Human Rights, Article I. In General. 11. Interpretive and Procedural Rules Governing the Cook County Minimum Wage Ordinance 12. Cook County Commission on Human Rights Frequently Asked Questions 13. Results of 2017 Chamber of Commerce Survey of Local Business Owners 14. Public Correspondence

11 ORDINANCE NO. AN ORDINANCE AMENDING CHAPTER 22, ARTICLE I, SECTION OF THE MUNICIPAL CODE, VILLAGE OF GLENVIEW, ILLINOIS WHEREAS, the Village of Glenview ( the Village ) is a home rule municipality in accordance with the Constitution of the State of Illinois of 1970; WHEREAS, the Village has the authority to adopt Ordinances and to promulgate rules and regulations that pertain to its government and affairs that protect the public health, safety, and welfare of its citizens; and WHEREAS, the corporate authorities have reviewed and determined it is necessary to amend Chapter 22, Article I, Section of the Village s Municipal Code (the Code ) regulating minimum wage requirements in the Village. NOW, THEREFORE, BE IT ORDAINED by the President and Board of Trustees of the Village as follows: Section 1: The facts and statements contained in the preamble to this Ordinance are found to be true and correct and are hereby adopted as part of this Ordinance. Section 2: Chapter 22, Article I, Section of the Code shall be and is hereby amended as follows (additions in bold; deletions in strike-out): Minimum hourly wages and paid sick leave. (a) Businesses and/or employers located within the Village shall comply with all applicable federal, and/or State, and/or County laws and regulations as such laws and regulations may exist from time to time with regard to payment of minimum hourly wages and paid sick leave. (b) With respect to employees of businesses and/or employers located in the Village, any such employee s eligibility for minimum hourly wages and paid sick leave shall be in compliance with all applicable federal, and/or State, and/or County laws and regulations as such laws and regulations may exist from time to time. (c) No additional obligations with regard to minimum hourly wages, or paid sick leave, including without limitation, any obligations adopted by ordinance of the County of Cook Board of Commissioners, shall apply to businesses and/or employers located within the Village, except those required

12 by federal and/or State laws and regulations as such laws and regulations may exist from time to time. Section 3: Every section and provision of this Ordinance shall be separable, and the invalidity of any portion of this Ordinance shall not affect the validity of any other portion of this Ordinance. All ordinances or parts of ordinances in conflict or inconsistent with any of the provisions of this Ordinance are hereby repealed. Section 4: If any section, paragraph, clause or provision of this Ordinance is held invalid, the invalidity of such section, paragraph, clause or provision shall not affect any of the other provisions of this Ordinance. Section 5: This Ordinance shall be in full force and effect as of July 1, 2020, after its passage and approval according to law. In the event the State of Illinois passes into law an amendment to the Illinois Minimum Wage Law (820 ILCS 105/1, et seq.) increasing the minimum wage from the amount in effect as of the date of passage of this ordinance, then this ordinance shall be of no effect and shall be repealed. PASSED this day of, AYES: NAYS: ABSENT: APPROVED by me this day of, James R. Patterson, Jr., President Village of Glenview, Cook County, Illinois ATTESTED and FILED in my office this day of, 2019 Matthew J. Formica, Village Clerk of the Village of Glenview, Cook County, Illinois

13 ORDINANCE NO. AN ORDINANCE ESTABLISHING CHAPTER 22, ARTICLE I, SECTION OF THE MUNICIPAL CODE, VILLAGE OF GLENVIEW, ILLINOIS WHEREAS, the Village of Glenview ( the Village ) is a home rule municipality in accordance with the Constitution of the State of Illinois of 1970; WHEREAS, the Village has the authority to adopt Ordinances and to promulgate rules and regulations that pertain to its government and affairs that protect the public health, safety, and welfare of its citizens; and WHEREAS, the corporate authorities have reviewed and determined it is necessary to amend Chapter 22, Article I of the Village s Municipal Code (the Code ) regulating sick leave requirements in the Village. NOW, THEREFORE, BE IT ORDAINED by the President and Board of Trustees of the Village as follows: Section 1: The facts and statements contained in the preamble to this Ordinance are found to be true and correct and are hereby adopted as part of this Ordinance. Section 2: Chapter 22, Article I of the Code shall be and is hereby amended by adding a new Section 22-15, as follows: Paid sick leave. (a) Businesses and/or employers located within the Village shall comply with all applicable federal, State, and/or County laws and regulations as such laws and regulations may exist from time to time with regard to paid sick leave. (b) With respect to employees of businesses and/or employers located in the Village, any such employee s eligibility for paid sick leave shall be in compliance with all applicable federal, State, and/or County laws and regulations as such laws and regulations may exist from time to time. Section 3: Chapter 22, Article I of the Code shall be and is hereby amended as follows (additions in bold; deletions in strike-out): Sec Reserved.

14 Section 4: Every section and provision of this Ordinance shall be separable, and the invalidity of any portion of this Ordinance shall not affect the validity of any other portion of this Ordinance. All ordinances or parts of ordinances in conflict or inconsistent with any of the provisions of this Ordinance are hereby repealed. Section 5: If any section, paragraph, clause or provision of this Ordinance is held invalid, the invalidity of such section, paragraph, clause or provision shall not affect any of the other provisions of this Ordinance. Section 6: This Ordinance shall be in full force and effect as of July 1, 2020, after its passage and approval according to law. In the event the State of Illinois passes into law an amendment to the Illinois Employee Sick Leave Act (820 ILCS 191/1, et seq.) or other state law impacting requirements and/or regulations regarding paid sick leave from those in effect as of the date of passage of this ordinance, then this ordinance shall be of no effect and shall be repealed. PASSED this day of, AYES: NAYS: ABSENT: APPROVED by me this day of, James R. Patterson, Jr., President Village of Glenview, Cook County, Illinois ATTESTED and FILED in my office this day of, 2019 Matthew J. Formica, Village Clerk of the Village of Glenview, Cook County, Illinois

15 INSERT ELECTION RESULTS & MAP: MINIMUM WAGE

16 INSERT ELECTION RESULTS & MAP: SICK LEAVE ACCRUALS

17 MUNICIPAL CODE OF THE VILLAGE OF GLENVIEW, ILLINOIS Chapter 22 BUSINESSES ARTICLE I. - IN GENERAL Sec Minimum hourly wages and paid sick leave. (a) (b) (c) Businesses and/or employers located within the Village shall comply with all applicable federal and/or State laws and regulations as such laws and regulations may exist from time to time with regard to payment of minimum hourly wages and paid sick leave. With respect to employees of businesses and/or employers located in the Village, any such employee's eligibility for minimum hourly wages and paid sick leave shall be in compliance with all applicable federal and/or State laws and regulations as such laws and regulations may exist from time to time. No additional obligations with regard to minimum hourly wages, or paid sick leave, including without limitation, any obligations adopted by ordinance of the County of Cook Board of Commissioners, shall apply to businesses and/or employers located within the Village, except those required by federal and/or State laws and regulations as such laws and regulations may exist from time to time. (Ord. No. 6085, 2, )

18 EXCERPT FROM MINUTES OF THE MAY 2, 2017 BOARD OF TRUSTEES MEETING 8. REPORT OF THE VILLAGE MANAGER a. Summary of Cook County Sick Leave & Minimum Wage Ordinances Interim Village Manager Don Owen asked Planning Manager Jeff Rogers to introduce two Cook County ordinances that were adopted and will become effective on July 1, Planning Manager Rogers said that Cook County passed two ordinances in October 2016 relating to paid sick leave and minimum wage. The sick leave ordinance provides that employees who work 80 hours within any 120-day period would accrue one hour of sick leave for every 40 hours worked, up to a maximum accrual of 40 hours per year. Unused sick time can be carried over year to year but there are specific provisions for how these hours can be used and restricted by employers. The current minimum wage for most employees is $8.25. It was established in The ordinance would raise the minimum wage effective July 1st to a minimum of $10 per hour with subsequent increases of $1 each year through 2020 after which it would increase by the annual Consumer Price Index (CPI) up to 2.5%. Employees who receive gratuities, such as typical restaurant servers, would not receive an increase in minimum wage from the current wage of $4.95 per hour until 2018, and each year thereafter they would be eligible for a percentage increase equal to the annual CIP up to 2.5%. He added that several programs are exempted, such as subsidized transitional employment programs, and any state or local government employees, for example. Examples relating to each category were shown as a reference for the proposed anticipated cost for a typical employer. Since the two ordinances were adopted in October 2016, a number of communities have formally opted out using Home Rule powers. Another group of communities is considering opting out before July 1, 2017, and several communities will allow the ordinances to take effect. To date, approximately 90% of municipalities in Cook County have not yet made a determination on either the paid sick leave or minimum wage ordinances. The Village Board has three meetings scheduled prior to the impending July 1st effective date of these ordinances. Taking no action would result in both ordinances taking effect requiring employers to increase wages and provide paid sick leave. The Village can also opt out of one or both ordinances or choose to adopt modified ordinances. Staff has been in direct contact with the Chamber of Commerce. The Chamber has distributed a survey to its membership and we are hoping to gather more information about the specific impacts to the different sizes and shapes of Glenview businesses. The Board will have that information when consideration is given to these two Cook County ordinances. He requested Board direction. Ms. Charmaine Conaghan, 1328 Bennington Court, commented as both a resident and a business owner. Approval of these ordinances will affect everyone as a consumer. Both ordinances will negatively affect her care giving business to seniors. Increasing minimum wage will affect her business as well as the seniors she serves. The paid sick leave will affect the bottom line and she would be forced to raise the rates for service. The combination of both ordinances will cripple her business and she was concerned about its survival if these ordinances are approved for Glenview. President Patterson said this matter will be on the May 16th meeting agenda.

19 Trustee Britton said this matter will require a great deal of community input so he would like to have dedicated time for a discussion at length, preferably at the next meeting. Residents, the Chamber and other groups will be interested in this issue. There are arguments on both sides of the issue and those comments have to be heard. He was recently at a meeting in Northbrook where this matter was discussed and the public provided many comments. He wants to provide as much outreach as possible for the May 16th meeting. This various options for the Board to consider will be addressed at that time. Trustee Karton asked for additional information: (1) how will the ordinances affect a business with part time employees, for example, when kids work for the summer and accrue sick time and then leave. She asked if there was a payout option. (2) She also attended the meeting in Northbrook indicated by Trustee Britton. She felt it would be helpful to get real numbers from people on both sides of the issue. This data will be helpful when making a decision in this situation. In response to Trustee Hinkamp, Attorney Patt clarified that there was some discussion related to a state s attorney s opinion which wasn t binding related to an earlier iteration of the proposed ordinances. He was not certain if the state s attorney has formally signed off on the iterations that were passed by the Cook County Board. The ordnances have not been challenged by the courts to date. Mr. Rogers said that Cook County did not exempt themselves but they did exempt federal, state, and local governments from both ordinances. Trustee White noted that it isn t just the minimum wage but the effect on the wages above it. When talking about the numbers, he would like to be sure that the Board has numbers not just of the economic effect of those who are moving with the minimum wage, but also the effect of the entire scale of wages within Glenview. There was discussion about whether or not a workshop was needed in light of the short time until the ordinances are set to become effective on July 1st. Trustee Britton will not be available to attend the June 6th meeting but he would very much like to vote on this matter. He would like to hear as much input as possible on May 16 and a workshop can be scheduled at a later date if needed. Attorney Patt said this matter could be considered at both meetings in June. Trustee White asked when the Chamber would complete its survey. Mr. Rogers those findings would be ready for review by May 10th so they could be added to the Board meeting packets. President Paterson asked Mr. Rogers to add this topic to the May 16th agenda.

20 EXCERPT FROM MINUTES OF THE MAY 16, 2017 BOARD OF TRUSTEES MEETING k. First Consideration of a Text Amendment to Chapter 22 of the Glenview Municipal Code regarding the applicability of Cook County s Paid Sick Leave & Minimum Wage Ordinances within the Village of Glenview. Approved Due to a conflict of interest, Trustee Khoja recused from discussing item 11k. He then left the meeting. Village Planning Manager Jeff Rogers stated that the Village Board previously heard a summary of the approved Cook County ordinances related to sick leave and minimum wage at their May 2nd meeting. The ordinances were approved by the Cook County Board in October 2016 to be effective July 1, As a home rule community, Glenview has the power to opt out of both ordinances. The Village Board sought public feedback. Specifics of the two Cook County ordinances were reviewed. They are fully outlined in tonight s meeting packet material. Subsidized temporary youth programs, subsidized transitional employment programs, and employees of state, federal and local government units are exempted, including school districts and other local governments. Cook County did not opt out so it will increase wages to $10 effective July 1, The Cook County Board provided draft rules with exception categories and the procedure to enforce the ordinances. The rules are expected to be adopted in June. The draft rules include the state s requirements related to minimum wage employees under 18. Exemptions are still under discussion at the county level. The rules may additionally include exemptions for religious organizations and consideration of not-for-profit organizations. A list was shown indicating communities that will comply, opt out, or are undecided. Options for consideration are: (a) Take no action Glenview businesses that meet the requirement must abide by the county s ordinances; (b) Opt out of either of the two ordinances; (c) Opt out of both ordinances (d) Adopt a local ordinance establishing a separate set of rules. The Glenview ordinance is representative of Option (c). The ordinance can be amended to reflect the requirements of Option (b). To pursue Option (d), a new ordinance would be presented at a future meeting. Each speaker was limited to three minutes. (1) Mr. Jay Stewart, 69 W. Washington, Suite 2900, Chicago, said he works for the Cook County Bureau of Economic Development. He read into the record a letter from Cook County Board President, Toni Preckwinkle (included in the meeting packet), which outlined her reasons for supporting both ordinances. (2) Mr. Jim Martin, 823 Clover Court, is the Glenview Chamber of Commerce president. He read his letter into the record requesting that the Village Trustees opt out of both Cook County ordinances because they are onerous to the members of the Chamber. The Chamber s position reflects the response to the survey sent to its members. (3) Mr. Michael Lucci, 3258 N. Racine, Chicago, is a researcher at Illinois Policy Institute. He addressed the economic effects of minimum wage increases. Many statistics show that Illinois has the 2nd highest youth unemployment rate and highest black unemployment rate in the US. Those are the groups that will lose job opportunities if the minimum wage increases. Cook County passed a soda tax to gain revenue and

21 reduce soda consumption. Increasing minimum wage could cause some employers to hire less skilled labor. Increasing minimum wage would raise the lowest skilled wage level by over 60%. Studies by the National Bureau of Economic Research (surveys minimum wage studies), Stanford, and Harvard Business School indicate the negative effects when the minimum wage increases. A question about home rule units opting out was an issue raised with the Cook County Board. This could be challenged in court at the county level. (4) Ms. Harvna Izumi, 512 Glendale Road, Glenview, was empathetic to those who are impacted by low wages and not having paid sick leave. People in bad health tend to go to work rather than lose needed income to feed and support their families. Workers who are sick should stay home to recover. Workers should have the right and opportunity to care for themselves. The lives of workers will positively change if they are given paid sick time and the minimum wage is increased. This will benefit the community. (5) Ms. Leslie Simon, 723 Pleasant Lane, Glenview, said after college she started a job in 2001 at a garden center for $8 per hour. She was promised a raise after six months. When this didn t occur after three years she changed jobs. Working for such a low wage was humiliating. She felt anyone working part time or full time should get more than the current minimum wage. She was in favor of the Cook County ordinances. (6) Ms. Terry Adams, 1717 Linneman Street, Glenview, said she is passionate about minimum wage and paid sick leave. Everyone deserves a living wage. At $8.25 an hour, it takes over a year to earn $17k. Glenview s annual median income exceeds $93k. People making minimum wage may not live in Glenview but they work here and should be valued. As a human resource director she wants sick employees or those with a family member or child who is sick to stay home. The proposed paid sick leave promotes a basic human decency that is fair and adequate. She favors approval of the Cook County ordinances. (7) Ms. Rosalie Amos, 3900 Rugen Road, Glenview, feels fortunate to live in Glenview, which is a privileged compassionate community. Residents of other communities may not be as fortunate. If the Village adopts the Cook County ordinances it will make life a little easier for the vulnerable members of Glenview. (8) Ms. Karen Aldrich, 2105 Trowbridge Court, Glenview, said she represents the 66% of Glenview voters who support a higher minimum wage and the 47% who support paid sick leave. It is a moral issue. Glenview has 3,445 families living on less than $15k per year and 6,548 families earning less than $25k per year. Glenview s median annual household income is $93,240. Glenview can afford to raise the minimum wage giving everyone an equal opportunity to support their families. Paid sick leave provides long term cost savings because it increases productivity and stability, and decreases coworkers from getting sick in the work place. As a registered nurse she has always advised people who are sick to stay home. If they don t they could feel worse or may need to go to the emergency room. Having healthy workers at restaurants where food is served keeps the community healthier. She favored approval of the Cook County ordinances. (9) Ms. Meredith Morgan, 1145 Raleigh Road, Glenview, said approving the county ordinances will benefit the Glenview community. Scare tactics are not true. People won t lose their jobs if the minimum wage is increased. Often times when the employment rate increases, unemployment decreases. Increasing minimum wage will reduce job turnover and build up our communities. Workers would have the ability to care for themselves and their children, and ultimately reduce dependence on public assistance programs. By not opting out Glenview would be a leader among other communities, and she would be proud.

22 (10) Ms. Katherine Hughes, 3352 Thornberry Drive, Glenview, corrected Ms. Aldrich s comment saying that actually 74% of residents supported paid sick leave. Her job does not provide paid sick leave, so sometimes she goes to work sick. Illness often brings extra expenses for a family such as the cost of doctor visits. Regarding minimum wage, by 2020 a 40 hour workweek at $13 per hour would pay $520 per week in gross income. This amount won t go far in Glenview. When she hires workers as part of her job, she found that better wages created better attitudes in her workers and a better experience for everyone involved. (11) Mr. Nick Philippas, 2225 Pinehurst, Glenview, operates four Glenview businesses; two are restaurants. 40% of the gross revenue is payroll. If the minimum wage is increased, by 2020 his payroll would be close to 60% of gross revenue. This is an unworkable situation. He pays workers above minimum wage but he would be affected by the proposed paid sick leave. Cook County pays the highest property taxes, it now has a soda tax and he just received a letter stating that the county wants to add an entertainment tax on cable television which is already being taxed. Businesses are always asked to make up for a shortfall. Complying with the Cook County ordinances may not be affordable for businesses. One of his businesses can be moved to Lake County. He understands the minimum wage issue to help people survive, but certain minimum wage jobs were not created for careers. The ordinances may result in customers paying more for products that cost less in other communities where labor is cheaper. (12) Ms. Ann Yoshida, 1135 Pam Anne Drive, is the co-president of the League of Women Voters in Glenview/Glencoe. The Village must weigh the interests of concerned business owners against the merits of an ordinance that would approve the earning power of our lowest paid workers. In 2014 and 2016, Glenview voters were in favor of sick leave accrual and increases in minimum wage, noting that the endorsement of minimum wage related to a statewide question. Minimum wage has not increased in 7 years. According to the Economic Policy Institute, after adjusting for inflation today s minimum wage is at its lowest real value since The Village sought input from the Chamber of Commerce, which favors opting out. Almost 48% responded that the ordinances would have little or manageable impacts on their businesses. She hopes the Village seeks input from citizens who applaud the efforts of the Cook County Board related to minimum wage and accrual of sick leave. She asked the Board to consider all segments of the community when considering the issues at hand. Several suburbs have opted out. The League is hopeful that Glenview will make an independent and compassionate decision that is in the best interest of the community. (13) Mr. Mike Rogers, 9412 Springfield Avenue, Evanston, is a Glenview business owner that has additional facilities in two other states. He supports increased minimum wage and already pays his employees above the current wage and he provides paid time off (more than just sick leave). His business competes locally and nationally. Wages are lower in the other two states where his company operates. He will be impacted if the costs continue to climb. His company will continue to grow but it may be necessary to move some of the work to the two other states and he would need to invest in capital expenditures to reduce labor pool costs. He believes Glenview can meet the needs of businesses and workers by developing an alternative plan. (14) Ms. Betsy Baer, 2222 Chestnut, Glenview, is executive director of the Glenview Chamber of Commerce. She corrected an earlier statistic, that is, actually 51% of survey respondents stated that the ordinances would negatively impact Glenview businesses, and almost 13% said it was manageable and almost 35% said there would be little or no impact on their businesses.

23 (15) Ms. Betsy Martin, 1513 Pebble Creek Drive, Glenview, asked the Board to comply with the Cook County ordinances. All workers should receive a wage that support basic living needs for them and their families, and have the ability to care for themselves and their loved ones when sick without foregoing groceries. She is included in the 66% of Glenview voters who favor increasing the minimum wage and 74% that were in favor of paid sick leave. She asked the Board to listen to the voters. She submitted a packet of statistics indicating the benefits to communities, workers, residents, and businesses when these types of ordinances are adopted. (16) Mr. John Berquist, 2131 Linneman Street, Glenview, shared his experience with minimum wage increases. At the end of 2007, the minimum wage was $6.50 in Illinois and Wisconsin. By the end of 2008, Illinois increased the wage by $1. The higher minimum wage caused the company where he was a CFO to lose 10% of their customers including SE Johnson and reduce 100 jobs. Ultimately the business decreased each year with most jobs being lost to competitors in Wisconsin, or the customers moved to Wisconsin. Increasing minimum wage affects employment. He asked the Board to opt out of the County ordinances. (17) Mr. Bart McGuinn, Abt Electronics, 1200 N. Milwaukee Avenue, Glenview said Abt pays above minimum wage. Paid sick leave is unnecessary and unfair. Abt has won awards for being a best employer due to its existing rewards package. Many municipalities have already opted out. (18) Mr. Tom Amos, 3900 Rugen Road, Glenview, said these issues have been discussed in villages, cities and at the state and federal levels in the past but the arguments remain the same, that is, increasing minimum wage will hurt businesses and the economy and jobs will be lost. We know this has not occurred by looking at the various economies. The Board heard from business owners and associations related to business owners, but it also needs to hear from workers about their difficulties at living with an unfair wage. Most Glenview citizens have the ability to pay a little more for a hamburger or lawnmower. Some people think that those who will get paid sick leave may abuse it. He thought they won t abuse it any more than any other group. Many Glenview citizens support minimum wage and paid sick leave. History shows that treating people fairly has never caused a catastrophe for others. (19) Ms. Sara Landri, 615 Glenshire Road, Glenview, is against increasing the minimum wage. She works for Hackney s which employs about 175 people. This is a labor-intensive industry. An entry level workforce is necessary for high school and college students to learn in a safe environment. It is a good place for those who lose their real jobs due to the economy or divorce and need a quick fix for their cash flow. Those in the $9 and $10 per hour wage range must also be bumped up. Those who work for tips at Hackney s earn $15 to $20 per hour plus the $4.95 per hour wage. This is an unfair prohibition against tip sharing with kitchen employees. Hackney s doesn t support increasing tipped employees when they are already making $15 to $20 an hour in tips alone. The projected impact of $200k will be problematic for Hackneys because they don t want to borrow money. People may not be willing to pay more for the price of a Hackney s hamburger. Hackney's doesn't support an increase in minimum wage. (20) Mr. Joe Bredemann, Bredemann Ford & Lexus, Glenview said the company has 350 employees. 75 earn minimum wage. Not every company has workers that fit into this category, but a number of businesses do which may explain the disparity in the survey responses. He felt responses would be significantly different if only companies with minimum wage employees were surveyed. The expectation is that people who work for minimum wage will eventually progress to better paying jobs. Minimum wage jobs build character and experience. He wondered if the Cook County board and the city of Chicago should artificially raise rates, or if the market should determine rates. All retail businesses are under pressure because their margins are shrinking. The Cook County ordinances don t take into account health insurance

24 benefits paid by companies or the cost of matching 401k contributions or the costs of uniforms and paid vacations. (21) Ms. Sara Beth Salzman, 3567 Thornwood Avenue, Glenview, said she and her husband have sick leave days which is very important to her, especially since she has children. Her background is in social work and education. The Village can give individuals the opportunity to take control of their finances and help support themselves and their families. Ultimately this is what people want to do. She understands the financial argument given by business owners, but low income workers also have financial difficulties in buying groceries or renting a space to live. This is not where businesses should look to save money. She encourages business owners to look at other cities where minimum wage has increased. They will find that very small to no negative consequences have occurred. This is based on real numbers rather than projections. She noted that 80% of minimum wage workers are over 21. It is a growing experience that builds character but minimum wage is also insulting because bills need to be paid and workers need to support themselves and their families. She hopes the Village will adopt the Cook County ordinances. (22) Ms. Marian Caporusso, 118 Princeton, Northbrook, said she worked for 40 years divided between the city of Chicago and the state of Illinois. She is very happy to live in Glenview. She previously worked in rehab services. While in rehab services she was exposed to MRSA and the Norovirus. It is obscene for people in service industries to have to go to work sick. Service workers, such as those in health care and assisted living, need to have paid sick leave that accrues because they have been working. She saw a tremendous staff turnover in her mother s assisted living facility which greatly impacts the delivery of services. This is caused by not building character with the CNAs and nursing assistants. They are earning a living and providing for their families. She hopes the Village does not opt out of the paid sick leave or minimum wage ordinances. It will help her when she goes to a restaurant and help knowing that her mother would get care from people who earn a living wage. (22) Ms. Catherine Caporusso, 2534 Essex Drive, Northbrook, said doesn t want daycare children exposed to sick caregivers and she doesn t want to eat in restaurants where the workers come to work sick to save their jobs. She has a friend with children who earns at or near minimum wage and her husband had a heart attack and now is now out of disability benefits. It is one of many stories. The current minimum wage is not enough for a single parent to live on. The money from increasing minimum wage will go back into the community because more will be spent on groceries and services. Her financial and moral argument was in favor of the minimum wage increase. She felt it was the right thing to do for many reasons. (23) Ms. Charmaine Conaghan, 1328 Bennington Court, Glenview, spoke at the last meeting to ask the Board to opt out of the Cook County ordinances. Her business serves senior citizens. Rising labor costs will force her and her competitors to raise prices, which compromises the level of services, the seniors, employees, and associated businesses. Her caregivers are paid above the current minimum wage and they are greatly valued. Increasing the minimum wage will affect the most vulnerable seniors because they won t be able to pay for live-in caregivers. The market should dictate labor practices, and the government should not involve itself in employee benefits such as sick leave. Minimum wage and paid sick leave should be addressed by the state not the county. Doing otherwise causes undue pressure on residents and creates an unfair atmosphere for small businesses in Cook County. Glenview may lose businesses to Lake County. (24) Mr. Chuck Hartogh, 9212 N. Ashland, Niles, asked the Board to opt out of both ordinances. He is a member of the Glenview Chamber of Commerce and president of the Niles Chamber. He reviewed the

25 survey results from the Glenview Chamber and Village of Glenview and talked with many businesses. The Cook County mandates for sick leave and minimum wage are unfair to businesses. Those who don t like what is offered by the company they work have the opportunity to seek employment elsewhere. Those who work at the minimum wage for years should consider honing their skills to improve their job opportunities. People don t change if things are simply handed to them. Cook County should not tell businesses what to provide their employees. People sometimes need a safety net, but they also need incentives. (25) Dr. Richard Rossman, 330 Waukegan Road, is a Glenview business owner. His employees are paid above the current minimum wage. But the Cook County ordinances will affect other businesses. He is concerned about the paid sick leave ordinance because he doesn t have a computer program that can track the hours and it will be difficult for small businesses that don t have a payroll department. Cook County has not made a concession for the extra accounting work needed to comply. The paid sick leave ordinance is a poorly conceived idea. He asked the Board to opt out. At this point, President Patterson closed the public comment period. President Patterson clarified that a minimum of four affirmative votes are required for approval of the proposed Village ordinance. Trustee White said taxation has a tendency to reallocate assets by taking from one to give to another. The Cook County ordinances are moving income from business owners and giving it to the workers. Businesses will have to absorb the cost of complying with the ordinances. He felt that minimum wage and paid sick leave issues should be solved at the state level because it is not a function of the Village to move income from one person to another or from one entity to another or one segment of society to another. The function of the Village is to provide the community with fire and police services, roads, and so forth. The Illinois Senate passed the minimum wage law last year but the matter is still in the House. The state should set minimum wage so it is uniform and universal throughout Illinois. The Cook County ordinances allow some communities to opt out which causes inequality and puts businesses in one town in competition with neighboring towns and counties. He didn t advocate for or against the minimum wage increase or paid sick leave proposed by Cook County because he felt these matters are for the state to decide. Trustee Britton agreed with Cook County president Toni Preckwinkle s written comment that a healthy workforce benefits us all. Paid sick time benefits everyone because people will stay home when they are sick. A recent survey of food workers showed nearly 90% went to work sick. His firm provides sick leave because healthy employees are more productive. His employees are paid more than minimum wage but he understands that it can cut into profits causing some businesses to pass along the cost. Full time workers making minimum wage in Glenview can t raise a child that is not in poverty. He was unsure that Washington or the state would address the issue of minimum wage. The Village Board cares about the issues on the political left and the right because they affect people s lives. He reviewed statistics from a number of studies concluding there is no significant measureable increase in unemployment due to increasing the minimum wage. The current wage at the federal level has remained the same since When inflation goes up, minimum wage goes down. Rent in Glenview is unaffordable for low income workers. He doesn t believe that a free market exists. Glenview has given benefits to businesses to remain in the community. There is a war against the people who have and those who have not. From a faithbased perspective he supports increasing minimum wage. He has seen meanness in society over the health care law issue. He believes Glenview businesses can afford to increase minimum wage. He quoted President Franklin Roosevelt s position on the need to pay employees a living wage. He was in favor of the Cook County ordinances.

26 Trustee Karton said the Village Board represents Glenview and does what is best for the residents regardless of their political position. Last year she voted in favor of a statewide minimum wage increase. She was proud of the Illinois legislature when the minimum wage increased in Full time workers at Walmart, for example, should make a living wage. Some of those employees get government assistance so they are being subsidized anyway. There is a difference between sick leave and paid time off (not limited to only being sick). The minimum wage bill passed by the Senate would apply only to workers who are at least 18 years old, but this provision is not in the Cook County ordinance. She has heard some people ask if it s appropriate for kids who work part time to get paid time off or sick leave, and eventually earn $10, 12 or 15 per hour. She prefers having a statewide minimum wage that starts at age 18. She is uncomfortable with the automatic increases because profits don t automatically increase while material costs do. She agreed with an earlier comment that Glenview residents can afford to pay more, but will they? She used Home Depot and Lowes as example. If Glenview does not opt out but Northbrook does, the Glenview prices at Home Depot may be higher than Lowe s in Northbrook due to the increase in minimum wage. Glenview residents and those we serve would be hurt. The Village helps people and recognizes it is an appropriate role as a unit of government. She was concerned that food service workers are not included in the subject discussions. Their increase of minimum wage per the Cook County ordinance will come next year. She favors opting out but does support the concept of the Cook County ordinances. Trustee Hinkamp said many business owners stated that they pay their employees more than minimum wage or provide paid time off. This is a choice and they were not forced to do it. He believes a free market exists. A point was made tonight that raising the minimum wage puts money back into the community, but businesses making less money could choose to hire fewer employees, cut back on holiday parties, etc. which takes money out of other people s pockets. Increasing minimum wage will continue to keep people at the bottom of the rate scale by definition. McDonalds now has kiosks to order meals, which impacts jobs but saves the company money. Raising the minimum wage as proposed is counterproductive because it will hurt people. He noted that the unemployment rate only counts those looking for a job. It doesn t factor in those who are discouraged or are currently out of the job market. Trustee Jenny said many people are passionate on both sides of the issue. Making a commodity more expensive will result in having less of that commodity. It is a choice between an imaginary job paying $15 per hour or a real job earning what the business can afford to pay and remain in business. There are laws of supply and demand. His one employee gets paid sick leave and health insurance which helps avoid staff turnover. It has been implied tonight that those who support opting out are mean, immoral, short-sighted, lack faith, do not care, lack compassion, etc., but it s not true. He wants full employment and helps those who need it the most. But pricing an ample commodity out of the market freezes out those we want to help. The Trustees should not dictate to Glenview business owners what they should provide to their employees. President Patterson felt this was a state issue rather than a local issue. Years ago the Village opted out of a smoking ban which was then changed by the state months later. It is best when a decision is made affecting everyone across the state. He did not support having towns essentially compete against each other. Trustee Jenny motioned to approve opting out of both County ordinances, seconded by Trustee White. On roll call: AYES: Trustees Hinkamp, Jenny, Karton, White

27 NAYS: Trustee Britton ABSENT: None RECUSED: Trustee Khoja Motion carried Because the vote was not unanimous, it will not be on the consent agenda at the next meeting. This matter will have a second consideration at the Thursday, June 8, 2017 meeting of the Village Board.

28 EXCERPT FROM MINUTES OF THE JUNE 8, 2017 BOARD OF TRUSTEES MEETING 10. OLD BUSINESS a. Second consideration of a Text Amendment to Chapter 22 of the Glenview Municipal Code regarding the applicability of Cook County s Paid Sick Leave & Minimum Wage Ordinances within the Village of Glenview Due to a conflict of interest, Trustee Khoja recused from discussing item 10a. He then left the meeting. Village Planning Manager Jeff Rogers said the Village Board voted 4-1 on its May 16th meeting to opt out of Cook County s paid sick leave and minimum wage ordinances. The Illinois minimum wage of $8.25 was established in The Cook County ordinances will take effect on July 1, 2017 implementing requirements for accrued paid sick leave and minimum wage in unincorporated Cook County and participating jurisdictions. The ordinances were summarized in detail as outlined in the meeting material. Since the last meeting, the state passed a bill through the house and the senate to enact a $15 minimum wage by 2020 for workers 18 years of age or older. It also includes a provision for tax relief for businesses with 50 employees or less, and wage increases for employees 18 years or younger who work more than 650 hours per year. The specifics of the County s paid sick leave and minimum wage ordinances remain unchanged from the previous presentations. He noted that employees who receive gratuities have a $4.95 minimum wage that would increase by a percentage each year. Most other minimum wage employees would be paid $10 per hour effective July 1, Mr. Rogers reviewed an updated list of communities who voted in favor of or against the two ordinances and those that remain undecided. All correspondence from the public about this matter was distributed to the Village Board. President Patterson opened up the public comment period. Each speaker was limited to three minutes. (1) Ms. Raffulin Ponce de Leon, Dearlove Road, unincorporated Glenview, supports the minimum wage increase and believes the community should think about how to care for minimum wage workers and the community. Glenview must keep up with rising inflation. The proposed minimum wage will benefit those who serve the Glenview community. (2) Mr. Kevin Mullarkey, 2200 Ridge Drive, is a partner in a Glenview business. Businesses in northern Cook County like Glenview face a number of un-competitive taxes compared to Lake County, such as a gas tax, the county s forthcoming beverage tax (sweet tax), alcohol tax, etc. Businesses deal with a competitive local market place as well as those who shop online. His company provides fair wages and fair benefits which he supports. But northern Cook County businesses have to compete with Lake County. Every tax and fee put on a business cannot be passed onto the consumer. He favored opting out. (3) Ms. Nancy Mullarkey, 105 Dartmouth Court, Glenview, didn t attend the last meeting but saw it on the Village website. She carefully listened to the comments and noticed that those in favor of opting out cited their principles, philosophies, and assumptions. Some felt that Cook County was doing something that should be done by the state but probably won t. Only Trustee Britton cited facts when he shared his support of the two ordinances and dispelled the concept that an increased minimum wage leads to increased unemployment. In zip code 60026, the median income of those receiving assistance from SNAP is $17,400 per year or $8.36 per hour for a 40 hour work week. A single mother of two earning minimum wage qualifies for $342 in monthly in assistance. According to the Bureau of Labor Statistics, ¾ of

29 minimum wage earners are over 20 years of age. Taxpayer dollars pay for SNAP and programs. The Village gives tax incentive to businesses but doesn t require businesses to pay a living wage so tax dollars don t go to support welfare. (4) Ms. Kelly Golding, 1312 Oxford Lane, Glenview supports the two ordinances. True leadership in government involves caring for its most vulnerable citizens and ensuring that a full time worker can earn a livable minimum wage and have the ability to heal at home when sick. At the last meeting, with the exception of Trustee Britton, she was surprised and disappointed in the reasons given by the Trustees for opting out. They have the opportunity to make an impactful difference in the lives of low wage workers. Voting in favor of the ordinances could change these people s lives and the lives of their families for the after the last meeting, she thought about the Character Counts program, which is emphasized in Glenview schools. She spoke about the six pillars in regards to the two Cook County ordinances. Constituents trust that the Village will abide by their overwhelming support to raise the minimum wage and provide paid sick leave to Glenview workers. Low wage workers will not have to resort to public assistance and gives them a day to rest from an illness, which shows respect. The Village Board should make its decisions about the two ordinances based on evidence rather than fear. Evidence shows that an increased minimum wage won t hurt local businesses. Workers should be paid a fair wage for a fair days work. Caring ensures that a full time worker has a livable minimum and can stay home when sick. Citizenship gives a voice and extends rights to Glenview s most vulnerable citizens. Not opting out will show that Character Counts in Glenview. (5) Mr. Kevin Roos, Dearlove Road, Glenview, said he can t comprehend how someone could survive on minimum wage. He makes a good salary and it boggles his mind that in 2017 there are people who work full time without any time off, and they have to live on $17K per year. Even at $13 per hour by 2020, it is still amazing that anyone could survive on $27K per year and be expected to save for retirement, have children, etc. He hopes the Village Board considers this when voting on the county ordinances. (6) Mr. John Kozik, 921 Harlem Avenue, Glenview, asked that the Village opt out of the ordinances. (7) Mr. John Weiss, 1402 Tuscany Court, Glenview, operates an Ace Hardware, which hires part time kids and older people. Employees are paid above minimum wage and they get profit sharing, a pension plan, and sick leave. The $1 increase per year for minimum wage over the next few years is not beneficial to small businesses. The government doesn t need to tell business owners how to operate their businesses. It s a misconception that businesses can increase prices when wages go up. The hardware business competes with Home Depot, Lowes, drug stores, etc. If businesses must pay more to very young and older people, it will cut into profit margins. Prices can t go up enough to offset those costs. He favored opting out. (8) Mr. Michael Kreloff, 1926 Waukegan Road, is a Northbrook resident with a law office in Glenview. He is also the elected democratic committeeman of Northfield Township. The Glenview Chamber of Commerce is not against business and neither is the Village Board. Since 1933, the government has been telling businesses what to do in terms of minimum wage, and this will continue. All businesses compete with other businesses. The Village Board can t create a level playing field. Some towns are opting out of the ordinances and some are not, but most will comply. In a non-partisan referendum, the Glenview voters supported a minimum wage increase. The ordinance isn t perfect, but it s an effort to move things forward and help workers and businesses. Studies indicate raising minimum wage will be good for our community in every way. He suggested that the Chamber and others try to get Lake County to raise their

30 minimum wage and to work with the Governor to sign the minimum wage bill. For Glenview to opt out in order to undercut what is going on in the market is not the proper way for Glenview to go. (9) Mr. Clint Brown, Higgins Road, Rosemont, is a concerned citizen and a representative of the United Food and Commercial workers Union (food retail sector). He asked the Village Board to not opt out of the ordinances. Workers need dignity to uplift them. The minimum wage increase will help them. When workers are ill, staying home is best for the customers where they work especially if they work with food. As citizens and taxpayers, people should pay their fair share. He hoped the Village Board will consider the 66% of voters in favor of minimum wage increase and 73% who support paid sick leave. (10) Ms. Betsy Martin, 1513 Pebble Creek Drive, Glenview, read a letter from David Orr, Cook County Clerk, who was unable to attend this meeting. The letter urged the Village not to opt out of the two Cook County ordinances, citing that raising salaries across the county has an overall positive impact. When people have more money they spend more. The average low wage worker is 35 years old. Many have families to support and bills to pay. More than half rely on public assistance to make ends meet because corporations like McDonald s won t pay them a fair wage. There is no easy answer for maintaining a successful business while paying employees good wages, but when everyone earns a fair decent wage, they can afford a few cents more for a Big Mac. Ms. Martin read further and then provided her personal comments. The minimum wage has not been this low since It is mind boggling that people have to raise a family and save money on wages that are at a 1952 level in real terms in today s economy. No one knows what the state will do, but if Glenview opts out, she hopes the Board will develop a plan that is better for Glenview workers. (11) Ms. Shiva Mohsen Sadeh, 3306 Lakewood Court, Glenview, is the legislative aide to state representative Laura Fine. She read representative Fine s letter to the Village which indicated that raising minimum wage is the right thing to do and it is an economically sound choice. Minimum wage earners working in Glenview have to supplement their low income with Medicaid, SNAP, Northfield Township Food Pantry, and the charity of religious institutions. Many are single mothers raising children. Earning a more livable wage would reduce their reliance on state, federal and local aid but it would also result in spending those higher earnings in local businesses. Des Plaines, Evanston, and other towns have made the decision not to opt out. Workers will go where they can earn more money. If Glenview opts out, free market principles tell us that our businesses will lose good workers and may have a hard time finding new employees. The Cook County ordinances may not be perfect, but the benefits they provide for the community outweigh the risks feared by some businesses. She urged the Village Board not to opt out. (12) Ms. Betsy Baer, executive director of the Glenview Chamber of Commerce, 2222 Chestnut, Glenview, said the state of Illinois has put forward an opportunity for a minimum wage vote involving the entire state. This would help small and large businesses to not be negatively impacted by an unlevel playing field. (13) Ms. Ann Yoshida, 1135 Pam Anne Drive, Glenview, is the co-president of the League of Women Voters of Glenview/Glencoe. At the last Board meeting, several trustees were displeased about weighing in on the minimum wage issue stating it was not in their purview, or that raising wages would put Glenview at a disadvantage amongst neighboring communities. Other concerns noted the possible disadvantages that businesses might face. There needs to be concern for low wage workers and the conditions under which they have to work. The Illinois General Assembly passed a minimum wage ordinance but it is sitting on the desk of the Governor who may never sign it into law. The lowest paid workers utilize state social workers which have been eliminated because there is no state budget. The Village could take a courageous stand to protect and promote the well-being of our lowest paid citizens by not opting out. By

31 not opting out, trustees in La Grange, Evanston and Des Plaines sent a message to their lowest paid workers that their rights matter as much as any other citizen in the community. We hope the same will happen in Glenview. (14) Mr. Joe Bredemann, 2000 Waukegan Road, Glenview, said the company has 60 people in the minimum wage category. These part time or entry level positions were never meant to be career positions. Bredemann hires people who are promotable from an entry level position in every case. No one is expected to support a family at that level. Bredemann helps workers move up the pay scale ladder into service or sales positions. Increasing minimum wage should be a state decision. Bredemann pays $600 per month in health insurance for single workers and $1,700 per month for family coverage. The ordinances don t consider insurance costs and other benefits. Raising the minimum wage will cause some entry level positions to be reduced because it s cheaper to pay overtime than pay for additional employees benefits. (15) Ms. Sherry Latasch, 1319 Pfingsten Road, Glenview, supports both ordinances. Income and equality are the country s biggest and most difficult problems and they are getting worse. In a demographic contrast between Glenview and Des Plaines, she found that Des Plaines has a median income of $65K compared to almost $123K in Glenview. Des Plaines median housing value is $423,400 and in Glenview it s $473, % of renters in Des Plaines pay rent that exceeds 30% of their income. Des Plaines did not opt out. She asked if Glenview businesses are different, special, or more fragile than those in Des Plaines, Skokie, Evanston or the communities without home rule that will be implementing the minimum wage and paid sick leave. She saw help wanted signs at some Glenview businesses and wondered why someone would work in Glenview if it takes only ten minutes to get to Des Plaines, Skokie, or Evanston. (16) Mr. Tom Amos, 3900 Rugen Road, Glenview, is part of the majority of voters who believe in better wages and paid sick leave. There are also constituents who are members of the Chamber of Commerce. Since the government has tried to pass increased wages, Chambers of Commerce opposed the legislation, yet businesses and constituents are doing well in Glenview. The Village Board needs to do the right thing for the less privileged by showing that Glenview can stand up and lead. It is not just our children s character that counts, but also his and that of the Village Board. (17) Mr. Angelo Nikoli, 733 Elmgate Drive, spoke on behalf of a committee to protect the workers of Glenview. The current minimum wage is unlivable. The minimum wage legislation is meant to ensure that workers are given fair compensation for their labor and that they are given wages they can live on. The current minimum wage of $8.25 does neither. The average rent for a studio apartment in Glenview is $930 per month. Full time minimum wage workers earn $1,320 per month before taxes or roughly $924 per month after taxes, which is $6 short of rent for a studio apartment. The Cook County ordinances would provide workers with a boost in pay that could make the difference between paying rent and utilities on time or simply being able to put food on the table. The proposed wage increases are not drastic but only minimal efforts to address the rising cost of living. By not opting out, the Village Board would show support for the community and its businesses. The workers make these businesses possible as they provide the services that everyone relies on. The people of Glenview demand that the county ordinances are approved. It is essential that all members of this community, especially the workers whose blood and sweat goes into making this community run, are able to afford food, water, and shelter. He asked the Village Board to make sure that Glenview employees are given the dignity of a fair day s wage. (18) Mr. Steve Ciliak, general manager of Heinen s Finer Foods said the company offers a generous compensation package which includes personal days and vacation time and pays more than the current minimum wage. Employees pay is based on merit. Entry level positions are not meant to be a career but

32 a start to a career. Based on performance and the employee s desire to achieve, they can grow into a position that is more of a career and also earn a higher wage. Heinen s pays fairly and supports opting out. (19) Ms. Leslie Simon, 723 Pleasant Lane, Glenview, heard that a number of trustees believe that minimum wage is not necessarily an issue that Glenview needs to concern itself with. Comments were also heard that the state should make decisions about minimum wage. If the state doesn t pass anything and Glenview opts out, she wondered how long it would take for the minimum wage or paid sick leave issues to come around for discussion again. If a state minimum wage does not pass, she hoped that the Village would draft an ordinance to increase the minimum wage for people that work hard. Not everyone is a corporate person. There are many jobs that are necessary for the community to function. She was against opting out. (20) Ms. Debby Fosdick, 1125 Pine Street, Glenview, read a statement written by Congresswoman Jan Schakowsky who strongly urged the Village Board not to opt out. Chicago s cost of living far exceeds that of downstate Illinois. The Cook County Board showed courage and progressive thinking by having Cook County wages and benefits keep up with those of Chicago. The intent of minimum wage is to be the floor of the labor market but it was not intended to lock workers into a life of poverty. The letter provided historical data about the Federal and Illinois minimum wage. Glenview residents care about those who dry clean their clothes, wash the dishes at their favorite restaurant, and so forth. 66% Glenview voters supported a higher minimum wage in a 2014 state referendum and 74% supported paid sick time in a ballot measure in The letter went on to ask readers to imagine supporting a family on $8.25 per hour ($17K per year). Some think that minimum wage workers are kids earning spending money but this is not true. 80% are adults over the age of 21 and many are supporting a family. Some must choose between paying rent and buying groceries, shoes for the kids, childcare, and other expenses. When a child becomes ill sometimes the worker has to lose a day of pay to care for the child or get fired for taking time off. Ms. Fosdick said we are not on a level playing field with other communities in Illinois based on income or affluence. Glenview is an affluent community and the wages paid should reflect that differently than a less affluent community. (21) Mr. Jim Martin, 823 Clover Court, Glenview is the president of the Glenview Chamber of Commerce. The Chamber s position has not changed since the last meeting. He questioned David Orr s economic examination of the price of a Big Mac going up only pennies in light of the minimum wage situation. Ray Kroc created an entire industry based on a business model that does not pay a lot of money for making French fries. Fries have a price and a profit margin and the model for that industry is dependent on having the cost of labor at a certain level. Restaurants do the same. The Chamber continues to support opting out. (22) Ms. Francine Barnes, 2218 Waukegan Road, Glenview owns a Kennel in Glenview with 8 employees, many who have worked there for 15 to 25 years. Her youngest employee is 22 years old and started at an entry position at minimum wage. He worked his way up and now makes more money. The company offers health insurance, paid vacation, and sometimes a paid day off when necessary. Often when that occurs she has to cancel appointments because the staff is not available to do the work. If she is forced to pay sick leave, she won t generate money to compensate for it. She wishes she could pay her employees more but the business doesn t have the income to sustain a high payroll. The real estate taxes on the business are $65K, and workmen s comp, etc. are very expensive. She understands both sides of the issue, but approving the ordinances would be detrimental to many small businesses. She urged the Board to opt out.

33 (23) Charmaine Conaghan, 1328 Bennington Court, Glenview, is strongly in favor of opting out because there is no level playing field among communities in Cook County and neighboring communities. Minimum wage is a state-wide issue. She values the caregivers who work at her senior care agency. She would like to pay them more but it s not possible on slim margins, and she can only charge seniors so much. She doesn t want to be forced to keep track of accrued sick time for each employee. In many cases she would be forced to pay for two employees to serve one senior when the current ratio is one to one. Approval of the two ordinances will cost her money and perhaps run her out of business. She has worked really hard and poured everything into her business for the last 6 years. She pays workers a decent fair wage and is competitive in her industry, but doesn t want others to decide how much she should pay her employees. (24) Mr. Chuck Hartogh, 1830 Pickwick, Glenview, operates a business in Glenview. He urged the Board to opt out because businesses should decide what to pay their employees. There are additional costs for employees including vacation time, holidays, health insurance, increased taxes, Workman s Compensation, etc. His workers are worth more than what they are paid but it is tough to pay more considering all the additional costs while trying to remain competitive. He asked the Village to opt out. (25) Elaine Sine, 9357 Hamsun Street, Des Plaines, went to school in Glenview. Her friend works for minimum wage at two jobs here and another in Chicago. Many people rely on minimum wage jobs. She wishes they only had to work one job so they could spend time with their families. She talked about an article about a domestic abuse situation, which may have had a better outcome if the person had been able to take off work with pay. By opting out, paid sick leave would not be available to many minimum wage workers. They suffer and should have a chance at a happy life. No one else came forward so President Patterson closed the public comment period. Commissioner Britton said that after the last meeting, dozens of people reached out to him. All were in support of the two ordinances and many asked him why he was the only trustee who did not support opting out. He noted that the Village Board has a consistent and unified message that they do what is best for the residents. The trustees personal experiences impact what they do. He shared a personal story about his grandmother. She had five children and had to get a job during the depression after losing her husband in a car accident. At that time, minimum wage was 25 cents per hour. There were few opportunities and no social security, Medicare, Medicaid, or food stamps. Making ends meet on minimum wage in his grandmother s situation would be almost impossible to consider today. He hopes no child goes to bed hungry in Glenview. A safety net is in place through the Northfield Food Pantry, SNAP program, social security, and so forth. People today earning minimum wage must make difficult decisions in terms of what bills can be paid. The small increase in minimum wage ($8.25 to $10) won t put them at a subsistence level, which in Cook County is $12.50 per hour. He sympathized with businesses and knows it s not easy, but it s wrong to make people live in poverty when we don t have to. Trustee Karton voted to raise the minimum wage on the statewide referendum. She was concerned that the Cook County minimum wage didn t start at 18 years of age, it wasn t statewide, and it had a cost of living increase continuing forever. From tonight s discussion it appears everyone is in favor of a statewide minimum wage. She encouraged residents to call the Governor so he knows there is support for the statewide legislation. She agreed with comments about McDonald s and Walmart. If she could, she would create an ordinance that targets huge companies requiring them to increase wages. But the choice before her this evening is whether or not to opt out of the two Cook County ordinances. She supports opting out but hopes that everyone advocates for the Governor to sign the statewide bill that has already passed the State House and Senate.

34 Trustee Karton motioned to approve opting out of county ordinances seconded by Trustee Hinkamp. On roll call: AYES: Trustees Hinkamp, Jenny, Karton, President Patterson NAYS: Trustee Britton ABSENT: Trustee White RECUSED: Trustee Khoja Motion carried President Patterson said if job opportunities gravitate to other communities, the market will raise Glenview s wages. We are at risk that some of the jobs will leave as a function of the wages going up. Owners have only so many dollars to pay towards a particular part of the business.

35 EXCERPT FROM DRAFT MINUTES OF THE DECEMBER 4, 2018 BOARD OF TRUSTEES MEETING a. Discussion and report: minimum wage and sick leave advisory referendum. Planning Division Manager Jeff Rogers reported that, at the last meeting, the Village Board requested information about the outcome of two advisory referenda included on the November ballot related to Cook County s minimum wage and earned sick leave ordinances. He provided the specific language of the questions. County-wide, 84% of voters supported minimum wage and 15% opposed it; 89% supported earned sick leave and about 10% opposed it. When attempting to remove responses from precincts not within or partially within the Village proper, it is estimated that approximately 76% supported and 23% opposed the minimum wage; 82% supported and 17% opposed the earned sick leave. The $8.25 Illinois minimum wage was established in The 2017 Cook County ordinance approved an $11 minimum wage effective July 1, 2018, with a scheduled increase in 2019 to $12, in 2020 to $13, and an annual increase every July 1 st between 0% and 2.5% (whichever is less). The Cook County ordinance requires that any employee who works at least 80 hours within a 120-day period shall accrue one hour of sick leave for any 40 hours worked up to a maximum of 40 hours per year. 50% of the unused accrued sick leave can be carried over from one 12-month period to the next up to a maximum of 20 hours. Employers can choose to not allow use of accrued sick leave during the first 180 days of employment. Unused accrued sick leave has no cash value. About 80% of Home Rule municipalities throughout Cook County opted out of Cook County s minimum wage and sick leave ordinances in Since then, two communities repealed their local ordinances to opt back into the Cook County ordinances. At least one municipality is reconsidering the matter in Springfield has no pending legislation at this time related to minimum wage or paid sick leave, although there continues to be discussion. Comment Period: Speakers were limited to 3 minutes each. (1) Mr. Rocky Sapienza, 1911 Pickwick Lane, operates a specialized manufacturing company where unskilled labor is hired. Employees are taught many skills that can be used to move up in the company or taken elsewhere. Based on year-end profits, bonuses are given. Approval of the proposed minimum wage increase would detrimentally change the hiring policy as new people would earn a higher wage than existing employees. The company would likely consider moving to a more business-friendly community. (2) Ms. Mary Venezia, Johnny s Kitchen & Tap, said it s hard to find a solid work force due to the number of new and existing and restaurants. Johnny s Kitchen & Tap pays more than minimum wage. The proposed increase would bump up the pay rate for existing employees. Current profit margins are already being squeezed. Raising the minimum wage would make it hard for small companies to survive. (3) James Anderson, 111 W. Washington St, Chicago, spoke on behalf of Leaders of a Strong Economy, a group of commercial and nonprofit business employers who support a progressive economic agenda. Low wage businesses benefit from minimum wage increases since it puts money into their customers pockets. The fight for a $15 minimum wage began in That amount is worth $16.17 today, which is getting close to a living wage. People earning less cannot meet their expenses so often they depend on family support or government benefits. Slowing increasing minimum wage as proposed moves it closer to becoming a living wage. He asked the Board to opt into the Cook County ordinance. (4) Matthew Brown, 4146 Miller Drive, Glenview, is a Chamber of Commerce member and an attorney. He has been dealing with Chicago and Cook County law and represents clients involved in HR and employment issues. The Cook County sick leave ordinance involves paid sick leave and related administrative costs, such as notice requirements and when employees must provide notice to take sick leave. Companies who currently pay more than the sick leave requirements must reevaluate their respective policies to ensure they comply with the ordinance in order to avoid litigation.

36 (5) Mr. Gary Glenn, 4344 Regency Drive, Glenview, operates a commercial production business that hires untrained, unskilled workers at $10 to $13 per hour. Workers are trained and merit increases are usually given after 90 days. As skills improve, there are opportunities to grow in the company. Employees who started at $11 and worked up to $17 per hour will see new hires starting at $14 or $15. The company provides ten personal days after one year and can earn up to 15 days over time. if the ordinance is approved, personal days may be eliminated and he will consider moving the company out of Glenview. (6) Ms. Sheri Latash, 1319 Pfingsten Road, represented the League of Women Voters on the sick leave ordinance. The Glenview Village Board was asked to read the 436-page comprehensive and thoughtful paid sick leave and minimum wage report developed by the Village of Wilmette s Working Group. Wilmette s Village Board considered the responses to a number of questions and source data gathered by the Working Group and then unanimously voted to opt into the Cook County paid sick leave and minimum wage ordinances. She provided a copy of the first few pages of the report and a summary of how data was used. (7) Mr. Chris Kruger, 2022 Dodge Avenue, Evanston, said there is a depth of suffering for working people. Employers who pay more than minimum wage likely can t find anyone to work for minimum wage. Those living on minimum wage often don t have enough money to travel to work. Over the last 40 years, Americans have been persuaded by a bankrupt philosophy on the supply side that minimum wage and child labor should be eliminated, and leave things up to the market. Over time we ve had many wars, highest levels of incarceration, high rates of suicide, mental illness, violence and more. Two generations of college educated Americans cannot buy homes. Workers need a better minimum age to survive. (8) Mr. Mark Mitchell, 1623 Canterbury, Glenview, is a Chamber of Commerce member and represents a charity and a startup company. He explained that both will be negatively affected in financial terms if the Village opts into the two ordinances. (9) Rev. C. J. Hawking, Executive Director of Arise Chicago, is a group within a coalition that helped get the Cook County sick leave ordinance passed in Chicago and then in Cook County. She is in a group of faith leaders who began in 1991 to vocalize the moral voice of vulnerable workers and vulnerable families. She urged the Village Board to opt into the Cook County sick leave ordinance. There are minimum wage workers in Glenview who can t make ends meet, or take a day off of work to see a doctor or care for their children. In 1935 when FDR established minimum age, some people thought they sky was falling, but it didn t happen. Living on $17k a year (minimum wage) is not enough for people to live nor is it humane. (10) Mr. Jay Stewart, Cook County bureau of economic Development, 69 W. Washington, Chicago, He spoke on behalf of Cook County Board President, Toni Preckwinkle, who supports economic development and growth opportunities, which requires a healthy and strong workforce. Employees reporting to work sick due to lack of sick time can spread sickness throughout the workplace. When people have more money in their pockets through a higher minimum wage and they have more to spend which benefits local businesses. Paying people fairly and allowing them a minimum amount of earned sick leave supports economic growth. President Preckwinkle urges the Village Board to opt in to both ordinances. (11) Kiran Joshi, MD, works for the Cook County Department of Public Health and is an attending physician at a Chicago hospital. Many low income patients can t afford their medications or to take off work for vital medical treatments. With a higher minimum wage, workers can put more into the economy. Almost 50% of food workers with vomiting and diarrhea go to work sick. Being off a few days from work is equivalent to one month s food budget for a typical family. The CDC investigates cases of food borne illness and can attest to health benefits of paid sick leave. People without sick leave are less likely to access preventive medical care which raises health care costs. Low income families have difficulty paying for food, medicine, medical care, safe housing, getting to work or school. Income drives public health outcomes.

37 (12) Mr. Joe Bredemann, Bredemann Ford &Lexus, 2000 Waukegan Rd, Glenview, has about 50 entry level employees earning $13 per hour with health insurance and pension. An entry level position is not meant to support a family. Based on hard work can lead to higher wages. He doubts his employees would give up having health insurance or their 401k plan in exchange for $2 more per hour. Raising minimum wage would cause cut backs on company benefits as well as eliminating some jobs. Raising minimum wage may be good for Wilmette but not for Glenview since they are not comparable towns. (13) Ms. Ann Yoshida, 1135 Pam Anne Drive, Glenview, represented the League of Women Voters for Glenview and Glencoe. On the November ballot, citizens supported 3 to 1 to option into the Cook County minimum wage ordinance. Low wage workers need to earn a decent wage to be self-sufficient and support their families. Illinois minimum wage hasn t increased in eight years but almost everything else has. Evanston and Wilmette have decided to opt into the Cook County ordinances and Northbrook will reconsider the matter in May. If surrounding towns raise their minimum wage and Glenview does not, fewer workers will choose to work in Glenview. It s good governance for Glenview to reconsider its 2017 decision to opt out. (14) Mr. Jeff Heinen, Heinen s Grocery Store, Glenview, said today s world is a compensation equation of wages, pension and medical care. Information is available indicated what jobs are available and what people are paying. Value and longevity of workers is important and can be achieved by paying people fairly. If you don t they will work elsewhere. Although Heinen s pays people fairly and treats them well, the company still has difficulty finding workers in this competitive industry. (15) Ms. Kelly Golding, 1312 Oxford Lane, was pleased that Glenview is reconsidering the two lifechanging ordinances. She supports opting into both. Caring for citizens includes the most vulnerable. This means ensuring that workers can earn a livable minimum wage and have the ability to be home when sick. She was disappointed that the Village Board and some local businesses supported opting out of the ordinances in Minimum wage increases do not hurt local businesses. (16) Ms. Leslie Temple, 801 St. Johns Ave, Highland Park, is an owner of a women-owned business and a physician. Opting into the two ordinances will be financially difficult for small start-up businesses like hers and small family businesses. She has conflicting views on the matter. If the Village chooses to opt into the two ordinances, she didn t know if her business could remain open. (17) Ms. Meredith Morgan, 1145 Raleigh Road, Glenview, said people need to earn a living wage which has been confirmed by the overwhelming consensus of citizens as indicated in November. There are varying reasons for opting into or out of the two ordinances, but she believes that businesses will find a way to survive. There are health benefits to increasing minimum wage. She urged the Village Board to listen to the voters who elected the trustees into office. She supported opting into the two ordinances. (18) Ms. Karen Patterson, 2400 Ravine Way, #200, Glenview, is an attorney and the president of the Glenview Chamber of Commerce. Many chamber members were in the audience. The language in the referenda on the November ballot did not indicated the negative repercussions. A county mandate creates an uneven playing field for business owners. She would prefer a state mandate so all follow the same rules. Until that time, she supports Glenview s initial decision to opt out of the two county ordinances. (19) Ms. Tracy Kearney, 8116 E. Glenwood Road, Glenview, lives east of Harms Road. She discussed detail that was left out of the referenda questions #3, #4 and #5. In summary five of the ten questions asked failed to present the full context or comprehensive detail so the answers were flawed. The ordinances do not remedy poverty and at best, it shifts the burden of cost. (20) Dr. Rich Rossman, 330 Waukegan Road, Glenview, owns an animal hospital in Glenview. He has no minimum wage employees and the employees get health insurance. He asked how the cost of caring for animals could remain reasonable if additional employee costs are added. His profit margin is very slim and has worked some years with no pay while the employees were not affected. This is his

38 risk of doing business. He didn t support the earned sick leave ordinance which includes significant administrative costs. No others came forward. The personal viewpoints from Village Board members were heard. Attorney Patt confirmed that at this point, the Cook County ordinance is in force and the court has not weighed in on the subject. General questions were addressed including how the questions were asked on the ballot. Trustee Jenny said we need to agree to disagree and instead consider what is best for all. It does not mean that the less advantaged in Glenview are not cared about. He supports opting into both ordinances. Trustee Hinkamp believes the state will react and hopefully it would stop having individual counties and municipalities having its own set of rules about minimum wage and earned sick leave since that hurts businesses, especially those with multiple locations. Trustee Karton wants to see a statewide decision about minimum wage rather than having piecemeal legislation. The sick leave issue will financially impact Glenview s business community. If businesses leave Glenview because of it, property taxes will increase. She wants the Board to better understand how the residents addressed the two part question about minimum wage. When the ordinances were considered last year, Trustee Khoja operated a Glenview business so he recused from voting. He does not have the business now. Residents have shown by a large margin support for both Cook County ordinances. He needs more time to consider whether or not to opt into the ordinances. President Patterson said tonight s public comments were generally tied as to whether or not to opt into the Cook County ordinances. Due to the answers to the questions on the November ballot, the majority was in favor of opting into both ordinances. The Village has a fiduciary responsibility to Glenview citizens, such as core services (first responders, streets, water, sewers, etc.) to make sure the community works. The public comments were clear that hiring workers at low or minimum wage must factor in the cost of pension, health care, etc. Identifying a suitable minimum wage is difficult because the cost of doing business has increased. Based on the feedback and discussion, President Patterson directed staff to bring forth ordinances for Board consideration that entertains the Cook County opt in provision and the ability to manage the various pieces of the two ordinances, including provisions in the event the State does take action on the issues. He heard that Governor elect Pritzker is considering a minimum wage ordinance. The next Village Board meeting is Thursday, January 3 rd at which time staff will present ordinances for consideration.

39 CODE OF ORDINANCES OF COOK COUNTY, ILLINOIS Chapter 42 - HUMAN RELATIONS ARTICLE I. - IN GENERAL DIVISION 1. - EARNED SICK LEAVE Footnotes: --- (1) --- Editor's note Ord. No , adopted Oct. 5, 2016, allows for an effective date of July 1, 2017 for Division 1. Sec Short title. This article [division] shall be known and may be cited as the Cook County Earned Sick Leave Ordinance ("Ordinance"). (Ord. No , ) Editor's note See editor's note to Div. 1. Sec Definitions. The following words, terms and phrases, when used in this article shall have the meanings ascribed to them in this section, except where the context clearly indicates a different meaning: Agency means the Cook County Commission on Human Rights. Construction Industry means any constructing, altering, reconstructing, repairing, rehabilitating, refinishing, refurbishing, remodeling, remediating, renovating, custom fabricating, maintenance, landscaping, improving, wrecking, painting, decorating, demolishing, and adding to or subtracting from any building, structure, highway, roadway, street, bridge, alley, sewer, ditch, sewage disposal plant, water works, parking facility, railroad, excavation or other structure, project, development, real property or improvement, or to do any part thereof, whether or not the performance of the work herein described involves the addition to, or fabrication into, any structure, project, development, real property or improvement herein described of any material or article of merchandise. Construction shall also include moving construction related materials on the job site to or from the job site, snow plowing, snow removal, and refuse collection. Covered Employee means 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 Cook County. For purposes of this definition, time spent traveling in Cook County that is compensated time, including, but not limited to, deliveries, sales calls, and travel related to other business activity taking place within Cook County, shall constitute work while physically present within the geographic boundaries of Cook County; however, time spent traveling in Cook County that is uncompensated commuting time shall not constitute work while physically present within the geographic boundaries of Cook County. The definition of "Covered Employee" for purposes of this Division does not include any "employee" as defined by Section 1(d) of the Railroad Unemployment Insurance Act, 45 U.S.C. 351(d).

40 Domestic partner means any person who has a registered domestic partnership, or qualifies as a domestic partner under Sections and of this Code or as a party to a civil union under the Illinois Religious Freedom Protection and Civil Union Act, 750 ILCS 75/1 et seq., as currently in force and hereafter amended. Earned Sick Leave means time that is provided by an Employer to a Covered Employee that is eligible to be used for the purposes described in Section 42-3 of this Chapter, and is compensated at the same rate and with the same benefits, including health care benefits, that the Covered Employee regularly earns during hours worked. Employee means an individual permitted to work by an employer regardless of the number of persons the Employer employs. Employer means: (1) "Employer" means any individual, partnership, association, corporation, limited liability company, business trust, or any person or group of persons that gainfully employs at least one Covered Employee with a place of business within Cook County. (2) The term "employer" does not mean: a. The government of the United States or a corporation wholly owned by the government of the United States; b. An Indian tribe or a corporation wholly owned by an Indian tribe; c. The government of the State or any agency or department thereof; or d. Units of local government. Family and Medical Leave Act means the United States Family and Medical Leave Act of 1993, 29 USC 2601 et seq. as currently in force and hereafter amended. Family member means a Covered Employee's child, legal guardian or ward, spouse under the laws of any state, domestic partner, parent, spouse or domestic partner's parent, sibling, grandparent, grandchild, or any other individual related by blood or whose close association with the Covered Employee is the equivalent of a family relationship. A child includes not only a biological relationship, but also a relationship resulting from an adoption, step-relationship, and/or foster care relationship, or a child to whom the Covered Employee stands in loco parentis. A parent includes a biological, foster, stepparent or adoptive parent or legal guardian of a Covered Employee, or a person who stood in loco parentis when the Employee was a minor child. Health Care Provider means any person licensed to provide medical or emergency services, including, but not limited to, doctors, nurses, and emergency room personnel. (Ord. No , ) Editor's note See editor's note to Div. 1. Sec Earned sick leave. (a) General Provisions. (1) Any Covered Employee who works at least 80 hours for an Employer within any 120-day period shall be eligible for Earned Sick Leave as provided under this Section.

41 (b) (c) (2) Unless an applicable collective bargaining agreement provides otherwise, upon a Covered Employee's termination, resignation, retirement or other separating from employment, his or her Employer is not required to provide financial or other reimbursement for unused Earned Sick Leave. Accrual of Earned Sick Leave. (1) Earned Sick Leave shall begin to accrue either on the first calendar day after the commencement of a Covered Employee's employment or on the effective date of this Division, whichever is later. (2) For every 40 hours worked after a Covered Employee's Earned Sick Leave begins to accrue, he or she shall accrue one hour of Earned Sick Leave. Earned Sick Leave shall accrue only in hourly increments; there shall be no fractional accruals. (3) A Covered Employee who is exempt from overtime requirements shall be assumed to work 40 hours in each workweek for purposes of Earned Sick Leave accrual, unless his or her normal work week is less than 40 hours, in which case Earned Sick Leave shall accrue based upon that normal work week. (4) For each Covered Employee, there shall be a cap of 40 hours Earned Sick Leave accrued per 12- month period, unless his or her Employer sets a higher limit. The 12-month period for a Covered Employee shall be calculated from the date he or she began to accrue Earned Sick Leave. (5) At the end of a Covered Employee's 12-month accrual period, he or she shall be allowed to carry over to the following 12-month period half of his or her unused accrued Earned Sick Leave, up to a maximum of 20 hours. (6) If an Employer is subject to the Family and Medical Leave Act, each of the Employer's Covered Employees shall be allowed, at the end of his or her 12-month Earned Sick Leave accrual period, to carry over up to 40 hours of his or her unused accrued Earned Sick Leave, in addition to the carryover allowed under subsection 42-3(b)(5), to use exclusively for Family and Medical Leave Act eligible purposes. (7) If an Employer has a policy that grants Covered Employees paid time off in an amount and a manner that meets the requirements for Earned Sick Leave under this Section, the Employer is not required to provide additional paid leave. If such Employer's policy awards the full complement of paid time off immediately upon date of eligibility, rather than using an accrual model, the Employer must award each Covered Employee 40 hours paid time off within one calendar year of his or her date of eligibility. Use of Earned Sick Leave. (1) An Employer shall allow a Covered Employee to begin using Earned Sick Leave no later than on the 180th calendar day following the commencement of his or her employment. A Covered Employee is entitled to use no more than 40 hours of Earned Sick Leave per 12-month period, unless his or her Employer sets a higher limit. The 12-month period for a Covered Employee shall be calculated from the date he or she began to accrue Earned Sick Leave. If a Covered Employee carries over 40 hours of Family and Medical Leave Act leave pursuant to subsection 42-3(b)(6) and uses that leave, he or she is entitled to use no more than an additional 20 hours of accrued Earned Sick Leave in the same 12-month period, unless the Employer sets a higher limit. A Covered Employee shall be allowed to determine how much accrued Earned Sick Leave he or she needs to use, provided that his or her Employer may set a reasonable minimum increment requirement not to exceed four hours per day.

42 (2) A Covered Employee may use Earned Sick Leave when: a. He or she is ill or injured, or for the purpose of receiving medical care, treatment, diagnosis or preventative medical care; b. A member of his or her family is ill or injured, or to care for a family member receiving medical care, treatment, diagnosis or preventative medical care; c. He or she, or a member of his or her family, is the victim of domestic violence, as defined in Section 103 of the Illinois Domestic Violence Act of 1986, or is the victim of sexual violence or stalking as defined in Article 11, and of the Illinois Criminal Code of 2012; or d. His or her place of business is closed by order of a public official due to a public health emergency, or he or she needs to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency. For the purposes of this section, "public health emergency" is an event that is defined as such by a Federal, State or Local government, including a school district. (3) An Employer shall not require, as a condition of a Covered Employee taking Earned Sick Leave that he or she search for or find a replacement worker to cover the hours during which he or she is on Earned Sick Leave. (4) If a Covered Employee's need for Earned Sick Leave is reasonably foreseeable, an Employer may require up to seven days' notice before leave is taken. If the need for Earned Sick Leave is not reasonably foreseeable, an Employer may require a Covered Employee to give notice as soon as is practicable on the day the Covered Employee intends to take Earned Sick Leave by notifying the Employer via phone, , or text message. The Employer may set notification policy if the Employer has notified Covered Employee in writing of such policy and that policy shall not be unreasonably burdensome. For purposes of this subsection, needs that are "reasonably foreseeable" include, but are not limited to prescheduled appointments with health care providers for the Covered Employee or for a family member, and court dates in domestic violence cases. Any notice requirement imposed by an Employer pursuant to this subsection shall be waived in the event a Covered Employee is unable to give notice because he or she is unconscious, or otherwise medically incapacitated. If the leave is one that is covered under the Family and Medical Leave Act, notice shall be in accordance with the Family and Medical Leave Act. (5) Where a Covered Employee is absent for more than three consecutive work days, his or her Employer may require certification that the use of Earned Sick Leave was authorized under subsection 42-3(c)(2). For time used pursuant to subsections (c)(2)(a) or (b), documentation signed by a licensed health care provider shall satisfy this requirement. An Employer shall not require that such documentation specify the nature of the Covered Employee's or the Covered Employee's family member's injury, illness, or condition, except as required by law. For Earned Sick Leave used pursuant to subsection (c)(2)(c) a police report, court document, a signed statement from an attorney, a member of the clergy, or a victim services advocate, or any other evidence that supports the Covered Employee's claim, including a written statement from him or her, or any other person who has knowledge of the circumstances, shall satisfy this requirement. The Covered Employee may choose which document to submit, and no more than one document shall be required if the Earned Sick Leave is related to the same incident of violence or the same perpetrator. The Employer shall not delay the commencement of Earned

43 Sick Leave taken for one of the purposes in subsection 42-3(c)(2) nor delay payment of wages, on the basis that the Employer has not yet received the required certification. (6) Nothing in this Section shall be construed to prohibit an Employer from taking disciplinary action, up to and including termination, against a Covered Employee who uses Earned Sick Leave for purposes other than those described in this Section. (7) This Section provides minimum Earned Sick Leave requirements; it shall not be construed to affect the applicability of any other law, regulation, requirement, policy, or standard that provides for greater Earned Sick Leave benefits. (Ord. No , ) Editor's note See editor's note to Div. 1. [Sec Reserved.] Sec Application to collective bargaining agreements. Nothing in this Division shall be deemed to interfere with, impede, or in any way diminish the right of Covered Employees to bargain collectively with their Employers through representatives of their own choosing in order to establish wages or other conditions of work in excess of the applicable minimum standards of the provisions of this Division. The requirements of this Division may be waived in a bona fide collective bargaining agreement, but only if the waiver is set forth explicitly in such agreement in clear and unambiguous terms. Nothing in this Division shall be deemed to affect the validity or change the terms of bona fide collective bargaining agreements in force on the effective date of this Division. After that date, requirements of this Division may be waived in a bona fide collective bargaining agreement, but only if the waiver is set forth explicitly in such agreement in clear and unambiguous terms. In no event shall this Division apply to any Covered Employee working in the Construction Industry who is covered by a bona fide collective bargaining agreement. (Ord. No , ) Editor's note See editor's note to Div. 1. Sec Notice and posting. (a) (b) Every Employer shall post in a conspicuous place at each facility where any Covered Employee works that is located within the geographic boundaries of Cook County a notice advising the Covered Employee of his or her rights to Earned Sick Time under this Division. The Agency shall prepare and make available a form notice that satisfies the requirements of this Division. Employers that do not maintain a business facility within the geographic boundaries of the County are exempt from this subsection. Every Employer shall provide to a Covered Employee at the commencement of employment written notice advising the Covered Employee of his or her rights to Earned Sick Time under this Division. The Agency shall prepare and make available a form notice that satisfies the requirements of this Division. (Ord. No , )

44 Editor's note See editor's note to Div. 1. Sec Retaliation prohibited. It shall be unlawful for any Employer to discriminate in any manner or take any adverse action against any Covered Employee in retaliation for exercising, or attempting in good faith to exercise, any right under this Division, including, but not limited to, disclosing, reporting, or testifying about any violation of this Division or regulations promulgated thereunder. For purposes of this Section, prohibited adverse actions include, but are not limited to, unjustified termination, unjustified denial of promotion, unjustified negative evaluations, punitive schedule changes, punitive decreases in the desirability of work assignments, and other acts of harassment shown to be linked to such exercise of rights. An Employer shall not use its absence-control policy to count Earned Sick Leave as an absence that triggers discipline, discharge, demotion, suspension, or any other adverse activity. (Ord. No , ) Editor's note See editor's note to Div. 1. Sec Enforcement and penalties. (a) (b) The Agency shall administer and enforce this Division in accordance with Chapter 42, Article II, Section of the Cook County Human Rights Ordinance, except as allowed for in subsection (b) of this Section. If any Employer violates any of the Earned Sick Leave provisions in this Division, the affected Covered Employee may recover in a civil action damages equal to three times the full amount of any unpaid Sick Leave denied or lost by reason of the violation, and the interest on that amount calculated at the prevailing rate, together with costs and such reasonable attorney's fees as the court allows. Such action may be brought without first filing an administrative complaint. The statute of limitations for a civil action brought pursuant to this Division shall be for a period of three years from the date of the last event constituting the alleged violation for which the action is brought. (Ord. No , ) Editor's note See editor's note to Div. 1. Sec Effect of invalidity; severability. If any section, subdivision, paragraph, sentence, clause, phrase or other portion of this local law is, for any reason, declared unconstitutional or invalid, in whole or in part, by any court of competent jurisdiction, such portion shall be deemed severable, and such unconstitutionality or invalidity shall not affect the validity of the remaining portions of this local law, which remaining portions shall continue in full force and effect. (Ord. No , ) Editor's note See editor's note to Div. 1.

45 Sec Effective date. After passage and publication, this Division shall take effect on July 1, (Ord. No , ) Editor's note See editor's note to Div. 1.

46 DIVISION 2. - MINIMUM WAGE Footnotes: --- (2) --- Editor's note Ord. No , adopted Oct. 26, 2016, enacted provisions to be designated as Inasmuch as there already exist , said new provisions shall be designated as Original ordinance designations shall be maintained in the history notes following each section. Sec Short title. This Division shall be known and may be cited as the "Cook County Minimum Wage Ordinance." (Ord. No , 42-7, ) Sec Definitions. For purposes of this Division, the following definitions apply: Covered Employee means any Employee who is not subject to any of the exclusions set out in Section below, and 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 Cook County. For purposes of this definition, time spent traveling in Cook County that is compensated time, including, but not limited to, deliveries, sales calls, and travel related to other business activity taking place within Cook County, shall constitute work while physically present within the geographic boundaries of Cook County; however, time spent traveling in Cook County that is uncompensated commuting time shall not constitute work while physically present within the geographic boundaries of Cook County. CPI means the Consumer Price Index for All Urban Consumers most recently published by the Bureau of Labor Statistics of the United States Department of Labor. Director means the Executive Director of the Cook County Commission on Human Rights. Domestic worker means a person whose primary duties include housekeeping; house cleaning; home management; nanny services, including childcare and child monitoring; caregiving, personal care or home health services for elderly persons or persons with illnesses, injuries, or disabilities who require assistance in caring for themselves; laundering; cooking; companion services; chauffeuring; and other household services to members of households or their guests in or about a private home or residence, or any other location where the domestic work is performed. Employee, Gratuities, and Occupation have the meanings ascribed to those terms in the Minimum Wage Law, with the exception that all Domestic Workers, including Domestic Workers employed by Employers with fewer than four (4) employees, shall fall under the definition of the term "Employee". Employer means any individual, partnership, association, corporation, limited liability company, business trust, or any person or group of persons that gainfully employs at least one Covered Employee. To qualify as an Employer, such individual, group, or entity must: (1) Maintain a business facility within the geographic boundaries of Cook County; and/or (2) Be subject to one or more of the license requirements in Title 4 of this Code.

47 Fair Labor Standards Act means the United States Fair Labor Standards Act of 1938, 29 USC 201 et seq., in force on the effective date of this chapter and as thereafter amended. Minimum Wage Law means the Illinois Minimum Wage Law, 820 ILCS 105/1 et seq., in force on the effective date of this chapter and as thereafter amended. Subsidized Temporary Youth Employment Program means any publicly subsidized summer or other temporary youth employment program through which persons aged 24 or younger are employed by, or engaged in employment coordinated by, a nonprofit organization or governmental entity. Subsidized Transitional Employment Program means any publicly subsidized temporary employment program through which persons with unsuccessful employment histories and/or members of statistically hard-to-employ populations (such as formerly homeless persons, the long-term unemployed, and formerly incarcerated persons) are provided temporary paid employment and case-managed services under a program administered by a nonprofit organization or governmental entity, with the goal of transitioning program participants into unsubsidized employment. Tipped Employee has the meaning ascribed that term in the Fair Labor Standards Act. Wage means compensation due an Employee by reason of his employment. (Ord. No , 42-8, ) Sec Minimum hourly wage. Except as provided in Sections of this Code, every Employer shall pay no less than the following Wages to each Covered Employee for each hour of work performed for that Employer while physically present within the geographic boundaries of Cook County: (a) (b) (c) (d) Beginning on July 1, 2017, the greater of: (1) The minimum hourly Wage set by the Minimum Wage Law; (2) The minimum hourly Wage set by the Fair Labor Standards Act; or (3) Ten dollars per hour. Beginning on July 1, 2018, the greater of: (1) The minimum hourly Wage set by the Minimum Wage Law; (2) The minimum hourly Wage set by the Fair Labor Standards Act; or (3) Eleven dollars per hour. Beginning on July 1, 2019, the greater of: (1) The minimum hourly Wage set by the Minimum Wage Law; (2) The minimum hourly Wage set by the Fair Labor Standards Act; or (3) Twelve dollars per hour. Beginning on July 1, 2020, the greater of: (1) The minimum hourly Wage set by the Minimum Wage Law; (2) The minimum hourly Wage set by the Fair Labor Standards Act; or

48 (e) (3) Thirteen dollars per hour. Beginning on July 1, 2021, and on every July 1 thereafter, the greater of: (1) The minimum hourly Wage set by the Minimum Wage Law; (2) The minimum hourly Wage set by the Fair Labor Standards Act; or (3) Cook County's minimum hourly Wage from the previous year, increased in proportion to the increase, if any, in the CPI, provided, however, that if the CPI increases by more than 2.5 percent in any year, the Cook County minimum Wage increase shall be capped at 2.5 percent, and that there shall be no Cook County minimum Wage increase in any year when the unemployment rate in Cook County for the preceding year, as calculated by the Illinois Department of Employment Security, was equal to or greater than 8.5 percent. Any increase pursuant to subsection 42-13(e) shall be rounded up to the nearest multiple of $0.05. Any increase pursuant to subsection 42-13(e) shall remain in effect until any subsequent adjustment is made. On or before June 1, 2021, and on or before every June 1 thereafter, the Director shall make available to Employers a bulletin announcing the adjusted minimum hourly Wage for the upcoming year. (Ord. No , 42-9, ) Sec Minimum hourly wage in occupations receiving gratuities. (a) Every Employer of a Covered Employee engaged in an Occupation in which Gratuities have customarily and usually constituted part of the remuneration shall pay no less than the following Wage to each Covered Employee for each hour of work performed for that Employer while physically present within the geographic boundaries of the County: (1) Beginning on July 1, 2017, the greater of: (A) the minimum hourly Wage set by the Fair Labor Standards Act for Tipped Employees; or (B) the minimum hourly Wage set by the Minimum Wage Law for workers who receive Gratuities. (2) Beginning on July 1, 2018, and on every July 1 thereafter, the greater of: (A) (B) (C) The minimum hourly Wage set by the Fair Labor Standards Act for tipped workers; The minimum hourly Wage set by the Minimum Wage Law for workers who receive Gratuities; or Cook County's minimum hourly Wage from the previous year for workers who receive Gratuities, increased in proportion to the increase, if any, in the CPI, provided, however, that if the CPI increases by more than 2.5 percent in any year, the Cook County minimum Wage increase for workers who receive Gratuities shall be capped at 2.5 percent, and that there shall be no Cook County minimum Wage increase for workers who receive Gratuities in any year when the unemployment rate in Cook County for the preceding year, as calculated by the Illinois Department of Employment Security, was equal to or greater than 8.5 percent. Any increase pursuant to subsection 42-14(a)(2)(C) shall be rounded up to the nearest multiple of $0.05. Any increase pursuant to subsection 42-14(a)(2) shall remain in effect until any subsequent adjustment is made. On or before June 1, 2018, and on or before every June 1

49 (b) thereafter, the Director shall make available to Employers a bulletin announcing Cook County's minimum hourly Wage for the upcoming year for workers who receive Gratuities. Each Employer that pays a Covered Employee the Wage described in subsection 42-14(a) shall transmit to the Director, in a manner provided by regulation, substantial evidence establishing: (1) The amount the Covered Employee received as Gratuities during the relevant pay period; and (2) That no part of that amount was returned to the Employer. If an Employer is required by the Minimum Wage Law to provide substantially similar data to the Illinois Department of Labor, the Director may allow the Employer to comply with this subsection 42-14(b) by filing a copy of the state documentation. (Ord. No , 42-10, ) Sec Overtime compensation. The Wages set out in Sections and are subject to the overtime compensation provisions in the Cook County Minimum Wage Law, with the exception that the definitions of "Employer" and "Employee" in this chapter shall apply. (Ord. No , 42-11, ) Sec Exclusions. This chapter [division] shall not apply to hours worked: (a) (b) (c) (d) (e) By any person subject to subsection 4(a)(2) of the Minimum Wage Law, with the exception that the categories of Employees described in subsections 4(a)(2)(A) and 4(a)(2)(B) of the Minimum Wage Law shall be entitled to the Wages described in Sections and 42-14, whichever applies, as well as the overtime compensation described in Section 42-15; By any person subject to subsection 4(a)(3), subsection 4(d), subsection 4(e), Section 5, or Section 6 of the Minimum Wage Law; For any governmental entity other than the Cook County, a category that, for purposes of this chapter, includes, but is not limited to, any unit of local government, the Illinois state government, and the government of the United States, as well as any other federal, state, or local governmental agency or department; For any Subsidized Temporary Youth Employment Program; or For any Subsidized Transitional Employment Program. (Ord. No , 42-12, ) Sec Applications to collective bargaining agreements. Nothing in this chapter shall be deemed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing in order to establish wages or other conditions of work in excess of the applicable minimum standards of

50 the provisions of this chapter. The requirements of this chapter may be waived in a bona fide collective bargaining agreement, but only if the waiver is set forth explicitly in such agreement in clear and unambiguous terms. (Ord. No , 42-13, ) Sec Applications to the Cook County Living Wage Ordinance for Procurements. Nothing in this chapter [division] shall be deemed conflict with Article IV, Division 3 of the Cook County Code. All Contractors must comply with the Wage Requirements set forth in Article IV, Division 3, even if the wages required to be paid are higher than those set forth within this chapter. (Ord. No , 42-14, ) Sec Notice and posting. (a) (b) Every Employer shall post in a conspicuous place at each facility where any Covered Employee works that is located within the geographic boundaries of Cook County a notice advising the Covered Employee of the current minimum Wages under this chapter, and of his rights under this chapter. The Director shall prepare and make available a form notice that satisfies the requirements of this subsection 42-19(a). Employers that do not maintain a business facility within the geographic boundaries of Cook County and households that serve as the worksites for Domestic Workers are exempt from this subsection 42-19(a). Every Employer shall provide with the first paycheck subject to this chapter issued to a Covered Employee a notice advising the Covered Employee of the current minimum Wages under this chapter, and of the Employee's rights under this chapter. The Director shall prepare and make available a form notice that satisfies the requirements of this subsection 42-19(b). (Ord. No , 42-15, ) Sec Retaliation prohibited. It shall be unlawful for any Employer to discriminate in any manner or take any adverse action against any Covered Employee in retaliation for exercising any right under this chapter, including, but not limited to, disclosing, reporting, or testifying about any violation of this chapter or regulations promulgated thereunder. For purposes of this Section, prohibited adverse actions include, but are not limited to, unjustified termination, unjustified denial of promotion, unjustified negative evaluations, punitive schedule changes, punitive decreases in the desirability of work assignments, and other acts of harassment shown to be linked to such exercise of rights. (Ord. No , 42-16, ) Sec Enforcement Regulations. The Cook County Commission on Human Rights shall enforce this chapter, and the Director is authorized to adopt regulations for the proper administration and enforcement of its provisions.

51 (Ord. No , 42-17, ) Sec Violation Penalty. Any Employer who violates this chapter or any regulation promulgated thereunder shall be subject to a fine of not less than $ nor more than $1, for each offense. Each day that a violation continues shall constitute a separate and distinct offense to which a separate fine shall apply. (Ord. No , 42-18, ) Sec Private cause of action. If any Covered Employee is paid by his Employer less than the Wage to which he is entitled under this chapter, the Covered Employee may recover in a civil action three times the amount of any such underpayment, together with costs and such reasonable attorney's fees as the court allows. An agreement by the Covered Employee to work for less than the Wage required under this chapter is no defense to such action. (Ord. No , 42-18, ) Secs Reserved.

52 INSERT RULES (27 pages)

53 Frequently Asked Questions (last updated September 28, 2017) The text of the Cook County Minimum Wage Ordinance ( Ordinance ) and the Interpretative and Procedural Rules ( MW Rules ) adopted by the Cook County Commission on Human Rights ( Commission ) provide detailed guidance for employers. The staff of the Commission does not have the authority to provide legal advice or render advisory opinions to individual employers. However, in an effort to facilitate broad compliance, the staff of the Commission will gather and attempt to answer frequently asked questions. These responses are not binding on the Commission in an enforcement action related to the Ordinance. To the extent that these responses conflict with the Ordinance or the MW Rules, the Ordinance and the MW Rules are more authoritative and will prevail. This list of FAQs will be updated from time to time with newer FAQs appearing at the bottom. [July 10, 2017] Current Cook County Minimum Wage Q1: What is the current Cook County Minimum Wage for employees who do not customarily and usually receive tips or gratuities as part of their compensation (i.e. non-tipped employees)? A1: As of July 1, 2017, non-tipped employees covered by the Ordinance must be paid at least $10.00 per hour worked while physically present within the geographic boundaries of Cook County. See MW Rules 2.01, If such employees are entitled to overtime pay for working more than 40 hours in any particular work week, the minimum wage for those overtime hours is at least $15.00 per hour. See MW Rules The Cook County Minimum Wage for non-tipped employees will increase on July 1, Q2: What is the current Cook County Minimum Wage for employees who customarily and usually receive tips or gratuities as part of their compensation (i.e. tipped employees)? A2: As of July 1, 2017, tipped employees covered by the Ordinance must make at least $8.25 per hour worked while physically present within the geographic boundaries of Cook County. See MW Rules 2.01, Employers of such employees must provide a base wage of $4.95 per hour and make up any shortfalls in customer gratuities that would result in an employee earning less than $8.25 per hour. See MW Rules If such employees are entitled to overtime pay for working more than 40 hours in any particular work week, employers must ensure that tipped employees earn at least $12.38 per hour with tips and cover any shortfall. See MW Rules The base wage that employers must pay tipped employees will increase on July 1, Teenage Workers Q3: Does the Ordinance require an employer to pay the Cook County Minimum Wage to an employee who is under the age of 18?

54 A3: No. The County Ordinance exempts employees who are less than 18 years old from coverage. See MW Rules 3.05(5). Employers are not required to pay such employees the Cook County Minimum Wage. Instead, under the Illinois Minimum Wage Act, employers must pay such employees at least $7.75 per hour. Training Wages Q4: Does the Ordinance require an employer to pay the Cook County Minimum Wage to an employee in his or her first 90 days of employment? Q4: Employers are not required to pay an employee the Cook County Minimum Wage during the first 90 consecutive calendar days after the employee is initially employed by the employer. See MW Rules 3.05(4). Instead, under the Illinois Minimum Wage Act, employers must pay such employees at least $7.75 per hour. Note that this exception to the Cook County Minimum Wage does not apply to day laborers (i.e. a day laborer must be paid at least the Cook County Minimum Wage). This exception also does not apply to an employee whose employment is occasional or irregular and requires no more than 90 days to complete (i.e. a temporary or seasonal employee must be paid at least the Cook County Minimum Wage). Coverage in the City of Chicago Q5: Does the Ordinance apply to employers and employees working in the City of Chicago? A5: To the extent that an employee and employer are both located in the City of Chicago, enforcement of minimum wage obligations lies with the City of Chicago s Department of Business Affairs and Consumer Protection ( BACP ) under the City of Chicago s Minimum Wage Ordinance. See MW Rules There are some limited circumstances in which BACP may not have jurisdiction to hear a claim by employees working in the City of Chicago under the City s Ordinance, but the Commission will have jurisdiction to hear the claim under the County s Ordinance (e.g., an employer in suburban Cook County that sends its employees into the City of Chicago to work or an employer in the City of Chicago that sends its employees into suburban Cook County to work). In those instances, an employer who can demonstrate that its treatment of its employees complies with the City s Minimum Wage Ordinance (and/or any interpretative rules issued by BACP) has an absolute defense against the Commission finding a violation of the County s Ordinance. In other words, the Commission will generally not find that an employer who is complying with the City s substantially similar Minimum Wage Ordinance has violated the County s Ordinance. Coverage in Opt Out Suburban Municipalities Q6: Does the Ordinance apply to employers and employees working in opt out suburban municipalities?

55 A6: To the extent that an employee and employer are both located in a suburban municipality that has lawfully preempted the Ordinance, the employer has no minimum wage obligations for the Commission to enforce. See MW Rules 2.01, 3.02, There are some limited circumstances, however, in which an employer in a suburban municipality that has lawfully preempted the Ordinance may have obligations under the County Ordinance. For example, an employer in such a jurisdiction may send its employees to another municipality or unincorporated area in Cook County where the County s Ordinance applies. Such employees could become covered by the Ordinance and entitled to earn at least the Cook County Minimum Wage on the basis of this work outside of the opt out municipality. Such employees can seek enforcement of those rights by the Commission even though the employer is located in a suburban municipality that has otherwise lawfully preempted the Ordinance. Not every community that has purported to opt out of the Ordinance has lawfully preempted the Ordinance. For example, non-home rule municipalities may lack the authority to pass a minimum wage ordinance that would preempt the County s Ordinance. Additionally, in order to lawfully preempt application of the Cook County Minimum Wage, the wage requirement in a municipality must directly conflict with the wage requirement under the County Ordinance. A direct conflict does not exist where an employer can comply with both the County Ordinance and the municipal wage ordinance by paying the higher of the two minimum wage provisions. The Commission urges employers who are relying on legislation from a suburban municipality to relieve them of any obligations under the Ordinance to consult with an attorney. Suburban municipalities that have purported to opt out of the Ordinance are not required to notify the Commission of this decision. The Commission will instead rely on employers located in these municipalities to raise the existence of such legislation as an affirmative defense to any enforcement action by the Commission, as appropriate. [September 28, 2017] Babysitters and Childcare Providers Q7: Would an occasional babysitter be covered as an employee under the Ordinance or exempt as an independent contractor? A7: Independent contractors are not covered by the Ordinance, but whether someone is an employee or independent contractor depends on the application of a multi-factor, fact-intensive legal test. The primary consideration is whether the would-be employer has the right to control and supervise the work, not just as to the end result, but as to the means and manner of achieving that result. In most cases where a parent explicitly or implicitly maintains the right to provide detailed instructions for childcare to the babysitter (e.g., when the sitter will put the children to bed, what the children can and cannot eat, what activities the children are and are not allowed to participate in), the babysitter would be considered an employee.

56 Interns Q8: Are interns considered employees for the purpose of coverage by the Ordinance? A8: In making the determination of whether an intern is an employee for the purpose of the Ordinance, the Commission would follow the guidance set out by the U.S. Department of Labor for determining whether interns are entitled to the federal minimum wage. The U.S. Department of Labor considers all facts and circumstances in making this determination, but focuses particularly on six criteria: 1. Whether the internship is similar to training which would be given in an educational environment; 2. Whether the internship experience is primarily for the benefit of the intern or the employer; 3. Whether the intern displaced regular employees or worked under the close supervision of existing staff; 4. Whether the employer derived an immediate advantage from the activities of the intern or, on occasion, the employer s operations may have actually been impeded by the intern; 5. Whether the intern is entitled to a job at the conclusion of the internship; and 6. Whether the employer and the intern understood that the intern was not entitled to wages or other employee benefits for the time spent in the internship. The federal government views the intern exception to be relatively narrow. Additional information about the federal approach can be found on the U.S. Department of Labor website: Owners of an S Corp Q9: Does the owner or owners of an S Corp also count as an employee towards the minimum number of employees needed to be a covered employer under the Ordinance? A9: Consistent with state law, the owner of a non-incorporated sole proprietorship does not count towards the minimum number of employees needed for application of the Ordinance (i.e. typically four, unless the employer is employing domestic workers, in which case, one employee is sufficient).

57 Special Recreation Associations and Other Associations of Exempt Government Employers Q10: Are special recreation associations ( SRAs ), which are associations of local governmental units collaborating to provide public recreation opportunities for disabled residents and created by written intergovernmental agreements expressly authorized by statute, exempt from the Ordinance as Government Employers? A10: Yes. SRAs are exempt from coverage by the Ordinance as government employers. In addition, other types of associations of local governmental units similarly will be deemed exempt government employers, at least so long as such associations are composed solely of local government units and created by a written intergovernmental agreement as authorized by law. Employees Who Receive Occasional Tips Q11: If an employee is in a type of business where tips are generally given, but she receives very little in the way of tips (and no tips from most customers) and prior to the effective date of the Ordinance was paid the Illinois Minimum Wage for non-tipped workers by her employer (i.e. $8.25/hour), is she considered a Tipped Employee or a Non-tipped Employee for purposes of the Ordinance? A11: A Tipped Employee is defined under the Ordinance to mean an employee engaged in an occupation in which gratuities have customarily and usually constituted part of the remuneration. See MW Rule While occupations such as waiter/waitress and hair stylist would generally come within that definition, the Commission recognizes that there are some sub-markets and individual restaurants or stores where tips are not allowed, or where tips have customarily been so infrequent and minimal as to be not considered part of an employee s usual wage. In such circumstances, and where the employer has treated its employees as non-tipped employees for the purpose of complying with federal and state law, then the Commission will consider such employees non-tipped employees for purposes of the enforcing the Ordinance. Such employees are entitled a higher wage under the Ordinance (currently $10/hour) than a true Tipped Employee.

58 INSERT 2017 CHAMBER SURVEY RESULTS

59 INSERT 22 LETTERS FROM 2017 CONSIDERATION

60 From: karen rosenbluh Date: November 27, 2018 at 4:15:06 PM CST To: Subject: Minimum Wage Advisory Vote Hi Trustee Patterson, I am unable to attend the Dec. 4 meeting. I know that Glenview opted out on this. I would like you to please re-consider it. I am a nearly 40 year Glenview resident and I believe this is an important issue. Best, Karen Rosenbluh

61 From: Gary Glenn Date: November 28, 2018 at 9:45:46 AM CST To: Cc: Betsy Baer Subject: Minimum Wage Dear Mr. Patterson, I just read with regret and disbelief that the Glenview Village board is reconsidering opting in to the unreasonable and maybe illegal minimum wage mandate. I watched with amazement the totally clueless Wilmette Village board vote to pass this arcane law that will stifle business. What really amazed me was the village of Wilmette employees are exempt from the mandate and can and will be paid below the minimum wage mandate. I have had my business in Glenview for eleven years and have enjoyed the business friendly environment of our village. I do not pay my employees minimum wage now or anything close to it. Actually one of my current employees started at $10.00 per hour and is now making in excess of $65,000 a year. That is because of merit raises based on performance and skill. We start out untrained employees at $11-$12 per hour. I simply cannot afford to start at $14 or $15 an hour for an unskilled employee and I am not able to raise my pricing or meet this new expense. I am sure you are aware that a $15.00 employee really cost the business $20.25 an hour with taxes withholding. This money comes out of my pocket and my other employees pockets because I cannot give merit raises to current employees that deserve them. I cannot buy new equipment and expand my business. And I will not be competitive with other businesses outside of Cook County. Basically I will probably look to move my business to another business friendly community. I hope you will realize the damage your decision to opt in to the Cook County ordinance will do to the businesses in your community. Please make the right decision and stay opted out. Sincerely Gary C Glenn Gary Glenn Our attention to detail makes you look better Low quantities and fast delivery are our specialty Direct: (847) Office: (847) Mobile: (312)