Illinois Victims’ Economic Security and Safety Act (VESSA) Poster Required
The Victims’ Economic Security and Safety Act (VESSA) is a labor law posters poster by the Illinois Department Of Labor. This is a mandatory posting for all employers in Illinois, and businesses who fail to comply may be subject to fines or sanctions.
VESSA provides employees who are victims of domestic violence, sexual violence, gender violence, or any other crime of violence, and employees who have a family or household member who is a victim of such violence, with unpaid, job-guaranteed leave; reasonable accommodations; and protections from discrimination and retaliation.
IL All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Illinois and Federal poster requirements by clicking here .
Victims’ Economic Security and Safety Act (VESSA) Required Posting for Employers VESSA provides employees who are victims of domestic violence, sexual violenc\ e, gender violence, or any other crime of violence, and employees who have a family or household member who is a victim of such \ violence, with unpaid, job-guaranteed leave; reasonable accommodations; and protections from discrimination and retaliation. This time may be used if the employee or the employee’s family or household member is: • experiencing an incident of domestic violence, sexual violence, gender v\ iolence, or any other crime of violence • is recovering from the violence; • is seeking or receiving medical help, legal assistance (including parti\ cipation in legal proceedings), counseling, safety planning, or other assistance; • temporarily or permanently relocating; or • to take other actions to increase the safety of the victim from future d\ omestic, sexual, or gender violence, or any other crime of violence, or to ensure economic security. NOTICE – Employees must provide the employer with at least 48 hours prior n\ otice, unless providing advance notice is not practicable. If an employee is unable to provide advance notice, an employee must pro\ vide notice when an employee is able to do so, within a reasonable period of time after the absence. CERTIFICATION – An employer may require the employee to provide certification of\ the domestic, sexual, or gender violence, or any other crime of violence, and that leave is to address the violence. Cert\ ification may include a sworn statement of the employee and other documentation such as a letter from a victims’ services organiz\ ation, a court record, or any other corroborating evidence, but only if that documentation is in the possession of the employee. The employee\ may choose which documentation to submit. The employer may not require more than one document related to the same incident or p\ erpetrator of violence in one year. All information related to domestic, sexual, or gender violence, or any other crime of violence, is\ to be kept in the strictest confidence by the employer. DURATION OF LEAVE – VESSA provides that employees working for an employer with at least\ 1 employee, but no more than 14 employees, are entitled to a total of 4 workweeks of unpaid leave during\ any 12-month period. Employees working for an employer with at least 15, but no more than 49 employees, are entitled to a total\ of 8 workweeks of unpaid leave during any 12-month period. And employees working for an employer with at least 50 employees are ent\ itled to a total of 12 workweeks of unpaid leave during any 12-month period. ACCOMMODATIONS – VESSA provides that employees are entitled to reasonable accommodat\ ions to address the needs of the victim(s). Accommodations include, but are not limited to, an adjustment to the job\ structure, workplace facility, work requirements, or telephone number, seating assignment, or physical security of the work area. DISCRIMINATION AND RETALIATION – VESSA prohibits employers from discriminating, retaliating, or oth\ erwise treating an employee or job applicant unfavorably if the individual involved: • Is or is perceived to be a victim of domestic, sexual, or gender violenc\ e, or any other crime of violence; • Attended, participated in, prepared for, or requested leave to attend, participate in, or prepare for a crimina\ l or civil court or administrative proceeding relating to domestic, sexual, or gender violen\ ce, or any other crime of violence; • Requested or took VESSA leave for any reason; • Requested an accommodation, regardless of whether the accommodation was \ granted; • The workplace is disrupted or threatened by the action of a person whom \ the individual states has committed or threatened to commit domestic, sexual, or gender violence, or any other crime of viole\ nce, against the individual or the individual’s family or household member; or • Exercised any other rights under VESSA. Lincoln Tower Plaza 524 South 2nd Street, Suite 400 Springfield, Illinois 62701 (217) 782-6206 Fax: (217) 782-0596 Michael A Bilandic Building 160 North LaSalle, Suite C-1300 Chicago, Illinois 60601-3150 (312) 793-2800 Fax: (312) 793-5257 Regional Office Building 2309 West Main Street, Suite 115 Marion, Illinois 62959(618) 993-7090 Fax: (618) 993-7258 labor.illinois.gov • [email protected] Printed by the Authority of the State of Illinois. 12/21 IOCI 22-0569 Leave permitted during a 12-month period under the act based on number o\ f employees: Number of employees Leave permitted 1-14 employees 4 weeks 15-49 employees 8 weeks 50 or more employees 12 weeks Leave may be taken consecutively, intermittently, or on a reduced work schedule basis. For information on filing a complaint please call: 312-793-6797 or visit the website: https://www2.illinois.gov/idol/Laws-Rules/CONMED/Pages/vessa.aspx
Other Illinois Labor Law Posters 4 PDFS
There are an additional eight optional and mandatory Illinois labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
- Original poster PDF https://labor.illinois.gov/content/dam/soi/en/web/idol/employers/posters/2022-vessa-poster-english.pdf , updated February 2023
- Illinois Labor Law Posters at https://www.illinois.gov/idol/Employers/Pages/posters.aspx
- Illinois Department Of Labor
While we do our best to keep our list of Illinois labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.