SB2460 amends the Illinois Wage Payment and Collection Act to create age-based accommodations for employees over 65. The bill requires employers, upon request, to provide a paper pay stub to an employee age 65 or older even if pay stubs are otherwise furnished electronically. It also requires employers that use electronic devices for timekeeping to provide a non-electronic alternative for employees over 65 who request one, and it requires notice to employees about these options.
The bill also adds an enforcement mechanism. An employee who is denied the paper pay stub option or the non-electronic timekeeping option may bring a civil action against the employer and recover $500 per violation, plus reasonable costs and attorney’s fees. The bill defines relevant terms and amends Sections 2, 10, and 14 of the Act, but it does not otherwise change the general wage-payment rules for employees or employers.
Impact
SB2460 would modify the Illinois Wage Payment and Collection Act by adding specific rights for workers age 65 and older regarding payroll records and timekeeping. Employers would need to adjust payroll and attendance practices to accommodate requests for paper pay stubs and non-digital hour reporting, and they would need to provide clear notice of those rights. The bill expands potential liability for employers by creating a private right of action with statutory damages of $500 per violation, along with attorney’s fees and costs, which could increase compliance obligations and litigation exposure for covered employers.
Sentiment
The available record shows no committee transcript, vote history, or recorded floor debate, so there is no documented public sentiment from legislative discussion in the materials provided. Based on the bill text alone, the measure appears to be framed as a worker-protection and accessibility bill aimed at older employees who may have difficulty using electronic payroll or timekeeping systems. The caption, "WAGE PAYMENT-AGE ACCOMODATION," suggests a supportive intent toward age-related workplace accommodations.
Contention
No specific points of contention are documented in the provided transcripts or votes. Potential areas of debate inferred from the bill text include whether the age-65 threshold is appropriate, the administrative burden on employers that rely on electronic payroll and timekeeping systems, and the creation of a private enforcement remedy with $500-per-violation damages and attorney’s fees. Employers, payroll service providers, and business groups would likely be the parties most affected by those compliance and liability provisions, while older workers and employee advocates would likely support the added accommodations.