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Home My WebLink AboutG19-17 Ordinance No. G 19-17 AN ORDINANCE AMENDING TITLE 6 OF THE ELGIN MUNICIPAL CODE, 1976, AS AMENDED, ENTITLED "BUSINESS LICENSES AND REGULATIONS" BY CREATING A NEW CHAPTER 6.95 THERETO ENTITLED "CONFLICTS WITH CERTAIN HOME RULE ORDINANCES OF COOK COUNTY" WHEREAS, the City of Elgin, as a home rule unit of local government as provided by Article VII, Section 6 of the Illinois Constitution of 1970, has the authority to exercise any power and perform any function pertaining to its government and affairs except as limited by Article VII, Section 6 of the Illinois Constitution of 1970; and WHEREAS, on October 5, 2016, the County of Cook Board of Commissioners adopted ordinance number 16-4229 that requires employers in "Cook County" to provide a minimum number of paid sick days to employees ("Cook County Earned Sick Leave Ordinance"); and WHEREAS, on October 26, 2016, the County of Cook Board of Commissioners adopted ordinance number 16-5768 creating a minimum wage for employers in "Cook County" ("Cook County Minimum Wage Ordinance"); and WHEREAS, the State of Illinois is considering a unified statewide regulation and the City of Elgin has employers in Kane and Cook Counties and wants to keep a unified set of rules regarding sick days and minimum wages; and WHEREAS, the City of Elgin finds that many businesses employ individuals that are required to work across municipal and county borders within the Chicago metropolitan region and throughout the State of Illinois, and the City of Elgin believes that employment-related laws are best established at the Federal and State level; and WHEREAS, Article VII, Section 6(c) of the Illinois Constitution provides that if a home rule county ordinance conflicts with an ordinance of a municipality,the municipal ordinance shall prevail within its jurisdiction. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ELGIN, COOK AND KANE COUNTIES, ILLINOIS, AS FOLLOWS: Section 1. That Title 6 of the Elgin Municipal Code, 1976, as amended, entitled "Business Licenses and Regulations", be and is hereby further amended by adding a new Chapter 6.95 thereto entitled "Conflicts with Certain Home Rule Ordinances of Cook County" to read as follows: "Chapter 6.95 CONFLICTS WITH CERTAIN HOME RULE ORDINANCES OF COOK COUNTY 6.95.010: MINIMUM HOURLY WAGES AND PAID SICK LEAVE A. Employers located within the City of Elgin 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 both the payment of minimum hourly wages and paid sick leave. Employee eligibility for paid sick leave and minimum hourly wages shall also be in compliance with all applicable Federal and/or State laws and regulations as such laws and regulations may exist from time to time. B. No additional obligations with regard to paid sick leave,or minimum hourly wages, including, without limitation, any additional obligations by ordinances adopted by the County of Cook Board of Commissioners, including but not limited to ordinance numbers 16-4229 and 16- 5768, shall apply to employers located within the City of Elgin, except those required by Federal and/or State laws and regulations as such laws and regulations may exist from time to time. C. For the purposes of this Section, the term "employee" means an individual permitted to work by an employer regardless of the number of persons the employer employs, and the term "employer" means any person employing one or more employees, or seeking to employ one or more employees, if the person has its principal place of business within the City of Elgin or does business within the City of Elgin. D. For the purposes of this Section, the term "employer" does not mean: 1. The government of the United States or a corporation wholly owned by the government of the United States. 2. An Indian tribe or a corporation wholly owned by an Indian tribe. 3. The government of the State or any agency or department thereof; or 4. A unit of local government or a school district." Section 2. That all ordinances or parts of ordinances in conflict with the provisions of this ordinance be and are hereby repealed to the extent of any such conflict. Section 3. That this ordinance shall be in full force and effect upon its passage and publication in the manner provided by law. 4MV7Ak2, David J. Kapta' , Mayor - 2 - Presented: June 14, 2017 Passed June 14, 2017 Vote: Yeas: 8 Nays: 0 Recorded: June 14, 2017 Published: June 16, 2017 Attes Kimberly Dewis, Cit# Clerk ` r - 3 - ;)4 ELGIN MEMORANDUM THE CRY IN THE SUBURBS- To: Mayor and City Council Members From: Richard G. Kozal,City Manager Date: 9 June 2017 Re: Minimum Wage Estimates Staff was asked to estimate the number of Elgin residents residing in Cook County who are working at minimum wage levels. Using the five-year estimates from United States Census Bu- reau's 2011-15 American Community Survey, the community development department staff analyzed Cook County households in census blocks entirely located within Elgin's boundaries. Of those Cook County households in census tracts entirely located within Elgin's corporate lim- its, approximately 15 percent have an annual income less than $20,000 and approximately 32 percent have an annual income less than $35,000. These two subsets of household income have been selected because they most closely approximate the annual income of a household with either one or two persons earning the$8.25 per hour Illinois minimum wage. The community development department created a graphic using information from the United States Census Bureau's 2011-15 American Community Survey. The map within the graphic shows the location of the Cook County census tracts and blocks. Because census tracts and census blocks do not follow municipal boundaries, those census tracts and blocks located en- tirely within Elgin are highlighted in yellow. For each Cook County census block that is entirely or partially within the city limits,the top table in the graphic shows the number of people, the number of households, the number of house- holds with an income of less than $19,999, and the number of households with an income of less than $34,999. Household size data is listed in a separate table. G T City of Elgin Cook County CensusTract & Block Group Map 2 'J. Boundary Census Tract Bounda " &Tract Number 8043 Census Block Group 11. Boundary&Block Number 2 Elgin Municipal 4- Boundary 8044.03 3 Mp w"wM by ft city of EW 0 0+125025 0.5 O.n I uft D"wWmt of C-wrft DwMOp A-May 2017 Total Population/Total Households/income Cemus U 4 3 % N j2W P20digr ToW Notwhold, I-L..s Thm 519.9" Wwm Lou Th-SX9" Tract 8043.1 Block G..p 2 6,437 L&D 167 368 8044.04 Tract 8044.03 frock Gr-p 1 1,548 419 133131.74%) 133 31.76% 2 -7- Tract 8046. Block Group 2 785 499 61(12.22%) 219(43.88%) 4 Tract W".0VIllock Group 3 4,247 1,519 90 196 Tract 8044. Block Group 1 1,895 377 33 j8.75%) 116 30.76% 2 Tract 8044. Block Group 2 L034 240 0(MA) 44(18+33%) Tract 8044. Block Group 3 L393 572 100 125 8044.05 315 26(8.25%) 31(9.84%) Tract 8044- Block Group 4 1.010 8043.10 Tract W45. Block Group 1 2.327 Sol 55 127 3 Tract 8045. Block Group 2 1,193 510 116(Z2.74%1 21S(42.15% - ) T ract 8D46.06/Block Gm p 1 2,396 638 26 95 Tract 8046.06/Block Grou p 2 2,447 726 34(4.74%1 57(7.96%) Tract W46.06/frock C-p 3 L35B 594 163(27.44%) 368(61.95%) Tract 194 2 8D45.07/slock Gmup 1 3.5% L535 is L181 78 1a -` Tract 8015.07 Block G.Up 2 4. 9 1,453 261 181 Tract SD45.017/Block Group 3 3�95 1 - Tract 8045.07 frock G-p 469 305 98 161 SUMTOTAL ELGIN ONLY li,2m 670 So(15.4m) 1,183(3Z29%) 3 TOTAIS !SL292 1sT 379 Z854 So-U.S.Census Bureau,2011-X115 Amrkan Community Survey 5-Year Estimates 8044.06 and a Groups Extend Beyond the City 6-dom I Household Size w L 211 1_21 2 i 1045.?7 8045.07 2 4 4 2 A ELGIN THE CITY IN THE SUBURBS- MEMORANDUM To: Mayor and City Council Members From: Richard G. Kozal,City Manager Date: 9 June 2017 Re: Part-Time Employee Benefits Staff was asked to provide information on the wages and benefits the city provides to its part- time employees. The city has five categories of part-time employees covering almost 90 position titles. Their respective benefits are summarized below. Seasonal Employees: Receive no benefits and are not eligible for IMRF pension benefits • Work fewer than 1,000 hours a year • Work fewer than 12 months a year; generally employed anytime from March through November • Examples: lifeguards, crossing guards, golf course staff, parks and recreation staff, summer laborers • Wages range from minimum wage (e.g., entry level life guards) to $19.50/hour (golf business coordinator) Part Time Regular Employees: Receive no benefits and are not eligible for IMRF pension benefits • Work fewer than 1,000 hours a year • Work year-round • Examples: Centre of Elgin instructors, non-union janitors, parking control officers • Wages range from minimum wage (e.g, entry level fitness desk clerks) to $20/hour (top step banquet rental coordinator) Part-Time IMRF-Only Employees: Eligible for IMRF pension benefits but receive no other benefits • Work 1,000 or more hours a year (from 1,100 to 1,560) • Work year round • Examples: Centre program leaders, part time customer service clerks • Wages range from $9/hour (e.g., entry level Centre activity supervisor) to $18/hour (e.g., top step pre-school coordinator) Part-Time Permanent Employees: Eligible for IMRF pension benefits and receive paid time off and health insurance op- tion • Work 1,000 or more hours a year (from 1,040 to 1,560) • Work year-round • Receive minimum 20 hours vacation per year • May select between 3 days sick time, health insurance at 50% premium contribution, or insurance opt out payment of$1,000 per year into a health retirement account • Holiday pay at 4 hours for each of 10 holidays • Examples: crime prevention specialist, emergency dispatch coordinator, golf profes- sional • Wages range from $10/hour (Entry level facility supervisor) to $30.7612 (emergency dispatch coordinator) Part Time Permanent Custodians: Eligible for IMRF pension benefits and receive paid time off and health insurance op- tion; covered by SEIU collective bargaining agreement • Work 1,040 hours or more a year • Work year-round • Receive from 20 to 60 hours of vacation per year, depending on length of service • Holiday pay at four hours for each of 10 holidays • Receive one four hour personal day • May select between three days sick time, health insurance at 50 percent premium contribution, or insurance opt out payment of $1,000 per year into a health retirement account • Receive $20,000 life insurance policy • Wages range from $11.5815 (entry level custodian) to $15.4691 (top step building maintenance worker)