The Illinois House Rules Committee has advanced a bill that would introduce new regulations for workplace temperatures across the state. The measure, HB 3762, sponsored by Representative Gonzalez, was sent to the House floor and its amendment referred to the House Labor and Commerce Committee.
The proposed legislation aims to set standards for both indoor and outdoor work environments. For outdoor workplaces, the rules would apply when the windchill is 40 degrees or lower or if the heat index reaches 80 degrees or higher. For indoor settings, requirements would be triggered under several conditions: if temperatures are at least 80 degrees with a heat index of 85; if employees wear clothing that restricts heat removal and temperatures reach 80 degrees; in high-radiant heat areas at 80 degrees or more; during heavy work at 60 degrees or less; or during light work at 65 degrees or less.
Employers whose workers operate under these conditions would need to develop plans aimed at preventing temperature-related illnesses and injuries. These plans must include employee and supervisor training on temperature hazards, monitoring of employees, immediate access to potable water for those affected by heat, paid rest breaks, access to shade or climate-controlled spaces for hot conditions, warm non-caffeinated beverages for cold-impacted employees, and access to warming stations protected from wind and precipitation.
Other requirements involve providing emergency response for injuries related to extreme temperatures, limiting exposure to heat or cold, guidelines for protective equipment against cold exposure, acclimatization policies for workers adjusting to new temperature extremes, alert systems in non-climate-controlled environments with steps such as postponing non-essential tasks and increasing rest periods when necessary.
The legislation also allows employees to refuse work if they reasonably believe their employer has not complied with these regulations or if working conditions could lead to illness or injury. Employers who violate these rules could face fines and civil lawsuits. Additionally, any adverse action taken against an employee within 90 days of exercising their rights under this act would be presumed retaliatory.
Employers would be required to document their safety plans and related procedures and keep these records for three years.
