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On July 4, 2017, the Illinois Senate voted to override Governor Bruce Rauner’s veto and passed a $36 billion budget package. With the override, the Illinois Senate effectively passed the package which amends the Illinois Income Tax Act and the Retailers’ Occupation Tax Act, resulting in a $5 billion tax increase. Here’s what Illinois businesses need to know about the amendments and the tax hike.

Effective July 1, 2017, the income tax rate for individuals, trusts and estates, increases from 3.75% to 4.95%. For corporations, the increase is from 5.25% to 7%. Beginning immediately, payors who are required to withhold Illinois income taxes must adjust withholding tax rates. These new rates can be found on the Illinois Department of Revenue’s website at www.‌re‌venu‌e.st‌a‌‌t‌e.il.us.

Under the new budget plan, the Illinois Research and Development Credit has also been reinstated and is retroactive for the 2016 tax year (subject to some limitations) and Illinois Unitary business groups (consolidated returns) will no longer be able to exclude members classified as financial organizations, insurance companies or transportation companies.

Individual taxpayers with an adjusted gross income (AGI) that exceeds $500,000 for married filing jointly returns and $250,000 for all other individuals are no longer able to claim the following exemptions: personal exemption allowance; the K-12 Education Expense Credit; or the Illinois Property Tax Credit. The Domestic Production Activities Deduction, under the new amendments to the Illinois Income Tax Act, also must be added back to AGI for individuals or taxable income for all other taxpayers.

Should you have any questions regarding this new law, please contact us.


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After a summer hiatus, our law blog returns for an announcement about a special event to be hosted by David J. Lynam and the Entrepreneur Group of the Union League Club. Please join us for “Angel Investing, What It Is, How it Works, and Recent Trends” on November 16 at 11:30 am. This event will feature a panel discussion by the Chicago angel investing group, The Chicago Archangels, who will share their inside perspective on angel investing. To sign up please use the Eventbrite link https://angelinvestingprogram.eventbrite.com. See you there!


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Please join us for a special luncheon on Thursday, June 2, from 11:30 AM to 1:30 PM hosted by the Union League Club Entrepreneur Group, David Lynam, Chair, where Professor Craig Wortmann of the University of Chicago’s Booth School of Business will present a workshop based on his award winning course “Entrepreneurial Selling.”

In this special ULCC Entrepreneur Group workshop, Professor Wortmann will lead discussions on applying selling skills in different contexts, acquiring and keeping customers, engaging with powerful stories (how and when to use them), and managing and measuring the sales process. Professor Wortmann designed, developed and teaches the University of Chicago business school course “Entrepreneurial Selling,” which is ranked by Inc. Magazine as one of the top ten business courses in the country.

The ULCC Entrepreneur Group represents a diverse gathering of professionals, academics, entrepreneurs, government officials, and business leaders who engage in issues of interest to entrepreneurs, provide a forum where entrepreneurial ideas can be exchanged, and celebrate the spirit of the Chicago entrepreneur community.

This event is open to everyone. ULCC Members may sign up at ULCC.org or call Member Events. Non-members, please register by using the special Eventbrite link here.

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The leadership of the Union League Club Entrepreneur Group was highlighted in the Winter 2015 edition of The State of the Union, the official magazine of the Union League Club of Chicago. The Entrepreneur Group is chaired by David Lynam of Lynam & Associates, and vice-chaired by Laurel Rundle, Partner at Aha! Marketing and CEO of All for Schools. The Group, a panel of professionals, business owners, executives and members of the startup community, meets monthly to engage in issues of interest to entrepreneurs, provide a forum where ideas can be exchanged, and engages in activities that celebrate the spirit of the Chicago entrepreneur community.Entrepreneur Group Highlight

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On Thursday, May 28, 2015, David J. Lynam of Lynam & Associates presented a breakfast program for the Union League Club of Chicago Entrepreneur and Real Estate Groups. The program featured a presentation on Creating Private Investments Using Qualified/IRA Funds.

For more information on how to unlock the power of self directed investments in real estate, private equity, and startups and on truly diversifying your investment choices, please see the presentation slides available here.

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Our firm has recently updated our national survey of paid sick leave laws, and it is clear that these laws have both advanced and retreated nationwide.
From 2006 to 2014, eighteen localities have passed mandatory paid sick leave laws, including San Francisco, Oakland, Seattle, Portland, Washington D.C., Philadelphia, and New York City. The three states that have passed mandatory paid sick leave laws are California, Massachusetts, and Connecticut. However, other states have refused to endorse mandatory paid sick leave, adopting laws that prohibit local governments from establishing the right to paid sick leave, such as Florida, North Carolina, Arizona, and Pennsylvania.
Perhaps the biggest challenge for our clients, once laws are passed, will be dealing with their various requirements. Many of the laws differ in key areas, such as which employees are covered, how much sick time employees accrue, what sick leave can be used for, and whether sick leave can carry over from year to year. For instance, covered employees in Connecticut accrue one hour of paid sick leave for every forty hours worked, while covered employees in California and Massachusetts accrue one hour of paid sick leave for every thirty hours worked. We will advise our clients if any of these proposals actually become law in Illinois or in the metropolitan area with local units of government, and how they should best address them.

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With New Years Day quickly approaching, it is important to keep in mind several laws that are changing or taking effect as of January 1, 2015.

Charitable IRA Transfers:

Affects: Individual Retirement Account owners

Action Required: If desirable, make non-taxable transfers to eligible charities before January 1.

The Tax Increase Prevention Act of 2014 extends a host of individual tax provisions, including non-taxable IRA transfers to eligible charities. Individual Retirement Account (IRA) owners who are age 70 ½ or older can make tax-free direct distributions of up to $100,000 per year from an IRA to a charity.  These distributions are outside the charitable contribution percentage limits because they are neither included in gross income nor claimed as a deduction on the taxpayer’s return.  The Act retroactively extends the provision allowing these transfer for one year so that charitable IRA transfers are non-taxable until January 1, 2015.

Pregnancy in Employment:

Affects: All Illinois employers with one worker or more

Action Required: Display new lunchroom poster, modify employee handbook, schedule confidential discussions with pregnant workers on the effect their pregnancy has on performance of the essential functions of the job.

The Pregnant Workers Fairness Act requires all employers to provide reasonable accommodations to women on account of pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth. Essentially, for reasonable accommodation purposes, employers must treat pregnancy and pregnancy-related conditions “like a disability.” An employer must provide a requested reasonable accommodation to a pregnant applicant or employee (full-time, part-time, or probationary), absent a showing of undue hardship on the ordinary operations of the employer. However, the law specifically prohibits an employer from requiring an individual to accept an accommodation the individual either did not request or chooses not to accept.

Examples of Accommodations: An employee and employer must engage in a timely, good faith, and meaningful exchange to determine effective reasonable accommodations. Reasonable accommodations may include more frequent or longer bathroom breaks, breaks for increased water intake, and breaks for periodic rest; private non-bathroom space for expressing breast milk and breastfeeding; seating; assistance with manual labor; light duty; temporary transfer to a less strenuous or hazardous position; the provision of an accessible worksite; acquisition or modification of equipment; job restructuring; a part-time or modified work schedule; appropriate adjustment or modifications of examinations, training materials, or policies; reassignment to a vacant position; time off to recover from conditions related to childbirth; and leave necessitated by pregnancy, childbirth, or medical or common conditions resulting from pregnancy or childbirth.

Employers are not required to create additional positions that the employer would not otherwise have created. The employer is also not required to discharge any employee, transfer any employee with more seniority, or promote any employee who is not qualified to perform the job, unless the employer does so or would do so to accommodate other classes of employees who need it.

Notices: Employers also must post a notice, prepared by the Department of Human Rights, summarizing the requirements of the law and information pertaining to filing a charge. The notice must be in a conspicuous location where notices to employees are customarily posted. A copy of the Pregnancy Rights Notice can be found on the Department’s website. Employers must also include information concerning an employee’s rights under the Act in any employee handbook.

Criminal History NOT A Job Disqualifier:

Affects: All Illinois employers with 15 or more workers

Action Required: Except for employers required by law not to employ workers with criminal histories, do not use criminal background checks until interview or conditional offer, and modify job applications to remove questions that ask about criminal history.

The newly enacted Job Opportunities for Qualified Applicants Act prohibits private employers with 15 or more employees from considering a job applicant’s criminal background until the employer has extended an offer for an interview or a conditional job offer. These restrictions do not apply if the employer must exclude applicants with certain criminal convictions from an applied-for position under federal or Illinois law. The law does not allow applicants themselves to sue, but provides the Illinois Department of Labor authority to investigate alleged violations.

Sex Harassment Protection for Unpaid Interns:

Affects: All Illinois employers

Action Required: Interns may bring charges for sexual harassment; training of managers accordingly

Amendments to the Illinois Human Rights Act expand the definition of “employee” as it relates to sexual harassment to include unpaid interns. The Act defines an unpaid intern as a person performing work under one of three circumstances: (1) where the employer is not committed to hiring the intern at the end of the internship; (2) where the employer and intern agree that the intern will not be paid; or (3) where the intern’s work supplements educational training, provides beneficial experience for the intern, does not displace regular employees, is performed under close supervision, or provides no immediate advantage to the employer.

Payroll Debit Card Use Permitted:

Affects: All Illinois employers

Action Required: None, unless payroll debit cards desirable

Amendments to the Illinois Wage Payment and Collection Act (IWPCA) for the first time permit employers to pay employees’ wages using payroll debit cards if they follow strict requirements on their use.

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