Illinois Compiled Statutes
115 ILCS 5/15 (2026)
Unfair labor practice procedure
✓ current as of May 2026
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(115 ILCS 5/15)
(from Ch. 48, par. 1715) Sec. 15. Unfair labor practice procedure. A charge of unfair labor practice may be filed with the Board by an employer, an individual or a labor organization. If the Board after investigation finds that the charge states an issue of law or fact, it shall issue and cause to be served upon the party complained of a complaint which fully states the charges and thereupon hold a hearing on the charges, giving at least 5 days' notice to the parties. At hearing, the charging party may also present evidence in support of the charges and the party charged may file an answer to the charges, appear in person or by attorney, and present evidence in defense against the charges. The Board has the power to issue subpoenas and administer oaths. If any party wilfully fails or neglects to appear or testify or to produce books, papers and records pursuant to subpoena issued by the Board, the Board shall apply to the circuit court for an order to compel the attendance of the party at the hearing to testify or produce requested documents. If the Board finds that the party charged has committed an unfair labor practice, it shall make findings of fact and is empowered to issue an order requiring the party charged to stop the unfair practice, and may take additional affirmative action, including requiring the party to make reports from time to time showing the extent to which he or she has complied with the order. No order shall be issued upon an unfair practice occurring more than 6 months before the filing of the charge alleging the unfair labor practice. If the Board awards back pay, it shall also award interest at the rate of 7% per annum. If the Board finds that the party charged has not committed any unfair labor practice, findings of fact shall be made and an order issued dismissing the charges. The Board may petition the circuit court of the county in which the unfair labor practice in question occurred or where the party charged with the unfair labor practice resides or transacts business to enforce an order and for other relief which may include, but is not limited to, injunctions. The Board's order may in its discretion also include an appropriate sanction, based on the Board's rules and regulations, and the sanction may include an order to pay the other party or parties' reasonable expenses including costs and reasonable attorney's fee, if the other party has made allegations or denials without reasonable cause and found to be untrue or has engaged in frivolous litigation for the purpose of delay or needless increase in the cost of litigation; the State of Illinois or any agency thereof shall be subject to the provisions of this sentence in the same manner as any other party. To effectuate this Act's policy, the Board shall adopt goals (i) to ensure effective enforcement of this Act through timely and quality consideration and resolution of unfair labor practices with appropriate remedies and (ii) to protect employee free choice with timely and effective mechanisms to resolve questions concerning representation. To measure and report on its success in achieving these goals, the Board shall also adopt the following timeliness goals for the processing of unfair labor practice charges filed under Section 14: (1) Complete the investigation and issue a complaint, | dismissal, or deferral within 100 days of the charges being filed. If the dismissal or deferral is appealed to the Board, issue Board decisions within 90 days of the completion of the Board's process for filing appeals. |
(2) Upon the issuance of complaints for hearing: (i) | schedule hearings to begin within 60 days of a complaint's issuance; (ii) issue recommended decisions and orders within 120 days of the close of the record; and (iii) if exceptions to recommended decisions and orders are filed, issue Board decisions within 90 days of the completion of the Board's process for filing exceptions. |
(Source: P.A. 103-856, eff. 1-1-25.)
Notes of Decisions
Cited in 28
cases (4 in the last 5 years), 1994–2025 · leading case: Speed Dist. 802 v. Warning, 950 N.E.2d 1069 (Ill. 2011).
Speed Dist. 802 v. Warning, 950 N.E.2d 1069 (Ill. 2011). “Second, I disagree with the dissent's analysis of the remedy for the unfair labor practice.”
Niles Twp. High Sch. Dist. 219 v. Illinois Educ. Labor Relations Bd., 883 N.E.2d 29 (Ill. App. Ct. 2007). “See 115 ILCS 5/15 (West 2004); 80 Ill. Adm.Code § 1120.”
Chicago Teachers Un., Local 1, A. Fed. of Teachers, Afl-Cio v. Educ. Labor Rel. Bd., 800 N.E.2d 475 (Ill. App. Ct. 2003). “” 115 ILCS 5/15 (West 2000). The school board argues that the language in section 15 of the Act, which specifically provides that “[i]f the Board finds that the party charged has not committed any unfair labor practice, findings of fact shall be made and an order issued…”
W. Illinois Univ. v. Illinois Educ. Labor Relations Bd., 2021 IL 126082 (Ill. 2021). “115 ILCS 5/15 (West 2016) (“At hearing, the charging party may also present evidence in support of the charges and the party charged may file an answer to the charges, appear in person or by attorney, and present evidence in defense against the charges.”
Bd. of Trs. of the Univ. of Illinois v. Illinois Educ. Labor Relations Bd., 653 N.E.2d 882 (Ill. App. Ct. 1995). “) (115 ILCS 5/15 (West 1992).) Section 5(g) of the Act provides: "The Board may promulgate rules and regulations which allow parties in proceedings before the Board to be represented by counsel or any other person knowledgeable in the matters under consideration.”
Speed Dist. 802 v. Warning, 911 N.E.2d 425 (Ill. App. Ct. 2009). “" 115 ILCS 5/15 (West 2006). We conclude that the powers granted to the Board under sections 14(a)(3) and 15 of the Act include the authority to direct the District to reinstate a teacher to her teaching position even if the reinstatement results in her obtaining tenure.”
Paxton-Buckley-Loda Educ. Ass'n v. Illinois Educ. Labor Relations Bd., 710 N.E.2d 538 (Ill. App. Ct. 1999). “Section 15 of the Act provides that if the IELRB finds a party has committed an unfair labor practice, it is “empowered to issue an order requiring the party charged to stop the unfair practice, and may take additional affirmative action, including requiring the party to make…”
Bd. of Educ. of the City of Chicago v. Illinois Educ. Labor Relations Bd., 2015 IL 118043 (Ill. 2016). “See 115 ILCS 5/15 (West 2010). In lieu of a hearing before an administrative law judge (ALJ), the parties filed a stipulated record.”
Chicago Sch. Reform Bd. of Trs. v. Illinois Educ. Labor Relations Bd., 721 N.E.2d 676 (Ill. App. Ct. 1999). “Pursuant to section 15 of the Labor Relations Act (115 ILCS 5/15 (West 1996)), the IELRB issued a complaint against the School Board and assigned the case for hearing before an administrative law judge (ALJ).”
Bd. of Educ. v. Sered, 850 N.E.2d 821 (Ill. App. Ct. 2006). “” 115 ILCS 5/15 (West 2002). The Board has wide discretion and substantial flexibility in determining an appropriate remedy.”
Bd. of Educ. of the City of Chicago v. Illinois Educ. Labor Relations Bd., 2015 IL 118043 (Ill. 2015). “See 115 ILCS 5/15 (West 2010). In lieu of a hearing before an administrative law judge (ALJ), the parties filed a stipulated record.”
Dep't of Cent. Mgmt. Serv. v. Am. Fed'n of State, Cnty. & Mun. Employees, 699 N.E.2d 594 (Ill. App. Ct. 1998). “Finally, while 90 days is much shorter than five years, plaintiffs advance no justification for comparing their situation with parties in private labor arbitration. More compelling to us are comparisons of the time limits in this case and cases involving security employees,…”
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