October 2024

 

Chicago and Cook County Adopt New Paid Leave Ordinances

01/04/24

Chicago and Cook County in Illinois have each enacted ordinances that will amend requirements that employers provide paid leave to employees.

The new Chicago ordinance requires both paid sick leave and paid leave that employees can use for any reason. The new Cook County ordinance requires paid leave employees can use for any reason.

The new ordinances will replace existing paid sick leave requirements in the city and county once they take effect. 

Monday, January 1, 2024/Author: ADP Admin/Number of views (2494)/Comments (0)/

Chicago and Cook County Adopt New Paid Leave Ordinances

01/04/24

Chicago and Cook County in Illinois have each enacted ordinances that will amend requirements that employers provide paid leave to employees.

The new Chicago ordinance requires both paid sick leave and paid leave that employees can use for any reason. The new Cook County ordinance requires paid leave employees can use for any reason.

The new ordinances will replace existing paid sick leave requirements in the city and county once they take effect. 

Monday, January 1, 2024/Author: ADP Admin/Number of views (2473)/Comments (0)/

Chicago Adopts New Paid Leave Ordinance

12/07/23

Chicago has enacted an ordinance that will require employers to provide both paid sick leave and paid leave that employees working in Chicago can use for any reason. The ordinance takes effect Dec. 31, 2023 and replaces an existing paid sick leave requirement in the city.
Wednesday, December 6, 2023/Author: ADP Admin/Number of views (2634)/Comments (0)/

Illinois Provides Guidance on New Paid Leave Law

11/02/23

The Illinois Department of Labor has published guidance on the Paid Leave for All Workers Act which requires employers to provide employees with up to 40 hours of paid leave that they may use for any reason. The law takes effect Jan. 1, 2024.

Tuesday, October 31, 2023/Author: ADP Admin/Number of views (3203)/Comments (0)/

Illinois Clarifies Equal Pay Reporting Requirements

10/05/23

Illinois has enacted legislation that clarifies a requirement for employers with 100 or more employees working in Illinois to obtain an Equal Pay Registration Certificate (EPRC). The legislation (House Bill 3733) takes effect Jan. 1, 2024.

Tuesday, October 3, 2023/Author: ADP Admin/Number of views (2805)/Comments (0)/

Illinois Amends Notice and Personnel Records Access Requirements

10/05/23

Illinois has enacted legislation that amends the state’s rules for providing certain notices to remote workers and amends the requirements for providing access to employees’ personnel records. The changes made by the legislation (House Bill 3733) take effect Jan.  1, 2024.

Tuesday, October 3, 2023/Author: ADP Admin/Number of views (2569)/Comments (0)/

Illinois to Require Pay Scale in Job Ads

09/07/23

Illinois has enacted legislation (House Bill 3129), which requires employers with 15 or more employees to include in job postings the pay scale and benefits for the position. House Bill 3129 takes effect Jan. 1, 2025.
Tuesday, September 5, 2023/Author: ADP Admin/Number of views (3033)/Comments (0)/

Illinois Expands Bereavement Leave Requirements

09/07/23

Illinois has enacted legislation that expands requirements for certain employers to provide bereavement leave to employees. The legislation (Senate Bill 2034) takes effect Jan. 1, 2024.

Tuesday, September 5, 2023/Author: ADP Admin/Number of views (3018)/Comments (0)/

Illinois Requires Certain Employers to Offer Organ Donation Leave

09/07/23

Illinois has enacted legislation that will require employers with 51 or more employees to provide paid organ donation leave to employees. The law (House Bill 3516) takes effect Jan. 1, 2024.

Tuesday, September 5, 2023/Author: ADP Admin/Number of views (2672)/Comments (0)/

Illinois Issues Amended Rules on Employee Expense Reimbursement

06/01/23

The Illinois Department of Labor (IDOL) has published amended regulations implementing a law that requires employers to reimburse employees for certain business expenditures.
Tuesday, May 30, 2023/Author: ADP Admin/Number of views (3192)/Comments (0)/
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Recent IL Updates

Illinois Establishes Guardrails Against Discrimination from AI

10/03/24

Author: ADP Admin/Monday, September 30, 2024/Categories: Compliance Corner , State Compliance Update, Illinois

Illinois has enacted legislation that expressly prohibits discrimination by employers that deploy Artificial Intelligence (AI) to help them make employment decisions. The law (House Bill 3773) also requires employers that use AI to provide a notice to applicants and employees. House Bill 3773 takes effect Jan. 1, 2026.

The Details


House Bill 3773 prohibits employers from using AI for employment purposes if it has the effect of subjecting employees to discrimination on the basis of protected classes, such as race, under state law, or to use zip codes as a proxy for protected classes under state law.


Under House Bill 3773, an employer must also provide a notice to applicants and employees if the employer uses AI for employment purposes, such as recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure, or the terms, privileges, or conditions of employment.


The law directs the Illinois Department of Human Rights to issue regulations to implement the law, including the notice requirement.

Definitions


The law defines AI as a machine-based system that, for explicit or implicit objectives, infers, from the input it receives, how to generate outputs such as predictions, content, recommendations, or decisions that can influence physical or virtual environments.

Under the law, AI includes generative artificial intelligence, which is defined as an automated computing system that, when prompted with human prompts, descriptions, or queries, can produce outputs that simulate human-produced content, including, but not limited to, the following:

  • Textual outputs, such as short answers, essays, poetry, or longer compositions or answers;
  • Image outputs, such as fine art, photographs, conceptual art, diagrams, and other images;
  • Multimedia outputs, such as audio or video in the form of compositions, songs, or short-form or long-form audio or video; and
  • Other content that would be otherwise produced by human means.

Next Steps

  • Review policies and practices to ensure compliance with the law.
  • Watch for developments on the notice requirement.
  • Consult legal counsel as needed.
  • Train supervisors on the changes.

Number of views (750)/Comments (0)

 

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