October 2024

 

Illinois to Require that Employers Provide Paid Leave

04/06/23

Illinois has enacted legislation (Senate Bill 208) that will require employers to provide employees with up to 40 hours of paid leave that they may use for any reason. Senate Bill 208 takes effect Jan. 1, 2024.

Monday, April 3, 2023/Author: ADP Admin/Number of views (3228)/Comments (0)/

Illinois Issues Rules on Equal Pay Reporting

02/03/23

The Illinois Department of Labor (IDOL) has published final regulations to implement a requirement for Illinois employers with 100 or more employees to obtain an Equal Pay Registration Certificate (EPRC).

Wednesday, February 1, 2023/Author: ADP Admin/Number of views (3568)/Comments (0)/

Illinois prohibits hairstyle discrimination

8/4/22

Illinois has enacted legislation (Senate Bill 3616) that expressly prohibits employers from discriminating against individuals based on their hair texture or protective hairstyle. Senate Bill 3616 takes effect Jan. 1, 2023.

Wednesday, August 3, 2022/Author: ADP Admin/Number of views (4968)/Comments (0)/

Illinois Requires Expense Reimbursement

11/01/18

Illinois has enacted legislation (Senate Bill 2999) that requires employers to reimburse employees for certain business expenditures. 
Wednesday, October 31, 2018/Author: ADP Admin/Number of views (6972)/Comments (0)/
Categories: Illinois

Illinois Expands Protections for Breastfeeding Mothers in the Workplace

10/01/18

Illinois Governor Bruce Rauner signed House Bill 1595 amending the Nursing Mothers in the Workplace Act in several significant ways – most notably the compensability of break time under the Act, and the burden on employers in order to avoid providing the required break time to its employees. 
Wednesday, October 3, 2018/Author: ADP Admin/Number of views (9291)/Comments (0)/
Categories: Illinois

Wave of Class Action Lawsuits Filed under Illinois Biometric Information Privacy Act

02/01/18

Employers using timeclocks that use employee finger or hand scanning technology to clock in and out may have heard about a recent surge of class action litigation asserting that such technologies are covered by the Illinois Biometric Information Privacy Act (“BIPA” or the “Act”). Many lawsuits have been filed against employers operating in Illinois. 
Tuesday, January 30, 2018/Author: Andaika Jean-Noel/Number of views (13993)/Comments (0)/

Chicago Adopts Hands Off Pants On Law to Protect Hotel Workers from Sexual Harassment, Assault

01/18/18

To provide hospitality workers greater protections against sexual harassment and assault, the Chicago City Council has passed the “Hands Off Pants On” Ordinance. The Ordinance requires all hotels in the City to adopt a panic button system and an anti-sexual harassment policy.

Tuesday, January 16, 2018/Author: Andaika Jean-Noel/Number of views (11527)/Comments (0)/
Categories: Illinois

Sick Leave Toolkit Updated for Arizona, Chicago, Cook County, Emeryville, Los Angeles, Minneapolis, and St Paul

07/06/17

Our sick leave toolkit which includes Frequently Asked Questions (FAQs) and model sick leave policies for jurisdictions with sick leave laws has been updated based on recent agency guidance, rules and/or best practice recommendations.  
Monday, July 3, 2017/Author: Andaika Jean-Noel/Number of views (15949)/Comments (0)/

Illinois Expands Domestic and Sexual Violence Leave

10/20/16

Effective January 1, 2017, employees who work for an employer with no more than 14 employees will be entitled to 4 workweeks of unpaid leave in any 12-month period to address issues related to domestic or sexual violence.    

Wednesday, October 19, 2016/Author: TJaeger2/Number of views (10128)/Comments (0)/
Categories: Illinois

Pregnancy Rights

01/22/15

Pregnancy and your rights in the workplace has been added to the Illinois All-In-One poster.
Tuesday, January 20, 2015/Author: SuperUser Account/Number of views (14319)/Comments (0)/
Categories: Illinois
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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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