October 2024

 

Illinois Issues Required Employer Posting and Fact Sheet under Pregnancy Accommodations Law; New Handbook Policy Available

01/22/15

The Illinois Human Rights Act (“IHRA”) now offers additional protection for pregnant women in the workplace and additional responsibilities for employers with respect to their pregnant workers.
Tuesday, January 20, 2015/Author: SuperUser Account/Number of views (14307)/Comments (0)/
Categories: Illinois

Illinois Becomes the Fifth State to Ban the Box

8/21/14

Illinois has passed the Job Opportunities for Qualified Applicants Act. The Act provides that a private employer may not inquire into or require disclosure of a job applicant's criminal record or criminal history before the candidate has been notified that the candidate has been selected for a job interview or has been offered a conditional offer of employment. It requires consideration of the nature and gravity of a candidate's conviction record, the time elapsed since the conviction, and whether the conviction has a direct bearing on the candidate's fitness before excluding a candidate.

Tuesday, August 19, 2014/Author: SuperUser Account/Number of views (13264)/Comments (0)/
Categories: Illinois

Illinois Firearms Concealed Carry Act Update

11/07/13

Executive Summary

Property owners wishing to prohibit concealed firearms from being carried on their property must post officially approved signage conspicuously at the entrance of their building, premises or real property, according to a regulation published by the Illinois State Police. Owners of parcels where concealed carry is prohibited by the Illinois Firearms Concealed Carry Act also must post the required sign in the same manner. The IL state police have released guidance on the posting requirements as well as a model poster. For more information please review the details below.

Wednesday, July 9, 2014/Author: Shirley Johnson/Number of views (9386)/Comments (0)/
Categories: Illinois

Medical Marijuana Legalized in Illinois

11/21/13

Executive Summary

On January 1, 2014, Illinois will become the 20th state in the nation to legalize marijuana for medicinal purposes. Illinois’ governor signed the legislation, the Compassionate Use of Medical Cannabis Pilot Program Act (“Cannabis Act”), to create the four-year pilot program. The program allows patients diagnosed with one of 42 specific, debilitating medical conditions to use medicinal marijuana. Qualifying individuals will be issued a Registry Identification Card by the Department of Public Health. Illinois has removed state-level criminal penalties from the medical use and cultivation of cannabis. The purpose of the Act is to protect patients with certain debilitating medical conditions, as well as their physicians and providers, from arrest and prosecution, criminal and other penalties, and property forfeiture if the patients engage in the medical use of cannabis.

Wednesday, July 9, 2014/Author: Shirley Johnson/Number of views (8496)/Comments (0)/
Categories: Illinois

Illinois Workplace Violence Prevention Act

11/21/13

Executive Summary

Illinois has passed a law with the stated intention to assist employers in protecting its workforce, customers, guests and property by limiting access to workplace venues by potentially violent individuals. Effective January 1, 2014, IL employers with 5 or more employees may seek a court order of protection if the business or its employees are threatened by an individual.

Wednesday, July 9, 2014/Author: Shirley Johnson/Number of views (7925)/Comments (0)/
Categories: Illinois

New Chicago Ordinance Bans Smoking of E-Cigarettes Indoors

09/06/14

Executive Summary

Effective April 29, 2014, a new Chicago ordinance will prohibit smoking of electronic cigarettes (or e-cigarettes) in enclosed public places and enclosed places of employment in the city. Chicago joins New York City and a handful of other jurisdictions (including the states of Arkansas, North Dakota, and Utah) to have included e-cigarettes in their indoor smoking regulations. 


Wednesday, July 9, 2014/Author: Shirley Johnson/Number of views (7091)/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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