Dive Brief:
Illinois Gov. J.B. Pritzker signed a bill into law March 23 that prohibits employers from taking adverse employment actions based on workers criminal records, unless certain exceptions apply. The law amends the Illinois Human Rights Act.
An employer may use a conviction record as the basis for an adverse employment action if it determines that a relationship between the offense and the job exists or if the offense poses a safety risk. The employer must perform an individualized assessment and consider several factors including length of time since the conviction, the nature and severity of the crime, and the age of the person at the time of conviction.
Motions to dismiss wrongful termination suit deemed moot; Amended complaint filed against MESD, officials
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Illinois Imposes New Criminal History Check Requirements On Employers - Employment and HR
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Thursday, April 1, 2021
In response to public demands for greater equity and inclusion in the workplace, on March 23, 2021, Governor J.B. Pritzker approved extensive changes to the Illinois Humans Rights Act, the Illinois Equal Pay Act and the Business Corporation Act. The measures place new limits on employers’ use of conviction records when making employment decisions. They also require larger employers to obtain an “equal pay registration certificate” and submit diversity data to the State for publication. Illinois employers must act quickly to comply with the new conviction record requirements, and larger employers should begin preparing now for the new reporting requirements. Below are some key takeaways for employers regarding these sweeping new measures.