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.
Illinois Places Significant Restrictions on Employers Use of Criminal Conviction History and Imposes EEO Reporting Requirement | Epstein Becker & Green
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Amendments to Illinois Law Make Using Criminal Convictions in Employment Decisions a Civil Rights Violation, Outlines New Equal Pay Reporting Requirements | Hinshaw & Culbertson - Employment Law Observer
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On March 23, 2021, Illinois Governor J.B. Pritzker signed into law SB 1480, which specified new obligations for employers, as detailed in a recent alert. Now that SB 1480 has been signed into law, employers should implement any new policies or procedures necessary to take into account the following prohibitions and new requirements under the law:
Amendment to the Illinois Human Rights Act Regarding Employment Decisions Based on Criminal Convictions. The Illinois Human Rights Act is now amended to require Illinois employers to demonstrate the following before making an employment decision based on a criminal conviction: (i) a substantial relationship between the conviction and the position sought; or (ii) that the granting of employment would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public. The new law sets forth several factors that employers must cons