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Wednesday, April 14, 2021 Illinois lawmakers recently amended the Illinois Human Rights Act to include new rules on how employers may consider criminal convictions in making employment decisions. With this amendment, no Illinois employer may take adverse action in hiring or firing (or anything in between) based upon an applicant's or employee's conviction record unless the employer can show that: There is a "substantial relationship" between the criminal offense and the employment sought or held;  or Employment of the individual would involve an unreasonable risk to property or to ...

To embed, copy and paste the code into your website or blog: Earlier this week, Illinois Gov. J.B. Pritzker signed into law SB1480, which amended the Illinois Human Rights Act (the Act) in a way that will significantly affect how employers deal with employee conviction records. What is Prohibited? Under the amended Act, which takes effect immediately, it is a “civil rights violation” for an employer to use a “conviction record” as a basis for adverse employment decisions, unless: There is a “substantial relationship” between one or more of the previous criminal offenses and the em...