- Bans employers from asking job applicants for details about their wage, income or advantages history
The Act bans companies from (1) assessment job seekers according to their wage or income history; (2) needing that the applicant’s wages satisfy minimum or maximum requirements; and (3) asking for or requiring a job candidate to disclose wage or income history as an ailment of work. Companies may share information using the applicant about the compensation and advantages or talking about the applicant’s objectives for the career in concern. A manager will not break the Act if an applicant voluntarily discloses the info, however the Act forbids a company from depending on such information whenever determining whether or not to provide work or compensation that is determining.
- Bans agreements employers that are restricting disclosing settlement
The Act forbids a company from needing a worker to signal an understanding that forbids the employee from disclosing the employee’s compensation. The Act currently forbids an manager from using any action against a worker for speaking about the employee’s wages or even the wages of every other worker. The amendment, but, clarifies that the boss might prohibit workers whose task obligations permit completely free cams them use of other employees’ settlement information (including HR workers and supervisors) from disclosing that information when you look at the lack of prior written consent through the worker whoever info is being disclosed.
- Expands claims underneath the Equal Pay Act
In place of needing to show that a worker is doing work that calls for “equal” skill, effort and duty, a worker need just show that the job is “substantially comparable. ” The Amendment additionally limits an ability that is employer’s justify pay disparities. To ascertain that a factor apart from illegal discrimination ended up being the cause of the pay disparity, an boss must show that the element (1) is certainly not based or produced by a differential in settlement according to intercourse or any other protected characteristic; (2) is job-related with regards to the place and in line with company prerequisite; and (3) makes up about the differential.
- Increases obligation for violations
With regards to unequal pay claims, and likewise to data recovery of this whole underpayment with interest, in addition to solicitors’ fees and expenses, the amendment permits injunctive relief and permits a worker to recover compensatory damages if the worker shows that the manager acted with “malice or careless indifference, ” and punitive damages as appropriate. For violations in the income history ban or unrestricted disclosure of payment information, the amendment permits workers to recuperate any damages incurred, unique damages to not ever meet or exceed $10,000, injunctive relief, and expenses and reasonable attorneys’ charges. If unique damages can be obtained, a worker may recover compensatory damages only to your degree damages that are such the actual quantity of unique damages.
Synthetic Intelligence Movie Interview Act
Effective half a year after signature by governor
The Act calls for companies to get permission from applicants before making use of intelligence that is“artificial to evaluate an applicant’s video clip meeting and physical fitness for the career. The permission must (1) notify each applicant ahead of the meeting that synthetic intelligence enable you to evaluate the candidates’ video meeting and fitness for the career; and (2) explain how a intelligence that is artificial plus the basic forms of faculties it utilizes to gauge candidates.
The Act also forbids companies from sharing movie interviews, except with individuals whoever expertise is essential for assessing an applicant’s physical physical physical fitness for the career.
The Act calls for companies to delete the videos within thirty day period of an employee’s request.
Minimal Wage Legislation
Effective 1, 2020 january
The minimum wage will increase from $8.25 each hour to $9.25 on January 1, 2020, after which to ten dollars each hour on July 1, 2020. It’s going to then increase $1 per 12 months until it reaches $15 each hour in 2025 ($13 on 1/1/21, $14 on 1/1/22, and $15 on 1/1/25). The minimal wage for tipped workers will continue to be 60 per cent of the quantity (employers have entitlement to simply take a tip credit as much as 40 per cent for the recommendations employees get). In the event that reduced minimum wage alongside the guidelines really gotten by the employee try not to equal their state minimum wage, a manager must pay the huge difference to obtain the employee to your minimum wage.
Companies with significantly less than 50 workers in 2020 may be eligible for an income tax credit for a percentage associated with the wage increases. The taxation credit, nevertheless, will drop as time passes.
Companies with workers involved in Chicago or Cook County are already necessary to conform to greater wages that are minimum. Presently, the minimum wage for workers doing work in Chicago or Cook County is $13 or $12 each hour for non-tipped workers ($6.40 and $5.25 for tipped workers), respectively.
Cannabis Regulation and Tax Act
Area 10-50 regarding the Act enables companies to: maintain zero tolerance policies on the job and even though on call; prohibit utilization of cannabis at work; and discipline or end employees who violate an employer’s workplace drug policies.
The Act clearly states so it will not offer an underlying cause of action against an manager whom subjects workers or applicants to drug that is reasonable liquor screening, or whom procedures or terminates a worker centered on an excellent faith belief that the employee had been weakened because of cannabis utilize or intoxicated by cannabis while at your workplace or on call.
The Illinois Right to Privacy in Workplace Act (Privacy Act) provides that “except as otherwise particularly supplied by legislation, including part 10-50 of the Cannabis behave as described above” it really is illegal for an boss to will not hire or discharge a specific “because the in-patient uses legal items off the premises of this employer during nonworking hours. ” The Cannabis Act describes “lawful products” as “products which can be appropriate under state legislation. ” Pursuant to that particular meaning, a manager terminating a worker for cannabis utilize during nonworking hours might be starting it self as much as a claim beneath the Privacy Act.