• Bans employers from asking job seekers for information about their wage, income or advantages history

The Act bans employers from (1) assessment job seekers centered on their wage or wage history; (2) needing that the applicant’s wages satisfy minimum or maximum requirements; and (3) asking for or needing a job candidate to disclose wage or income history as an ailment of work. Companies may share information using the applicant about the payment and advantages or speaking about the applicant’s objectives for the positioning under consideration. A boss will not break the Act if an applicant voluntarily discloses the data, nevertheless the Act forbids a boss from counting on such information when determining whether or not to provide work or determining payment.

• Bans agreements employers that are restricting disclosing settlement

The Act forbids a manager from needing a worker to sign an understanding that forbids the employee from disclosing the employee’s compensation. The Act currently forbids a boss from using any action against a member of staff for talking about the employee’s wages or even the wages of every other worker. The amendment, nonetheless, clarifies that an manager may prohibit workers whose work duties enable them use of other employees’ settlement information (including HR workers and supervisors) from disclosing that information into the lack of prior written permission through the employee whoever info is being disclosed.

• Expands claims underneath the Equal Pay Act

In the place of being forced to show that a member of staff is doing work that calls for “equal” skill, work and duty, a worker need just show that the task is “substantially comparable. ” The Amendment additionally limits an ability that is employer’s justify pay disparities. To determine that an issue aside from unlawful discrimination had been the reason behind the pay disparity, an company must show that the element (1) isn’t based or produced by a differential in payment predicated on intercourse or any other protected characteristic; (2) is job-related according to the place and consistent with company prerequisite; and (3) makes up the differential.

• Increases obligation for violations

Pertaining to unequal pay claims, as well as to data recovery regarding the whole underpayment with interest, in addition to solicitors’ charges and expenses, the amendment enables injunctive relief and permits a member of staff to recover compensatory damages if the worker shows that the boss acted with “malice or careless indifference, ” and punitive damages as appropriate. The amendment allows employees to recover any damages incurred, special damages not to exceed $10,000, injunctive relief, and costs and reasonable attorneys’ fees for violations on the salary history ban or unrestricted disclosure of compensation information. If unique damages can be found, a member of staff may recover compensatory damages only towards the degree such damages surpass the total amount of special damages.

Synthetic Intelligence Video Interview Act

Effective half a year after signature by governor

The Act calls for companies to acquire permission from candidates before making use of “artificial cleverness” to evaluate an applicant’s video clip meeting and physical physical fitness for the positioning. The permission must (1) notify each applicant ahead of the meeting that synthetic cleverness enables you to evaluate the candidates’ movie meeting and physical fitness for the career; and (2) explain how a synthetic intelligence works as well as the basic forms of faculties it makes use of to gauge candidates.

The Act additionally forbids employers from sharing video clip interviews, except with people whoever expertise is important for assessing an applicant’s physical physical fitness for the positioning.

The Act calls for companies to delete the videos within 1 month of a employee’s request.

Minimal Wage Legislation

Effective January 1, 2020

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 year until it reaches $15 each hour in 2025 http://camsloveaholics.com/shemale/asian ($13 on 1/1/21, $14 on 1/1/22, and $15 on 1/1/25). The wage that is minimum tipped workers will stay 60 per cent of this amount (employers have entitlement to just take a tip credit as much as 40 per cent when it comes to guidelines workers get). In the event that reduced minimum wage with the recommendations really gotten by the worker try not to equal the state minimum wage, a company must spend the huge difference to obtain the worker into the minimum wage.

Companies with not as much as 50 workers in 2020 will likely to be eligible for a taxation credit for a percentage for the wage increases. The income tax credit, nonetheless, will decline with time.

Companies with workers doing work in Chicago or Cook County are already needed to conform to greater wages that are minimum. Presently, the minimum wage for workers employed in Chicago or Cook County is $13 or $12 each hour for non-tipped workers ($6.40 and $5.25 for tipped workers), correspondingly.

Cannabis Regulation and Tax Act

Part 10-50 associated with Act enables employers to: maintain zero threshold policies on the job and even though on call; prohibit usage of cannabis on the job; and discipline or end employees whom violate an employer’s workplace medication policies.

The Act explicitly states so it will not provide an underlying cause of action against a boss whom subjects workers or candidates to drug that is reasonable liquor evaluation, or whom procedures or terminates a member of staff centered on a beneficial faith belief that the employee ended up being 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 work as described above” it really is unlawful for the company to will not employ or discharge a specific “because the individual uses legal services and products from the premises associated with the boss during nonworking hours. ” The Cannabis Act defines products that are“lawful as “products which can be appropriate under state legislation. ” Pursuant to that particular meaning, a boss terminating a worker for cannabis use during nonworking hours can be starting it self as much as a claim beneath the Privacy Act.