Illinois Equal Pay Act of 2003. Amendments effective 60 times after signature by the governor

Illinois Equal Pay Act of 2003. Amendments effective 60 times after signature by the governor

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

The Act bans companies from (1) screening job seekers according to their wage or wage history; (2) needing that an 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 utilizing the applicant about the settlement and advantages or talking about the applicant’s objectives for the career under consideration. An company will not break the Act if an applicant voluntarily discloses the data, however the Act forbids an manager from counting on such information whenever determining whether or not to provide employment or compensation that is determining.

  • Bans agreements restricting companies from disclosing settlement

The Act huge tits live cam forbids a boss from needing a member of staff to signal an understanding that forbids the worker from disclosing the employee’s compensation. The Act currently forbids a 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, nevertheless, clarifies that an company might prohibit workers whose work obligations enable them usage of other employees’ settlement information (including HR workers and supervisors) from disclosing that information when you look at the lack of prior written permission through the worker whoever info is being disclosed.

  • Expands claims beneath the Equal Pay Act

In the place of needing to show that a worker is doing work that requires “equal” skill, work and duty, a worker need just show that the job is “substantially similar. ” The Amendment additionally limits an ability that is employer’s justify pay disparities. An employer must show that the factor (1) is not based or derived from a differential in compensation based on sex or another protected characteristic; (2) is job-related with respect to the position and consistent with business necessity; and (3) accounts for the differential to establish that a factor other than unlawful discrimination was the reason for the pay disparity.

  • Increases obligation for violations

The amendment allows for injunctive relief and permits an employee to recover compensatory damages if the employee demonstrates that the employer acted with “malice or reckless indifference, ” and punitive damages as appropriate in relation to unequal pay claims, and in addition to recovery of the entire underpayment with interest, as well as attorneys’ fees and costs. For violations regarding the income history ban or unrestricted disclosure of payment information, the amendment enables workers to recoup any damages incurred, unique damages not to ever meet or exceed $10,000, injunctive relief, and expenses and reasonable attorneys’ charges. If unique damages can be found, a member of staff may recover compensatory damages only towards the level such damages surpass the total amount of unique damages.

Synthetic Intelligence Movie Interview Act

Effective half a year after signature by governor

The Act calls for companies to have permission from candidates before utilizing intelligence that is“artificial to evaluate an applicant’s video clip meeting and physical physical fitness for the career. The permission must (1) notify each applicant ahead of the meeting that synthetic cleverness enables you to evaluate the candidates’ video meeting and physical physical fitness for the career; and (2) explain the way the synthetic cleverness works plus the basic forms of faculties it uses to guage candidates.

The Act additionally forbids companies 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 requires companies to delete the videos within 1 month of an employee’s demand.

Minimal Wage Legislation

Effective 1, 2020 january

The minimum wage will increase from $8.25 per 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 ($13 on 1/1/21, $14 on 1/1/22, and $15 on 1/1/25). The wage that is minimum tipped workers will continue to be 60 per cent of the quantity (employers are entitled to just take a tip credit as much as 40 % when it comes to recommendations workers receive). In the event that reduced minimum wage with the guidelines really gotten by the worker usually do not equal their state minimum wage, a company must spend the distinction to obtain the worker towards the minimum wage.

Companies with lower than 50 workers in 2020 would be eligible to a income tax credit for a percentage associated with the wage increases. The taxation credit, nonetheless, will decrease with time.

Companies with workers involved in Chicago or Cook County are already needed to conform to greater minimal wages. Presently, the minimum wage for workers involved 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

Area 10-50 associated with the Act enables companies to: maintain zero threshold policies in the workplace even though on call; prohibit utilization of cannabis at work; and discipline or end employees whom violate an employer’s workplace medication policies.

The Act clearly states so it will not offer a factor in action against a manager whom subjects workers or candidates to drug that is reasonable alcohol evaluating, or whom procedures or terminates a worker predicated on a great faith belief that the worker ended up being weakened because of cannabis utilize or intoxicated by cannabis while at the job 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 unlawful for the manager to will not employ or discharge an individual “because the in-patient uses legal items from the premises for the boss during nonworking hours. ” The Cannabis Act describes products that are“lawful as “products which can be appropriate under state legislation. ” Pursuant to this meaning, a company terminating a member of staff for cannabis use during nonworking hours might be starting it self as much as a claim beneath the Privacy Act.

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