98TH GENERAL ASSEMBLY
State of Illinois
2013 and 2014
HB3005

 

Introduced , by Rep. Rita Mayfield

 

SYNOPSIS AS INTRODUCED:
 
New Act

    Creates the Employee Background Check Act. Provides that employers may not conduct criminal history inquiries with respect to a candidate for employment until after the employer has received an application from and interviewed the candidate. Provides an exemption to permit background checks when a candidate's criminal history is an essential factor in the hiring decision. Permits questions concerning convictions during interviews. Authorizes a private right of action to remedy violations.


LRB098 05349 JLS 41637 b

 

 

A BILL FOR

 

HB3005LRB098 05349 JLS 41637 b

1    AN ACT concerning employment.
 
2    Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
 
4    Section 1. Short title. This Act may be cited as the
5Employee Background Check Act.
 
6    Section 5. Definitions. As use in this Act:
7    "Background check" means a pre-application criminal
8history inquiry.
9    "Candidate" means any person considered by an employer when
10identifying potential employees including, but not limited to,
11persons who ask to be considered for employment or who request
12information from an employer regarding potential employment.
13    "Employer" means any entity that employs one or more
14persons.
15    "Employment" means any occupation or vocation.
 
16    Section 10. Background check permitted.
17    (a) An employer may conduct or have conducted on its behalf
18a background check on a candidate for employment only after the
19employer has received an application from and interviewed the
20candidate for employment.
21    (b) The limitation on the utilization of background checks
22set forth in subsection (a) of this Section does not apply to,

 

 

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1nor limit, the conducting of background checks by or on behalf
2of an employer if a candidate's criminal history is an
3essential factor in any hiring decision for a position for
4which criminal history of the applicant is of such sensitivity
5that a background check is warranted.
6    (c) This Section does not prohibit an employer from asking
7a candidate about criminal convictions during an interview.
 
8    Section 15. Remedy.
9    (a) A candidate may apply to the circuit court for issuance
10of an injunction to enforce compliance with this Act.
11    (b) A candidate may recover actual damages, reasonable
12attorney's fees, costs, and reasonable expenses of litigation
13from an employer who violates this Act.