Illinois General Assembly - Full Text of HB4454
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Full Text of HB4454  101st General Assembly

HB4454 101ST GENERAL ASSEMBLY

  
  

 


 
101ST GENERAL ASSEMBLY
State of Illinois
2019 and 2020
HB4454

 

Introduced 2/3/2020, by Rep. Lamont J. Robinson, Jr.

 

SYNOPSIS AS INTRODUCED:
 
5 ILCS 430/5-10.7 new
5 ILCS 430/70-5

    Amends the State Officials and Employees Ethics Act. Provides that each officer, member, and employee must complete, at least annually, a diversity, inclusion, and cultural competence training program. Provides for the contents of the training program. Provides that proof of completion must be submitted to the applicable ethics officer. Provides that the training program shall be overseen by the appropriate Ethics Commission and Inspector General. Requires each ultimate jurisdictional authority to submit a report summarizing the training program with specified content. Requires governmental units to adopt an ordinance or resolution establishing a policy of diversity, inclusion, and cultural competence training.


LRB101 16112 RJF 65475 b

 

 

A BILL FOR

 

HB4454LRB101 16112 RJF 65475 b

1    AN ACT concerning government.
 
2    Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
 
4    Section 5. The State Officials and Employees Ethics Act is
5amended by changing Section 70-5 and by adding Section 5-10.7
6as follows:
 
7    (5 ILCS 430/5-10.7 new)
8    Sec. 5-10.7. Diversity, inclusion, and cultural competence
9training.
10    (a) Beginning January 1, 2021, each officer, member, and
11employee must complete, at least annually, a diversity,
12inclusion, and cultural competence training program. A person
13who fills a vacancy in an elective or appointed position that
14requires training under this subsection (a) must complete his
15or her initial diversity, inclusion, and cultural competence
16training program within 30 days after commencement of his or
17her office or employment. The training shall include, at a
18minimum, the following: (i) the definition and a description of
19diversity and inclusion beyond race and gender, including, but
20not limited to, ethnicity, gender, sexual orientation,
21religion, generation, education, military status, marital
22status, physical, and mental abilities; (ii) how values and
23assumptions about others impact decision-making, legislation,

 

 

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1and social services; (iii) how personal trigger words and the
2trigger words of others impact individuals; (iv) what is
3unconscious bias and the most common types of unconscious
4biases; (v) how to best engage in personal awareness and
5awareness of other cultures; and (vi) an overview of the Equal
6Employment Opportunity Commission. Proof of completion must be
7submitted to the applicable ethics officer. Diversity,
8inclusion, and cultural competence training programs shall be
9overseen by the appropriate Ethics Commission and Inspector
10General appointed under this Act.
11    (b) Each ultimate jurisdictional authority shall submit to
12the applicable Ethics Commission, at least annually, or more
13frequently as required by that Commission, a report that
14summarizes the diversity, inclusion, and cultural competence
15training program that was completed during the previous year,
16and lays out the plan for the training program in the coming
17year. The report shall include the names of individuals that
18failed to complete the required training program. Each Ethics
19Commission shall make the reports available on its website.
 
20    (5 ILCS 430/70-5)
21    Sec. 70-5. Adoption by governmental entities.
22    (a) Within 6 months after the effective date of this Act,
23each governmental entity other than a community college
24district, and each community college district within 6 months
25after the effective date of this amendatory Act of the 95th

 

 

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1General Assembly, shall adopt an ordinance or resolution that
2regulates, in a manner no less restrictive than Section 5-15
3and Article 10 of this Act, (i) the political activities of
4officers and employees of the governmental entity and (ii) the
5soliciting and accepting of gifts by and the offering and
6making of gifts to officers and employees of the governmental
7entity.
8    No later than 60 days after the effective date of this
9amendatory Act of the 100th General Assembly, each governmental
10unit shall adopt an ordinance or resolution establishing a
11policy to prohibit sexual harassment. The policy shall include,
12at a minimum: (i) a prohibition on sexual harassment; (ii)
13details on how an individual can report an allegation of sexual
14harassment, including options for making a confidential report
15to a supervisor, ethics officer, Inspector General, or the
16Department of Human Rights; (iii) a prohibition on retaliation
17for reporting sexual harassment allegations, including
18availability of whistleblower protections under this Act, the
19Whistleblower Act, and the Illinois Human Rights Act; and (iv)
20the consequences of a violation of the prohibition on sexual
21harassment and the consequences for knowingly making a false
22report.
23    Within 6 months after the effective date of this amendatory
24Act of the 101st General Assembly, each governmental unit that
25is not subject to the jurisdiction of a State or local
26Inspector General shall adopt an ordinance or resolution

 

 

HB4454- 4 -LRB101 16112 RJF 65475 b

1amending its sexual harassment policy to provide for a
2mechanism for reporting and independent review of allegations
3of sexual harassment made against an elected official of the
4governmental unit by another elected official of a governmental
5unit.
6    Within 6 months after the effective date of this amendatory
7Act of the 101st General Assembly, each governmental unit shall
8adopt an ordinance or resolution establishing a policy of
9diversity, inclusion, and cultural competence training. The
10training shall include, at a minimum, the following: (i) the
11definition and a description of diversity and inclusion beyond
12race and gender, including, but not limited to, ethnicity,
13gender, sexual orientation, religion, generation, education,
14military status, marital status, physical, and mental
15abilities; (ii) how values and assumptions about others impact
16decision-making, legislation, and social services; (iii) how
17personal trigger words and the trigger words of others impact
18individuals; (iv) what is unconscious bias and the most common
19types of unconscious biases; (v) how to best engage in personal
20awareness and awareness of other cultures; and (vi) an overview
21of the Equal Employment Opportunity Commission.
22    (b) Within 3 months after the effective date of this
23amendatory Act of the 93rd General Assembly, the Attorney
24General shall develop model ordinances and resolutions for the
25purpose of this Article. The Attorney General shall advise
26governmental entities on their contents and adoption.

 

 

HB4454- 5 -LRB101 16112 RJF 65475 b

1    (c) As used in this Article, (i) an "officer" means an
2elected or appointed official; regardless of whether the
3official is compensated, and (ii) an "employee" means a
4full-time, part-time, or contractual employee.
5(Source: P.A. 100-554, eff. 11-16-17; 101-221, eff. 8-9-19.)