HB3647 100TH GENERAL ASSEMBLY

LRB100 09735 JLS 19904 b

100TH GENERAL ASSEMBLY
State of Illinois
2017 and 2018
HB3647

Introduced , by Rep. Sonya M. Harper

SYNOPSIS AS INTRODUCED:

820 ILCS 75/15

Amends the Job Opportunities for Qualified Applicants Act. Provides that inquiries into a job applicant's criminal history may not inquire into events occurring more than 5 years before the date of the inquiry.

A BILL FOR

AN ACT concerning employment.

Be it enacted by the People of the State of Illinois, represented in the General Assembly:

Section 5. The Job Opportunities for Qualified Applicants Act is amended by changing Section 15 as follows:

(820 ILCS 75/15)

Sec. 15. Employer pre-screening.

(a) An employer or employment agency may not inquire about or into, consider, or require disclosure of the criminal record or criminal history of an applicant until the applicant has been determined qualified for the position and notified that the applicant has been selected for an interview by the employer or employment agency or, if there is not an interview, until after a conditional offer of employment is made to the applicant by the employer or employment agency. An inquiry regarding an applicant's criminal record or criminal history authorized under this Act may not inquire into events occurring more than 5 years before the date of the inquiry.

(b) The requirements set forth in subsection (a) of this Section do not apply for positions where:

(1) employers are required to exclude applicants with certain criminal convictions from employment due to federal or State law;

(2) a standard fidelity bond or an equivalent bond is required and an applicant's conviction of one or more specified criminal offenses would disqualify the applicant from obtaining such a bond, in which case an employer may include a question or otherwise inquire whether the applicant has ever been convicted of any of those offenses; or

(3) employers employ individuals licensed under the Emergency Medical Services (EMS) Systems Act.

(c) This Section does not prohibit an employer from notifying applicants in writing of the specific offenses that will disqualify an applicant from employment in a particular position due to federal or State law or the employer's policy.

(Source: P.A. 98-774, eff. 1-1-15.)