98TH GENERAL ASSEMBLY
State of Illinois
2013 and 2014
Introduced , by Rep. Rita Mayfield
SYNOPSIS AS INTRODUCED:
Creates the Best Candidate for the Job Act. Provides that an employer
may not inquire into or require disclosure of a job applicant's criminal
record or criminal history before the candidate has been notified that the
candidate has been selected for a job interview or has been offered a
conditional offer of employment. Requires consideration of the nature and
gravity of a candidate's conviction record, the time elapsed since the
conviction, and whether the conviction has a direct bearing on the
candidate's fitness before excluding a candidate. Authorizes civil
remedies. Provides that the Department of Labor may impose penalties for
violations. Effective January 1, 2015.
|FISCAL NOTE ACT MAY APPLY|
A BILL FOR
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AN ACT concerning employment.
Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
This Act may be cited as the
Candidate for the Job Act.
The General Assembly finds that it is
in the public interest to do more to give Illinois employers
access to the broadest pool of qualified applicants possible,
observe the civil rights of those seeking employment, and
ensure that all qualified applicants are properly considered
for employment opportunities and are not pre-screened or denied
an employment opportunity unnecessarily or unjustly.
As used in this Act:
"Business necessity" means an employer finds that
excluding a candidate from employment is necessary to avoid a
substantial risk to property or the safety or welfare of
specific individuals or the general public.
"Candidate" means a person considered by an employer when
identifying potential employees including, but not limited to,
persons who ask to be considered for employment, request
information from an employer regarding potential employment,
or are pursuing employment with an employer in response to some