Bill Text: IL HB4658 | 2009-2010 | 96th General Assembly | Introduced
NOTE: There are more recent revisions of this legislation. Read Latest Draft
Bill Title: Creates the Employee Credit Privacy Act. Prohibits employers from inquiring about or using an employee's or prospective employee's credit history as a basis for employment, recruitment, discharge, or compensation with some exceptions. Prohibits an employer from retaliating or discriminating against a person who files a complaint under the Act, participates in an investigation, proceeding, or action concerning a violation of the Act, or opposes a violation of the Act. Contains provisions concerning waiver and remedies.
Spectrum: Moderate Partisan Bill (Democrat 15-2)
Status: (Passed) 2010-08-10 - Public Act . . . . . . . . . 96-1426 [HB4658 Detail]
Download: Illinois-2009-HB4658-Introduced.html
Bill Title: Creates the Employee Credit Privacy Act. Prohibits employers from inquiring about or using an employee's or prospective employee's credit history as a basis for employment, recruitment, discharge, or compensation with some exceptions. Prohibits an employer from retaliating or discriminating against a person who files a complaint under the Act, participates in an investigation, proceeding, or action concerning a violation of the Act, or opposes a violation of the Act. Contains provisions concerning waiver and remedies.
Spectrum: Moderate Partisan Bill (Democrat 15-2)
Status: (Passed) 2010-08-10 - Public Act . . . . . . . . . 96-1426 [HB4658 Detail]
Download: Illinois-2009-HB4658-Introduced.html
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1 | AN ACT concerning employment.
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2 | Be it enacted by the People of the State of Illinois,
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3 | represented in the General Assembly:
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4 | Section 1. Short title. This Act may be cited as the | |||||||||||||||||||
5 | Employee Credit Privacy Act.
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6 | Section 5. Definitions. As used in this Act: | |||||||||||||||||||
7 | "Employee" means an individual who receives compensation | |||||||||||||||||||
8 | for performing services for an employer under an express or | |||||||||||||||||||
9 | implied contract of hire. | |||||||||||||||||||
10 | "Employer" means an individual or entity that permits one | |||||||||||||||||||
11 | or more individuals to work or that accepts applications for | |||||||||||||||||||
12 | employment or is an agent of an employer.
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13 | Section 10. Employment based on credit history not | |||||||||||||||||||
14 | permitted. | |||||||||||||||||||
15 | (1) Except as provided in this Section, an employer shall | |||||||||||||||||||
16 | not do either of the following: | |||||||||||||||||||
17 | (a) Fail or refuse to hire or recruit, discharge, or | |||||||||||||||||||
18 | otherwise discriminate against an individual with respect | |||||||||||||||||||
19 | to employment, compensation, or a term, condition, or | |||||||||||||||||||
20 | privilege of employment because of the individual's credit | |||||||||||||||||||
21 | history. | |||||||||||||||||||
22 | (b) Inquire about an applicant's or employee's credit |
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1 | history. | ||||||
2 | (2) The prohibition in subsection (1) of this Section does | ||||||
3 | not prevent an inquiry or employment action if a good credit | ||||||
4 | history is an established bona fide occupational requirement of | ||||||
5 | a particular position or a particular group of an employer's | ||||||
6 | employees. Information concerning an individual's credit | ||||||
7 | history is not a bona fide occupational requirement unless at | ||||||
8 | least one of the following circumstances is present: | ||||||
9 | (a) State or federal law requires bonding or other | ||||||
10 | security covering an individual holding the position. | ||||||
11 | (b) The duties of the position include custody of or | ||||||
12 | unsupervised access to cash or marketable assets valued at | ||||||
13 | $1,000 or more. | ||||||
14 | (c) The duties of the position include signatory power | ||||||
15 | over business assets of $100 or more per transaction. | ||||||
16 | (d) The position meets criteria in administrative | ||||||
17 | rules that the Department of Labor has promulgated to | ||||||
18 | establish the circumstances in which credit history | ||||||
19 | information is a bona fide occupational requirement.
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20 | Section 15. Retaliatory or discriminatory acts. A person | ||||||
21 | shall not retaliate or discriminate against a person because | ||||||
22 | the person has done or was about to do any of the following: | ||||||
23 | (a) File a complaint under this Act. | ||||||
24 | (b) Testify, assist, or participate in an | ||||||
25 | investigation, proceeding, or action concerning a |
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1 | violation of this Act. | ||||||
2 | (c) Oppose a violation of this Act.
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3 | Section 20. Waiver. An employer shall not require an | ||||||
4 | applicant or employee to waive any right under this Act. An | ||||||
5 | agreement by an applicant or employee to waive any right under | ||||||
6 | this Act is invalid and unenforceable.
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7 | Section 25. Remedies. | ||||||
8 | (1) A person who is injured by a violation of this Act may | ||||||
9 | bring a civil action in circuit court to obtain injunctive | ||||||
10 | relief or damages, or both. | ||||||
11 | (2) The court shall award costs and reasonable attorney's | ||||||
12 | fees to a person who prevails as a plaintiff in an action | ||||||
13 | authorized under subsection (1) of this Section.
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