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AI Summary
HB4987 prohibits using surveillance data in automated wage decisions and allows private rights of action, with exemptions set forth and enforcement by the Attorney General.
Business Impact
If you use AI for wage decisions, you must comply with disclosure and accuracy procedures or face penalties.
What do these statuses mean? ▼
Introduced
— Filed in the legislature; not yet heard in committee
In Committee
— Assigned to and being reviewed by a legislative committee
Passed
— Approved by one or both chambers; awaiting further action
Signed / Enacted
— Signed into law by the governor; may or may not be in effect yet
Dead / Vetoed
— Vetoed, failed to pass, or session expired without action
Unknown
— Status data not yet available or awaiting classification
Affected Industries
Topics How we classify →
What This Means
The Surveillance-Based Wage Discrimination Act bans using surveillance data in automated wage decisions and allows private rights of action, with exemptions set forth and enforcement by the Attorney General.
Key Provisions
- Prohibits using surveillance data in automated wage decisions.
- Enforcement by the Attorney General.
- Allows private rights of action for aggrieved individuals, with exemptions set forth.
Latest Legislative Action
Rule 19(a) / Re-referred to Rules Committee
Bill Sponsors (showing 5 of 43)
| Name | Role |
|---|---|
| Bob Morgan D | Primary |
| Jim Durkin | Primary |
| Julie Hamos | Primary |
| Karen May | Primary |
| Michael J. Zalewski | Primary |
Compliance Checklist
Ensure no surveillance data is used in wage determination.
Who: Employers using automated decision systems.
Deadline: Upon enactment of the Act.
Penalty: Civil penalty up to $10,000 per violation.
Who: Employers using automated decision systems.
Deadline: Upon enactment of the Act.
Penalty: Civil penalty up to $10,000 per violation.
Provide clear disclosure of data used in automated wage decisions.
Who: Employers setting wages through automated systems.
Deadline: Before hiring employees.
Penalty: Civil penalty for non-compliance.
Who: Employers setting wages through automated systems.
Deadline: Before hiring employees.
Penalty: Civil penalty for non-compliance.
Related & Companion Bills
Full Legal Analysis
The Surveillance-Based Wage Discrimination Act, introduced in Illinois as HB4987, prohibits the use of surveillance data in automated decision systems to determine individualized wages for employees. The bill sets forth exemptions, though specifics are not detailed in the available description. Penalties are mentioned in the bill description, but specifics are not available. The Attorney General enforces these provisions. Aggrieved individuals can pursue private rights of action.
Official Source
Official Bill Text
View HB4987 on official legislature website →
Related Topics
Affected Industries
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