Bill > SB2339

This bill amends the Right to Privacy in the Workplace Act to provide enhanced protections for employees when employers receive notifications about potential discrepancies in their identification documents from federal agencies or outside vendors. The bill establishes that employers cannot take adverse actions against employees solely based on such notifications and must provide detailed written notice to employees within 5 business days, explaining the nature of the discrepancy and allowing employees to have a representative present during any discussions. The legislation also expands enforcement mechanisms by allowing the Department of Labor and the Attorney General to investigate potential violations, and introduces a new provision that permits interested parties like non-profit organizations and labor organizations to bring civil actions on behalf of employees. The bill creates a private right of action for employees to sue for civil penalties ranging from $100 to $1,000 per violation, with potential additional damages for denial of employment. Employers who violate the act may face civil penalties, with increased fines for repeated violations, and the bill provides a "safe harbor" for employers who act in good faith or make administrative errors. The legislation removes previous provisions related to employment eligibility verification systems and eliminates the classification of violations as petty offenses, instead establishing a more comprehensive civil penalty framework.

Business and Industry, Labor and Employment

https://www.ilga.gov/legislation/BillStatus.asp?DocNum=2339&GAID=18&DocTypeID=SB&SessionID=114&GA=104