Covered employers
Employers with any employee working in Chicago — there is no minimum-employee threshold for the conviction-record protections.
Timing of inquiry
Conviction-record questions may be asked only after a conditional offer (mirroring the Illinois Employee Background Fairness Act) and may not appear on the application.
Individualized assessment
Required interactive assessment must consider the six IEBFA factors, plus mitigating evidence the candidate presents during the response window.
Adverse-action workflow
Pre-adverse notice with the report and reasoning, then a minimum 5 business days for the candidate to respond, followed by a final notice if the decision stands.
Notice & posting
Employer must post the City's conviction-record notice and reference it in handbooks; recordkeeping for 5 years.
Enforcement & penalties
Chicago Commission on Human Relations. Penalties up to $10,000 per violation plus compensatory damages and reinstatement orders.
Citations
- MCC §6-10-040 et seq.
- Illinois Employee Background Fairness Act, 820 ILCS 75