(A) Unless otherwise authorized by law, it is a civil rights violation for any employer, employment agency or labor organization to use a conviction record, as defined under subsection (G-5) of Section 1-103, as a basis to refuse to hire, to segregate, or to act with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms, privileges or conditions of employment (whether “disqualification” or “adverse action”), unless:
         (1) there is a substantial relationship between one
    
or more of the previous criminal offenses and the employment sought or held; or
        (2) the granting or continuation of the employment
    
would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public.
    For the purposes of this subsection (A), “substantial relationship” means a consideration of whether the employment position offers the opportunity for the same or a similar offense to occur and whether the circumstances leading to the conduct for which the person was convicted will recur in the employment position.
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Terms Used In Illinois Compiled Statutes 775 ILCS 5/2-103.1

  • Conviction: A judgement of guilt against a criminal defendant.
  • Evidence: Information presented in testimony or in documents that is used to persuade the fact finder (judge or jury) to decide the case for one side or the other.

     (B) Factors considered. In making a determination pursuant to subsection (A), the employer shall consider the following factors:
         (1) the length of time since the conviction;
         (2) the number of convictions that appear on the
    
conviction record;
        (3) the nature and severity of the conviction and its
    
relationship to the safety and security of others;
        (4) the facts or circumstances surrounding the
    
conviction;
        (5) the age of the employee at the time of the
    
conviction; and
        (6) evidence of rehabilitation efforts.
     (C) Interactive assessment required for disqualifying conviction. If, after considering the mitigating factors in subsection (B), the employer makes a preliminary decision that the employee’s conviction record disqualifies the employee, the employer shall notify the employee of this preliminary decision in writing.
         (1) Notification. The notification shall contain all
    
of the following:
            (a) notice of the disqualifying conviction or
        
convictions that are the basis for the preliminary decision and the employer’s reasoning for the disqualification;
            (b) a copy of the conviction history report, if
        
any; and
            (c) an explanation of the employee’s right to
        
respond to the notice of the employer’s preliminary decision before that decision becomes final. The explanation shall inform the employee that the response may include, but is not limited to, submission of evidence challenging the accuracy of the conviction record that is the basis for the disqualification, or evidence in mitigation, such as rehabilitation.
        (2) Employee response. The employee shall have at
    
least 5 business days to respond to the notification provided to the employee before the employer may make a final decision.
        (3) Final decision. The employer shall consider
    
information submitted by the employee before making a final decision. If an employer makes a final decision to disqualify or take an adverse action solely or in part because of the employee’s conviction record, the employer shall notify the employee in writing of the following:
            (a) notice of the disqualifying conviction or
        
convictions that are the basis for the final decision and the employer’s reasoning for the disqualification;
            (b) any existing procedure the employer has for
        
the employee to challenge the decision or request reconsideration; and
            (c) the right to file a charge with the
        
Department.
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