IL-AIVIA
Illinois AI Video Interview Act + Human Rights Act AI Amendment
- I. Artificial Intelligence Video Interview Act (820 ILCS 42)
- Art. 42-1. Short Title ref
- Art. 42-5. Disclosure of the Use of Artificial Intelligence Analysis (5)
- Art. 42-10. Sharing of Videos Limited (1)
- Art. 42-15. Destruction of Videos (2)
- Art. 42-20. Report of Demographic Data (5)
- Art. 42-25. Applicability (1)
- II. Illinois Human Rights Act AI Amendment (775 ILCS 5, Public Act 103-0804)
- Ch. 1 — Definitions
- Art. 2-101A. Definition of Artificial Intelligence ref
- Art. 2-101B. Definition of Generative Artificial Intelligence ref
- Art. 2-101C. Definition of Employer (3)
- Art. 2-101D. Definition of Employee (3)
- Ch. 2 — Civil Rights Violations in Employment
- Art. 2-102L. Prohibition on Discriminatory Use of Artificial Intelligence (11)
- Art. 2-102M. Notice Requirement for Use of Artificial Intelligence (19)
- Art. 2-102N. Zip Code Proxy Prohibition (1)
- Art. 2-102O. Recordkeeping Requirements (4)
- Art. 2-102P. Employer Responsibility and Liability (2)
- Ch. 3 — Enforcement
- Art. 2-102Q. Enforcement and Remedies (1)
- Art. 2-102R. Posting Requirements (2)
- Art. 99. Effective Date (2)
Prohibition Obligations
15Title I — Artificial Intelligence Video Interview Act (820 ILCS 42)
Article 42-5. Disclosure of the Use of Artificial Intelligence Analysis
1 obligation
Article 42-10. Sharing of Videos Limited
1 obligation
Title II — Illinois Human Rights Act AI Amendment (775 ILCS 5, Public Act 103-0804)
Chapter 1 — Definitions
Chapter 2 — Civil Rights Violations in Employment
Article 2-102L. Prohibition on Discriminatory Use of Artificial Intelligence
11 obligations
IL-AIVIA-2-102L-01
Prohibition
Prohibition on AI discrimination based on protected classes
Employers must not use artificial intelligence that has the effect of subjecting employees to discrimination on the basi
IL-AIVIA-2-102L-02
Prohibition
Prohibition on using zip codes as proxy for protected classes
Employers must not use zip codes as a proxy for protected classes when using artificial intelligence systems.
IL-AIVIA-2-102L-03
Prohibition
Prohibition on AI discrimination in recruitment
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-04
Prohibition
Prohibition on AI discrimination in hiring
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-05
Prohibition
Prohibition on AI discrimination in promotion
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-06
Prohibition
Prohibition on AI discrimination in renewal of employment
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-07
Prohibition
Prohibition on AI discrimination in training/apprenticeship selection
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-08
Prohibition
Prohibition on AI discrimination in discharge
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-09
Prohibition
Prohibition on AI discrimination in discipline
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-10
Prohibition
Prohibition on AI discrimination in tenure
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
IL-AIVIA-2-102L-11
Prohibition
Prohibition on AI discrimination in employment terms/conditions
Employers must not use artificial intelligence in a manner that subjects employees to discrimination in connection with
Article 2-102N. Zip Code Proxy Prohibition
1 obligation
Article 2-102P. Employer Responsibility and Liability
1 obligation