David Morante

Illinois HR Teams should know that SB 2339 was passed on October 30, 2025, which expands the Right to Privacy in the Workplace Act. The bill is now on Gov. Pritzker's desk and will immediately take effect once signed. The law creates new rules around employment eligibility verification (like E-Verify), privacy, and employer responsibilities. Here is the bill status: https://lnkd.in/etkmnRtR What HR needs to know: E-Verify & Employment Verification Systems ▪ Previously, employers could voluntarily use E-Verify with notice, training attestation, and recordkeeping. ▪ SB 2339: Prohibits employers from imposing checks beyond federal E-Verify rules, protects employees from extra document requests and pre-screening (amended 820 ILCS 55/10). Handling Discrepancies ▪ Previously, adverse action based on agency/third-party discrepancy notices were at employer discretion, with only minor penalties (820 ILCS 55/10, 820 ILCS 55/5-6). ▪ SB 2339: No adverse action solely on third-party mismatch (ex: SSA or IRS) unless from federal immigration authorities; higher penalties and new private right of action (820 ILCS 55/10(b-5)).​ Notification Requirements ▪ Previously, limited obligations to notify affected employees of adverse verification findings or rights to contest tentative non-confirmations.​ ▪ SB 2339: Employers must provide detailed written notice to employees (and their representatives) within five business days of any negative finding, informing them of the issue, timeline to contest, upcoming meetings, and representation rights. They must also post official government notices about E-Verify rights in visible workplace location. Local Government Preemption ▪ Previously, individual municipalities and counties could enact tougher employment verification rules. ▪ SB 2339: State law now overrides all local rules—verification now standardized statewide (amended 820 ILCS 55/10(d)) Penalties and Good-Faith Defense ▪ Previously, violations were classified as petty offenses, with limited fines and little civil recourse for affected employees.​ ▪ SB 2339: Violations are subject to more severe civil penalties, compensatory damages, and attorney’s fees. The law provides legal safe harbor for employers who act in good faith reliance on guidance from the Illinois Department of Labor or DHS, or who make honest administrative errors that do not affect employment or pay.​ (820 ILCS 55/18) Tips for HR: 1) Update E-Verify practices to only follow federal rules for employment verification—no extra checks or pre-hire document requests. 2) Notify employees of negative findings in writing within 5 days and post E-Verify rights. 3) Train HR teams to recognize the difference between valid federal agency notices and third-party ones not covered by immigration enforcement If you have more info or comments, please share below. Thanks! #EVerify #Immigration #EmploymentLaw #HR

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💡 What an incredible morning at the Eastern Iowa Human Resource Association ! Huge shoutout to Jeannine O. for her amazing presentation yesterday — thoughtful, timely, and packed with practical insights for our HR community. 👏 As we continue the conversation on the future of HR, one theme is impossible to ignore: Artificial Intelligence. AI isn’t just a buzzword — it’s already influencing how HR teams think about scale, efficiency, and capacity when used thoughtfully and responsibly. 🚀 Here’s what the data and trends are telling us: 🔹 AI adoption in HR is accelerating. Organizations are increasingly exploring AI to support operational efficiency and reduce friction in people processes — while keeping critical HR work human-led. 🔹 More capacity for human-centered work. When applied appropriately, AI can help create space for HR professionals to focus on employee relations, coaching, leadership support, and culture. 🔹 A shift in how HR adds value. The real opportunity isn’t automation of judgment — it’s enabling HR to be more present, responsive, and strategic for employees and leaders. 🔹 The future of HR is intentionally human. AI may exist in the background as a support tool, but people remain fully accountable for judgment, documentation, decisions, and outcomes. And that distinction matters. ➡️ AI must be used responsibly and in accordance with company policies. Responsible AI in HR means: ✔️ Clear governance and guardrails ✔️ Protecting employee trust, privacy, and equity ✔️ Humans firmly in control of all people-impacting decisions ✔️ Ongoing education to ensure ethical, compliant use AI should support HR — not replace the critical thinking, empathy, and discretion that define our profession. Huge thanks again to Jeannine and the Eastern Iowa SHRM community for advancing this important conversation. The future of HR is evolving — and it’s on us to lead it thoughtfully. 👥🤖✨ #HR #FutureOfWork #ResponsibleAI #Leadership #EasternIowaSHRM

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There’s a belief in business that refuses to die: If you pay people more, they’ll perform better. Compensation matters. It should be fair. But it’s not what drives performance. After analyzing thousands of real performance conversations across organizations, the patterns are clear: Clarity. Momentum. Recognition that feels real. Trust in managers. A believable future. Performance isn’t bought. It’s built. In my latest piece, I break down what actually moves the needle and why forward-thinking organizations are shifting from compensation-led motivation to clarity-led performance. You can read it here: https://lnkd.in/eShdtpmE. If you’re rethinking how performance really works inside your organization, I’d love your take.

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Outplacement services provide terminated employees with support, structure, and momentum for their next chapter. By offering this resource, companies show accountability and soften the impact of difficult exits. The article outlines how outplacement fits into modern HR best practice. 🔗https://lnkd.in/gGrryFb8 #OutplacementServices #ResponsibleOffboarding #PeopleFirstHR

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