PART ONE - Ch3-2 HRM Application Assignment: Workplace Transparency Act

 The "Workplace Transparency Act" (WTA) extends to all agreements related to

employment entered into, revised, or expanded on or after 1 January 2020. It forbids

workers from restricting staff from reporting suspected improper activity to federal state

or local authorities. The Act refers to contracts and regulations that employers need

to sign as conditions of employment.

 The provision appeared to be in writing.  

 The writing reveals that both the boss and the worker are in fact, informed and agreed.

 It respects the basic rights of workers, such as the right to disclose discrimination or

harassment. Within the WTA, the company's employers cannot require workers to waive

their respective rights to report claims contributing to suspected illegal work practices,

even by forced arbitration clauses.

 The legislation does not preclude employers as well as workers from negotiating such

exemptions as far as the deal is demonstrated in writing and fulfills the exact

requirements as such for unilateral contracts as stated above.

 The respective law further prohibits employers from requiring workers to join into one-

sided confidentiality arrangements in conjunction with the deals of settlement or

termination.

 The deals of confidentiality appear only permissible if:   Both the boss including the

worker acknowledge in writing that privacy is desirable and mutually advantageous.

 The employee shall be allowed 21 days to accept the agreement and around seven days to

refrain from it.

 The employee shall be informed of his or her right to get an outside attorney to review

the agreement.

 The agreement does not seem to enable the employee to waive the right to file lawsuits

about illegal work conditions that occur after a settlement or the execution of the

termination agreement.

 WTA includes almost all employers of Illinois, and it does not extend to the

contracts of employment subject to other regulations. Any employee who effectively

questions the contract's enforceability can recover the fees of the attorney and the

employer's expenses.

 Major amendments to the Illinois Human Rights Act Changes (IHRA), which came into

force on 1 July 2020, involve the expansion of the ban against discrimination and

harassment to incorporate alleged protected features, in comparison to the real

characteristics.

 The amendments expand protection against harassment within the IHRA to

the consultants and contractors, concerning employees, and specify that the

environment of working is not confined to the physical workplace of the employee, such

that harassment may involve actions outside the office.

 Beginning in 2020, yearly on the 1 of July, employers need to notify the "Illinois

Department of Human Rights" (IDHR) of the details regarding administrative ruling and

judgments against them.

 The cumulative amount of federal or state rulings, further divided by protected elements,

will be considered.
  The IDHR can also seek details on the settlement of allegations of sexual harassment or

discrimination.

 Also, the new amendments further guide the IDHR to set up a model training curriculum

for the avoidance of sexual harassment. Employers must offer instruction to staff on an

annual basis. They ought to describe what sexual harassment is together with

certain examples of prohibited behavior.

 To plan for these major reforms, employers can review all existing workplace agreements

and models for prospective agreements and if appropriate, update them to conform with

the requirements on disclosure, preparation, and confidentiality under new regulations.

PART TWO Ch 3-2 HRM Application Assignment: Illinois Cannabis Regulation & Tax

Act as it amends the Illinois Right to Privacy in the Workplace Act

 On 25 June 2019, J. B. Pritzker the Illinois Gov. signed the "Illinois Cannabis Regulation

and the Tax Act". The current legislation tends to make it legal to buy and use cannabis

within the Illinois state. It provides security for workers who want to consume cannabis

when away from work.

 For individuals who are above 21 years of age, Illinois would legalize to buy, own, and

use cannabis. On 1 January 2020, the law came into force. It legal without the possibility

of detention or punishment, without the necessity to seek a prescription. The law makes it

unlawful for employers to decline to recruit or release an employee who consumes

cannabis just outside of the workplace. Violations will make it easier for an employee to

recover real damages, as well as fines, expenses, and attorney's fees.

 The law requires employers to discipline or fire workers on the grounds of employee

disability in the work environment. employers can also impose immediate measures
 against staff that they consider to be disabled or under the effects of cannabis within

the workplace.

 As per the law, the employer needs to possess "good faith" in the presumption that the

employee: Worker's voice, physical dexterity, strength, balance, demeanor, irrational or

odd behavior. Negligence or lack of care of running machines or machinery. Injuries or

injuries resulting in significant injury to machinery or property. Disrespect for the

wellbeing of workers or others. Disruption of the output or production process.

 There exist twofold implications of this: (1) Employers cannot rely entirely on

the result of positive drug test to develop the belief of good faith that the individual is

disabled or suffering from the effect of cannabis (however the result of a positive test

would be helpful to validate the belief); and (2) that this appears to be the situation,

employers should be capable of identifying, record and express outward signs.

 Under the current law, an employee needs to be granted a fair opportunity to appeal the

grounds of the determination. Employers must educate managers and staff on how to

identify signs of impaired cannabis use.

 The Cannabis Act specifically states that it seems not to impair the ability of the

employer to meet with federal or State law". Marijuana is also known as an illicit

federally regulated Schedule I substance. In the lack of guidelines, this language may be

interpreted to encourage employees who are government contractors or the recipients of a

federal grant to preserve strict standards and policies of testing.

 A variety of laws related to state anti-discrimination will also ask employers to consider

having adequate plans for medical marijuana patients.

 Given these major developments, employers are advised to take a hard look at their

existing practices and processes and amend them to state clearly that the policies related

to zero-tolerance drug forbid the possession of marijuana at the workplace. Explain to

workers and administrators the employee's rights when it comes to questioning the

employer's belief in disabilities in good faith.

 The ongoing effectiveness of pre-employment drug tests is a central concern left open in

the existing law's plain language. The legislation addresses disability concerning

"articulable signs whilst employed". Employees should determine if pre-employment

drug testing stays acceptable for their company.