On Aug. 9, 2024, Illinois Gov. Pritzker signed into law HB3733, which amends the Illinois Human Rights Act (IHRA) to cover employer use of artificial intelligence (AI). Effective Jan. 1, 2026, the amendments will add to existing requirements for employers that use AI to analyze video interviews of applicants for positions in Illinois.

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Tags: Artificial Intelligence, employment, GT Insight, Illinois, Labor & Employment
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Photo of Tiffany S. Fordyce Tiffany S. Fordyce

Tiffany S. Fordyce concentrates her practice on commercial litigation, with an emphasis on labor and employment. She is Chair of the Chicago Labor & Employment Practice and Co-Chair of the firm’s Labor & Employment Practice’s Diversity, Equity & Inclusion Group. Her employment litigation…

Tiffany S. Fordyce concentrates her practice on commercial litigation, with an emphasis on labor and employment. She is Chair of the Chicago Labor & Employment Practice and Co-Chair of the firm’s Labor & Employment Practice’s Diversity, Equity & Inclusion Group. Her employment litigation practice includes all types of discrimination and retaliation claims, wage and hour claims, trade secret misappropriation claims, whistleblower claims, restrictive covenants, Fair Credit Reporting Act claims, Illinois Biometric Information Privacy Act (BIPA) claims and WARN Act claims. She defends single plaintiff, class action and collective action employment cases. Tiffany represents employers in federal, state and administrative courts, as well as before administrative agencies.

In addition to litigation, Tiffany also presents group and one-on-one employment training seminars. She advises clients on how to avoid litigation by counseling on employment related matters such as managing leave policies, responding to employee performance issues, national and local reductions in force, handbooks, BIPA compliance, drug testing policies, employment and consulting agreements, severance packages, social media policies, proper employee classification, and non-competition and separation agreements. She also is frequently called upon to conduct investigations and audit human resources practices and protocols, including as it relates to pay equity, whistleblower, harassment and discrimination complaints.

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Photo of Mikaela Shaw Masoudpour Mikaela Shaw Masoudpour

Mikaela Shaw Masoudpour is trusted advisor to employers on a broad range of high-profile employment matters. Executive leadership and boards frequently call on Mikaela to investigate workplace misconduct claims and advise on remediation measures. Mikaela is sought out for outcome-oriented counseling to address…

Mikaela Shaw Masoudpour is trusted advisor to employers on a broad range of high-profile employment matters. Executive leadership and boards frequently call on Mikaela to investigate workplace misconduct claims and advise on remediation measures. Mikaela is sought out for outcome-oriented counseling to address pressing workplace needs from the pre-employment stage through separation of employment, including implementing AI tools in the workplace, leaves and accommodations, performance management, remote work, restrictive covenants, wage and hour, workplace policies, and labor relations. Mikaela also focuses on pay equity matters, such as advising clients on equal pay and pay transparency laws and conducting proactive audits and compensation analyses.

When litigation does occur, Mikaela regularly represents clients in courts and before administrative agencies in individual and class claims under Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, Americans with Disabilities Act, Age Discrimination in Employment Act, the Fair Labor Standards Act, the Equal Pay Act, federal labor laws, and other employment statutes. She leverages her deep courtroom experience to assist employers with litigation prevention and crisis management.

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