HB4111 OR passed

Relating to immigration-related practices; and prescribing an effective date.

privacy

Plain-English summary

1. **ONE-SENTENCE SUMMARY:** This bill prohibits the use of immigration status as evidence in civil cases and protects employees from retaliation when updating their work authorization documents.

2. **KEY REQUIREMENTS:**
   - Do not use an employee's or witness's immigration status as evidence in civil proceedings, with some exceptions.
   - Do not discriminate or retaliate against employees who update their personal information due to lawful changes in their work authorization.
   - Familiarize yourself with the updated definition of "profiling" that now includes immigration status.

3. **DEADLINES:**
   - The law takes effect 91 days after the legislative session ends (sine die).

4. **PENALTIES:**
   - Employers who violate these provisions may face legal action, which could result in fines or other penalties depending on the severity of the violation.

5. **SMB IMPACT:** Small businesses must ensure their HR policies are updated to comply with this law, particularly regarding employee documentation and non-retaliation practices, to avoid potential legal issues. This may require additional training for management and HR staff.

Source description

The Act says that data about a party's or a witness's immigration status may not be used in a civil case. The Act makes some exceptions. The Act makes it unlawful for employers to punish employees for taking certain actions after a lawful change in their work authorization documents. The Act makes changes to the definition of "profiling." The Act becomes law 91 days after sine die. (Flesch Readability Score: 60.6). Provides that evidence of a party's or a witness's immigration status is not admissible as evidence in a civil proceeding. Provides exceptions. Makes it unlawful for employers to discriminate, retaliate or take other adverse action against an employee because the employee updates, or attempts to update, the employee's personal information based on a lawful change to the employee's employment authorization documentation. Clarifies what actions constitute an unlawful practice. For purposes of law enforcement profiling requirements, modifies the definition of "profiling" to include immigration status. Takes effect on the 91st day following adjournment sine die.

Not legal advice. Summaries are generated by AI from publicly available bill text and may contain errors or omissions. Always consult counsel before making compliance decisions.