SCH CD-SEXUAL MISCONDUCT

Illinois General Assembly - Full Text of HB4480

Select Language

×

The Illinois General Assembly offers the Google Translate™ service for visitor convenience. In no way should it be considered accurate as to the translation of any content herein.

Visitors of the Illinois General Assembly website are encouraged to use other translation services available on the internet.

The English language version is always the official and authoritative version of this website.

NOTE: To return to the original English language version, select the "Show Original" button on the Google Translate™ menu bar at the top of the window.

Choose Language

English

Afrikaans

Albanian

Arabic

Armenian

Azerbaijani

Basque

Bengali

Bosnian

Catalan

Croatian

Czech

Danish

Dutch

Esperanto

Estonian

Filipino

Finnish

French

Galician

Georgian

German

Greek

Gujarati

Haitian Creole

Hausa

Hawaiian

Hebrew

Hindi

Hungarian

Icelandic

Indonesian

Interlingua

Interlingue

Inuktitut

Irish

Italian

Japanese

Javanese

Kannada

Khmer

Korean

Latin

Latvian

Lithuanian

Luxembourgish

Macedonian

Malagasy

Malayalam

Maltese

Maori

Marathi

Myanmar

Nepali

Norwegian

Odia

Pashto

Punjabi

Romanian

Russian

Samoan

Sango

Sanskrit

Sardinian

Sindhi

Sinhala

Slovak

Slovenian

Somali

Southern Sotho

Spanish

Sundanese

Swahili

Swedish

Tamil

Telugu

Thai

Tigrinya

Tonga

Turkish

Ukrainian

Urdu

Vietnamese

Welsh

Xhosa

Yiddish

Yoruba

Zulu

Powered by
Translate

Close

Illinois General Assembly

Top Navigation Bar

Translate

Learn

Select General Assembly

Search the 104th General Assembly

Enter search terms for legislation, members, committees, or schedules.

ILGA.GOV

LEGISLATION & LAWS

Bills & Resolutions

Public Acts

Illinois Compiled Statutes

Illinois Constitution

Search Legislation

Glossary

Guide

Reports & Inquiry

Legislative Reports

Special Reports

FTP Site

Legislator Lookup

Capitol Complex Phone Numbers

Rules & Regulations

Illinois Register

Administrative Rules

Senate

Members

Schedules

Committees

Request for Remote Testimony

Journals

Transcripts

Rules

Audio/Video

FOIA Information

Senate Employment Opportunities

Media Guidelines

House

Members

Schedules

Committees

Submit testimony for House Committees

Journals

Transcripts

Rules

Audio/Video

FOIA Information

House Employment Opportunities

Log In

Mobile Top Bar

Search the 104th General Assembly

Enter keywords to search the Illinois General Assembly website.

Full Text of HB4480

Home

Legislation

Full Text

HB4480 - 104th General Assembly

Bill Status

Full Text

Votes

Witness Slips

Select Menu

Bill Status

Full Text

Votes

Witness Slips

Printer Friendly Version

Introduced

Printer Friendly Version

Introduced

Open PDF

104TH GENERAL ASSEMBLY
State of Illinois
2025 and 2026
HB4480

Introduced 1/20/2026, by Rep. Michelle Mussman

SYNOPSIS AS INTRODUCED:

105 ILCS 5/22-85.5
105 ILCS 5/22-94

Amends the School Code. In provisions concerning sexual misconduct in
schools, provides that guidelines established for certain situations and
all available methods for how to report staff-student boundary violations
within a school and to external agencies must be posted on the website, if
any, of each school district, charter school, or nonpublic school and must
be included in any staff, student, and (instead of or) parent handbook
provided by the school district, charter school, or nonpublic school
(instead of nonpublic, nonsectarian elementary or secondary school). In
provisions concerning an employment history review, requires a job
applicant to provide the name, address, telephone number, and other
relevant contact information of the applicant's current employer only if
the applicant has direct contact with children or students at the
applicant's current employer. Provides that for a licensed substitute
teacher who is seeking employment in more than one school district, a
school district's regional office of education or intermediate service
center may collect and share specified information and records. Provides
that a regional office of education's or intermediate service center's
participation in the employment history review shall be limited to
collecting such information and records and sharing the information and
records with the school district or school districts. Sets forth other
provisions concerning a regional office of education's or intermediate
service center's participation in the employment history review and how
long the review remains valid. Makes corresponding changes.
LRB104 18024 LNS 31463 b
STATE MANDATES ACT MAY REQUIRE REIMBURSEMENT
MAY APPLY

A BILL FOR

HB4480
LRB104 18024 LNS 31463 b
1

AN ACT concerning education.

2

Be it enacted by the People of the State of Illinois,
3
represented in the General Assembly:

4

Section 5.
The School Code is amended by changing Sections
5
22-85.5 and 22-94 as follows:

6

(105 ILCS 5/22-85.5)
7

Sec. 22-85.5.
Sexual misconduct in schools.
8

(a) This Section applies beginning on July 1, 2022.
9

(b) The General Assembly finds that:
10

(1) the success of students in school relies on safe
11

learning environments and healthy relationships with
12

school personnel;
13

(2) it is important for staff to maintain a
14

professional relationship with students at all times and
15

to define staff-student boundaries to protect students
16

from sexual misconduct by staff and staff from the
17

appearance of impropriety;
18

(3) many breaches of staff-student boundaries do not
19

rise to the level of criminal behavior but do pose a
20

potential risk to student safety;
21

(4) repeated violations of staff–student boundaries
22

can indicate the grooming of a student for sexual abuse;
23

(5) it is necessary to uphold the State Board of

HB4480
- 2 -
LRB104 18024 LNS 31463 b
1

Education's Code of Ethics for Illinois Educators and for
2

each school district, charter school, or nonpublic school
3

to have an employee code of professional conduct policy;
4

(6) each school district, charter school, or nonpublic
5

school must have the ability to discipline educators for
6

breaches of its employee code of professional conduct
7

policy;
8

(7) each school district, charter school, or nonpublic
9

school must have the ability to know if any of its
10

educators have violated professional staff–student
11

boundaries in previous employment; and
12

(8) as bystanders, educators may have knowledge of
13

concerning behaviors that no one else is aware of, so they
14

need adequate training on sexual abuse, the employee code
15

of professional conduct policy, and federal and State
16

reporting requirements.
17

(c) In this Section, "sexual misconduct" means any act,
18
including, but not limited to, any verbal, nonverbal, written,
19
or electronic communication or physical activity, by an
20
employee or agent of the school district, charter school, or
21
nonpublic school with direct contact with a student that is
22
directed toward or with a student to establish a romantic or
23
sexual relationship with the student. Such an act includes,
24
but is not limited to, any of the following:
25

(1) A sexual or romantic invitation.
26

(2) Dating or soliciting a date.

HB4480
- 3 -
LRB104 18024 LNS 31463 b
1

(3) Engaging in sexualized or romantic dialog.
2

(4) Making sexually suggestive comments that are
3

directed toward or with a student.
4

(5) Self-disclosure or physical exposure of a sexual,
5

romantic, or erotic nature.
6

(6) A sexual, indecent, romantic, or erotic contact
7

with the student.
8

(d) To prevent sexual misconduct with students, each
9
school district, charter school, or nonpublic school shall
10
develop an employee code of professional conduct policy that
11
addresses all of the following:
12

(1) Incorporates the Code of Ethics for Illinois
13

Educators.
14

(2) Incorporates the definition of "sexual misconduct"
15

in this Section.
16

(3) Identifies the expectations for employees and
17

agents of the school district, charter school, or
18

nonpublic school regarding how to maintain a professional
19

relationship with students, including the expectations for
20

staff-student boundaries, recognizing the age and
21

developmental level of the students served, and
22

establishes guidelines for all of the following
23

situations:
24

(A) Transporting a student.
25

(B) Taking or possessing a photo or a video of a
26

student.

HB4480
- 4 -
LRB104 18024 LNS 31463 b
1

(C) Meeting with a student or contacting a student
2

outside of the employee's or agent's professional
3

role.
4

(4) References the employee reporting requirements
5

required under the Abused and Neglected Child Reporting
6

Act and under Title IX of the federal Education Amendments
7

of 1972.
8

(5) References required employee training that is
9

related to child abuse and educator ethics that are
10

applicable under State and federal law.
11

(e) The employee code of professional conduct policy
,
12
guidelines established for all of the situations identified in
13
paragraph (3) of subsection (d), and all available methods for
14
how to report staff-student boundary violations within a
15
school and to external agencies
must be posted on the website,
16
if any, of each school district, charter school, or nonpublic
17
school and must be included in any staff, student,
and

or

18
parent handbook provided by the school district, charter
19
school, or nonpublic
, nonsectarian elementary or secondary

20
school.
21

(f) A violation of the employee code of professional
22
conduct policy may subject an employee to disciplinary action
23
up to and including dismissal from employment. Failure to
24
report a violation of the employee code of professional
25
conduct policy may subject an employee to disciplinary action
26
up to and including dismissal from employment.

HB4480
- 5 -
LRB104 18024 LNS 31463 b
1
(Source: P.A. 102-676, eff. 12-3-21.)

2

(105 ILCS 5/22-94)
3

Sec. 22-94.
Employment history review.
4

(a) This Section applies to all permanent and temporary
5
positions for employment with a school or a contractor of a
6
school involving direct contact with children or students.
7

(b) In this Section:
8

"Contractor" means firms holding contracts with any
9
school
,
including, but not limited to, food service workers,
10
school bus drivers
,
and other transportation employees, who
11
have direct contact with children or students.
12

"Direct contact with children or students" means the
13
possibility of care, supervision, guidance, or control of
14
children or students or routine interaction with children or
15
students.
16

"School" means a public or nonpublic elementary or
17
secondary school.
18

"Sexual misconduct" has the meaning ascribed to it in
19
subsection (c) of Section 22-85.5 of this Code.
20

(c) Prior to hiring an applicant to work directly with
21
children or students, a school or contractor must ensure that
22
the following criteria are met:
23

(1) the school or contractor has no knowledge or
24

information pertaining to the applicant that would
25

disqualify the applicant from employment;

HB4480
- 6 -
LRB104 18024 LNS 31463 b
1

(2) the applicant swears or affirms that the applicant
2

is not disqualified from employment;
3

(3) using the template developed by the State Board of
4

Education, the applicant provides all of the following:
5

(A) a list, including the name, address, telephone
6

number, and other relevant contact information of the
7

following:
8

(i) the applicant's current employer
if the
9

applicant has direct contact with children or
10

students at the applicant's current employer
;
11

(ii) all former employers of the applicant
12

that were schools or school contractors, as well
13

as all former employers at which the applicant had
14

direct contact with children or students;
15

(B) A written authorization that consents to and
16

authorizes disclosure by the applicant's current and
17

former employers under subparagraph (A) of this
18

paragraph (3) of the information requested under
19

paragraph (4) of this subsection (c) and the release
20

of related records and that releases those employers
21

from any liability that may arise from such disclosure
22

or release of records pursuant to subsection (e).
23

(C) A written statement of whether the applicant:
24

(i) has been the subject of a sexual
25

misconduct allegation, unless a subsequent
26

investigation resulted in a finding that the

HB4480
- 7 -
LRB104 18024 LNS 31463 b
1

allegation was false, unfounded, or
2

unsubstantiated;
3

(ii) has ever been discharged from, been asked
4

to resign from, resigned from, or otherwise been
5

separated from any employment, has ever been
6

disciplined by an employer, or has ever had an
7

employment contract not renewed due to an
8

adjudication or finding of sexual misconduct or
9

while an allegation of sexual misconduct was
10

pending or under investigation, unless the
11

investigation resulted in a finding that the
12

allegation was false, unfounded, or
13

unsubstantiated; or
14

(iii) has ever had a license or certificate
15

suspended, surrendered, or revoked or had an
16

application for licensure, approval, or
17

endorsement denied due to an adjudication or
18

finding of sexual misconduct or while an
19

allegation of sexual misconduct was pending or
20

under investigation, unless the investigation
21

resulted in a finding that the allegation was
22

false, unfounded, or unsubstantiated.
23

(4) The school
,

or
contractor
, or regional office of
24

education or intermediate service center on behalf of a
25

school district, pursuant to paragraph (1.5) of subsection
26

(i),
shall initiate a review of the employment history of

HB4480
- 8 -
LRB104 18024 LNS 31463 b
1

the applicant by contacting those employers listed by the
2

applicant under subparagraph (A) of paragraph (3) of this
3

subsection (c) and, using the template developed by the
4

State Board of Education, request all of the following
5

information:
6

(A) the dates of employment of the applicant;
7

(B) a statement as to whether the applicant:
8

(i) has been the subject of a sexual
9

misconduct allegation, unless a subsequent
10

investigation resulted in a finding that the
11

allegation was false, unfounded, or
12

unsubstantiated;
13

(ii) was discharged from, was asked to resign
14

from, resigned from, or was otherwise separated
15

from any employment, was disciplined by the
16

employer, or had an employment contract not
17

renewed due to an adjudication or finding of
18

sexual misconduct or while an allegation of sexual
19

misconduct was pending or under investigation,
20

unless the investigation resulted in a finding
21

that the allegation was false, unfounded, or
22

unsubstantiated; or
23

(iii) has ever had a license or certificate
24

suspended, surrendered, or revoked due to an
25

adjudication or finding of sexual misconduct or
26

while an allegation of sexual misconduct was

HB4480
- 9 -
LRB104 18024 LNS 31463 b
1

pending or under investigation, unless the
2

investigation resulted in a finding that the
3

allegation was false, unfounded, or
4

unsubstantiated.
5

(C) The template shall include the following
6

option: if the employer does not have records or
7

evidence regarding the questions in items (i) through
8

(iii) of subparagraph (B) of paragraph (4) of
this

9

subsection (c), the employer may state that there is
10

no knowledge of information pertaining to the
11

applicant that would disqualify the applicant from
12

employment.
13

(5) For applicants licensed by the State Board of
14

Education, the school district, charter school, or
15

nonpublic school shall verify the applicant's reported
16

previous employers with previous employers in the State
17

Board of Education's educator licensure database to ensure
18

accuracy.
19

(d) An applicant who provides false information or
20
willfully fails to disclose information required in subsection
21
(c) shall be subject to discipline, up to and including
22
termination or denial of employment.
23

(e) No later than 20 days after receiving a request for
24
information required under paragraph (4) of subsection (c), an
25
employer who has or had an employment relationship with the
26
applicant shall disclose the information requested. If the

HB4480
- 10 -
LRB104 18024 LNS 31463 b
1
employer has an office of human resources or a central office,
2
information shall be provided by that office. The employer who
3
has or had an employment relationship with the applicant shall
4
disclose the information on the template developed by the
5
State Board of Education. For any affirmative response to
6
items (i) through (iii) of subparagraph (B) of paragraph (4)
7
of

or
subsection (c), the employer who has or had an employment
8
relationship with the applicant shall provide additional
9
information about the matters disclosed and all related
10
records.
11

A school shall complete the template at time of separation
12
from employment, or at the request of the employee, and
13
maintain it as part of the employee's personnel file. If the
14
school completes an investigation after an employee's
15
separation from employment, the school shall update the
16
information accordingly.
17

Information received under this Section shall not be
18
deemed a public record.
19

A school or contractor who receives information under this
20
subsection (e) may use the information for the purpose of
21
evaluating an applicant's fitness to be hired or for continued
22
employment and may report the information, as appropriate, to
23
the State Board of Education, a State licensing agency, a law
24
enforcement agency, a child protective services agency,
25
another school or contractor, or a prospective employer.
26

An employer, school, school administrator,
regional office

HB4480
- 11 -
LRB104 18024 LNS 31463 b
1
of education or intermediate service center,
or contractor who
2
provides information or records about a current or former
3
employee or applicant under this Section is immune from
4
criminal and civil liability for the disclosure of the
5
information or records, unless the information or records
6
provided were knowingly false. This immunity shall be in
7
addition to and not a limitation on any other immunity
8
provided by law or any absolute or conditional privileges
9
applicable to the disclosure by virtue of the circumstances or
10
the applicant's consent to the disclosure and shall
extend

11
extent
to any circumstances
in which

when
the employer,
12
school, school administrator,
regional office of education or
13
intermediate service center,
or contractor in good faith
14
shares findings of sexual misconduct with another employer.
15

Unless the laws of another state prevent the release of
16
the information or records requested or disclosure is
17
restricted by the terms of a contract entered into prior to
18
July 1, 2023 (the effective date of Public Act 102-702) and
19
notwithstanding any other provisions of law to the contrary,
20
an employer, school, school administrator, contractor, or
21
applicant shall report and disclose, in accordance with this
22
Section, all relevant information, records, and documentation
23
that may otherwise be confidential.
24

(f) A school or contractor may not hire an applicant who
25
does not provide the information required under subsection (c)
26
for a position involving direct contact with children or

HB4480
- 12 -
LRB104 18024 LNS 31463 b
1
students.
2

(g) Beginning on July 1, 2023 (the effective date of
3
Public Act 102-702), a school or contractor may not enter into
4
a collective bargaining agreement, an employment contract, an
5
agreement for resignation or termination, a severance
6
agreement, or any other contract or agreement or take any
7
action that:
8

(1) has the effect of suppressing information
9

concerning a pending investigation or a completed
10

investigation in which an allegation was substantiated
11

related to a report of suspected sexual misconduct by a
12

current or former employee;
13

(2) affects the ability of the school or contractor to
14

report suspected sexual misconduct to the appropriate
15

authorities; or
16

(3) requires the school or contractor to expunge
17

information about allegations or findings of suspected
18

sexual misconduct from any documents maintained by the
19

school or contractor, unless, after an investigation, an
20

allegation is found to be false, unfounded, or
21

unsubstantiated.
22

(h) Any provision of an employment contract or agreement
23
for resignation or termination or a severance agreement that
24
is executed, amended, or entered into on or after July 1, 2023
25
(the effective date of Public Act 102-702) and that is
26
contrary to this Section is void and unenforceable.

HB4480
- 13 -
LRB104 18024 LNS 31463 b
1

(i) For substitute employees, all of the following apply:
2

(1)
Except as otherwise provided in paragraph (1.5) of
3

this subsection (i), the

The
employment history review
4

required by this Section is required only prior to the
5

initial hiring of a substitute employee or placement on a
6

school's approved substitute list and shall remain valid
7

as long as the substitute employee continues to be
8

employed by the same school or remains on the school's
9

approved substitute list.
10

(1.5) For a substitute teacher licensed under Section
11

21B-20 and seeking employment in more than one school
12

district, a school district's regional office of education
13

or intermediate service center may collect and share the
14

information and records under paragraphs (2), (3), and (4)
15

of subsection (c). A regional office of education's or
16

intermediate service center's participation in the
17

employment history review shall be limited to collecting
18

such information and records and sharing the information
19

and records with the school district or school districts.
20

A regional office of education or intermediate service
21

center may not use the information and records collected
22

for the purpose of evaluating a substitute teacher
23

applicant's fitness to be hired, and the school district
24

shall complete all aspects of the employment history
25

review process, unless otherwise agreed to with the
26

regional office of education or intermediate service

HB4480
- 14 -
LRB104 18024 LNS 31463 b
1

center. The regional office of education or intermediate
2

service center is not responsible for the content or
3

completeness of the information or records shared by any
4

former employer or with the school district. A regional
5

office of education's or intermediate service center's
6

participation in the employment history review process
7

shall occur only prior to the initial hiring of a
8

substitute teacher by one of its member school districts
9

or prior to the initial placement of a substitute teacher
10

on the regional office of education's or intermediate
11

service center's approved substitute list. The employment
12

history review shall remain valid as long as the
13

substitute teacher continues to be employed by a school
14

district within the regional office of education's or
15

intermediate service center's jurisdiction or remains on
16

the regional office of education's or intermediate service
17

center's approved substitute list. A regional office of
18

education or intermediate service center participating in
19

the employment history review process shall promptly
20

provide the school district in which the substitute
21

teacher is seeking employment with the collected
22

information and records. If the regional office of
23

education or intermediate service center receives updated
24

employment history review information or records, the
25

information or records shall be shared with the applicable
26

school districts by the regional office of education or

HB4480
- 15 -
LRB104 18024 LNS 31463 b
1

intermediate service center as provided in this Section.
2

If, at any time, a school district has information or
3

records that the school district would have immunity from
4

liability to share as part of an employment history
5

review, then the school district and its employees are
6

immune from liability on the same terms as provided in
7

subsection (e) if sharing such information or records with
8

the regional office of education or intermediate service
9

center that maintains the applicable approved substitute
10

list.

11

(2)
Except as otherwise provided in paragraph (1.5) of
12

this subsection (i), a

A
substitute employee seeking to be
13

added to another school's substitute list shall undergo an
14

additional employment history review under this Section.
15

Except as otherwise provided in
paragraph (1.5) or

16

paragraph
(3) of this subsection (i) or in subsection (k),
17

the appearance of a substitute employee on one school's
18

substitute list does not relieve another school from
19

compliance with this Section.
20

(3) An employment history review conducted upon
21

initial hiring of a substitute employee by a contractor or
22

any other entity that furnishes substitute staffing
23

services to schools shall satisfy the requirements of this
24

Section for all schools using the services of that
25

contractor or other entity.
26

(4) A contractor or any other entity furnishing

HB4480
- 16 -
LRB104 18024 LNS 31463 b
1

substitute staffing services to schools shall comply with
2

paragraphs (3) and (4) of subsection (j).
3

(j) For employees of contractors, all of the following
4
apply:
5

(1) The employment history review required by this
6

Section shall be performed, either at the time of the
7

initial hiring of an employee or prior to the assignment
8

of an existing employee to perform work for a school in a
9

position involving direct contact with children or
10

students. The review shall remain valid as long as the
11

employee remains employed by the same contractor, even if
12

assigned to perform work for other schools.
13

(2) A contractor shall maintain records documenting
14

employment history reviews for all employees as required
15

by this Section and, upon request, shall provide a school
16

for whom an employee is assigned to perform work access to
17

the records pertaining to that employee.
18

(3) Prior to assigning an employee to perform work for
19

a school in a position involving direct contact with
20

children or students, the contractor shall inform the
21

school of any instance known to the contractor in which
22

the employee:
23

(A) has been the subject of a sexual misconduct
24

allegation unless a subsequent investigation resulted
25

in a finding that the allegation was false, unfounded,
26

or unsubstantiated;

HB4480
- 17 -
LRB104 18024 LNS 31463 b
1

(B) has ever been discharged, been asked to resign
2

from, resigned from, or otherwise been separated from
3

any employment, been removed from a substitute list,
4

been disciplined by an employer, or had an employment
5

contract not renewed due to an adjudication or finding
6

of sexual misconduct or while an allegation of sexual
7

misconduct was pending or under investigation, unless
8

the investigation resulted in a finding that the
9

allegation was false, unfounded, or unsubstantiated;
10

or
11

(C) has ever had a license or certificate
12

suspended, surrendered, or revoked due to an
13

adjudication or finding of sexual misconduct or while
14

an allegation of sexual misconduct was pending or
15

under investigation, unless the investigation resulted
16

in a finding that the allegation was false, unfounded,
17

or unsubstantiated.
18

(4) The contractor may not assign an employee to
19

perform work for a school in a position involving direct
20

contact with children or students if the school objects to
21

the assignment after being informed of an instance listed
22

in paragraph (3).
23

(k) An applicant who has undergone an employment history
24
review under this Section and seeks to transfer to or provide
25
services to another school in the same school district,
26
diocese, or religious jurisdiction, or to another school

HB4480
- 18 -
LRB104 18024 LNS 31463 b
1
established and supervised by the same organization is not
2
required to obtain additional reports under this Section
3
before transferring.
4

(l) Nothing in this Section shall be construed:
5

(1) to prevent a prospective employer from conducting
6

further investigations of prospective employees or from
7

requiring applicants to provide additional background
8

information or authorizations beyond what is required
9

under this Section, nor to prevent a current or former
10

employer from disclosing more information than what is
11

required under this Section;
12

(2) to relieve a school, school employee, contractor
13

of the school, or agent of the school from any legal
14

responsibility to report sexual misconduct in accordance
15

with State and federal reporting requirements;
16

(3) to relieve a school, school employee, contractor
17

of the school, or agent of the school from any legal
18

responsibility to implement the provisions of Section 7926
19

of Chapter 20 of the United States Code; or
20

(4) to prohibit the right of the exclusive bargaining
21

representative under a collective bargaining agreement to
22

grieve and arbitrate the validity of an employee's
23

termination or discipline for just cause.
24

(m) The State Board of Education shall develop the
25
templates required under paragraphs (3) and (4) of subsection
26
(c).

HB4480
- 19 -
LRB104 18024 LNS 31463 b
1
(Source: P.A. 104-417, eff. 8-15-25.)

Footer

Disclaimer

This site is maintained for the Illinois General Assembly by the
Legislative Information System, 705 Stratton Building, Springfield, Illinois 62706.

Contact ILGA Webmaster

ILGA.gov uses cookies to ensure you get the best experience on our website. By continuing to browse ILGA.gov you consent to our use of cookies.
Read About Cookies

ILGA.GOV

2026 ILGA.gov | All Rights Reserved |
ADA

|
Disclaimers
|
Learn

This site is maintained for the Illinois General Assembly by the
Legislative Information System, 705 Stratton Building, Springfield, Illinois 62706.
Contact ILGA Webmaster

ILGA.gov uses cookies to ensure you get the best experience on our website. By continuing to browse ILGA.gov you consent to our use of cookies.
Read About Cookies

ILGA.GOV

2026 ILGA.gov | All Rights Reserved |
ADA

|
Disclaimers
|
Learn