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HB 2744

Uniform Child Abduction Prevention Act

2025 Regular Session Introduced by Wayne Clark and 1 co-sponsor

Employers in lodging, dining, and truck stops must provide mandatory human-trafficking recognition training to covered employees, with a 6-month initial window and 2-year refresher

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Bill Summary · HB 2744

HB 2744 — Lodging Services Human Trafficking Recognition Training (as amended)

Status: Rule 19(a) / Re‑referred to Rules Committee (House); Introduced Feb 2025; Primary sponsor Rep. Gregg Johnson; Cosponsor Rep. Rita Mayfield.

Note on versions: The bill file initially included unrelated language titled the "Arizona Right to Contraception Act." A House Floor Amendment (Ham. No. 1) replaces the bill text with amendments to Illinois’ Lodging Services Human Trafficking Recognition Training Act. This summary describes the amended (current) lodging / human‑trafficking training provisions.

Purpose / Intent

To strengthen and clarify state requirements for human‑trafficking recognition training for employees of lodging establishments, restaurants, and truck stops, and to add enforcement mechanisms and civil penalties for employers who do not comply.

Key provisions and changes

  • Scope and definitions

    • Expands or clarifies covered businesses to include:
    • Lodging establishments (NAICS 721110 hotels/motels and 721120 casino hotels),
    • Restaurants (businesses where ready‑to‑eat food comprises ≥51% of sales, excluding liquor),
    • Truck stops (services to long‑haul drivers: fuel, food, showers, repairs, parking).
    • Defines “employee” as a person at these businesses with recurring public interactions (e.g., housekeeping, reception, transportation of customers).
    • Retains statutory definition of “human trafficking” (forced labor, procurement for commercial sex, exploitation; includes coercion, threats, fraud).

  • Training requirements (existing statutory framework retained, clarified)

    • Employers (lodging establishments, restaurants, truck stops) must provide human‑trafficking recognition training to covered employees.
    • Employees must complete the training within 6 months of hire and every 2 years thereafter.
    • Minimum training duration: 20 minutes.
    • Employers may use their own program or third‑party programs if they meet statutory content requirements.

  • Curriculum content (minimum elements)

    • Definition of human trafficking and commercial exploitation of children;
    • Identification of individuals at risk;
    • Distinctions between labor trafficking and sex trafficking as relevant to the business;
    • Guidance on employee reporting and response protocols.

  • State curriculum

    • Department of Human Services shall develop and publish an approved curriculum for employers that do not use their own program (text references a July 1, 2020 deadline consistent with prior law).

  • Enforcement and penalties (new)

    • Units of local government that regulate an employer and law enforcement agencies may monitor and enforce compliance as part of their duties.
    • On discovery of a violation, the regulating unit or law enforcement must provide a “reasonable notice of noncompliance” that gives the employer 30 days to cure.
    • If the violation is not cured, the Attorney General or relevant State’s Attorney may bring a civil action.
    • An employer that violates the Act is classified as committing a business offense and may be fined up to $1,500 per offense.

Who is affected

  • Primary: employers operating lodging establishments, qualifying restaurants, and truck stops in Illinois.
  • Secondary: employees who must receive training and customers/guests who may be better protected by trained staff.
  • Government actors: Department of Human Services (curriculum), local regulatory bodies, law enforcement, Attorney General/State’s Attorneys (enforcement actions).

Timeline / Effective dates

  • The amendment includes an effective date provision: the bill takes effect January 1, 2026.
  • Some enforcement language in the draft references an October 1, 2026 start for certain monitoring/enforcement activities; readers should note this difference may reflect draft language and could be reconciled in final enrollment.

Potential impacts

  • Compliance costs for employers: periodic employee training (20 minutes; every 2 years), recordkeeping, possible use of Department curriculum.
  • Increased enforcement risk: notice-and‑cure process followed by civil action and fines (up to $1,500 per offense) for noncompliance.
  • Public‑safety benefit: broader and regularized training may improve recognition and reporting of human trafficking incidents in sectors with high vulnerability.

Procedural history (selected)

  • Filed/Introduced: Feb 2025 (Rep. Gregg Johnson)
  • Assigned/Heard: Immigration & Human Rights Committee (Do Pass)
  • House Floor Amendment No. 1 filed Apr 2, 2025 (replaced original text)
  • Re‑referred to Rules Committee (Apr 11, 2025)

If you want, I can prepare a one‑page compliance checklist employers could use to assess readiness under the bill.

Compiled from official sources — confirm details with the bill’s official record.

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