Illinois law defines repeated grooming behavior toward a child as abuse and requires schools and contractors to check work histories for child-facing jobs.
The law defines two or more grooming-directed acts or communications toward a child as abuse when a reasonable person would understand them as meant to lead to a sex offense or sexual misconduct.
Schools and contractors must check applicants’ work histories for jobs involving direct contact with children or students, including asking past employers about relevant allegations and job actions.
School districts, charter schools, and nonpublic schools must set staff rules for keeping professional boundaries with students and explain how people can report violations.
The law defines a pattern of certain grooming behavior toward a child as child abuse. This definition covers conduct by a parent, immediate family member, person responsible for the child’s welfare, person living in the child’s home, or parent’s romantic partner. A reasonable person must understand the conduct as intended to groom, seduce, solicit, lure, or entice the child to commit a sex offense or engage in sexual misconduct. Examples include sexual or romantic invitations, requests for dates, romantic or sexual talk, and suggestive comments.
Schools and contractors must review work histories before hiring applicants for jobs involving direct contact with children or students. The rules cover permanent and temporary jobs at schools or school contractors that involve direct contact with children or students. Applicants must list relevant current and former employers and authorize them to share requested information. The review covers sexual misconduct allegations and related job or license actions, except allegations later found false, unfounded, or unsubstantiated. Applicants who do not provide required information may not be hired for covered jobs. Past employers must provide requested information within 20 days after receiving a request.
Schools must set staff conduct rules for maintaining professional boundaries with students and reporting violations. This applies to school districts, charter schools, and nonpublic schools. The policy must cover situations such as transporting students, taking their photos or videos, and contacting them outside an employee’s professional role. Schools must post the policy and reporting methods on their websites, if any, and include them in staff, student, and parent handbooks. Breaking the policy or failing to report a violation may lead to discipline, including dismissal.
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