System Human Resources routinely scans the regulatory environment for new and changed mandates that impact Human Resources in higher education. The following important State and Federal mandates are often of interest to University of Illinois employees. This is not a comprehensive list, but does contain some of the more commonly viewed items.

• E-Verify - an online system operated by the U.S. Citizenship and Immigration Services (USCIS) that allows employers to electronically verify the employment eligibility of employees, regardless of citizenship.
• Executive Orders (State of Illinois)
• Fair Labor Standards Act - establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
• Family and Medical Leave Act - designed to help employees balance the demands of the workplace with the needs of families and to promote stability and economic security of families.
• Form I-9 Employment Eligibility Verification - this step in the employment process verifies work authorization and identity of new hires.
• Military Selective Service Act
• Personal Information Protection Act
• Required Employment Notices and Posters
• State Officials and Employees Ethics Act (SOEEA) - requires the University System to demonstrate it has adopted and implemented specific personnel policies relating to official State business.
• SURS 6% - requires SURS to bill the university when they believe an employee had earnings in an academic year utilized to determine his/her Final Rate of Earnings (FRE) that exceeded the amount of earnings for the previous year by more than 6%.
• Uniformed Services Employment and Reemployment Rights Act (USERRA) - protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System.
• Victim's Economic Security and Safety Act (VESSA) - enables victims of domestic violence, sexual violence, or gender violence to maintain the financial independence necessary to leave abusive situations, achieve safety, and minimize the physical and emotional injuries from domestic violence, sexual violence, or gender violence.
• Wage History Ban - prohibits Illinois employers from asking for or seeking out an applicant’s past compensation or benefits information.