Frequently Asked Questions
HB 3773 compliance — answered plainly
The questions HR Directors and General Counsel ask us most. If yours isn't here, bring it to your Risk Review.
Scope & the law
Does HB 3773 apply if we only have a few employees in Illinois?
The law applies broadly to Illinois employers. If you have employees in Illinois and use AI in employment decisions, you should assume you're in scope. We'll confirm specifics during your Risk Review. (General information, not legal advice.)
Do remote workers count?
If you employ people who work in Illinois — including remote employees based in Illinois — those employment relationships are generally subject to Illinois law. We map this carefully during the inventory, because remote and multi-state workforces are exactly where scope gets missed.
What about our ATS vendor — isn't compliance their job?
Partly. Your vendor has its own obligations, but the employer carries the duty to provide notice, to use the tool lawfully, and to document diligence. You can't outsource your exposure to a vendor's terms of service. That's why our engagement includes a documented vendor-diligence file.
We don't think we use AI in hiring. Are we still exposed?
Almost every company uses more AI than it realizes — matching features in an ATS, scoring in a video tool, or HR staff using Copilot or ChatGPT informally. The inventory routinely surfaces AI use that leadership didn't know existed. That's the point of doing it.
What exactly does HB 3773 require?
At a high level: don't use AI in ways that discriminate against protected classes, and provide notice when AI is used in employment decisions. The operational reality — what to inventory, what to disclose, what to document — is what we build. For legal interpretation specific to your situation, we coordinate with your counsel.
Pricing & engagement
Why fixed price instead of hourly?
Because you should know what compliance costs before you commit. We scope the work, quote a fixed fee, and deliver in 90 days. No billable-hour meter, no surprise invoices.
Why does pricing range from $8,500 to $18,500?
Price scales with your size and the complexity of your HR-tech stack — number of employees, number of AI-touching vendors, single vs. multiple sites. We confirm your tier during the Risk Review, before you commit.
What if we already have an employment attorney?
Good — keep them. Your attorney handles legal interpretation; we handle the implementation most firms hand back to your HR team. We work alongside counsel and frequently take the memo they've already written and turn it into an actual, defensible file.
How is this different from what a firm like Seyfarth or Littler would charge me?
Large employment firms write excellent legal memos — and bill by the hour to do it. They typically hand the implementation back to you. We do the implementation: the inventory, the drafting, the vendor review, the training, and the assembled file — at a fixed price. Different job, different bill.
Can't our HR team just do this themselves?
They could, in theory. In practice, your HR Director is buried, this sits in the seam between HR and IT, and doing it well requires inventorying technology most HR teams can't see into. We do it faster, more completely, and we produce a file built to be defended — which is hard to generate in spare hours.
What if we just need a piece of this, not the whole engagement?
That's our $4,500 Vendor AI Diligence Review — a focused answer to "are our AI vendors compliant and what's our exposure." It's often the on-ramp to a full engagement.
Risk & liability
Are you a law firm?
No. Lakeshore is a compliance consultancy. We don't provide legal advice or legal representation. We build operational compliance and coordinate with your legal counsel.
Is anything on your website legal advice?
No. Everything we publish is general information. Legal advice comes from a licensed attorney applying the law to your specific facts.
Do you carry insurance?
Placeholder — populate before launch: "Yes — Lakeshore carries professional liability (E&O) insurance."
Will our information stay confidential?
Yes. Every engagement is covered by a confidentiality agreement, and we handle your inventory and documentation accordingly.
Process
How long does an engagement take?
90 days from kickoff to delivered file. Some clients move faster; 90 days is the standard window.
What do you need from us?
Access to the right people for a few short working sessions — HR, and usually someone from IT — and visibility into your HR-tech stack. We do the heavy lifting; we don't hand you homework.
Can you do this remotely?
Yes. Most of the engagement runs over video and secure document exchange. We're Chicago-based and can meet in person for kickoff or a board briefing when it helps.
What happens after the file is built?
You can run it yourself, or keep it current with a monitoring plan (Watch at $750/mo or Manage at $1,750/mo). Either way, the file is yours.
How do we start?
Book a 20-minute HB 3773 Risk Review. We'll talk through your exposure and whether you need a full engagement, a vendor review, or just a few fixes.