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Illinois Sexual Harassment Employee
$19.95
| Certificate Valid For: | 1 year |
|---|---|
| Available Languages: | English, Spanish |
| Completion Time: | 1 hour |
Course Overview
Skills You Will Achieve: Define Sexual Harassment, Awareness of Legal Framework, Reporting Procedures, Promote Postitive Workplace Behavior
About This Course
Course Overview:
- Focus: Address workplace dynamics like sexual harassment and discrimination.
- Training: California Sexual Harassment Course covers crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Issues Addressed: Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with LMS for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets California state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Course Facts
Focus:
- Address workplace dynamics like sexual harassment and discrimination.
- Comprehensive Sexual Harassment Course covering crucial workplace issues.
Interactive Learning Approach:
- Engagement: Dynamic, interactive sessions for active learning.
- Features: Tools for effective comprehension and application.
Creating a Secure Workplace:
- Objectives: Equip teams to prevent and address misconduct.
- Environment: Foster respect and security in the workplace.
Key Topics Covered:
- Sexual harassment complexities, discrimination, and hostile behaviors.
Course Benefits:
- Engagement: Interactive content for impactful learning.
- Comprehensive Training: Ensures understanding and practical application.
- Empowerment: Tools for fostering inclusive workplace culture.
- Compliance: Integrated with Learning Management System (LMS) for regulatory adherence.
Training Goals:
- Transformation: Empower employees to prevent harassment.
- Regulatory Alignment: Meets state standards, includes gender identity and abusive conduct.
- Differentiation: Practical empowerment beyond legal requirements.
- Proactive Approach: Encourages prompt reporting.
Core Objectives:
- Skills Development: Identify, respond to, and prevent harassment.
- Culture Enhancement: Promote respect and inclusivity.
Current Relevance:
- Educational Imperative: Essential for workplace behavior.
- Reporting Culture: Encourages speaking out against harassment.
Legal Oversight and Resources:
- Expert Review: Ensured accuracy and compliance.
- FAQ Access: Additional resources for clarity.
Enrollment and Impact:
- Join Us: Shape a respectful workplace.
- Transformation: Promote empowerment and safety.
Topics Covered
- Sexual Harassment And The Law
- Sexual Harassment And Discrimination
- Types Of Sexual Harassment
- Policies And Procedures
What You'll Learn
Prohibited Behaviors and Legal Implications:
- Identification of behaviors classified as sexual harassment.
- Understanding the legal implications and consequences of these actions.
Implementation Strategies:
- Effective strategies to prevent and combat sexual harassment in the workplace.
- Practical measures to create a safe and respectful work environment.
Support Services:
- Information on support services available to victims of sexual harassment.
- Guidance on accessing and utilizing these services effectively.
Workplace Misconduct Repercussions:
- Detailed explanation of the consequences associated with workplace misconduct.
- Emphasis on the importance of adhering to workplace policies and regulations.
Legal Expertise:
- Course reviewed by John Wallace, Esquire.
- Over 38 years of trial and appellate experience.
- Distinguished member of the Law Review, ensuring high standards of accuracy and compliance.
Regulatory Information
Contact Information for Illinois Department of Human Rights
Helpline:
Call the State of Illinois Sexual Harassment and Discrimination Helpline at 877-236-7703 Monday through Friday, 8:30 a.m. to 5:00 p.m.
TTY users call the Helpline via 711.
By Office:
Chicago Office:
100 West Randolph Street10th Floor
Intake Unit
Chicago, IL 60601
Phone: (312) 814-6200
TTY: (866) 740-3953
Fax (Administration): (312) 814-1436
Fax (Charge Processing): (312) 814-6251
Springfield Office:
535 West Jefferson Street1st Floor
Intake Unit
Springfield, IL 62702
Phone: (217) 785-5100
TTY: (866) 740-3953
Fax: (217) 785-5106
Online:
Reporting (in the Private or Public Sector):
You can report the instance of sexual harassment or discrimination and file a complaint with governmental entities. Where a person can report will depend on where the harassment or discrimination occurred.
Contact a Human Resources Department, Manager, or Supervisor. Many employers and agencies have specific policies and processes in place to complain about and report sexual harassment and discriminatory treatment.
Further contact information can be found at Reporting Information.
FAQs
Q: Is there a prerequisite for this course?
Dive into learning without any mandatory prerequisites for the Sexual Harassment Training.
Q: What are the Sexual Harassment & Alcohol Training requirements for my Certificate of Achievement?
Q: How many lessons are there in the Sexual Harassment Training Course?
Immerse yourself in 4 captivating lessons and a comprehensive exam.
Q: When does my Certificate of Achievement expire?
Your achievement is valid for two years; always check state or local regulations for renewal specifics.
Q: Why can't I access the final exam?
Ensure each lesson is passed to access the final exam. Green means passed, red means a bit more study is needed.
Q: When does my course expire?
Courses remain active for 180 days from the date of your enrollment, and your access to the course will cease after this 180-day period. If you do not earn your Course Certificate of Achievement within 180 days of enrolling, your course access will expire. In such a case, you will need to repurchase the course to re-enroll. Should you choose to re-enroll and still not earn your course certificate within the subsequent 180 days; your registration will once again expire, necessitating another course purchase for re-enrollment. We will send you two reminder emails to inform you about the impending expiration of your course access. The first email will be sent 25 days after your enrollment if you have not completed the course, and the second email will be sent 30 days before the course's expiration date if you have not completed the course. For more information about course expiration dates, please read our Terms of Use
Q: What's the procedure for a refund?
100% money back or credit within 30 days if returned before studying beyond lesson 1. Exceptions apply; check our Terms of Use for details.
Q: Who wrote the content for your course?
Crafted by an educator of over 750 courses in collaboration with legal and regulatory experts. Regular updates maintain relevance.
Q: How soon can I expect to receive my Certificate of Achievement?
Download instantly upon passing your final exam.
Q: What can I do if I lose my Certificate of Achievement?
Visit tapseries.io and click on Print Certificate for a replacement.
Q: Can I test out of the course?
No testing out, but rest assured, completing the course and passing the exam unlocks your sexual harassment card. Enroll now for a brighter, safer future!
Q: What are the Illinois requirements for a Sexual Harassment prevention policy in the restaurant and bar industry?
Every restaurant and bar operating in Illinois must have a sexual harassment policy provided to all employees, in writing, within the first calendar week of the employee's employment. The policy shall include:
- A prohibition on sexual harassment;
- The definition of sexual harassment under the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964;
- Details on how an individual can report an allegation of sexual harassment internally, including options for making a confidential report to a manager, owner, corporate headquarters, human resources department, or other internal reporting mechanism that may be available;
- An explanation of the internal complaint process available to employees;
- How to contact and file a charge with the Illinois Department of Human Rights and United States Equal Employment Opportunity Commission;
- A prohibition on retaliation for reporting sexual harassment allegations; and
- A requirement that all employees participate in sexual harassment prevention training.
The policy shall be made available in English and Spanish.
In addition to the model sexual harassment prevention training program produced, the Department shall develop a supplemental model training program in consultation with industry professionals specifically aimed at the prevention of sexual harassment in the restaurant and bar industry. The supplemental model program shall be made available to all restaurants and bars and the public online at no cost. The training shall include:
- Specific conduct, activities, or videos related to the restaurant or bar industry;
- An explanation of manager liability and responsibility under the law; and
- English and Spanish language options.
Q: What is the Illinois law prohibiting sexual harassment?
?The Illinois Human Rights Act declares freedom from sexual harassment to prevent sexual harassment in employment and sexual harassment in elementary, secondary, and higher education. In 2019 Illinois’ Public Act101-0221 or Illinois Workplace Transparency Act amendedThe Illinois Human Rights Act. The Act enhanced protections against workplace sexual harassment and discrimination by the process of new laws and amendments to several existing ones. ?
Q: How can I contact the Illinois Department of Human Rights?
The Illinois Department of Human Rights can be contacted via:
- Helpline: Call the State of Illinois Sexual Harassment and Discrimination Helpline at 877-236-7703* Monday through Friday, 8:30 a.m. to 5:00 p.m.
- Helpline calls are answered by The Chicago Lighthouse Call Center pursuant to a contract with the Illinois Department of Human Rights. Callers will learn their options for reporting sexual harassment and discrimination can be transferred to or request a call-back from an agency, or can file an anonymous report. Callers are also offered assistance with finding necessary resources, including legal and counseling assistance. Information given to the call center is confidential and not subject to disclosure through the Freedom of Information Act (“FOIA”). *TTY users call the Helpline via 711.
- By Office:
- Chicago Office
100 WestRandolph Street
10th Floor
Intake Unit
Chicago, IL60601
(312) 814-6200
(866) 740-3953 (TTY)
(312) 814-1436
(FAX - Administration)
(312)814-6251
(FAX - Charge Processing)
- Springfield Office
535 West Jefferson Street
1st Floor
Intake Unit
Springfield, IL 62702
(217) 785-5100
(866) 740-3953 (TTY)
(217) 785-5106 (FAX)
- Reporting (in the Private or Public Sector):You can report the instance of sexual harassment or discrimination and file a complaint with governmental entities. Where a person can report will depend on where the harassment or discrimination occurred. In some instances, a victim can report an incident to multiple governmental entities. Governmental entities have differing jurisdictions and authorities to address sexual harassment and discrimination.
- Contact a Human Resources Department, Manager or Supervisor. Many employers and agencies have specific policies and processes in place to complain about and report sexual harassment and discriminatory treatment.
Further contact information on can be found athttps://www2.illinois.gov/sites/sexualharassment/Pages/Reporting.aspx.
Q: What are the Illinois requirements of distributing a Sexual Harassment Prevention Policy?
?According to Section 2-104(B)(5)(b) of the Illinois Human Rights Act, a Sexual Harassment Prevention Policy must be "posted in a prominent and accessible location and distributed in a manner to assure notice to all agency employees without exception the agency's sexual harassment policy. Distribution shall be effectuated within 90 days of the effective date of this amendatory Act of 1992 and shall occur annually thereafter."?
Q: What is the State of Illinois' definition of Sexual Harassment?
According to Sec. 2-101(E) of the Illinois Human Rights Act, "Sexual harassment" means any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Q: TAP Series' Sexual Harassment FAQs Are Not Legal Advice
?The TAP Series' Sexual Harassment FAQs is intended to provide a general overview of new legal requirements but should not be relied upon as individualized legal advice or as providing a legal opinion. By entering the TAP Series' Sexual Harassment FAQs I agree that I have read and understand these terms.?
Q: What is Illinois's policy on Retaliation?
?According to Section 6-101 of the Illinois Human Rights Act, "it is a civil rights violation for a person, or for two or more persons to conspire to retaliate against a person because he or she has opposed that which he or she reasonably and in good faith believes to be unlawful discrimination, sexual harassment in employment or sexual harassment in elementary, secondary, and higher education, discrimination based on citizenship status in employment, because he or she has made a charge, filed a complaint, testified, assisted, or participated in an investigation, proceeding, or hearing under this Act, or because he or she has requested, attempted to request, used, or attempted to use a reasonable accommodation as allowed by this Act."?
Q: What Illinois department enforces illegal discrimination and harassment?
?The Illinois Department of Human Rights enforces the protections of the Illinois Human Rights Act.?
Q: What are the two types of sexual harassment claims as defined by Illinois law?
Quid pro quo: involves expressed or implied demands for sexual favors in exchange for some benefit. For example, a promotion or increase in pay or to avoid termination or demotion. This is usually done by someone who is in a position of power or authority over another, such as a manager or supervisor. Submission to or rejection of sexual advances being used as a basis of employment decisions is also not allowed.
Hostile work environment: speech or conduct that is so severe and pervasive that it creates an intimidating or demeaning environment or situation that negatively affects a person's job performance. This type of harassment can be perpetrated by anyone in the work environment. Examples of conduct that might create a hostile work environment include inappropriate touching, sexual jokes, comments, repeated requests for dates or a work environment where offensive pictures are displayed. This can also include interfering with or damaging someone else's work equipment or sabotaging their work.
Q: What characteristics or conditions are protected from harassment and/or discrimination under Illinois law?
Q: Where can sexual harassment occur in Illinois?
?Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer-sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.?
Q: What is workplace violence as defined by Illinois law?
?Workplace violence is any act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the worksite. It ranges from threats and verbal abuse to physical assaults and even murder. It can involve employees, clients, customers, and visitors.??
Q: What is considered a "protected activity" under Illinois law?
"Protected Activity" is when an employee does one of the following:
- Files a formal written complaint of sexual harassment, either internally with management or an HR department, or externally with an anti-discrimination agency
- Testifies in court or assist in an investigation involving sexual harassment
- Opposes sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager that harassment occurred
- Complains that another employee has been sexually harassed
- Encouraged a fellow employee to report harassment
- Employees who have engaged in protected activities are legally protected from retaliation.
Q: What are the different types of sexual harassment as defined by Illinois law?
?
Q: What are the Illinois requirements of distributing a Sexual Harassment Prevention Policy?
?According to Section 2-104(B)(5)(b) of the Illinois Human Rights Act, a Sexual Harassment Prevention Policy must be "posted in a prominent and accessible location and distributed in a manner to assure notice to all agency employees without exception the agency's sexual harassment policy. Distribution shall be effectuated within 90 days of the effective date of this amendatory Act of 1992 and shall occur annually thereafter."?
Q: What are the minimum standards for a Sexual Harassment Prevention policy in Illinois?
Section 2-110(B) of the Illinois Human Rights Act states a Sexual Harassment Prevention Policy must include the following:
- A prohibition on sexual harassment
- The definition of sexual harassment under the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964
- Details on how an individual can report an allegation of sexual harassment internally, including options for making a confidential report to a manager, owner, corporate headquarters, human resources department, or other internal reporting mechanism that may be available
- An explanation of the internal complaint process available to employees
- How to contact and file a charge with the Illinois Department of Human Rights and United States Equal Employment Opportunity Commission
- A prohibition on retaliation for reporting sexual harassment allegations
- A requirement that all employees participate in sexual harassment prevention training.
- Made available in English and Spanish.
?
Q: How can supervisors in Illinois maintain a safe and pleasant environment for your employees?
Each supervisor is responsible for maintaining the workplace free of sexual harassment. This is accomplished by
- Promoting a professional environment and by dealing with sexual harassment as with all other forms of employee misconduct
- Setting the right example, which may discourage his or her employees from acting inappropriately
- Acting quickly and responsibly not only to minimize their own liability but also that of the company
- Addressing an observed incident of sexual harassment or a complaint, with equal seriousness, reporting it, taking prompt action to investigate it, implementing appropriate disciplinary action, taking all necessary steps to eliminate the harassment and observing strict confidentiality
- Ensuring that no retaliation will result against an employee making a sexual harassment complaint
- Reminding employees, on a regular basis, that their incoming and outgoing electronic messages on employer owned/issued equipment are subject to monitoring and that employees have no expectation of privacy on employer owned/issued electronic equipment
- Informing employees that if they are subjected to inappropriate electronic communications while at work or on employer-owned equipment, or even on their personal cell phones and computers, that they should contact their supervisor or Human Resources immediately
- Advising managers, supervisors, and employees not to “friend” each other on social networks and to limit their electronic messages to relevant business matters
- Investigating complaints on a case-by-case basis and remind employees of the company’s code of conduct and ethics rules if applicable
Q: How can sexual harassment be reported in Illinois?
An employee who either observes or believes herself/himself to be the object of sexual harassment should deal with the incident(s) as directly and firmly as possible by clearly communicating her/his position to the offending employee, her/his supervisor and company contact. It is not necessary for sexual harassment to be directed at the person making a complaint.
The following steps may also be taken: document or record each incident (what was said or done, the date, the time, and the place). Documentation can be strengthened by written records such as letters, notes, memos, and telephone messages. All charges, including anonymous complaints, will be accepted and investigated regardless of how the matter comes to the attention of the company. No one making a complaint will be retaliated against even if a complaint made in good faith is not substantiated. In addition, any witness will be protected from retaliation.
?
Q: What are supervisors’ and managers’ responsibilities in Illinois?
Each supervisor is responsible for maintaining the workplace free of sexual harassment. This is accomplished by promoting a professional environment and by dealing with sexual harassment as with all other forms of employee misconduct. It must be remembered that supervisors are the first line of defense against sexual harassment. By setting the right example, a supervisor may discourage his or her employees from acting inappropriately. In addition, supervisors will often be the first to spot objectionable conduct or the first to receive a complaint about conduct which he or she did not observe.
Specifically, a supervisor must address an observed incident of sexual harassment or a complaint, with equal seriousness, report it, take prompt action to investigate it, implement appropriate disciplinary action, take all necessary steps to eliminate the harassment and observe strict confidentiality. This also applies to cases where an employee tells the supervisor about behavior considered sexual harassment but does not want to make a formal complaint. Also, supervisors must ensure that no retaliation will result against an employee making a sexual harassment complaint.
Q: What are the consequences of noncompliance with Illinois sexual harassment laws?
An employer who violates sexual harassment laws is subject to a civil penalty as follows:
- For an employer with fewer than 4 employees: a penalty not to exceed $500 for a first offense; a penalty not to exceed $1,000 for a second offense; a penalty not to exceed $3,000 for a third or subsequent offense.
- For an employer with 4 or more employees: a penalty not to exceed $1,000 for a first offense; a penalty not to exceed $3,000 for a second offense; a penalty not to exceed $5,000 for a third or subsequent offense.
- The appropriateness of the penalty to the size of the employer charged, the good faith efforts made by the employer to comply, and the gravity of the violation shall be considered in determining the amount of the civil penalty.
?
Q: What are the Illinois requirements for a Sexual Harassment prevention policy in the restaurant and bar industry?
?Every restaurant and bar operating in Illinois must have a sexual harassment policy provided to all employees, in writing, within the first calendar week of the employee's employment. The policy shall include:
- A prohibition on sexual harassment;
- The definition of sexual harassment under the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964;
- Details on how an individual can report an allegation of sexual harassment internally, including options for making a confidential report to a manager, owner, corporate headquarters, human resources department, or other internal reporting mechanism that may be available;
- An explanation of the internal complaint process available to employees;
- How to contact and file a charge with the Illinois Department of Human Rights and United States Equal Employment Opportunity Commission;
- A prohibition on retaliation for reporting sexual harassment allegations; and
- A requirement that all employees participate in sexual harassment prevention training.
The policy shall be made available in English and Spanish.
In addition to the model sexual harassment prevention training program produced, the Department shall develop a supplemental model training program in consultation with industry professionals specifically aimed at the prevention of sexual harassment in the restaurant and bar industry. The supplemental model program shall be made available to all restaurants and bars and the public online at no cost. The training shall include:
- Specific conduct, activities, or videos related to the restaurant or bar industry;
- An explanation of manager liability and responsibility under the law; and
- English and Spanish language options.
Q: What are the Illinois requirements for the usage of safety devices in the hotel and casino industry?
?Each hotel and casino shall equip an employee who is assigned to work in a guest room, restroom, or casino floor, under circumstances where no other employee is present in the room or area, with a safety device or notification device. The employee may use the safety device or notification device to summon help if the employee reasonably believes that an ongoing crime, sexual harassment, sexual assault, or other emergency is occurring in the employee's presence. The safety device or notification device shall be provided by the hotel or casino at no cost to the employee.
Q: What are the Illinois requirements for an anti-sexual harassment policy in the hotel and casino industry?
?Each hotel employer and casino employer shall develop, maintain, and comply with a written anti-sexual harassment policy to protect employees against sexual assault and sexual harassment by guests. This policy shall:
- Encourage an employee to immediately report to the hotel employer or casino employer any instance of alleged sexual assault or sexual harassment by a guest;
- Describe the procedures that the complaining employee and hotel employer or casino employer shall follow;
- Instruct the complaining employee to cease work and to leave the immediate area where danger is perceived until hotel or casino security personnel or police arrive to provide assistance;
- Offer temporary work assignments to the complaining employee during the duration of the offending guest's stay at the hotel or casino, which may include assigning the complaining employee to work on a different floor or at a different station or work area away from the offending guest;
- Provide the complaining employee with necessary paid time off to:
- File a police report or criminal complaint with the appropriate local authorities against the offending guest; and
- If so required, testify as a witness at any legal proceeding that may ensue as a result of the criminal complaint filed against the offending guest, if the complaining employee is still in the employ of the hotel or casino at the time the legal proceeding occurs;
- Inform the complaining employee that the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964 provide additional protections against sexual harassment in the workplace; and
- Inform the complaining employee that it is illegal for an employer to retaliate against any employee who: reasonably uses a safety device or notification device; in good faith avails himself or herself of the requirements set forth; or discloses, reports, or testifies about any violation of this Act or rules adopted under this Act.
Each hotel employer and casino employer shall provide all employees with a current copy in English and Spanish of the hotel employer's or casino employer's anti-sexual harassment policy and post the policy in English and Spanish in conspicuous places in areas of the hotel or casino, such as supply rooms or employee lunch rooms, where employees can reasonably be expected to see it. Each hotel employer and casino employer shall also make all reasonable efforts to provide employees with a current copy of its written anti-sexual harassment policy in any language other than English and Spanish that, in its sole discretion, is spoken by a predominant portion of its employees.