| Certificate Valid For: | 1 year |
|---|---|
| Available Languages: | English, Spanish |
| Completion Time: | 1 hour |
Skills You Will Achieve: Define Sexual Harassment, Awareness of Legal Framework, Reporting Procedures, Promote Postitive Workplace Behavior
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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 StreetSpringfield Office:
535 West Jefferson StreetOnline:
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.
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:
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:
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:
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)
535 West Jefferson Street
1st Floor
Intake Unit
Springfield, IL 62702
(217) 785-5100
(866) 740-3953 (TTY)
(217) 785-5106 (FAX)
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:
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:
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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
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:
?
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:
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:
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:
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.