Sexual harassment is a type of sex discrimination which is a violation of Title VII. Employers need to have written policies forbidding sexual harassment. Offenses that would constitute sexual harassment include: Demands for sexual favors in exchange for job benefits (quid pro quo); a job "environment" that involved sexual suggestions; hostile conduct toward an employee who refused to provide sexual favors; and verbal or physical suggestions with a sexual overtone.
Illinois Complaint for Discrimination in Employment Based on Sex - Sexual Harassment and a Hostile Work Environment
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A hostile work environment is not merely unpleasant due to a rude boss or obnoxious coworkers, but rather one in which unwelcome comments or conduct by anyone in the workplace make it difficult or impossible for you to do your job.
One hour of sexual harassment prevention training to all employees; One additional hour of bystander intervention training to all employees; and. An additional hour of sexual harassment prevention training (for a total of two hours) to all supervisors and managers.
A written complaint must be filed within 180 days of the alleged action: Download and complete the Customer/Applicant Discrimination Claim Form (IL 444-4026) (pdf), Customer/Applicant Discrimination Claim Form Spanish (IL444-4026S) (pdf).
The Act prohibits discrimination based on specific "protected classes" including race, color, religion, sex (including sexual harassment), national origin, ancestry, age (40 and over), order of protection status, marital status, sexual orientation (including gender-related identity), physical or mental disability, ...
Section 2-109(B) minimum training standards include: examples of conduct that constitutes unlawful sexual harassment; a summary of relevant federal and State statutory provisions concerning sexual harassment, including remedies available to victims of sexual harassment; and.
The Illinois Human Rights Act protects Illinois employees, tenants, students and others from sex discrimination. Sex discrimination is an adverse action or harassment based on sex (the status of being male or female) that is not necessarily sexual in nature.
An employer is prohibited from disclosing the name of a victim of an act of alleged sexual harassment or unlawful discrimination in any of the required disclosures.
Every restaurant and bar, as defined under Section 2-110 of the Illinois Human Rights Act ("IHRA"), is required to establish a written sexual harassment prevention policy and provide a copy to all employees.