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Sexual Harassment Prevention in Illinois for Supervisors Training Course

Preview Course

Sexual harassment laws in Illinois protect all employees, with strict employer liability.

17 minutes   |   SKU: ABCILL-S    |    Language(s): EN    |    Produced 2020








17 minutes

Training Objectives

Understand legal protections against sexual harassment
Recognize different forms of sexual harassment
Learn managerial responsibilities in preventing and addressing harassment
Familiarize with reporting procedures and employer obligations
Emphasize the importance of fostering a respectful workplace culture
Comprehend the consequences of harassment for individuals and organizations

Course Overview

In Illinois, workplaces are safeguarded by stringent state and federal laws against sexual harassment, ensuring a safe and respectful environment for every employee. The Illinois Human Rights Act extends protection to all employees, irrespective of the size of their employer, while Title VII of the Civil Rights Act of 1964 shields workers in organizations with 15 or more employees. Recently, the Workplace Transparency Act was enacted, mandating training for all Illinois employees, reflecting the state's unwavering commitment to combating sexual harassment.

Under Illinois law, employers must maintain a zero-tolerance policy towards sexual harassment, holding perpetrators accountable through thorough investigations and disciplinary actions, including termination if warranted. Managers and supervisors bear a higher responsibility, expected to exemplify appropriate conduct and promptly address any instances of harassment. Employers are strictly liable for harassment by those in positions of authority, even if they were unaware of the misconduct, emphasizing the importance of vigilance and proactive measures.

Sexual harassment encompasses quid pro quo and hostile environment harassment, both of which are equally reprehensible and legally actionable. Quid pro quo harassment involves leveraging job benefits for sexual favors, while hostile environment harassment creates a work atmosphere that substantially interferes with an individual's performance. Employers are mandated to have comprehensive sexual harassment policies, outlining prohibited behaviors, reporting procedures, and penalties for violations.

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What are the legal protections against sexual harassment in Illinois?

Employees in Illinois are protected by both state and federal laws, including the Illinois Human Rights Act and Title VII of the Civil Rights Act of 1964.

What are the two types of sexual harassment recognized under Illinois law?

The two types are quid pro quo, which involves leveraging job benefits for sexual favors, and hostile environment, which creates a pervasive atmosphere of harassment.

What are some examples of behaviors that constitute sexual harassment?

Examples include unwelcome physical contact, requests for sexual favors with implied threats, and creating a hostile or offensive work environment through inappropriate comments or gestures.

What are the responsibilities of managers and supervisors in preventing sexual harassment?

They are tasked with modeling appropriate behavior, ensuring compliance with sexual harassment policies, promptly addressing complaints, and reporting any instances of harassment to the employer.

What are the potential consequences for employers who fail to address sexual harassment?

Employers may face legal liability, including financial penalties and reputational damage, highlighting the importance of proactive measures to prevent and address harassment.

Disclaimer: The information provided on this page is subject to change and is for promotional and informational purposes only. Prior to acting on the information contained on this page, verify all information against the latest OSHA and applicable standards, regulations, and guidelines. Please also contact us with any questions you have related to this information. Under no circumstances will Atlantic Training, LLC be held responsible for direct, indirect, consequential, or incidental injuries or damages, or any damages or injuries whatsoever, whether resulting from contract, negligence, or other torts, related to the utilization of this information or the contents of this page. Atlantic Training retains the right to incorporate, remove, or adjust the contents on this page without prior notice.