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Sexual Harassment Training for Illinois to Comply with Statewide Mandatory Requirements & Avoid Fines
On August 9, 2019, Illinois Governor J.B. Pritzker signed Senate Bill 75, the Workplace Transparency Act, which amends the Illinois Human Rights Act. The Act requires that all employers in Illinois provide annual sexual harassment training to all employees starting in 2020. These efforts were designed to create a sexual-harassment free workplace.
Our training courses on preventing discrimination and harassment are designed by HR experts and meet the latest Illinois statewide regulations based on the list provided by the Illinois Department of Human Rights and the Public Act 101-0221 (titled the Workplace Transparency Act)/ S.B. 75/ Section 2-109 of the Illinois Human Rights Act (IHRA).
The following Illinois’s training requirements are all covered by our training courses:
- An explanation of sexual harassment consistent with SB75 (chapter 1)
- Examples of conduct that constitute unlawful sexual harassment (chapter 2,3)
- A summary of relevant Federal and State statutory provisions concerning sexual harassment, including remedies available to victims of sexual harassment (chapter 8)
- A summary of responsibilities of employers in the prevention, investigation, and corrective measures of sexual harassment (chapter 8,12)
- In addition to the mandatory sexual harassment training, restaurant, bars, and hospitality businesses must provide supplemental training specifically aimed at how to prevent sexual harassment at work. The training must include:
- Specific conduct, activities, or videos related to the restaurant or bar industry (chapter 9)
- An explanation of manager liability and responsibility under the law (chapter 9)
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Your Illinois employees and supervisors will learn to be more aware of discrimination, protected categories, bias in the workplace, and the impacts of discriminatory behavior as well as gain essential skills for creating a harassment-free workplace. If you want to avoid large compliance fines, try our training. Here are some of the topics covered in our course:
- Quid Pro Quo Harassment
- Hostile Work Environment
- Verbal, Physical & Visual Harassment
- Supervisor Duties
- Unwelcome Behavior
- Reasonable Person Standard
- Sexual Advances
- Other Types of Discrimation
- Abusive Conduct and Bullying
- Bystander Intervention
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What Employers Should Know About Illinois Sexual Harassment Prevention Training
Illinois is at the forefront of addressing sexual harassment and discrimination in the workplace. As of January 1, 2020, the IHRA requires Illinois employers to provide sexual harassment prevention training by December 31, 2020, and annually thereafter, and for restaurants and bars to establish and disseminate a written policy on sexual harassment within the first week of an individual’s hire and to provide supplemental, industry-specific sexual harassment prevention training. Acentec is here to help you comply with these latest changes.
How frequently must employees be trained?
By December 31, 2020, employers must provide all employees with sexual harassment prevention training. Thereafter, the training is required annually. The fulfillment of annual training requirements is based on the calendar year. The IDHR encourages employers to also train employees that received training at a prior employer. Employers are requir3ed to keep records that show that all employees received sexual harassment training.
When must employees get trained?
All employees must be trained, including short-term employees, part-time employees, and interns. The IDHR strongly recommends that independent contractors also receive training, especially if they work on-site or interact with the employer’s staff. Furthermore, employees based outside of Illinois who regularly interact with employees in Illinois also should be trained.
Who needs to take the training?
The IDHR encourages employers to train new employees as soon as possible after hire. Employers are liable for the harassing conduct of new employees starting when they are hired. Training must be provided by December 31, 2020 and then annually by December 31.