Learning Objectives

In this course we are required to cover:

A butterfly in hand illustrates responsibility

♦ Definition and explanation of sexual harassment under federal law, the Illinois Human Rights Act (the “IHRA”), and the Chicago City Municipal Code

♦ Examples of conduct that constitute unlawful sexual harassment

♦ A summary of relevant federal, State, and Chicago City statutory provisions concerning sexual harassment

♦ Remedies available to victims of sexual harassment

♦ Employer responsibilities around the prevention, investigation, and corrective measures in response to unlawful harassment

We also want to cover:

♦ Employee strategies for preventing unlawful harassment

♦ Protection against retaliation / “whistleblower” protections

♦ The benefits of a harassment-free workplace

The Sexual Harassment Prevention part starts NOW.

Illinois Professionals Who Are NOT Employees

Many professionals work as a sole proprietor, independent contractor, through their own professional corporation, or as a ‘stringer’. Other professionals are semi-retired or not currently employed, but trying to keep their license active. Said another way, not an employee of another company.

If you are your own boss, you probably don’t have a written sexual harassment prevention policy – after all, your policy is whatever you decide it should be.

In which case, you’ll want to think carefully about what you’ll do if you should be accused of sexual harassment.

But if you should become an employee of another company in future, or are placed through an agency or similar organization, those groups can and often do have written sexual harassment policies. Likewise, if you are placed to a company client or customer, that organization may have a sexual harassment policy.

So if you’re a non-employee professional, as we go through the course ahead please think about this:

Is there an anti-harassment policy you should have a copy of??

If your employer, agency, or client/customer company has a written sexual harassment prevention policy, you will want to see a copy of it – and to comply with it.

Pay special attention to what the policy indicates you should do if you witness or are subjected to sexual harassment in the workplace.

Illinois Professionals Who ARE Employees

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your employer.

If you do not have this information currently, you may need to request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

Z

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

Z

In this course, we’ll talk about what this policy contains, because we know what the requirements are for sexual harassment policies to have at a minimum.

Z

However, your organization’s policy can contain more than just the minimum requirements. So, you’ll want to know what’s in there.

And Since You Are A Supervisor:

V

Please take a moment to re-read your organization’s policy on sexual harassment now.

Z

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

V

Do you know who this person(s) is/are should one of the workers under your supervision ask?

Z

If you don’t know, now is the time to find out: before the need arises.

Z

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

Z

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

V

Do you know who this person(s) is/are should one of the workers under your supervision ask?

Z

If you don’t know, now is the time to find out: before the need arises.

Z

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

Z

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy.

V

Learning Objectives

In this course we are required to cover:

♦ Definition and explanation of sexual harassment under federal law, the Illinois Human Rights Act (the “IHRA”), and the Chicago City Municipal Code

♦ Examples of conduct that constitute unlawful sexual harassment

♦ A summary of relevant federal, State, and Chicago City statutory provisions concerning sexual harassment

♦ Remedies available to victims of sexual harassment

♦ Employer responsibilities around the prevention, investigation, and corrective measures in response to unlawful harassment

We also want to cover:

♦ Employee strategies for preventing unlawful harassment

♦ Protection against retaliation / “whistleblower” protections

♦ The benefits of a harassment-free workplace

The Sexual Harassment Prevention part starts NOW.

Illinois Professionals Who Are NOT Employees

Many professionals work as a sole proprietor, independent contractor, through their own professional corporation, or as a ‘stringer’. Other professionals are semi-retired or not currently employed, but trying to keep their license active. Said another way, not an employee of another company.

If you are your own boss, you probably don’t have a written sexual harassment prevention policy – after all, your policy is whatever you decide it should be.

In which case, you’ll want to think carefully about what you’ll do if you should be accused of sexual harassment.

So if you’re a non-employee professional, as we go through the course ahead please think about this:

Is there an anti-harassment policy you should have a copy of??

If your employer, agency, or client/customer company has a written sexual harassment prevention policy, you will want to see a copy of it – and to comply with it.

Pay special attention to what the policy indicates you should do if you witness or are subjected to sexual harassment in the workplace.

Illinois Professionals Who ARE Employees

What You Need to Know as You Start This Course

As you complete this course, you will want some information specific to your employer.

If you do not have this information currently, you may need to request it from your supervisor or Human Resources representative.

You can start the course without having this information in hand, but you may want to refer to it in later sections.

Here’s the list:

All Employees Should Know/Have:

A copy of your organization’s policy on sexual harassment.

This may be contained in an employee handbook or referenced as a separate document.

In this course, we’ll talk about what this policy contains, because we know what the requirements are for sexual harassment policies to have at a minimum.

However, your organization’s policy can contain more than just the minimum requirements. So, you’ll want to know what’s in there.

And Since You Are A Supervisor:

Please take a moment to re-read your organization’s policy on sexual harassment now.

The name or contact details of person(s) in your organization to whom any employee may approach with questions on the organization’s sexual harassment policy.

Do you know who this person(s) is/are should one of the workers under your supervision ask?

If you don’t know, now is the time to find out: before the need arises.

The name and contact details of persons in your organization to whom any employee may approach to report a failure to act on a report of sexual harassment or sexual assault, or to report a retaliation against someone participating in the complaint process.

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.

Supervisors Should Know:

Do you know who this person(s) is/are should one of the workers under your supervision ask?

If you don’t know, now is the time to find out: before the need arises.

The name or contact details of the designated person(s) in your organization, such as a human resources manager, to whom a supervisor must report any claims of misconduct.

In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy.

Do you know who this person(s) is/are should one of the workers under your supervision come to you with an allegation?

If you don’t know, now is the time to find out: before the need arises.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.

Ready to move forward in the course?

First, tap or click the Understood check mark button in the center windowsill.

Next, tap or click the Next Lesson right arrow in the right windowsill.