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
♦ Interactive scenarios specific to the restaurant and bar work environment
♦ An explanation of manager responsibility and liability under the law
We also want to cover:
♦ Employee strategies for preventing unlawful harassment
♦ Protection against retaliation / “whistleblower” protections
♦ The benefits of a harassment-free workplace
Coffee Shops, Hotels and Casinos
A quick word about the relationship under Illinois law between bars, restaurants, coffee shops, hotels and casinos as mentioned in the full title of this course.
You may think, “I only work in one of these. Why do I need to learn about all of them?”
Under the Illinois Human Rights Act, a “restaurant” includes a fast food outlet, coffee shop, food stand, catering operation, food service or cafeteria business.
Basically, any place that ready-to-eat food is served.
And many of the same training requirements of Illinois restaurant employees also apply to bar staff.
In addition, employees who work in one type of business may work in larger facilities where other businesses are also housed. Given the potential overlap in the labor pool, it makes sense for many in the Illinois hospitality industry to be familiar with all of the basics.
The statutes also require that our examples of conduct and activities be related to the restaurant or bar industry.
This means that a lot of yogurt shop and sandwich cart workers will be presented with some very adult scenarios that may never happen in their place of business.
While the examples we use in our scenarios contain extreme behavior not encountered in every workplace, sexual harassment in the workplace is unfortunately not limited to late-night establishments where alcohol is served. So while all may not identify with the examples, all can benefit from the training.
The Sexual Harassment Prevention part starts NOW.
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.
©2023 Required Training Solutions. All Rights Reserved.
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.
©2023 Required Training Solutions. All Rights Reserved.