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.
What You Need to Know as You Start This Course
As you complete this course, you will want some information specific to your organization.
If you did not have this information, you could always 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.
In many organizations, this contact person(s) is/are the same as those listed for questions on the sexual harassment policy, above.
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.