#metoo has lead to several changes in business regardless of size.
Effective January 1, 2020, all Illinois employers, regardless of size, must provide annual sexual harassment training to all employees. To be compliant, the annual training must include:
An explanation of sexual harassment consistent with the law; Examples of conduct that constitute unlawful sexual harassment; A summary of relevant federal and state statutory provisions concerning sexual harassment, including remedies available to victims of sexual harassment; and a summary of employer responsibilities in the prevention, investigation, and corrective measures of sexual harassment.
The Illinois Department of Human Rights (IDHR) has been tasked with developing a model training program, which will be made available on the IDHR's website when completed. Employers may use the IDHR-developed training program as is, or they may use it to supplement their own training. Employers may also completely design their own training so long as it equals or exceeds the minimum standards. Sexual harassment prevention training must be provided at least once a year to all employees. Failure to provide training may result in a civil penalty.
Plus there are additional mandates for the following industries:
Bar and Restaurant Owners: The new law requires bar and restaurant owners to provide supplemental sexual harassment training to all employees, in both English and Spanish. The training content must include information specific to the prevention of sexual harassment within the restaurant and bar industry. Employers may conduct this supplemental training along with any other required sexual harassment prevention training; however, it must be provided on an annual basis. Employers are also required to have in place a written policy available in both English and Spanish, provided to employees within the first week of employment.
Casino and Hotel Owners: Effective July 1, 2020 all hotels and casinos, regardless of size, are required to adopt a harassment prevention policy and make panic buttons available to employees who work in isolated environments. The policy must also have specific language and provisions directing employees to internal complaint procedures and external resources.
The IDHR has not yet provided a model training program. Our partners at ThinkHR will provide details as soon as the model training program is available.
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