___________________________________________ Sexual Harassment Prevention: The Illinois Requirement
Equal Employment Opportunity Commission Another option for employees who experience sexual harass- ment is to file a complaint with the EEOC, the federal agency that enforces Title VII of the Human Rights Act of 1964. The EEOC will investigate allegations of harassment and determine if it is severe or pervasive enough to be considered illegal [2; 8].
ILLINOIS PROTECTIONS The Illinois Human Rights Act explicitly protects employees from retaliation from their employer or supervisor in cases of discrimination and harassment. Retaliation is defined as conduct intended to punish, deter, or dissuade a person from making a complaint or filing a report of sexual harassment or discrimination, or participating in an investigation conducted by the Illinois Department of Human Rights or other similar agency [15; 16; 18]. CONCLUSION Sexual harassment in the workplace can be prevented and/ or discouraged with training, which provides a standard of acceptable behavior in the workplace and should include anti- harassment policies safeguards against harmful harassment in the workplace, and reporting. Employers are responsible for creating work environments that are safe for all employees and are free from harassment. Following the correct state and federal reporting guidelines and having a clear understanding of what constitutes sexual harassment can help to reduce cases of harassment and provide a safe environment for all.
WHISTLEBLOWER PROTECTIONS
FEDERAL PROTECTIONS Under equal employment opportunity (EEO) law, it is illegal to retaliate against a person for [20]: • Filing or being a witness in an EEO charge, complaint, investigation, or lawsuit • Communicating with a supervisor or manager about employment discrimination, including harassment • Answering questions during an employer investigation of alleged harassment • Refusing to follow orders that would result in discrimination • Resisting sexual advances or intervening to protect others • Requesting accommodation of a disability or for a religious practice • Asking managers or coworkers about salary information to uncover potentially discriminatory wages An action is considered retaliation if, in response to an employ- ee’s action with the EEOC, the employer or supervisor [20]: • Reprimanded the employee or gave a performance evaluation that was lower than it should have been • Transferred the employee to a less desirable position • Engaged in verbal or physical abuse • Threatened to make, or actually made, reports to authorities (such as reporting immigration status or contacting the police) • Engaged in increased scrutiny • Spread false rumors • Treated a family member negatively (e.g., canceled a contract with the person’s spouse) • Made the person’s work more difficult (e.g., purposefully changing an employee’s work schedule to conflict with family responsibilities)
RESOURCES
Illinois Sexual Harassment and Discrimination Helpline (877) 236-7703 https://shdh.illinois.gov Illinois Department of Human Rights Chicago Office: (312) 814-6200 Springfield Office: (217) 785-5100 https://dhr.illinois.gov Filing a Charge https://dhr.illinois.gov/filing-a-charge/ employment.html U.S. Equal Employment Opportunity Commission Enforcement Guidance on Harassment in the Workplace https://www.eeoc.gov/laws/guidance/ enforcement-guidance-harassment-workplace Illinois Legal Aid Online https://www.illinoislegalaid.org
WORKS CITED https://qr2.mobi/248s1
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