• Effective 1/1/2020, employers will now have to provide sexual harassment training to all employees (including independent contracts & freelancers).
  • The WTA prohibits any employment agreement or contract provision that is a unilateral term/condition of employment or prevents any employee or application from disclosing unlawful employment practices.
  • Employers should review all contracts that include confidentiality agreements to ensure a unilateral approach or negotiate individual specific confidentiality provisions. Employers should be consistent with whatever option they choose.
  • The Illinois Human Rights Act was also amended. Effective 1/1/20, the IHRA prohibits discrimination against those who are perceived as belong to (in addition to those who are) in protected categories. (For example, an individual who identifies as a certain gender.) Employers should amend their discrimination & harassment policies to reflect such.
  • The language of the IHRA was also changed regarding harassment. The new definition includes “any unwelcome conduct that has the purpose or effect of substantially interfering with the individual’s work performance or creating an intimidating, hostile, or offensive working environment.”
  • Employers should also amend their harassment policies to prohibit such by clients or customers.
  • Beginning July 1, 2020 & every subsequent July following, employers must disclose any information regarding adverse judgements or administrative rulings to the Illinois Department of Human Rights. Employers should keep track of all judgements & settlements to comply with these reporting requirements.

Reference: https://www.lexology.com/library/detail.aspx?g=2f3d568a-1e42-422b-a123-aac51db9f926

0 No comments

Comments are closed.