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e-Alert: Reminder: Chicago Sexual Harassment Training Deadline Approaching

By April 26, 2023No Comments

Chicago previously passed an amendment to their Human Rights Ordinance. The amendment went into effect July of 2022, and included the requirements of updating and/or creating a sexual harassment policy to include the updated definition of sexual harassment, notice requirements to employees of their rights, and annual sexual harassment prevention training for all employees.

Effective June 30, 2023, all employees must receive their first round of required annual training and then repeated on an annual basis. All employers with at least one employee working in the city of Chicago will need to comply.

Training Requirements
The training must meet or exceed the training requirements of the Illinois Human Rights Act.

  • Employees must complete:
    • At least one hour of sexual harassment training; and
    • One hour of bystander training
  • Managers and supervisors must complete:
    • At least one hour of sexual harassment training; and
    • One hour of bystander training; and
    • One additional hour of managerial training
  • Employers must retain proof of employee training as well as records of compliant policies for the longer of five years or the duration of any investigation or dispute. Failure to maintain records may result in a fine of up to $1,000 per day.

Any violation of these amendments now has a steeper monetary penalty of $5,000-$10,000 per violation.

Employer Next Steps
We have summarized key steps employers should take to comply with this training requirement.

  • Employers should plan to provide sexual harassment prevention trainings for their workforce no later than June 30, 2023. Employers can find more information about these trainings on the states website here.
  • If you would like our assistance in finding ways to implementing these trainings, please email us.
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This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this content, please contact HR Knowledge at 508.339.1300 or email us.