Illinois state law sexual harrassment

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Illinois Gov. Pritzker signed comprehensive legislation on Aug. This omnibus legislation, which will go into effect on Jan. It addresses many aspects of workplace discrimination and harassment, including limiting non-disclosure and non-disparagement clauses, limiting arbitration agreements, mandating sexual harassment training, expanding protection to nonemployees, and requiring annual disclosures. Employers who do not comply with the reporting and training requirements may be subject to monetary penalties. In other words, arbitration agreements should be carefully drafted to include written exceptions for sexual harassment or discrimination claims.
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Illinois Sexual Harassment: What you need to know

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Illinois Gov. J.B. Pritzker signs statewide sexual harassment law

All employers in Illinois must provide sexual harassment training to all employees each year. On August 9, , Governor J. In addition to requiring annual sexual harassment training, the law makes other major changes to Illinois harassment and discrimination laws. These changes are described below.
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Impactful Sexual Harassment Bill Passes Illinois Senate

If passed by the House of Representatives, the Act would impose new requirements and limitations on Illinois employers with respect to harassment and discrimination claims. The Act would prevent employers from including in employment contracts nondisclosure and non-disparagement clauses which cover claims of sexual harassment. The Act would require arbitration clauses to include written exceptions for harassment and discrimination claims or otherwise be rendered unenforceable. Though the Act still permits the use of nondisclosure and non-disparagement clauses within settlement agreements, certain limitations would be imposed with respect to harassment and discrimination claims. Employers would only be able to include such clauses if: the claim arose prior to the execution of the agreement; the clauses are mutually agreed upon and operate to the benefit of both parties; the employee or applicant is given 21 days to review the terms of the agreement prior to its execution; and the employee or applicant must be afforded 7 days to revoke the agreement following execution, and the agreement would not be enforceable until that 7-day period had passed.
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All Illinois employers would have to conduct sexual harassment training under sweeping legislation adopted in the waning days of the General Assembly. The law requires workplaces with even just one employee to have training at least once a year. It would be produced by the Illinois Department of Human Rights.
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