All Complaints Will Be

Taken Seriously

We want to emphasize that all complaints will be taken seriously, and no retaliation will be allowed against anyone who makes a good faith complaint or participates in any investigation. That means no employee will be disadvantaged in any way at work for helping us implement our policy. All employees are expected to follow our policy and all applicable laws.

Because we're deeply committed to a harassment and discrimination-free work environment, anyone who violates our policy is subject to disciplinary action, up to and including termination of employment.

+ Illinois employees click here

  • + Summary of Employer Responsibilities
  • + Rights and Remedies

Summary of Employer Responsibilities in Illinois

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  • Manager/Supervisor Harassment. Employers may be strictly liable for sexual harassment committed by its members of management.
  • Co-Worker & Nonemployee Harassment. Employers may be liable for sexual harassment committed by an employee (i.e., co-worker) or nonemployees (i.e., vendors) only if the employer knew or reasonably should have known of the harassment and failed to take prompt corrective action.

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Rights and Remedies Under the Illinois Human Rights Act

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  • After the Illinois Department of Human Rights completes its investigation, the Complainant:
    1. May file a civil lawsuit, or
    2. May file a complaint with the Illinois Human Rights Commission (HRC) if IDHR found “substantial evidence” of a violation.
  • Complainants who prevail in the HRC or Court may receive an order awarding remedies allowed by the Illinois Human Rights Act to make the Complainant “whole.”
  • Remedies may include: back pay, lost benefits, clearing of a personnel file, damages, hiring, promotion, reinstatement, front pay where reinstatement is not possible, and attorney’s fees and costs.

Rights and Remedies Under Title VII of the Civil Rights Act of 1964

  • After Equal Employment Opportunity Commission completes its investigation:
    1. The Complainant may file a civil lawsuit.
    2. The EEOC may help parties reach a settlement through an informal process called “conciliation” if the EEOC finds “reasonable cause” to believe discrimination occurred.
  • Complainants who prevail in federal court may receive an order awarding remedies allowed by Title VII to make the employee “whole.”
  • Remedies may include: back pay, lost benefits, clearing of a personnel file, damages, hiring, promotion, reinstatement, front pay where reinstatement is not possible, punitive damages, and attorney’s fees and costs.