Illinois Sexual Harassment Prevention Training – Supervisor

Manager-focused Illinois training on sexual harassment prevention, reporting, and compliance. Covers IHRA, Workplace Transparency, and CROWN Act.

100% Online, Mobile-Friendly Course
Designed For Illinois Supervisors
Content Aligned With Illinois Law
Completion Certificate Included

Duration: 1.17 Hour(s) Language: English

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About
Outline

About This Course

Our Illinois Sexual Harassment Prevention training for managers helps supervisors identify, prevent, and properly handle workplace and sexual harassment. The course meets all state requirements under the Illinois Human Rights Act, the Workplace Transparency Act, and the CROWN Act, covering protections for employees, contractors, and vendors. Managers learn the legal definitions of harassment and sexual harassment, the two recognized types (quid pro quo and hostile work environment), and their responsibilities regarding reporting and anti-retaliation. The program also includes Illinois-specific rules for restaurants, bars, hotels, and casinos.

Through case studies and scenario-based learning, supervisors gain confidence in preventing, investigating, and documenting incidents effectively. The course includes a final exam to test your understanding. Upon passing, learners will receive a certificate of completion to keep for their records.

Please note: This course satisfies the statewide one-hour sexual harassment prevention training requirement for Illinois employees. Chicago supervisors must also complete two hours of supervisory and one hour of bystander training, which are not included in this course.

This course is offered in partnership with Ready Training Online (RTO®). RTO® is a 360training company.

Who Needs Illinois Sexual Harassment Prevention – Supervisor Training?

Illinois employers are required to provide sexual harassment prevention training to all employees, including supervisors. This supervisor-focused course is intended to support and contribute to an employer’s training program; additional training may be required to satisfy all state or local obligations. Organizations operating in the City of Chicago should note that Chicago’s added supervisory and bystander training hours are not included in this course.

Topics Covered

Illinois and federal legal framework: Illinois Human Rights Act; Workplace Transparency Act (limits on NDAs); CROWN Act protections for natural hair; Title VII; ADA; ADEA 
Definition of harassment; protected classes (including order of protection status, citizenship and work authorization) 
Sexual harassment: legal definition; quid pro quo; hostile work environment; examples (jokes, explicit materials, unwanted contact, gender identity/sexual orientation harassment) 
Scope of the workplace (on/offsite, online, social media) and protections for nonemployees 
Reporting and antiretaliation: internal processes; documentation; confidentiality; external reporting to IDHR/EEOC; Illinois Helpline (8772367703) 
Filing windows and contacts (IDHR offices; EEOC deadline) 
Industry specific requirements: restaurants/bars policy elements; Hotel and Casino Employee Safety Act (panic buttons) 
Case studies and analysis 
Manager responsibilities: prevention, monitoring, availability to staff, consistent procedures, owning the process

What You’ll Learn

By the end of this course, learners will be able to: 

Define harassment under the Illinois Human Rights Act and identify protected classes (e.g., race, color, religion, national origin, ancestry, age, sex, marital status, order of protection status, disability, military status, sexual orientation, pregnancy, citizenship/work authorization status). 
Explain sexual harassment per Illinois law and distinguish quid pro quo from hostile work environment scenarios. 
Recognize that protections extend beyond the physical workplace and include non employees (contractors, consultants, vendors). 
Apply Illinois requirements specific to restaurants/bars (written policy elements, training) and hotels/casinos (panic button protections). 
Follow reporting procedures, ensure anti retaliation, and guide employees to internal options and external avenues (IDHR, EEOC, Illinois Helpline). 
Document complaints and investigations appropriately and implement corrective measures to prevent recurrence. 
Model professional conduct, monitor workplace conditions proactively, and intervene immediately when issues arise. 
Understand Chicago’s additional supervisory training (2 hours) and bystander training (1 hour for all employees) and plan compliance.