Requires employers who had an adverse judgment or administrative ruling concerning harassment or sexual harassment in the previous year to annually report data to the IDHR, including the number of adverse decisions [effective 7/1/2020]. Employers must conduct annual sexual harassment training. The first annual report to the IDHR of employers’ information about adverse judgments or administrative rulings against them in prior year is due 10/31/2020.
Prohibits employers from contractually restricting a prospective, current or former employee’s ability to report allegations of unlawful conduct, including discrimination, harassment, and retaliation, for investigation by authorities. Bars unilaterally requiring that a current or prospective employee waive, arbitrate, “or otherwise diminish” existing or future claims, rights, or benefits related to unlawful discrimination, harassment, or retaliation. [Workplace Transparency Act [Workplace Transparency Act – Public Act 101-0221 Reporting Guidance]