PROHIBITION OF HARASSMENT, SEXUAL HARASSMENT …PROHIBITION OF HARASSMENT, SEXUAL HARASSMENT AND UNLAWFUL DISCRIMINATION All persons have the right to work in an environment free from

PRESCRIBEDTRAININGUNDERTHELOBBYISTREGISTRATIONACT(25ILCS170/4.7)

2019

SecretaryofState(SOS)OfficeoftheInspectorGeneralandExecuOveInspectorGeneral(OIG)

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PROHIBITIONOFHARASSMENT,SEXUALHARASSMENTANDUNLAWFULDISCRIMINATION

Allpersonshavetherighttoworkinanenvironmentfreefromharassment,sexualharassmentandunlawfuldiscriminaOon.AlllobbyistsMUSTREFRAINfromharassment,sexualharassmentorunlawfuldiscriminaOonofANYperson.LobbyistsmustcompleteanO-harassment,anO-sexualharassmentandanO-unlawfuldiscriminaOontrainingnolaterthan30daysa\ereachyearlyregistraOonorrenewal.

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TheLaw’sIntent&Purpose

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RequiredDeterrencePrevenOonandprohibiOonarethebesttoolstoeliminateharassment,sexualharassmentandunlawfuldiscriminaOonintheworkplaceandworkingenvironment.Thelawandrequiredannualtrainingclearlycommunicatetolobbyiststhatharassment,sexualharassmentandunlawfuldiscriminaOoninanycapacitywillnotbetolerated.TheOfficeoftheInspectorGeneralandExecuOveInspectorGeneral(OIG)willtakeimmediateandappropriateacOonuponreceiptofacomplaintallegingharassment,sexualharassmentand/orunlawfuldiscriminaOon.

2019


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DefiniLonof“Harassment”“Harassment”meansanyunwelcomeconductonthebasisofanindividual’sactualorperceived:

Race, Color, Religion, NaOonalOrigin, Ancestry, Age, Sex, MaritalStatus, OrderofProtecOonStatus, Disability, MilitaryStatus(orunfavorabledischargefrommilitary), SexualOrientaOon, Pregnancy,or CiOzenshipStatus

—thathasthepurposeoreffectofsubstanOallyinterferingwiththeindividual’sworkperformanceorcreaOnganinOmidaOng,hosOleoroffensive‘workingenvironment.’

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HarassmentatWorkAssetoutinthedefiniOon,‘harassment’intheworkingenvironmentincludesmanycategoriesprotectedfrominLmidaLng,hosLleoroffensiveconduct;andisinaddiOontothelawsprohibiOng‘sexualharassment.’Further,asoutlinedinthegoverningframeworkoftheIllinoisHumanRightsAct,775ILCS5,thistypeofharassmentbroadlyincludesanyunwelcomeconductonthebasisofanindividual’s‘actual’or‘perceived’status.Example:acomplaintcansOllbemadeiftheaccusedharasserreportedlysubjectsanindividualtounlawfullyoffensiveconductforbeingdisabled—evenwhenthevicOmisinfactnotdisabled.Theallegedharasser’smispercepOonofthereportedvicOmasdisableddoesnotabsolvetheoffensiveconduct.

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DefiniLonof“SexualHarassment”“Sexualharassment”meansanyunwelcomesexualadvances,requestsforsexualfavorsoranyconductofasexualnaturewhen: Submissiontosuchconductismadeeitherexplicitlyor implicitlyatermorcondiOonofanindividual’s employment; SubmissiontoorrejecOonofsuchconductbyan individualisusedasthebasisforemployment decisionsaffecOngsuchindividual; OR SuchconducthasthepurposeoreffectofsubstanOally interferingwithanindividual'sworkperformanceor creaOnganinOmidaOng,hosOleoroffensiveworking environment.

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SignificantProvisionInthedefiniOonofharassmentandsexualharassment—whenreviewingtheallegedcreaOonofanin(mida(ng,ahos(leoranoffensiveworkingenvironment—theterm‘workingenvironment’:

IsNOTlimitedtoaphysicallocaOon,officesejngor workstaOonwherealobbyistoranallegedvicOmis generallyassignedtoperformhisorherduOes;AND DoesNOTrequirean‘employment’relaOonship betweenthelobbyistandthereportedvicOm.

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WhyistheLaw’sDefiniLonof“WorkEnvironment”Important?Becauseharassmentcanoccuroutsideoftheregularworkplaceoroutsideofnormalworkhoursbetweenalobbyistandapersonwhodoesnothavethesameemployerorcareerfield.ExampleofHarassment:WhileatanofficelegislaOvehearing,alobbyistrefersanotherlobbyist’sphysicaldisabilitywithoffensivetermsandderogatorylabels.ExampleofSexualHarassment:AlobbyistrepeatedlyalemptstokissalegislaOvestafferataneveningnewsconference—evena\erthestafferhastoldthelobbyisttostopthisbehavior.Inbothexamples,thelobbyistmaybereportedbecausethisunwelcomeconductcreatesahosOleworkenvironmentfortheperson,whoisnowuncomfortableofseeingthelobbyistatotherwork-relatedsejngs.

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QuidProQuoHarassment“Quidproquo”(thisinexchangeforthat)harassmentincludescondiOonsplacedonaperson’scareerortermsofemploymentinreturnforsexualfavors.Thisharassmentincludes:implicitorexplicitthreatsofemployment-relatedadverseacOonifthepersondoesnotsubmittothesexualfavors;andpromisesoffavorableacOonsifthepersondoessubmittothesexual-relatedcondiOonsofemployment.

ExamplesincludedemandingsexualfavorsinexchangeforapromoOon,awardorfavorableassignment;discipliningasubordinatewhorefusessexualadvances;andthreateningtogiveapoorjobevaluaOonforrefusingsexualadvances.

Incidentsof“quidproquo"mayalsohaveaharassingeffectonthirdpersonsiftheresultsofsexualfavoriOsmcauseacolleaguetofeelunfairlydeprivedofrecogniOon,advancementorcareeropportuniOesbecauseoffavoriOsmshowntoanotherpersonengagedinanallegedinappropriatesexualrelaOonship.

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InLmidaLng,HosLleorOffensiveWorkingEnvironment

“In(mida(ng,hos(leoroffensiveworkingenvironment”occurswhenindividualsaresubjectedtooffensive,unwantedandunsolicitedcommentsorbehavior.IfthisbehaviorunreasonablyinterfereswiththevicOm’sworkperformance,regardlessofwhethertheallegedharasserandthevicOmhavethesameworkplaceoremployer,thentheenvironmentcanbeclassifiedas‘hosOle’.

AninOmidaOng,ahosOleoranoffensiveworkingenvironmentinappropriatelybringstopicsofsexorprotectedclassdifferencesintotheworksejng,includingnonviolentbehaviorsuchasverbal,nonverbalorphysicalharassment.

Thefollowingexamplesillustratehowtheworkenvironmentcanbecomeunprofessionalanddisrespecnultothepointofbecomingsexualharassment:unsolicitedflirOng,useofderogatorygender-biasedterms,commentsaboutbodyparts,suggesOvepictures,explicitjokes,repeatedoglingorunwantedtouching.

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SexualHarassmentIncludes:“Sexualharassment”firstandforemostincludesallunwelcomesexualadvancesorrequestsforsexualfavors;butbeadvisedthatsexualharassmentALSOmayincludeotheroffensive,unwelcomeverbal,nonverbalorphysicalharassmentofasexualnature:

Examplesofprohibitedverbalsexualharassment,mayinclude,butarenotlimitedto:tellingsexualjokes;usingsexuallyexplicitprofanity,threatsorcomments;inappropriateflirOng;whistlinginasexuallysuggesOvemanner;orusinginappropriatetermsofendearment.Examplesofprohibitednonverbalsexualharassment,mayinclude,butarenotlimitedto:inappropriatesexualgestures,lengthystaring,blowingkissesorlickingone’slipsinasexuallysuggesOvemanner.Nonverbalsexualharassmentalsoincludesdisplayingorsendingsexually-themedpicturesorcartoons;usingsexually-themedscreensaversonone’scomputer;orsendingsexually-themednotes,lelers,faxes,texts,socialmessagingoremail.Examplesofprohibitedphysicalsexualharassment,mayinclude,butarenotlimitedto:non-consensualkissing,touching,pajng,pinching,bumping,grabbing,rubbing,massaging,cornering,orhugging,aswellasblockingahallway,doorwayorotherexit.

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PleaseNoteBoththevicOmandtheharassercanbeeitherawomanoraman,andthevicOmandharassercanbeofthesamegenderorgenderidenOty.TheharassercanbethevicOm'ssupervisor,asupervisorinanotherarea,aco-workerORsomeonewhoisNOTanemployeeoftheemployer,suchasalobbyistorclient.Althoughthelawmaynotstrictlyprohibitsimpleteasing,opandcommentsorisolatedincidentsthatareimpolite,harassmentisillegalwhenitisunwelcome,frequentorsevere—suchthatitcreatesahosOle,aninOmidaOngoranoffensiveworkenvironmentfortheallegedvicOmtoincludequidproquocondiOons.

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DefiniLonof“UnlawfulDiscriminaLon”

“UnlawfuldiscriminaLon”meanstocontravenetheprohibiOonsoftheIllinoisHumanRightsAct,775ILCS5,intheillegal,disparatetreatmentofapersonbecauseofhisorher‘actual’or‘perceived’:

Race, Color, Religion, NaOonalOrigin, Ancestry, Age, Sex, MaritalStatus, OrderofProtecOonStatus, Disability, MilitaryStatus(orunfavorabledischargefrommilitaryservice), SexualOrientaOon, Pregnancy,or CiOzenshipStatus

Again,asoutlinedinthegoverningframeworkoftheIllinoisHumanRightsAct,775ILCS5,unlawfuldiscriminaLonbroadlyincludesanyillegal,discriminatoryconductonthebasisofanindividual’s‘actual’or‘perceived’status.

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“UnlawfulDiscriminaLon”atWork

UndertheIllinoisHumanRightsAct,thedeclaredpublicpolicyoftheStateofIllinoisistosecureforallindividualsthefreedomfromdiscriminaOoninconnecOonwith,amongothers:

employmentrealestatetransacOonsaccesstofinancialcredit,andtheavailabilityofpublicaccommodaOons

Example:alobbyingenOtymaynotdiscriminateinanyemploymentdecisionsbybasingthepersonnel-relateddeterminaOononanindividual’snaOonaloriginorancestry.

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AddiLonalAdvisoriesUnlawfulharassmentordiscriminaOonmayoccurevenwithouteconomicinjurytoordischargeoftheallegedvicOm.IfanindividualtellsyouthatyourharassingordiscriminaOngconductisunwelcomeandtostopit,thenyoumustSTOPimmediately;andevenifyoustopatthatpoint,youmaybesubjecttoacomplaint.ThereporOngvicOmorwitnessshoulduseanycomplaintmechanismavailable,andintervenOonmaybeappropriateifyouareawitnesstothistypeofunsolicited,harassing/discriminaOngmisbehavior.WheninvesOgaOngallegaOonsofharassmentordiscriminaOon,theOIGlooksatthewholerecord:thecircumstances,suchasthenatureoftheharassmentordiscriminaOonandthecontextinwhichtheallegedincidentsoccurred.AreviewoftheallegaOonsismadefromthefactsonacase-by-casebasistoincludetheincorporaOonofthereportedvicOm’spercepOonundertheapplicablereasonable-personstandardaccordingtothelaw.

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NoIntentRequiredBecausethisinvesOgaOonisnotacriminalinquiry,theallegedperpetrator’sintentduringthereportedconductdoesnotdeterminetheresultoftheinvesOgaOon.Instead,caselawdictatesthatthevicOm’sperspecOveunderthereasonable-personstandardgovernsthereview.

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NoRetaliaLonItisunlawfultoretaliateagainstanyindividualforreporOngharassment,sexualharassmentandunlawfuldiscriminaOonortoseektoviolatethecomplainant’swhistleblowerprotecOons.

Example:a\erbeingreportedforharassment,sexualharassmentorunlawfuldiscriminaOon,thelobbyistasksthesupervisorofthelegislaOvestaffertoplacethecomplainantonunpaidleaveeffecOveimmediately.*ThisretaliatoryacOonseeksnotonlytosilencethestaffer,butalsotoinOmidateandimpoverishtheemployee.Thus,thelobbyistnowmaybesubjecttoaddiOonalpenalOesforretaliaOon.

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RequiredWrieenPolicyNolaterthanJanuary1ofeachyear,eachpersonrequiredtoberegisteredundertheLobbyistRegistraOonActshallhaveawrilenanO-sexualharassmentpolicy.Thepolicyshallinclude,ataminimum:AprohibiOononsexualharassment;DetailsonhowanindividualcanreportanallegaOonofsexual harassment,includingopOonsformakingaconfidenOalreporttoasupervisor,ethicsofficer,SOSInspectorGeneral,theDepartmentofHumanRightsandtheauthorizedagentoftheregistrant;AprohibiOononretaliaOonforreporOngsexualharassmentallegaOons,includingavailabilityofwhistleblowerprotecOonsundertheStateOfficialsandEmployeeEthicsAct,theWhistleblowerAct,andtheIllinoisHumanRightsAct;andTheconsequencesofaviolaOonoftheprohibiOononsexualharassmentandtheconsequencesforknowinglymakingafalsereport.

*ThepolicymustbemadeavailabletoANYindividualwithintwobusinessdaysuponwrilenrequest(includingelectronicrequests).

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RightsofpersonssubjectedtodiscriminaLon,harassmentorsexualharassmentinviolaLonoftheprovisionsreferencedintheLobbyist

RegistraLonAct(regardlessofwhetherthecomplaintisfiledbytheperson)TobenoOfiedwithinfivebusinessdaysoftheSecretaryofStateExecuOveInspectorGeneral(EIG)receivingacomplaintinwhichthecomplainantisidenOfied,toincludeinformaOonaboutcomplainant’srights,theEIGinvesOgaOonprocess,andhearingprocedureoftheExecuOveEthicsCommission(EEC);TobenoOfiedwithinfivebusinessdaysa\ertheEIG’sdecisiontoopenorcloseaninvesOgaOonorreferthecomplainttoanotherappropriateagency;unlesstheEIGreasonablydeterminesthatpubliclyacknowledgingtheexistenceofaninvesOgaOonwouldinterferewiththeconductofthatinvesOgaOon;ToreviewstatementsandevidencegiventotheEIGbythecomplainantandtheEIG’ssummarizaOonofthosestatementsandevidence,ifany;TohaveaunionrepresentaOve,alorney,co-workerorothersupportpersonwhoisnotinvolvedintheinvesOgaOon,atthecomplainant’sexpense,presentatanyinterviewormeeOng,orhearingwhetherinpersonorbytelephoneoraudio-visualcommunicaOon;Tosubmitanimpactstatement;TotesOfyathearingsbasedontheallegaOon;Toreview,withinfivebusinessdayspriortopublicrelease,anyporOonofasummaryreport,a\erredacOonmadebytheEEC,andoffersuggesOonsforredacOonorprovidearesponsethatshallbemadepublicwiththesummaryreport;TofileacomplaintwiththeEECforanyviolaOonofthecomplainant’srightsbytheEIG;andTobeprotectedfromretaliaOonbyanemployerfordisclosinginformaOontoagovernmentorlawenforcementagency,inacourt,anadministraOvehearing,orbeforealegislaOvecommissionorcommilee,orinanyotherproceeding,wheretheemployeehasreasonablecausetobelievethattheinformaOondisclosesaviolaOonofastateorfederallaw,ruleorregulaOon(WhistleblowerAct,740ILCS174).

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FurtherDuLesoftheLobbyistInaddiOontotherequiredpolicy,thelobbyistmustacknowledgetotheOIG,aspartoftheannualregistraOon,thefollowingprovisions:

—ANYpersonmaycontacttheauthorizedagentoftheregistrantto reportallegaOonsofharassment,sexualharassmentorunlawful discriminaOon.AllegaOonsmustbeinvesOgatedandpenalOes imposed,accordingtotheregistrant’swrilenpolicy.

—TheSOSOfficeoftheInspectorGeneralhasjurisdicOontoreviewany allegaOonsofharassment,sexualharassmentorunlawful discriminaOonallegedagainsttheregistrantorlobbyistshiredby theregistrant.

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SecretaryofStateOIGReviewTheOIGhasauthoritytoreviewallegaOons:

—Thatthelobbyisthasengagedinoneormoreactsofharassment,

sexualharassmentorunlawfuldiscriminaOon.

—ThatthelobbyisthasengagedinretaliaOonagainstthecomplainant orvicOmofthereportedharassment,sexualharassmentorunlawful discriminaOon.

—TosubmitallsummarizedreviewstotheAlorneyGeneralandthe ExecuOveEthicsCommission.

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EECPurviewTheExecuLveEthicsCommission’sduOesinclude:

—AuthorityoverallegaOonsthatalobbyisthascommiledanactofsexualharassment,harassment,unlawfuldiscriminaOonorretaliaOon,assetforthinanysummariesofreviewsofsuchallegaOonsbytheOIG.

—ConducOngadministraOvehearingsandrulingonmalersbrought beforethecommissionuponthereceiptofsummariesofreviews bytheAlorneyGeneralandOIG,regardingallegaOonsofsexual harassment,harassment,unlawfuldiscriminaOonorretaliaOon.

—Tomakerulings,issuerecommendaOonsandimpose administraOvefine.

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Consequences IffoundinviolaOonoftheanO-sexualharassment,anO-harassmentor unlawfuldiscriminaOonprovisionsoftheStateOfficialsandEmployees EthicsActortheLobbyistRegistraOonAct,thepersonmaybe:

—Guiltyofabusinessoffense; —Subjecttoafineofupto$5,000perincident;and —Prohibitedfromlobbyingforthenextthreeyears.

PenalOesmayalsobeimposedbytheOIG,DepartmentofHuman RightsandEEC.

Offenderremainssubjecttorulingsbycourtsoflaworotherapplicable agencies,including,butnotlimitedto,criminalacOonorcivilsuitaswell asno-contractandprotecOveorders.

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ReportHarassment,SexualHarassmentandDiscriminaLon(*toincludeanonymouscomplaints)

SecretaryofStateInspectorGeneral’sOffice (217)785-2012or(630)424-2564 hlp://www.reporOtnow.net/ 324W.Monroe,Springfield,IL62704

DepartmentofHumanRightsHotline1-877-236-7703 LobbyistorlobbyingenOty’sauthorizedagent

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CriminalConduct HarassmentisNOTinvesOgatedinthesamemannerasconduct criminalizedas‘Assault.’

Instead,immediatelyreportallegaOonsofassault,sexualassault,rape orothercrimestolawenforcement.Theseoffensesaredefinedinthe CriminalCodeof2012,720ILCS5hlp://www.ilga.gov/.

—TheOIGoryourprivateemployerdoesNOThavetheauthorityto invesOgateorinternalizethistypeofcriminalmisconduct.

PrintedbyauthorityoftheStateofIllinois.November2019—1—SOSIG24.2

Documents

PROHIBITION OF HARASSMENT, SEXUAL HARASSMENT …PROHIBITION OF HARASSMENT, SEXUAL HARASSMENT AND UNLAWFUL DISCRIMINATION All persons have the right to work in an environment free from