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Employer defined
“Employer” includes:
“Employer” does not include any religious corporation, association, educational institution, society, or non-profit nursing institution conducted by and for those who rely upon treatment by prayer through spiritual means in accordance with the tenets of a recognized church or religious denomination with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such corporation, association, educational institution, society or non-profit nursing institution of its activities.
Unlawful employment practices
The unlawful employment practices and exemptions are similar to those under the federal Guidelines on Discrimination Because of Sex. For example, the state law includes an exemption for a bona fide occupational qualification.
An employer’s rule or policy which restricts the employment opportunities of married women but not of married men discriminates against women because of sex. Similarly, a rule or policy which restricts the employment opportunities of women (married or unmarried) with minor children, discriminates against women.
An employer which maintains a practice of purchasing, reimbursing or subsidizing memberships for any of its employees in private clubs must ensure that the practice is followed consistently among employees without regard to sex. An employer may not purchase, reimburse or subsidize an employee’s membership in a club which limits its memberships based upon sex if the practice results in any disparity in overall professional status, advancement opportunities, or total compensation based upon sex.
Recordkeeping
Covered employers must maintain the following records, to the extent that they may exist, for the periods indicated:
Covered labor organizations must maintain the following membership and business records, to the extent that they may exist, for the periods indicated:
Employment agencies must preserve the following documents for one year from the time these documents are created:
Once a charge has been served, the respondent must preserve all records and other evidence pertaining to the charge until the matter has been finally adjudicated.
Contact
Regulations
Chapter 775 Illinois Compiled Statutes (ILCS) 5, Illinois Human Rights Act
Illinois Admin. Code Title 56, Chapter XI, Part 5210, Joint Rules of the Human Rights Commission and Department of Human Rights: Rules on Sex Discrimination in Employment
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1604, Guidelines on Discrimination Because of Sex