To Protect Against Discrimination Lawsuits in Illinois, Businesses Should Take Several Legal Steps

1. Update Company Policies and Procedures

Employers should review and update their policies and procedures to ensure that they are in compliance with state and federal anti-discrimination laws. This includes policies related to hiring, compensation, promotion, discipline, termination, and accommodations for employees with disabilities.

2. Training

Employers should provide training to all employees on the company's policies and procedures and the applicable anti-discrimination laws. This training should cover harassment, retaliation, and unconscious bias, and should be conducted on a regular basis.

3. Document Everything

It is important for employers to document all aspects of the employment relationship, including job applications, employee handbooks, performance evaluations, disciplinary actions, and termination decisions. This documentation can be used as evidence in the event of a discrimination lawsuit.

4. Establish a Complaint Process

Employers should establish a complaint process that allows employees to report discrimination and provides for a prompt investigation of complaints. The complaint process should be clearly communicated to all employees.

5. Consider Hiring a Lawyer

To ensure compliance with state and federal anti-discrimination laws, businesses should consider hiring an experienced employment attorney who can advise them on their legal obligations and represent them in the event of a discrimination lawsuit.

Limitations and Exceptions

There are a few limitations and exceptions to these legal steps. For example, businesses with fewer than 15 employees are exempt from some discrimination laws. Additionally, some employers may not be covered under certain federal anti-discrimination laws depending on the nature of their business.

Further Action

Businesses should stay up to date on changes in state and federal anti-discrimination laws and should periodically review their policies and procedures to ensure compliance. They should also promptly investigate any complaints of discrimination and take appropriate disciplinary action against employees who engage in discriminatory behavior.