The next step is to monitor what happens next. If the company intervenes and stops the employee from surfing the Internet for porn, the issue is resolved (In a reputable company the employee would be fired). If the company does nothing you need to protect your rights and file a complaint through an employment attorney with the Illinois Department of Human Rights ("IDHR"). In Chicago especially it is important to get representation because the other side will have an attorney and it would put you at a big disadvantage if you go it alone.

When one of the college students came forward and complained the university tried to sweep the matter under the rug. As is typical in these types of investigations the university offers a nominal amount to settle the case. They initially offered $1,000 to settle the sexual harassment case. Talk about an insult. It is amazing that the university actually offered this low amount. You can see why it is very important to get an attorney involved in this type of case early. Protect your rights if you are a student in school and the victim of sexual harassment. In this case the professor was engaging in retaliation also because he changed the grade of one student from an A to a B after she complained about the sexual harassment.

The problem started when Almeida filed a lawsuit against the Catholic Church regarding sexual abuse he suffered by a priest. One coworker learned that Almeida had filed a lawsuit against the Catholic Church over the abuse, and several coworkers mocked him for that, using explicit and offensive religious and sexual epithets. To make matters worse management engaged in retaliation against Almeida in the form of discipline for his participation in another equal employment opportunity investigation. You can see how much money this type of behavior can cost.

“We are pleased that the Los Angeles City Fire Department is demonstrating its commitment toward creating a workplace free of harassment and retaliation,” said EEOC attorney Olophius Perry.

If going it alone with the IDHR isn't bad enough, when I go to the Chicago office of the Illinois Department of Human Rights ("IHRC") I see even more people who are going it alone. This is very bad because the other side will have an attorney and this puts you at a real disadvantage. Do you really think you can go one-on-one with an experienced employment discrimination attorney ? And if you can get an attorney for contingency fee, why would you want to try? My Chicago offices never charges a fee to discuss your employment case. Do the right thing and call for a free consultation. Don't go it alone.

This text message trail is very important when you file a case with the Illinois Department of Human Rights ("IDHR"). During the investigation with the IDHR, evidence such as text messages can be utilized to show without question that you were the victim of sexual harassment and strict liability attaches. And don't forget that when one person at work in being sexually harassed it could create a hostile work environment for everyone. It is very important to speak with an employment lawyer and protect your rights. The company will pay large amounts of money to protect its' rights and assets.

My Chicago office gets many calls about employees who are tired of the remarks their boss makes about their looks. Employees are entitled to a certain degree of respect in the workplace and are protected from constant remarks which make them feel disrespected and humiliated. It is very important to speak with an employment lawyer early in the process to ensure your rights are protected and valuable evidence isn't lost. Remember the company is not going to protect your rights, only you and your attorney can do that.

The history of a person accused of sexual harassment comes into play when a situation like this occurs. You can't put a person under the control of a person who has a history of sexual harassment without the proper monitoring in place. In affect you are putting fresh meat in front of a wild animal. In this case the wild animal cost he city $250,000. These types of employment law cases are very expensive, especially since the city also had to pay its' own lawyer a great deal of money to defend the case prior to settlement.

"The hardest and smartest thing to do is approve this and get this behind us,""It's a six-year horror show." said Councilor Michael Condon.

Now if the person asking you out is your supervisor or another person in management who has any type of control over you, it may be sexual harassment the first time. The reason is that if you turn the person down you could feel that it would impact your job. And if you turn the boss down and something bad does happen at work, even if it isn't tied directly to turning him down for a date, it sure looks bad. It is a very bad practice for management to ask out employees. So if you are at work and are being asked out for a date and you don't want to go out, you have options. Contact an employment lawyer and find out if you are the victim of discrimination in the form of sexual harassment. If you are we can file a complaint at the Illinois Department of Human Rights.

The EEOC obtained $455.6 million in relief through its administrative program and litigation in Fiscal Year 2011. This is a fantastic amount and this shows how widespread the employment discrimination is. There are state agencies that also investigate employment discrimination and I prefer to file directly with the Illinois Department of Human Rights ("IDHR") because they do a faster and better job of investigating issues. However the imporant thing is to file with either agency and protect your employment rights.

It is my experience that most cases will settle at the IHRC because the risk of a loss by the company is too great and too expensive. Remember if you are successful at the IHRC you can get your attorney fees, back wages and you can ask to be reinstated. Additionally you the Commission can file a document whereby the company can't get any government contracts for up to two years. This is a powerful incentive for the company to settle. Can you imagine if the company is getting two million dollars of government contracts per year. Do you think they are going to risk this on your case? But in order to put this type of pressure and leverage on the company you must be experienced in these types of negotiations.

In an even more troubling allegation some of the male workers even used vegetables to simulate sodomy and to hit the victims between their legs. It is hard to believe this type of behavior went on without management intervening on behalf of the female workers. Can you imagine sending your daughter to work in a hostile work environment like this? As a result of this settlement the company will have to undergo sexual harassment training and draft a written policy on sexual harassment for all employees to see. I hope there are changes to management and this doesn't happen in the future.

“Allowing serial harassers to victimize female employees without facing consequences is a clear violation of federal law,” said EEOC attorney Faye A. Williams.

The IDHR isn't tasked with anything more than investigation the complaint. If the investigator finds substantial evidence, you can then file a complaint with the Illinois Human Rights Commission ("IHRC") where you will have your trial in front of an administrative law judge. The IHRC can be a very tricky place and it takes experience to navigate. The important thing is at the IHRC you need evidence to prove your case. It is important to have an organized plan of attack.

The sexual harassment included the manager groping Brown and propositioning her for sex. Think of the pressure this puts on the worker when her boss is trying to have a sexual relationship and she doesn't want that. To make matters worse the manager also allegedly reduced Brown’s work hours during one week and told her that in order to have the hours reinstated, Brown had to let the manager come to her home. This is called Quid Quo Pro which is Latin for this for that. Brown ended up refusing the manager’s request and resigned the next day. This is referred to as a constructive discharge and means that it is treated under the law as a firing.

“Employers are reminded that it is not enough to have policies prohibiting sexual harassment in place, hidden away in a handbook somewhere,” said EEOC attorney Lynette A. Barnes.

In Chicago the job market is tight and people are afraid of rocking the boat for fear of losing their job. However, if someone is going to engage in sexual harassment do you really think they are beyond firing you if you reject them? Of course they will do whatever they deem necessary to protect their own interests. Filing a complaint of sexual harassment with the Illinois Department of Human Rights ("IDHR") is a good first step in stopping the harassment and protecting your rights. If they fire you for filing the complaint with the IDHR you then have an additional charge of discrimination based on retaliation. So firing actually gives you some protection. It is very important to protect your rights and take action if you are the victim of sexual harassment at work.

So what do you do after you file your complaint of sexual harassment with the IDHR? First, keep your nose clean at work and dont' give them an excuse to fire you. And believe me they will be looking for a reason to fire you. Just because you file with the IDHR doesn't mean you can start coming in late or goof off on your job. Second, keep doing your best and keep good records of what you do. If you are subjected to any discipline, make sure you document your objections in a professional fashion. Remember at some point a judge may be looking at these documents and we want to make sure they look professional. Let the other side look bad. The botton line is in Illinois there is strict liability against a supervisor for sexual harassment. Don't let your supervisors engage in sexual harassment in Chicago against you.