Apparently the manager in question is no longer working for the company but that doesn't help the two men. In Illinois complaints of discrimination are filed with either the EEOC or IDHR and if filed with the IDHR, they are cross-filed by that agency automatically with the EEOC. The amount of damages that can be awarded by the IDHR (acutally the Human Rights Commission) are lost back wages, future lost wages, medical expenses, emotional distress, attorney fees and you can ask for reinstatement if you no longer work there.

Other interesting statistics in the report include of 7,538 cases closed on the merits, 2.5% resulted in findings of unlawful discrimination. Both parties entered into settlements in 19.5 % or 3,249 complaints. Agencies awarded a total of over $50 million in monetary benefits to complainants for unlawful discrimination.

“Federal agencies must step up their efforts to improve complaint processing time, while also focusing on quality results,” said EEOC Acting Chairman Stuart J. Ishimaru. “

This new law adds order of protection status to the current protected classifications of religion, age, race, national origin, gender, marital status, disability, sexual orientation, military status, and unfavorable discharge from military service. The initial charge would be filed with the Illinois Department of Human Rights in either Chicago or Springfield.

As reported in the Windy City Times, "within two weeks of the performance review, Valenziano was put on corrective action, which meant that she had 30 days to improve whatever had been listed on her evaluation as poor or she faced termination. The mention of a demotion was removed from the copy of the evaluation she received after protesting the corrective action." This is usually how discrimination in the workplace happens. The manager will start to put the employee on some sort of "corrective action" or "improvement plan", shortly after the employee complains about discriminatory conduct.

“It was one of the worst performance evaluations I've ever had. Along with that I received the largest bonus I've ever received,” said Valenziano. “The evaluation mentioned my devotion to the job.”

Lesbian officers were seen as targets for "conversion," the suit stated. Harassment against one officer included making her privy to a videotape that showed her husband, also an officer, having sex with a dispatcher. The women claimed that those who complained about the workplace conditions were retaliated against via demotions or denial of promotion, and in four cases were fired.

Casper said the amount of the settlement indicated the insurance companies "recognized the problems the city has historically had with women being treated fairly at the police department. Close to $5 million is not an amount paid unless someone has recognized years of wrongdoing."

This decision does not affect employees who are not in a union as they have not bargained through their representatives the terms of their employment. The types of claims involved could include sexual harassment, gender discrimination, age discrimination, racial discrimination. Americans with Disabilities, age discrimination, religious discrimination, retaliation claims and sexual orientations claims.

The Court did hold that the Agreement to arbitrate must be "clear and unmistakable". One issue the Court did not address is what happens if the Union does not take the employees claim to arbitration? There are two ways to interpert the Court's decision in Pyett, one the employee would have no further remedy or in that case the employee court take the case to state or federal court, however the latter seems less likely under Pyett.

The alleged harassment included a staff member telling Hamilton she was "ungodly" and "going to hell" as she embraced her then-girlfriend. The alleged comments transformed the "social butterfly" into a teenager on the verge of suicide, according Hamilton's mother. Hamilton, who came out as a lesbian when she was 13, said Monday she became depressed because of daily negative comments from teachers and staff about her sexual orientation and her appearance. Hamilton complained to school officials but nothing was done to stop the harassment. Hamilton's grades suffered and her social life suffered as a result of the harassment.

According to a letter dated Jan. 17, 2008, from the ACLU to Bull, staff members made comments to the girl such as, "Remember, you're a girl, not a boy," and, "You can get HIV/AIDS from being gay and messing with females."

Background

Jerri Blount filed a multicount complaint in Cook County Circuit Court against her former employer Jovon Broadcasting Corporation and the owner and general manager. The two counts of interest to his analysis were her common law retaliatory discharge and retaliation under 42 USC Section 1981. The defendant filed a motion to dismiss claiming the Act precluded her from filing in the circuit court. The court rejected the motion to dismiss and she was ultimately awarded over $3 million dollars by a jury. The appellate court reversed holding the Act deprives Illinois Courts of subject matter jurisdiction. The Illinois Supreme Court heard the case and ruled that whether facts giving rise to a civil rights violation as defined under state law might also give rise to a civil rights violation under definitions found in federal statutes was not relevant and Blount had a right to pursue her claim under federal law in state circuit court.

Cornish who worked at the hospital in Wilson Borough as the director of the cardiology pulmonary unit, filed the lawsuit in federal court last week seeking lost salary, damages and attorney fees and to have her position reinstated, according to court records. Cornish alleges hospital officials found out about her sexuality at the end of May 2008 and she was fired Oct. 31. Cornish also claims she was given inaccurate performance reviews that led to her firing according to the Lehigh Valley News.