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Illinois Addendum

Equal Employment and Anti-Harassment

This is only a state-specific excerpt. Refer to the complete policy for more information.

Hope is an equal opportunity employer and makes employment decisions based on merit and College needs. Creating an inclusive and professional environment where employees feel comfortable, safe, and free from inappropriate and disrespectful conduct is one of the College’s core values.

Hope does not discriminate against (in any aspect of employment, including recruiting and hiring, job assignment, compensation, opportunities for advancement, promotion, transfers, evaluation, benefits, training, discipline, and termination), nor does it tolerate harassment by any person, including, co-workers, supervisors, and third parties, on the basis of the following Protected Characteristics: race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists), color, religion, national origin, ancestry, age (age 40 or older), sex, marital status, pregnancy, protective order status, physical or mental disability, military status, unfavorable discharge from military service, sexual orientation (including gender-related identity), citizenship status, work authorization status or term, arrest record, expunged or sealed convictions, decisions about reproductive health, family responsibilities, and genetic information.

Where can employees report discrimination or sexual harassment outside of Hope?

Information about the Illinois Department of Human Rights can be found at or by calling 312-814-6200 or 866-740-3953 (TTY).

What sexual harassment prevention training does Hope provide?

All Illinois employees will receive sexual harassment training at least once a year.

Military Leave

This is only a state-specific excerpt. Refer to the complete policy for more information.

Who is eligible for military leave?

All employees who are members of state uniformed services, including, but not limited to, the National Guard, any State Militia, or any State Defense Force are eligible for leave under this policy. Specific rules and exceptions are as follows:

Illinois employees who are members of the U.S. Armed Forces (including the Space Force), the National Guard of any state or State Guard, the Military Auxiliary Radio System, U.S. Coast Guard Reserve, Civil Air Patrol, and the Merchant Marines and who must miss work to perform active service may take leave under the Illinois Service Member Employment and Reemployment Rights Act (ISERRA) if they provide Hope with advance notice of any pending service requirements, unless notice is precluded by military necessity.

How much military leave may eligible employees take?

Illinois military and veteran employees who are trained to participate in funeral honors detail may take up to 8 hours of paid military leave per calendar month (40 hours per calendar year) to participate in funeral honors detail, in addition to their leave for active service. Employees don’t need to exhaust other available leave before taking leave to participate in funeral honors detail.

Illinois employees are eligible for leave under the Illinois Military Family Leave Act (IMFLA) if they have (1) been continuously employed by Hope for at least 12 months, (2) worked at least 1,250 hours during the 12-month period immediately before any military leave begins, and (3) provided at least 14 days’ notice of the intended start of the leave if the leave will consist of 5 or more consecutive workdays. Military leave under the IMFLA extends to employees whose spouse, civil partner, child, parent, or grandchild has been called to active military duty for more than 30 days.

Eligible Illinois employees may take up to 30 days of unpaid military leave. Before taking this leave, employees must first exhaust any available paid vacation or personal days, but not sick days.

What procedure is there for taking military leave or military family leave?

When the need for military leave is foreseeable, employees must notify their supervisor as far in advance as possible. If employees have written authorization from their military branch for the leave, employees should provide it when they request leave. An employee is generally only entitled to rights and benefits under USERRA if Hope receives advance notice of the employee’s intent to take military leave unless it is impossible or unreasonable to give advance notice.

• Illinois employees that are eligible for leave under the IMFLA must give at least 14 days’ notice of the intended start of the leave if the leave will consist of 5 or more consecutive workdays.
• Illinois employees taking leave to participate in military funeral honors detail must provide reasonable advance notice of the need for leave. Employees may be required to provide proof of participation.

What happens when leave ends?

To be eligible for reinstatement, Illinois employees must report back to work or apply for reemployment within the following guidelines:

• 1–30 days of service: Report on the next scheduled workday;
• 31–180 days of service: Apply within 14 days completion of service; and
• 181+ days of service: Apply within 90 days after completion of service.

Workweek and Work Schedules

Illinois employees who work 20 or more hours per week will get at least 1 day (24 consecutive hours) off every 7 consecutive days they work.

View the Cook County Paid Leave Ordinance flyer (PDF)