Although students are often the focus of sexually harassing behavior on Illinois’ university campuses, the truth is that employees of a university may be subject to sexually harassing behaviors as well. Studies on the subject show that universities tend not to screen applicants for histories of sexual harassment or prior misconduct, potentially leading to hiring employees with a clear tendency towards sexually predatory behavior. Such behaviors could come from fellow employees, department managers, or even bold students. Sex-based discrimination may also be more subtle, such as being passed up on a promotion because you are pregnant or might become pregnant. 

University employees who are being sexually harassed or discriminated against because of their sex may wonder whether they should file a complaint under Illinois’ laws or a Title IX complaint.

Illinois Has Laws Against Sexual Harassment

Although Title IX may be a valuable resource for students who are not protected under Illinois sexual harassment laws, Title IX investigations are not subject to the same rigorous, standardized procedural processes as criminal and civil procedures under Illinois law. You may not get the investigation or adjudication you want if a sexual harassment case is handled internally through a university’s Title IX administrators. You may not necessarily be able to have an attorney, bring witnesses, or have other evidentiary rules to your advantage in a university’s Title IX hearings. 

Same-sex marriage has been legal in Illinois for nearly 10 years, letting Illinoisans of every orientation pursue a legally recognized relationship with the person they love, including the traditional financial and governmental benefits of marriage. Unfortunately, LGBTQ individuals’ relationships are susceptible to the same shortcomings and downfalls as their heterosexual peers’, meaning gay, lesbian, bisexual, transgender, and queer spouses may need to dissolve their marriages through a divorce as well. 

Fortunately, LGBTQ divorces are managed in nearly the same way as heterosexual marriages, meaning that the pathway through divorce is usually clear. Here are some answers to common questions about LGBTQ divorces in Illinois. 

Can We Get Divorced in Illinois if We Got Married Somewhere Else? 

Yes. Marriages are federally recognized, and LGBTQ people can get divorced in any state as long as they meet that state’s residency requirements and are legally married in any other state. 

Even after many years of discussions, trainings, and high-profile media cases regarding sexual harassment, this terrible behavior continues in many different scenarios. Sexual harassment can affect victims so significantly that they no longer feel safe coming to work or performing their work duties. It may create a hostile, intimidating, or offensive workplace. 

Fortunately, state and federal law prohibit sexual harassment and provide avenues for legal relief for victims who are suffering from this behavior at work - even if it comes from people who are not the victim’s coworkers or managers. If you are being sexually harassed at work by a customer or client, read on. 

What Can I Do if I Am Being Sexually Harassed By a Customer? 

If you are being sexually harassed by customer, it is important to know that you are protected by the law and you have rights. You do not have to tolerate this unacceptable behavior. Begin by trying to address the issue directly with the customer. This may be difficult, but it is an important part of the process; without informing the customer that their actions are bothering you, it may be more difficult to bring a case later on.

Many workplaces have employees who have flirty, fun relationships with each other. Although a professional might counsel people not to engage in this behavior just to stay on the safe side, as long as everybody consents, this behavior may not be a problem. 

But for some, a teasing or light-hearted workplace attitude toward sexual jokes, innuendo, or flirting may be a problem because it opens them up to subtle sexual harassment. Without obvious behaviors that are easy to identify as sexual harassment, victims can struggle to put their finger on why certain behaviors make them uncomfortable. They may feel pressure from their colleagues to “lighten up” or “not make a big deal out of it.” Unfortunately, this can make things worse and eventually lead to the kind of hostile or offensive work environment that the Illinois Human Rights Act prohibits. If you suspect you are the target of sexual harassment, read on to learn about subtle ways sexual harassment may appear, and then learn how you can take action by contacting an Illinois sexual harassment lawyer. 

Commenting on Physical Appearance

Employees are usually together for around 40 hours a week; they see each others’ new clothes, haircuts, and weight gains or losses. Many employees pay friendly compliments to each other, but the line between a compliment and a sexually harassing statement can be hard to define. If someone makes a compliment that is sexual in nature, feels inappropriate, or makes you feel objectified or intimidated, it may be sexual harassment - especially if such comments are ongoing. 

 Child support payments may be an important part of your life, long after the divorce, and while most parents are happy to support their children financially, life can sometimes get in the way of being able to pay the same amount of support that you had in recent years. If you have experienced a substantial change in circumstances, such as a job change or loss, you may need to ask a court to modify your child support obligation. It is important to understand when and how child support orders can be modified and an experienced Illinois family lawyer can help. 

Why Might a Child Support Order Be Modified? 

Parents cannot simply unilaterally change child the amount of their support payments; this would be a drain on state resources and lead to an unacceptable lack of predictability for both parents and children who are dependent on support payments for their well-being. Courts require a “substantial” change in a parent’s circumstances before hearing a child support modification petition. These may include, but are not limited to: 

• Job loss or significant salary reduction
• Significant salary increase
• Serious injury, illness, or disability that interferes with a parent’s ability to work
• A self-employed parent’s business closure 
• Major change in expenses (such as a new child support order or new, ongoing medical bills for the adult making payments)

A judge will carefully examine the reasons a parent is requesting that an order be modified, including past behavior around child support. If it seems a parent has deliberately lost his or her job, is falsely claiming disability, or has tried to get out of child support payments in the past, a judge may refuse to approve the petition.