Why is this a separate course from your general Illinois one?
Because Illinois imposes two duties. Every employer with Illinois staff owes the general annual training. Covered restaurants and bars owe a supplemental, industry-specific module on top of that — additional to it, not instead of it. This course contains both, so a covered venue buys this one course and is done, rather than buying the general course and then discovering it needed something else.
Is this course available in Spanish?
Not currently, and this is worth being precise about rather than glossing. Illinois asks covered restaurants and bars to offer the supplemental training with English and Spanish language options, and separately to make the written policy available in English and Spanish. This course supplies the English option; you must supply the Spanish one. The Illinois Department of Human Rights publishes a free Spanish-language supplemental model programme you can use for that, and its general employer training is available in Spanish too. We would rather you knew that now than after you assigned seats to a Spanish-speaking crew.
Does buying this course finish our obligation?
No. Beyond the training itself you have to maintain a compliant written sexual harassment policy and give it to every employee in writing within the first calendar week of their employment, in English and Spanish, name your reporting contacts and complaint route, and keep records of who was trained, when, on what material and in which language. This course delivers the training and issues a dated completion record. It names none of your own contacts or forms, because it is sold to many venues and inventing someone else’s reporting contact would be worse than leaving it blank.
How do I know if my business counts as a restaurant or bar?
The supplement module walks through the statutory criteria — broadly, businesses primarily selling ready-to-eat food for immediate consumption, and establishments devoted to on-premises alcohol service. The course is explicit that the employer must compare its own operation to the current definition and document that determination, and that a mixed food-and-beverage business should get qualified guidance rather than guess. We do not make that call for you, and no training course should.
How often does this have to be repeated?
Every year, both parts. Illinois asks for the general training at least once a year and the supplemental training at least once a year as well, regardless of employment classification. The two can be delivered together, which is what this course does.
Do dishwashers and seasonal staff really need it?
Yes. The requirement is written to reach employees across roles and employment classifications rather than only front-of-house or only year-round staff. The supplement says so directly, and one of its checkpoints tests exactly that assumption.
Is this legal advice?
No. It is training. It explains the standard and how reporting, investigations and retaliation protection are supposed to work in general terms. It does not decide any individual complaint, does not determine whether your venue is covered, and is not a substitute for a lawyer when you have a live situation.
Our problem is customers, not staff. Does the course actually deal with that?
Directly. A full module scene covers guest conduct, why intoxication is not permission, why sales targets cannot require staff to tolerate harassment, when to warn, refuse service, remove a guest or call security, and what to record. Another covers tips, sections and shift assignment being used as leverage, which is where the pressure usually shows up in this industry.
What happens if someone fails the final exam?
They retake it. Every attempt draws a new set of questions from the bank, so a retake is a real re-test.
Can I buy seats for my team?
Yes. Five-seat and ten-seat bundles are on this page, and there is an enterprise option for multi-site operators.