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EMPLOYMENT COMPLAINANT INFORMATION SHEET State of Illinois Department of Human Rights Office Use Only: Control No: In. Unit. Date: Instructions: Read this entire form and all the instructions carefully

How to fill out employment complainant information sheet

Point by point how to fill out employment complainant information sheet:

1. Start by providing your personal information such as your name, address, phone number, and email address. This will ensure that the relevant authorities can contact you regarding the complaint.
2. Next, provide any additional contact information that may be necessary, such as an alternative phone number or an emergency contact.
3. Fill in your current employment details, including the name of the company or organization you work for, your job title, and the department you are part of. This information is important to establish the context of your complaint.
4. Provide a detailed description of the complaint, including the specific incident(s) that occurred, the date and time, and any individuals involved. Be as specific and objective as possible, avoiding personal opinions or emotions.
5. If applicable, attach any supporting documents or evidence that can substantiate your complaint. This may include emails, messages, photographs, or any other relevant materials.
6. Indicate whether you have already reported the complaint to your immediate supervisor or any other internal channels within your organization.
7. If you have sought any legal advice or assistance regarding your complaint, provide the details of the legal counsel or organization involved.
8. Sign and date the employment complainant information sheet to validate the information provided.

Who needs employment complainant information sheet?

1. Any employee who wishes to file a formal complaint against their employer or colleagues for workplace misconduct, harassment, discrimination, or any other violation of employment rights.
2. Individuals who have witnessed or experienced an incident that requires formal documentation and action.
3. Employees who aim to seek resolution, intervention, or investigation into a particular work-related issue, preferably through established procedures and channels within their organization or relevant authorities.

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