The Chicago City Council recently adopted an ordinance (“Amendments”) amending the Municipal Code of Chicago to require employers to provide training to employees and supervisors on sexual harassment prevention and bystander reporting obligations.
The Amendments also expanded the Municipal Code’s definition of “sexual harassment,” added record-keeping requirements, extended the period of time in which employees can file a complaint, and increased penalties for violations. For the most part, the Amendments, which apply to all employers with at least one employee working within the geographical boundaries of the city of Chicago, took effect by June 4, 2022. However, Chicago employers have until July 1, 2022, to implement the new policy and training requirements.
As explained in guidance recently published by the Chicago Commission on Human Relations (CCHR), the city’s sexual harassment laws now explicitly include sexual misconduct within the definition of “sexual harassment.” The definition, as amended, effective June 4, 2022, states that “sexual misconduct” is “any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual’s employment position.” The Amendments incorporate this expanded definition into all portions of the Municipal Code related to the city’s policy on sexual harassment. The modified definition applies to private employers covered under the Chicago Human Rights...
The National Board of Directors of the Union of Liberian Associations in the Americas (ULAA) hereby alerts the general public to a growing pattern of impersonation, misrepresentation, and the unau...