(the “Ordinance”) amending the Municipal Code to enhance the City’s prohibitions on sexual harassment in the workplace. The amendments include, among other things, modified definitions of “sexual orientation” and “sexual harassment,” a new written policy requirement for employers, increased sexual harassment prevention training requirements, and stricter penalties for violations. The amendments take effect on July 1, 2022.
The Ordinance amends the definition of sexual orientation in the Chicago Human Rights Ordinance, such that sexual orientation is now defined as “a person’s actual or perceived sexual and emotional attraction, or lack thereof, to another person.” The Ordinance also amends the definition of sexual harassment to include sexual misconduct.
Under the Ordinance, employers must now have a written policy that is provided to employees in their primary language within the first calendar week of employment. The policy must include the following:
The definition of sexual harassment, which is defined in the Ordinance as “any (i) unwelcome sexual advances or unwelcome conduct of a sexual nature; or (ii) requests for sexual favors or conduct of a sexual nature when (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or (b) submission to or rejection of such conduct by an individual is used as the basis for...
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