Following a burgeoning trend across the country, Chicago amended its sexual harassment ordinance with some significant changes on April 27, 2022, and employers should take note. Along with a new and expanded definition of “sexual harassment,” the Committee on Workforce Development voted to increase annual training requirements, reporting periods, notification periods, and monetary penalties. The ordinance takes effect July 1, 2022, so preparations for these changes should start immediately.
Under the new ordinance, all Chicago employers and their employees are covered. An “Employer” includes virtually any entity that employs one or more employees in the preceding or current calendar year and any of their agents. “Employee” includes any individual engaged to work within the geographic boundaries of the City or under the direction and control of another for monetary or other valuable consideration. In short, any entity that employs at least one individual who works in the city of Chicago is a covered employer, and that Chicago-based employee is a covered employee.
Perhaps most significantly, all employers are now required to provide annual training that includes (a) one hour of sexual harassment prevention training for all employees or two hours for managers and supervisors; and (b) one hour of bystander training for all employees. What is “bystander training,” you ask? We did too. It turns out that bystander training must focus on how onlookers...
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