GENERAL HUMAN RIGHTS

Municipal Code of Chicago tit. 6, art. I, ch. 6-10

in effect

Municipal Code of Chicago § 6-10-010 Declaration of City policy.

6-10-010 Declaration of City policy. It is the policy of the City of Chicago to assure that all persons within its jurisdiction shall have equal access to public services and shall be protected in the enjoyment of civil rights, and to promote mutual understanding and respect among all who live and work within this city. The City Council of the City of Chicago hereby declares and affirms: That prejudice, intolerance, bigotry, antisemitism and the discrimination occasioned thereby, and sexual harassment, threaten the rights and proper privileges of the City’s inhabitants and menace the institutions and foundation of a free and democratic society; and That behavior which denies equal treatment to any individual because of that individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, source of income, credit history (within the meaning of Section 6-10-053), criminal history (within the meaning of Section 6-10-054), or because of actual or perceived association with such an individual, undermines civil order and deprives persons of the benefits of a free and open society. Nothing in this chapter shall be construed as supporting or advocating any particular lifestyle or religious view. To the contrary, it is the intention of this chapter that all persons be treated fairly and equally and it is the express intent of this chapter to guarantee to all of our residents fair and equal treatment under law. (Prior code § 199-1; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 11-5-14, p. 95804, § 1; Amend Coun. J. 2-10-16, p. 18514, § 8; Amend Coun. J. 4-18-18, p. 76346, § 1; Amend Coun. J. 1-27-21, p. 26741, Art. II, § 8; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 11-7-22, p. 54984, § 8; Amend Coun. J. 4-19-23, p. 62651, § 10; Amend Coun. J. 4-16-25, p. 26724, § 2; Amend Coun. J. 1-21-26, p. 40087, § 1)

Municipal Code of Chicago § 6-10-020 Definitions.

6-10-020 Definitions. Whenever used in this chapter: "Age" means chronological age of not less than 40 years. “Antisemitism” means a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities, as defined by the International Holocaust Remembrance Alliance. "Applicant" means any person pursuing employment with an employer or with or through an employment agency. "Arrest record" means: (1) an arrest not leading to a conviction; (2) a juvenile record; or (3) criminal history record information ordered, expunged, sealed, or impounded under Section 5.2 of the Criminal Identification Act. "Commission" means the Chicago Commission on Human Relations. "Conviction record" means information indicating that a person has been convicted of a felony, misdemeanor, or other criminal offense, placed on probation, fined, imprisoned, or paroled by a court of any jurisdiction pursuant to any law enforcement or military authority. "Credit history" means a record of an individual's past borrowing and repaying, including information about late payments and bankruptcy. "Credit report" means any written or other communication of any information by a consumer reporting agency that bears on a consumer's creditworthiness, credit standing, credit capacity, or credit history. "Credit transaction" means the grant, denial, extension, or termination of credit to an individual. "Disability" means: (i) a determinable physical or mental characteristic which may result from disease, injury, congenital condition of birth or functional disorder including, but not limited to, a determinable physical characteristic which necessitates a person's use of a guide, hearing, or support dog; or (ii) the history of such a characteristic; or (iii) the perception of such a characteristic by the person complained against. "Employee" means an individual who is engaged to work within the geographical boundaries of the City of Chicago for or under the direction and control of another for monetary or other valuable consideration. "Employer" means any individual, partnership, association, corporation, limited liability company, business trust, or any person or group of persons that provides employment for one or more employees in the current or preceding calendar year, and any agent of such an entity or person. To qualify as an employer for purposes of Section 6-10-054, such individual, group, or entity must: (1) be subject to one or more of the license requirements in Title 4 of this Code; or (2) maintain a business facility within the geographic boundaries of the City; or (3) both (1) and (2). The City of Chicago qualifies as an employer for purposes of Section 6-10-054. "Employment" means any occupation or vocation. "Employment agency" means a person that undertakes to procure employees or opportunities to work for potential employees, either through interviews, referrals, advertising, or any combination thereof. "Gender identity" means the actual or perceived appearance, expression, identity, or behavior of a gender(s), whether or not that appearance, expression, identity, or behavior is different from that traditionally associated with the person’s designated sex at birth. "Marital status" means the legal status of being single, married, divorced, separated, or widowed. "Military status" means (1) being on active duty in, or in any reserve component of, any branch of the armed forces of the United States, the State of Illinois, or any other state; (2) being a veteran of any such branch of the armed forces; or (3) the fact of discharge from any such branch of the armed forces and the reasons for such discharge. "Parental status" means the status of living with one or more dependent minor or disabled children. "Public accommodation" means a place, business establishment, or agency that sells, leases, provides or offers any product, facility, or service to the general public, regardless of ownership or operation (i) by a public body or agency; (ii) for or without regard to profit; or (iii) for a fee or not for a fee. An institution, club, association, or other place of accommodation which has more than 400 members, and provides regular meal service and regularly receives payment for dues, fees, accommodations, facilities, or services from or on behalf of nonmembers for the furtherance of trade or business shall be considered a place of public accommodation for purposes of this chapter. "Religion" means all aspects of religious observance and practice, as well as belief, except that with respect to employers "religion" has the meaning ascribed to it in Section 6-10-050. "Sexual harassment" means 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 (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for any employment decision affecting the individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment; or (iii) sexual misconduct, which means any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual's employment position. "Sexual orientation" means a person’s actual or perceived sexual, romantic, or emotional attraction, or lack thereof, to another person. "Source of income" means the lawful manner by which individuals support themselves and their dependents. (Prior code § 199-2; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 11-5-14, p. 95804, § 2; Amend Coun. J. 4-15-15, p. 106130, § 4; Amend Coun. J. 2-10-16, p. 18514, § 9; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 4-19-23, p. 62651, § 11; Amend Coun. J. 4-16-25, p. 26724, § 2; Amend Coun. J. 1-21-26, p. 40087, § 1)

Municipal Code of Chicago § 6-10-025 Gender identity option in City documentation.

6-10-025 Gender identity option in City documentation. (a) No form issued by the City shall ask an individual's sex unless it is necessary for medical reasons, a legitimate governmental purpose, or required by another law. (b) The City may ask for the gender identity of an individual when it is necessary for medical reasons, a legitimate governmental purpose, or required by another law. (c) Where selection of gender identity from predetermined options is required by design of any City form, the gender identity options on said forms shall include "male", "female", and "nonbinary". (d) Where honorifics or titles are made available on any City form, the City shall recognize and make available in any list of predetermined options the gender-neutral honorific "Mx". (e) Where templates are used to create identification cards, business cards, stationery, letterheads, or other personalized documentation, said templates shall include designated space for pronouns. Where selection of pronouns from predetermined options is required by design of any form or template, the pronoun options on said form or template shall include "he/him", "she/her", and "they/them". (f) For purposes of this section, "a legitimate governmental purpose" includes, but is not limited to, the collection of demographic information for reporting on the diversity of employees within the City government or for providing better services to the public. (Added Coun. J. 10-7-20, p. 21440, § 2; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 9-21-22, p. 51935, § 1)

Municipal Code of Chicago § 6-10-030 Unlawful discriminatory activities designated.

6-10-030 Unlawful discriminatory activities designated. No person shall directly or indirectly discriminate against any individual in hiring, classification, grading, discharge, discipline, compensation, or other term or condition of employment because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, credit history (within the meaning of Section 6-10-053), criminal history (within the meaning of Section 6-10-054), source of income, or because of the actual or perceived association with such an individual. No employment agency shall directly or indirectly discriminate against any individual in classification, processing, referral or recommendation for employment because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, credit history (within the meaning of Section 6-10-053), criminal history (within the meaning of Section 6-10-054), source of income, or because of the actual or perceived association with such an individual. The prohibitions contained in this paragraph shall not apply to any of the following: (a) use of an individual's unfavorable discharge from military service as a valid employment criterion where: (i) authorized by federal law or regulation; or (ii) where the affected position of employment involves the exercise of fiduciary responsibilities and the reasons for the dishonorable discharge are related to such individual's fiduciary capacity; (b) hiring or selecting between individuals for bona fide occupational qualifications; and (c) giving preferential treatment to veterans and their relatives as required by federal, state or local law or regulation. (Prior code § 199-3; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 2-10-16, p. 18514, § 10; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 11-15-23, p. 5888, § 14; Amend Coun. J. 4-16-25, p. 26724, § 2)

Municipal Code of Chicago § 6-10-040 Sexual harassment.

6-10-040 Sexual harassment. (a) No employer, employee, agent of an employer, employment agency, or labor organization shall engage in sexual harassment. An employer shall be liable for sexual harassment by nonemployees or nonmanagerial and nonsupervisory employees only if the employer becomes aware of the conduct and fails to take reasonable corrective measures. (b) Every employer shall have a written policy document prohibiting sexual harassment. (1) The written policy document shall include at least the following: (A) A statement that sexual harassment is illegal in Chicago. (B) The definition of sexual harassment as defined in Section 6-10-020. (C) A requirement that all employees participate in: (i) sexual harassment prevention training annually. (a) Employees shall partici-pate in a minimum of one hour of sexual harassment prevention training annually. (b) Anyone who supervises or manages employees shall participate in a minimum of two hours of sexual harassment prevention training annually. (ii) one hour of bystander training annually. (D) Examples of prohibited conduct that constitute sexual harassment. (E) Details on: (i) how an individual can report an allegation of sexual harassment, including, as appropriate, instructions on how to make a confidential report, with an internal complaint form, to a manager, employer's corporate headquarters or human resources department, or other internal reporting mechanism; and (ii) legal services, including governmental, available to employees who may be victims of sexual harassment. (F) A statement that retaliation for reporting sexual harassment is illegal in Chicago. (2) The written policy document shall be provided in an employee's primary language within the first calendar week of that employee's employment. (c) Every employer shall require its employees to participate in the trainings and time requirements required by Section 6-10-040(b)(1)(C). For the annual required sexual harassment prevention training, an employer may use the model sexual harassment prevention training program prepared by the State of Illinois required under 775 ILCS 5/2-109, or may establish its own sexual harassment prevention training program that equals or exceeds the minimum standards set in 775 ILCS 5/2-109(B). (d) Every employer shall conspicuously display in at least one location where employees commonly gather posters designed by the Commission about the prohibitions on sexual harassment. The employer shall display at least one poster in English and one poster in Spanish. (e) Each employer shall maintain for at least five years, or for the duration of any claim, civil action, or investigation pending pursuant to this section, whichever is longer, a record of the employer's written policy document prohibiting sexual harassment and trainings given to each employee, and records necessary to demonstrate compliance with this chapter. Failure to maintain these records shall create a presumption, rebuttable by clear and convincing evidence, that the Employer violated this Section 6-10-040. (f) Any person who violates subsections (b), (c), or (d) of this section shall be subject to a fine of not less than $500.00 nor more than $1,000.00 for each offense. Every day that a violation shall continue shall constitute a separate and distinct offense. (Prior code § 199-4; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-050 Religious beliefs and practices.

6-10-050 Religious beliefs and practices. No employer shall refuse to make all reasonable efforts to accommodate the religious beliefs, observances and practices of employees or prospective employees unless the employer demonstrates that he is unable to reasonably accommodate an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business. Reasonable efforts to accommodate include, but are not limited to allowing an employee: (i) to take a day of paid leave or vacation, where applicable under the employee's employment agreement; or (ii) to be excused from work without pay and without discipline or other penalty; or (iii) to elect to take the day off with pay in order to practice the employee's religious beliefs, and to make up the lost work time at a time and date consistent with the operational need of the employer's business. Any employee who elects such deferred work shall be compensated at the employee's regular rate of pay, regardless of the time and date at which the work is made up. The employer may require that any employee who plans to exercise option (iii) of this subsection provide the employer with notice of the employee's intention to do so, no less than five days prior to the date of absence. (Prior code § 199-5; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-053 Credit history.

6-10-053 Credit history. (a) Except as otherwise provided in this section, no employer, agent of an employer, employment agency or labor organization shall do any of the following: (i) Fire or refuse to hire or recruit, discharge, or otherwise discriminate against an individual with respect to employment, compensation, or a term, condition, or privilege of employment because of the individual's credit history or credit report. (ii) Inquire about an applicant's or employee's credit history. (iii) Order or obtain an applicant's or employee's credit report from a consumer reporting agency. (b) The prohibitions contained in this section shall not prevent an inquiry or employment action if a satisfactory credit history is an established bona fide occupational requirement of a particular position or a particular group of employees. A satisfactory credit history is not a bona fide occupational requirement unless at least one of the following circumstances is present: (i) State or federal law requires bonding or other security covering an individual holding the position. (ii) The duties of the position include custody of or unsupervised access to cash or marketable assets valued at $2,500 or more. For the purpose of this exception (ii), "marketable assets" means company property that is specially safeguarded from the public and to which access is only entrusted to managers and other select employees. "Marketable assets" do not include the fixtures, furnishings, or equipment of an employer. (iii) The duties of the position include signatory power over business assets of $100 or more per transaction. (iv) The position is a managerial position which involves setting the direction or control of the business. (v) The position involves access to personal or confidential information, financial information, trade secrets, or state or national security information. For purposes of this exception, the following definitions apply: A. "Personal or confidential information" means sensitive information that an employee, customer, client, or service recipient gives explicit authorization for another person to obtain, process, and keep; that an organization entrusts only to managers and a select few employees; or that is stored in secure repositories not accessible by the public or low-level employees. B. "Financial information" means non- public information on the overall financial direction of an organization, including, but not limited to, company taxes or profit and loss reports. C. "Trade secrets" means sensitive information regarding a company's overall strategy or business plans. This does not include general proprietary company information such as handbooks, policies, or low-level strategies. D. "State or national security information" means information only offered to select employees because it may jeopardize the security of the state or the nation if it were entrusted to the general public. (vi) The position meets criteria in administrative rules, if any, that the U.S. Department of Labor or the Illinois Department of Labor has promulgated to establish the circumstances in which a satisfactory credit history is a bona fide occupational requirement. (vii) The employee's or applicant's credit history is otherwise required by or exempt under other applicable law. (c) The prohibitions contained in this section shall not apply to any of the following: (i) Any bank holding company, financial holding company, bank, savings bank, savings and loan association, credit union, or trust company, or any subsidiary or affiliate thereof, that is authorized to do business under the laws of Illinois or of the United States. (ii) Any company authorized to engage in any kind of insurance or surety business pursuant to the Illinois Insurance Code, including any employee, agent, or employee of an agent acting on behalf of a company engaged in the insurance or surety business. (iii) Any municipal law enforcement or investigative unit, including without limitation the Office of the Inspector General, Police Department, and Independent Police Review Authority. (iv) Any entity that is defined as a debt collector under federal or state statute. (Added Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-054 Criminal history.

6-10-054 Criminal history. (a) Employers shall not inquire into or use arrest record as a basis to refuse to hire, to segregate, or to act with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms, privileges, or conditions of employment. (1) This subsection (a) does not prohibit a potential employer from requesting or utilizing sealed felony conviction information obtained from the Illinois State Police under the provisions of Section 3 of the Criminal Identification Act or under other State or federal laws or regulations that require criminal background checks in evaluating the qualifications and character of an employee or a prospective employee. (2) The prohibition against the use of an arrest record shall not be construed to prohibit an employer from obtaining or using other information which indicates that a person actually engaged in the conduct for which the individual was arrested. (b) Employers shall not use a person's conviction record as a basis to refuse to hire, to segregate, or to act with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms, privileges or conditions of employment, unless: (1) applicable law excludes applicants with certain criminal convictions from the relevant position; (2) a standard fidelity bond or an equivalent bond is required for the relevant position, and an applicant's conviction of one or more specified criminal offenses would disqualify the applicant from obtaining such a bond, in which case an employer may include a question or otherwise inquire whether the applicant has ever been convicted of any of those offenses; or (3) there is a substantial relationship between one or more of the criminal offenses in the person's conviction record and the employment sought or held; or (4) the granting or continuation of the employment would involve an unreasonable risk to property or to the safety or welfare of specific individuals or the general public. For the purposes of this subsection (b), “substantial relationship” means a consideration of whether the employment position offers the opportunity for the same or a similar offense to occur and whether the circumstances leading to the conduct for which the person was convicted will recur in the employment position. (c) Factors considered. In making a determination pursuant to subsection (b)(3) and (b)(4), the employer shall consider the following factors: (1) the length of time since the conviction; (2) the number of convictions that appear on the conviction record; (3) the nature and seventy of the conviction and its relationship to the safety and security of others; (4) the facts or circumstances surrounding the conviction; (5) the age of the employee at the time of the conviction; and (6) evidence of rehabilitation efforts. (d) In the event any employer makes a preliminary decision that the applicant's or employee's conviction record disqualifies the applicant or employee, the employer shall notify the applicant or employee of this preliminary decision in writing. (1) Notification. The notification shall contain all of the following: (A) notice of the disqualifying conviction or convictions or anything else in the conviction record that is the basis for the preliminary decision and the employer's reasoning for the disqualification; (B) a copy of the conviction record, if any; and (C) an explanation of the applicant's or employee's right to respond to the notice of the employer's preliminary decision before that decision becomes final. The explanation shall inform the employee that the response may include, but is not limited to, submission of evidence challenging the accuracy of the conviction record that is the basis for the disqualification, or evidence in mitigation, such as rehabilitation. (2) Employee response. The applicant or employee shall have at least 5 business days to respond to the notification provided to the applicant or employee before the employer may make a final decision. (3) Final decision. The employer shall consider information submitted by the applicant or employee before making a final decision. If an employer makes a final decision to disqualify or take an adverse action solely or in part because of the applicant's or employee's conviction record, the employer shall notify the applicant or employee in writing of the following: (A) notice of the disqualifying conviction or convictions or anything else in the conviction record that is the basis for the final decision and the employer's reasoning for the disqualification; (B) any existing procedure the employer has for the applicant or employee to challenge the decision or request reconsideration; and (C) the right to file a complaint with the Commission. (Added Coun. J. 11-5-14, p. 95804, § 3; Amend Coun. J. 4-15-15, p. 106130, § 5; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 4-19-23, p. 62651, § 12; Amend Coun. J. 11-15-23, p. 5888, § 15)

Municipal Code of Chicago § 6-10-055 Job opportunity advertisements.

6-10-055 Job opportunity advertisements. No person shall publish or cause to be published, in print or on the internet, an advertisement for, or other posting of, any job opportunity that requires the applicant for the position to be employed or which states any other preference, limitation, or discrimination prohibited by this chapter. This prohibition does not apply to any third-party publisher of advertisements which is not itself the employer, agent of an employer, employment agency, or labor organization causing publication of the job opportunity. (Added Coun. J. 3-14-12, p. 22749, § 1; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 11-7-22, p. 54984, § 8)

Municipal Code of Chicago § 6-10-060 Discriminatory practices - Credit transactions.

6-10-060 Discriminatory practices - Credit transactions. No person shall discriminate against any individual in any aspect of a credit transaction, or in any terms and conditions of bonding because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, source of income, or because of the actual or perceived association with such an individual. (Prior code § 199-6; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 2-10-16, p. 18514, § 11; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 4-16-25, p. 26724, § 2)

Municipal Code of Chicago § 6-10-065 Alternative identification cards.

6-10-065 Alternative identification cards. (a) Recognition of City of Chicago ID Card as valid identification. When requiring members of the public to provide identification or proof of residency, every department of the City of Chicago shall accept the City of Chicago ID created in Chapter 2-176 as valid identification and as valid proof of residency in the City of Chicago, unless the department has reason to believe that the City of Chicago ID is counterfeit, altered, improperly issued, or that the person presenting the City of Chicago ID is not the person to whom the card was issued. (b) Recognition of Mexican Matricula Consular Cards as valid identification. When requiring members of the public to provide identification, each City department shall accept as valid identification of the person a "Matricula Consular" identification card issued by the Mexican Consulate. (c) Recognition of other Latin American Matricula Consular Cards as valid identification. When requiring members of the public to provide identification, each City department shall accept as valid identification of the person a "Matricula Consular" identification card issued by any other Latin American country that is represented by a consulate office in the City of Chicago, to its citizens or nationals if the issuing country's consulate has certified to the City of Chicago that the identification card meets the following security requirements: (1) the issuing country authorizes the use of the card as an alternative to a passport for re-entry into the issuing country; and (2) the card holder was required to provide proof of identity, nationality and address in order to obtain the card; and (3) the card had a photograph of the person, the person's date of birth and the person's current local address; and (4) the card has physical security features reasonably designed to protect against fraud and counterfeit reproduction, including the use of bonded paper, lamination, a hologram, and an embedded signature of the issuing officer and serialization. (d) The office of the superintendent of police shall compile and make available to the members of the Chicago City Council and the city departments a list of the types of identification cards and the issuing countries that have certified to the office of the superintendent of police that their identification cards meet the requirements of this section. (e) The requirements of this section do not apply under circumstances where (1) a federal or state statute, administrative regulation or directive, or court decision requires the city to obtain different identification, (2) a federal or state statute or administrative regulation or directive preempts local regulation of identification requirements, or (3) the city would be unable to comply with a condition imposed by a funding source, which would cause the city to lose funds from that source. (f) Nothing in this section is intended to prohibit City departments from (1) asking for additional information from individuals in order to verify a current address or other facts that would enable the department to fulfill its responsibilities, except that this section does not permit the department to require additional information solely in order to establish identification of the person when the Matricula Consular Card is the form of identification presented, or (2) using fingerprints for identification purposes under circumstances where the department also requires fingerprints from persons who have a driver's license or state identification card. (Added Coun. J. 6-19-02, p. 88685, § 1; Amend Coun. J. 7-21-04, p. 27697, § 1; Amend Coun. J. 4-19-17, p. 46765, § 3; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-070 Discriminatory practices - Public accommodations.

6-10-070 Discriminatory practices - Public accommodations. No person that owns, leases, rents, operates, manages or in any manner controls a public accommodation shall withhold, deny, curtail, limit or discriminate concerning the full use of such public accommodation by any individual because of the individual’s race, color, sex, gender identity, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military status, source of income, or because of the actual or perceived association with such an individual. The prohibition contained in this section shall not apply to the following: (a) a private club or other establishment not in fact open to the public, except to the extent that the products, facilities or services thereof are made available to the general public or to the customers or patrons of another establishment that is a public accommodation; (b) any facility, as to discrimination based on sex, which is distinctly private in nature, such as restrooms, shower rooms, bathhouses, dressing rooms and health clubs; (c) any facility, as to discrimination based on sex, which restricts rental of residential or sleeping rooms to individuals of one sex; (d) any educational institution, as to discrimination based on sex, which restricts enrollment of students to individuals of one sex; and (e) notwithstanding subsections (a) through (d) above, any person may use a public accommodation or any of its products, facilities or services that are open to persons of his or her sex. For purposes of this subsection, "sex" includes both biological category and gender identity. Each person determines his or her own gender identity; no proof shall be required except his or her expression of his or her gender. (Prior code § 199-7; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 11-6-02, p. 96031, § 3; Amend Coun. J. 2-10-16, p. 18514, § 12; Amend Coun. J. 6-22-16, p. 26608, § 1; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 4-16-25, p. 26724, § 2)

Municipal Code of Chicago § 6-10-080 Exemptions for certain religious organizations.

6-10-080 Exemptions for certain religious organizations. Nothing in this title shall apply to decisions of a religious society, association, organization, or institution affecting the definition, promulgating or advancement of the mission, practices, or beliefs of the society, association, organization, or institution. (Prior code § 199-8; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 1-18-23, p. 59661, § 3)

Municipal Code of Chicago § 6-10-090 Violation - Investigation by Commission on Human Relations - Prosecution.

6-10-090 Violation - Investigation by Commission on Human Relations - Prosecution. The Chicago Commission on Human Relations shall receive and investigate complaints of violations of this chapter, except where such duty is modified by intergovernmental agreement, and complaints of violations of subsection (f)(3) of Section 4-6-180, and shall prepare and provide necessary forms for such complaints. No person shall refuse or fail to comply with any subpoena, order or decision issued in the course of or as a result of an investigation. (Prior code § 199-9; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 3-21-90, p. 13523; Amend Coun. J. 7-8-98, p. 72891; Amend Coun. J. 10-11-17, p. 57510, § 2; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-100 Retaliation prohibited.

6-10-100 Retaliation prohibited. No person shall retaliate against any individual because such individual has: (1) opposed what that individual reasonably and in good faith believes to be an incident of unlawful discrimination or sexual harassment; (2) made a charge, filed a complaint, testified, assisted, or participated in an investigation, proceeding or hearing under this chapter, or under subsection (f)(3) of Section 4-6-180; or (3) requested, attempted to request, used, or attempted to use a public accommodation as allowed in this chapter. (Prior code § 199-10; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 10-11-17, p. 57510, § 3; Amend Coun. J. 12-12-18, p. 93551, § 2; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-110 Construction of chapter provisions.

6-10-110 Construction of chapter provisions. The provisions of this chapter shall be liberally construed for the accomplishment of the purpose hereof. Nothing in this chapter shall be construed to limit rights granted under the laws of the State of Illinois or the United States. (Prior code § 199-11; Added Coun. J. 12-21-88, p. 23526; Amend Coun. J. 4-27-22, p. 46382, § 11)

Municipal Code of Chicago § 6-10-120 Violation - Penalty.

6-10-120 Violation - Penalty. Unless another fine or penalty is specifically provided in this Code, any person who violates this Article I of Title 6 as determined by this Commission shall be fined not less than $5,000.00 and not more than $10,000.00 for each offense. In addition, any City licensee who violates this chapter or any rule promulgated thereunder may be subject to license discipline pursuant to Section 4-4-280 of this Code. Every day that a violation shall continue shall constitute a separate and distinct offense. (Prior code § 199-12; Added Coun. J. 12-21-88, p. 23526; Amend Coun. 7-8-98, p. 72891; Amend Coun. J. 11-26-13, p. 68764, § 2; Amend Coun. J. 11-5-14, p. 95804, § 4; Amend Coun. J. 4-15-15, p. 106130, § 6; Amend Coun. J. 4-27-22, p. 46382, § 11; Amend Coun. J. 11-7-22, p. 54984, § 8)

Source: City of Chicago, Municipal Code of Chicago (American Legal Publishing, codelibrary.amlegal.com)URL: https://codelibrary.amlegal.com/codes/chicago/latest/chicago_il/0-0-0-2697483Fetched: 10/24/2026