§ 9-1103. Unlawful Employment Practices. 1045

   (1)   It shall be an unlawful employment practice to deny or interfere with the employment opportunities of an individual based upon such individual's race, ethnicity, color, sex (including pregnancy, childbirth, or a related medical condition), reproductive health autonomy, sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, or domestic or sexual violence victim status, including, but not limited to, the following: 1046

      (a)   For any employer to refuse to hire, discharge, or otherwise discriminate against any individual, with respect to tenure, promotions, terms, conditions or privileges of employment or with respect to any matter directly or indirectly related to employment.

      (b)   For any employment agency to fail or refuse to classify properly or refer for employment or otherwise discriminate against any individual.

      (c)   For any labor organization to discriminate against any individual or to limit, segregate or classify its membership in any way which would deprive such individual of employment opportunities, limit his or her employment opportunities or otherwise adversely affect his or her status as an employee or as an applicant for employment or adversely affect his or her wages, hours or conditions of employment.

      (d)   For any employer, employment agency or labor organization to establish, announce or follow a formal or informal policy of denying or limiting, through a quota system or otherwise, the employment or membership opportunities of any individual or group.

      (e)   For any employer, employment agency or labor organization prior to employment or admission to membership to cause to be printed, published, or circulated any notice or advertisement relating to employment or membership indicating any preference, limitation, or specification constituting discrimination under this Chapter.

      (f)   For any employer, employment agency or labor organization to violate any provision of Chapter 9-3200 of this Code, entitled "Entitlement To Leave Due To Domestic Violence, Sexual Assault, or Stalking". 1047

      (g)   For any person to harass, threaten, harm, damage, or otherwise penalize, retaliate or discriminate in any manner against any person because he, she or it has complied with the provisions of this Chapter, exercised his, her or its rights under this Chapter, enjoyed the benefits of this Chapter, or made a charge, testified or assisted in any manner in any investigation, proceeding or hearing hereunder. 1048

      (h)   For any person to aid, abet, incite, induce, compel or coerce the doing of any unlawful employment practice or to obstruct or prevent any person from complying with the provisions of this Section or any order issued hereunder or to attempt directly or indirectly to commit any act declared by this Section to be an unlawful employment practice. 1049

      (i)   For any person subject to this Section or Section 9-1131 (relating to Wage Equity) to fail to post and exhibit prominently, in any place of business where employment is carried on, any fair practices notice prepared and made available by the Commission, which the Commission has designated for posting. 1050

      (j)   For any employer to fail to permit employees to dress consistently in accordance with their gender identity. 1051

      (k)   For any employer to fail, upon the request of an individual to change that individual's name or gender on any forms or records under the control of that employer, to make such changes to the extent permitted by law. 1052

      (l)   For any employer to fail to provide reasonable accommodations to the needs of an employee for the employee's pregnancy, childbirth, reproductive health autonomy, or a related medical condition, as required by Section 9-1128. 1053

      (m)   For any employer to fail to reasonably accommodate an individual's need to express breast milk. 1054

         (.1)   Reasonable accommodations include providing unpaid break time or allowing an employee to use paid break, mealtime, or both, to express milk and providing a private, sanitary space that is not a bathroom where an employee can express breast milk, so long as these requirements do not impose an undue hardship (as defined in subsection 9-1128(2)) on an employer.

 

Notes

1045	Amended, 1972 Ordinances, p. 687; amended, 1982 Ordinances, p. 1476; amended, 1982 Ordinances, p. 1533; amended, Bill No. 970750 (approved May 19, 1998); amended, Bill No. 010719 (approved May 29, 2002).
1046	Amended, Bill No. 130687 (approved January 20, 2014); amended, Bill No. 220664 (approved January 16, 2023).
1047	Added, Bill No. 080468-A (approved November 5, 2008); amended, Bill No. 090660-A (approved December 1, 2009). Section 3 of Bill No. 080468-A, as amended by Bill No. 090660-A, provides: "Effective Date. This Ordinance shall take effect sixty days after becoming law."
1048	Renumbered, Bill No. 080468-A (approved November 5, 2008). See note 1047 for effective date provisions.
1049	Renumbered, Bill No. 080468-A (approved November 5, 2008). See note 1047 for effective date provisions.
1050	Amended, Bill No. 160840 (approved January 23, 2017), effective May 23, 2017.
1051	Added, Bill No. 130224 (approved May 8, 2013).
1052	Added, Bill No. 130224 (approved May 8, 2013).
1053	Added, Bill No. 130687 (approved January 20, 2014); amended, Bill No. 220664 (approved January 16, 2023).
1054	Added, Bill No. 130922 (approved September 3, 2014).