Recent guidance from the City of Chicago states that the City’s sexual harassment requirements – and penalties – apply to employers that have employees who only work in the City “occasionally”, even if the employer has no physical presence or licensure within the City limits. This means that an employer with a single employee who periodically works within the boundaries of the City, even if that employee is working remotely, is required to have an updated sexual harassment prevention policy that meets the standards set forth in the City of Chicago ordinance AND to provide the mandatory annual sexual harassment prevention training. This training is seemingly required not only for the affected employee, but also for the employee’s managers and supervisors, “even if the managers or supervisors work outside of Chicago.”
As the penalties for failing to meet all the requirements are significant, it is important that any employer that is concerned they may fall within the new guidelines contact legal counsel. This is especially time critical as all sexual harassment prevention training must be completed by June 30, 2023.
This document is intended for informational purposes only and is not legal advice or a substitute for consultation with a licensed legal professional in a particular case or circumstance.
C. Douglas Moran | Employment, Complex Commercial Litigation, Real Estate Litigation and Bankruptcy Litigation
Doug concentrates his practice in representing employers, corporations and banks in litigation, including complex litigation. Doug has represented employers, banks and companies ranging from single member LLCs and closely-held corporations up to Fortune 500 companies, contact Doug.
