Champaign — Ch. 17 Human Rights § 17-39
Discrimination by an employer, employment agency or labor organization
Operative Text
It shall be unlawful for an employer, employment agency or labor organization to do any of the following acts for a reason based on unlawful discrimination: to exclude any individual in admission to, or employment in, any program established to provide apprenticeship or other training or retraining, including an on-the-job training program; to place or accept an order or request for referrals, to print or publish, cause to be printed or published, any notice or advertisement, or use any publication form, relating to employment by such an employer, or to membership, or any classification or referral for employment by such a labor organization or employment agency, indicating any preference, limitation, specification or distinction based on unlawful discrimination.
Champaign Ch. 17 § 17-39 prohibits employers, employment agencies, and labor organizations from using protected characteristics as a basis for excluding individuals from apprenticeship, training, or on-the-job training programs. The provision also bars these entities from placing, accepting, or publishing job orders, referrals, notices, or advertisements that signal any preference, limitation, or distinction rooted in unlawful discrimination. In short, the rule requires that access to training opportunities and employment-related communications remain free from discriminatory criteria.
Plain English — not legal advice.
Although Ch. 17 § 17-39 is primarily an employment provision rather than a landlord-tenant rule, property owners who also function as employers—such as those hiring maintenance staff or property managers—should be aware that job postings, referral requests, and training program admissions must not reflect any preference or exclusion based on protected characteristics. Compliant operators generally review all employment advertisements and agency referral orders to ensure neutral, non-discriminatory language before publication. Maintaining documented, criteria-based hiring and training processes helps demonstrate adherence to the standards set out in § 17-39.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
While Champaign Ch. 17 § 17-39 addresses employment discrimination rather than tenancy directly, individuals who encounter discriminatory exclusion from training programs or who see job advertisements containing unlawful preferences may have recourse under this provision. Those affected can consider filing a complaint with the Champaign Human Relations Commission, which administers Ch. 17, or consulting a tenant-rights or workers'-rights organization familiar with local human rights ordinances. Reviewing the full text of § 17-39 and understanding what constitutes "unlawful discrimination" under Ch. 17 can help individuals assess whether a particular practice falls within the provision's scope.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated November 10, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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