Pontiac — Part I Ch. 24 Human Relations and Social Services § 24-142
Definition of sexual harassment
Operative Text
This article adopts the definition of sexual harassment as stated in the Illinois Human Rights Act, which currently defines sexual harassment as: (a) Any unwelcome sexual advances or requests for sexual favors or any 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, (2) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such 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. (b) Conduct which may constitute sexual harassment includes: (1) Verbal: sexual innuendos, suggestive comments, insults, humor, and jokes about sex, anatomy or gender-specific traits, sexual propositions, threats, repeated requests for dates, or statements about other employees, even outside of their presence, of a sexual nature. (2) Non-verbal: suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, "catcalls", "smacking" or "kissing" noises. (3) Visual: posters, signs, pin-ups or slogans of a sexual nature, viewing pornographic material or websites. (4) Physical: touching, unwelcome hugging or kissing, pinching, brushing the body, any coerced sexual act or actual assault. (5) Textual/electronic: "sexting" (electronically sending messages with sexual content, including pictures and video), the use of sexually explicit language, harassment, cyber stalking and threats via all forms of electronic communication (e-mail, text/picture/video messages, intranet/on-line postings, blogs, instant messages and social network websites like Facebook and Twitter). (c) The most severe and overt forms of sexual harassment are easier to determine. On the other end of the spectrum, some sexual harassment is more subtle and depends, to some extent, on individual perception and interpretation. The courts will assess sexual harassment by a standard of what would offend a "reasonable person."
Section 24-142 of Pontiac's Human Relations and Social Services code incorporates the Illinois Human Rights Act's definition of sexual harassment, covering unwelcome sexual conduct that is tied to employment conditions, used as a basis for employment decisions, or creates a hostile work environment. The definition spans a wide range of behaviors — verbal, non-verbal, visual, physical, and electronic — recognizing that harassment exists on a spectrum from overt acts to subtler conduct. Courts evaluate whether the conduct would offend a "reasonable person," acknowledging that individual perception plays a role in more ambiguous situations.
Plain English — not legal advice.
Property owners and managers who employ staff or oversee workplaces in Pontiac should be familiar with the broad scope of conduct covered under § 24-142, which reaches everything from explicit propositions to suggestive electronic communications. Compliant operators typically maintain written anti-harassment policies that enumerate the categories of prohibited behavior described in this provision, provide regular training, and establish clear reporting channels. Documenting complaints and responses consistently helps demonstrate that an organization takes its obligations under this article seriously.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
While § 24-142 is framed around employment settings, tenants who experience sexual harassment from a landlord, property manager, or their agents in connection with housing conditions or tenancy terms may find that the definitions and standards articulated here are relevant to their situation. Individuals who believe they have experienced conduct covered by this provision can explore options such as filing a complaint with the Pontiac Human Relations Commission or a relevant state agency, or reaching out to a tenant-rights or civil-rights organization for general information. Keeping records of incidents — including dates, descriptions, and any electronic communications — is a step that affected individuals commonly take when documenting potential violations of provisions like § 24-142.
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 9, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
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