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Centralia — Ch. 10 Human Rights § 10-1

Public contracts; sexual harassment

In Force
Verified 11/10/2026 · Next check 12/10/2026
CentraliaFair Housing & Anti-Discrimination

Operative Text

Centralia — Ch. 10 Human Rights § 10-1
All parties contracting with the city or bidding on a contract with the city shall have a written sexual harassment policy and shall include the following information: (1)
The illegality of sexual harassment;
(2) The definition of sexual harassment under state law;
(3) A description of sexual harassment, utilizing examples;
(4) The vendor's internal complaint process including penalties;
(5) The legal recourse, investigative and complaint process available through the Department of Human Rights and Illinois Human Rights Commission;
(6) The directions of how to contact the Department of Human Rights and Illinois Human Rights Commission; and
(7) The protection provided against retaliation by Section 6-101 of the Illinois Human Rights Act.
Source: Legislative text reproduced verbatim
Plain English

Under Centralia Ch. 10 Human Rights § 10-1, any business or individual that contracts with the city or submits a bid for a city contract must maintain a written sexual harassment policy. That policy must cover specific topics set by the provision, including the legal definition of sexual harassment under state law, illustrative examples, internal complaint procedures, available legal remedies through state agencies, and anti-retaliation protections under the Illinois Human Rights Act. The rule is designed to ensure that workers employed by city vendors have access to clear information about their rights and how to report misconduct.

Written by anthropic/claude-sonnet-4.6 · Reviewed on November 10, 2026

Plain English — not legal advice.

For Property Managers

Property owners and managers who contract with the City of Centralia or bid on city contracts should be aware that Ch. 10 Human Rights § 10-1 requires a documented, written sexual harassment policy before work begins. A compliant operator generally ensures the policy addresses all seven enumerated elements — including internal penalties, contact information for the Illinois Department of Human Rights and Illinois Human Rights Commission, and the retaliation protections of Section 6-101 of the Illinois Human Rights Act. Operators typically make this policy accessible to all employees who may work under a city contract.

General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.

For Tenants

While Ch. 10 Human Rights § 10-1 primarily governs businesses contracting with the city rather than residential tenancies directly, workers and individuals covered by a city vendor's employment practices may have rights under the policies this provision requires. If a covered employer fails to maintain the required written policy or retaliates against someone for raising a complaint, the Illinois Department of Human Rights and the Illinois Human Rights Commission are the state bodies identified in § 10-1 as available resources for investigation and complaint filing. Tenant-rights organizations and legal aid offices can help individuals understand how this provision intersects with other protections that may apply to their situation.

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.

Effective Timeline

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Related Rules

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§ 5.106 Equal access in accordance with the individual's gender identity in community planning and development programs.
§ 5.109
§ 5.109 Equal participation of faith-based organizations in HUD programs and activities.
§ 2
Policies; recommendations

Source Information

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