Champaign — Ch. 17 Human Rights § 17-38
Discrimination by a labor organization
Operative Text
It shall be unlawful for a labor organization to do any of the following acts based upon unlawful discrimination: (1) To limit, segregate, or classify its membership with respect to such person, or to limit employment opportunities, selection and training for apprenticeship in any trade or craft, or otherwise to take, or fail to take, any action which affects adversely any person's employment status, or status as an applicant for employment or as an apprentice or as an applicant for apprenticeship, or wages, tenure, hours of employment or apprenticeship's conditions; (2) To inquire on a written application whether a job applicant has ever been arrested; however, nothing in this section shall be construed as preventing any employer from inquiring on a written application whether an applicant has ever been convicted of any offense which is job-related; (3) To engage in sexual harassment; provided that a labor organization shall be responsible for sexual harassment of the labor organization's employees or members by nonemployees or nonmanagerial or nonsupervisory employees only if the employment agency becomes aware of the conduct and fails to take reasonable corrective measures.
Champaign Ch. 17 Human Rights § 17-38 makes it unlawful for a labor organization to discriminate against members or applicants in ways that affect membership classification, employment opportunities, apprenticeship access, wages, or working conditions. The provision also bars labor organizations from asking on written applications whether a job applicant has ever been arrested, though questions about job-related convictions remain permissible. Additionally, labor organizations are prohibited from engaging in or tolerating sexual harassment, and they can be held responsible for harassment by non-employees or non-supervisory employees if the organization learns of the conduct and fails to take reasonable corrective steps.
Plain English — not legal advice.
Although § 17-38 of Champaign's Human Rights ordinance is directed at labor organizations rather than property owners, landlords who operate within unionized environments or who interact with labor organizations should be aware that the provision establishes clear anti-discrimination and anti-harassment standards. Compliant labor organizations under this section generally avoid membership classifications based on protected characteristics, refrain from asking about arrest history on written applications, and maintain corrective procedures when harassment is reported. Understanding the scope of § 17-38 can help property owners and managers recognize the broader anti-discrimination framework that governs employment-related entities in Champaign.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Workers and applicants who believe a labor organization has violated Champaign Ch. 17 Human Rights § 17-38 — for example, by discriminating in membership access, asking about arrest history on a written application, or failing to address reported sexual harassment — may have recourse under the local human rights framework. General enforcement paths can include filing a complaint with the appropriate Champaign human rights authority or consulting a tenant- or worker-rights organization familiar with local ordinances. Documenting incidents, communications, and any organizational responses is a step commonly associated with pursuing a claim under § 17-38.
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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