Joliet — Ch. 9½ Art. III Employment § 9½-46
Discriminatory acts prohibited; designated
Operative Text
It shall be a violation of the provisions hereof to discriminate or to commit an act of discrimination. Without limitation, the following are declared to be acts of discrimination: (a) For any employer, because of race, color, creed, religion, ancestry, sex, national origin, age, sensory, mental or physical handicap, to fail or refuse to hire; to discharge an employee; or to accord adverse, unlawful or unequal treatment to any person or employee with respect to application, hiring, training, apprenticeship, tenure, promotion, upgrading, compensation, layoff, discharge, or any terms or condition of employment. (b) For any employment agency, because of race, color, creed, religion, ancestry, sex, national origin, age, sensory, mental or physical handicap, to accord adverse, unlawful or unequal treatment of any person in connection with any application for employment, any referral, or any request for assistance in procurement of employees, or to accept any listing of employment on such a basis except where it is justified by a bona fide occupational qualification. (c) For any labor organization because of race, color, creed, religion, ancestry, sex, national origin, age, sensory, mental or physical handicap, to deny full and equal membership rights to an applicant for a membership or to a member; to expel, suspend or otherwise discipline a member; or to accord adverse, unlawful or unequal treatment to any person with respect to hiring, apprenticeship, training, tenure, compensation, upgrading, layoff, or any term or condition of employment. (d) For any person to compel or coerce any person to engage in any of the aforesaid acts declared to be acts of discrimination. (e) For any person to whom a license has been issued by the City of Joliet or any person who offers for sale or rental, goods or services to the general public to refuse to provide said goods or services to any individual on the basis of race, color, religion, national origin, sex, age, sensory, mental or physical handicap unless otherwise provided for by law.
Joliet Ch. 9½ Art. III § 9½-46 broadly prohibits discrimination based on characteristics such as race, color, creed, religion, ancestry, sex, national origin, age, and sensory, mental, or physical handicap across employment and public-facing commerce. The rule covers a wide range of actors—employers, employment agencies, labor organizations, and businesses licensed by or offering goods and services to the public in Joliet. It also bars any person from compelling or coercing others into committing these discriminatory acts.
Plain English — not legal advice.
Property owners and managers who offer rental housing to the general public in Joliet are directly covered by § 9½-46, which prohibits refusing to rent or provide services to individuals on the basis of protected characteristics including race, religion, sex, age, national origin, and disability. Compliant operators generally apply consistent, documented criteria when evaluating applicants and do not vary terms or conditions of tenancy based on any of the characteristics enumerated in this provision. Operators who hold a City of Joliet license should be aware that the license itself brings them within the scope of this anti-discrimination rule.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Under Joliet Ch. 9½ Art. III § 9½-46, tenants and prospective renters have protections against being refused housing or subjected to unequal treatment in rental transactions on the basis of race, color, religion, sex, national origin, age, ancestry, or disability status. Individuals who believe they have experienced such treatment may consider documenting the relevant interactions and reaching out to a local tenant-rights organization or fair housing agency for information about available complaint processes. Because § 9½-46 also covers persons who coerce others into discriminatory acts, a range of parties involved in a discriminatory transaction may potentially be held accountable under this provision.
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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