Pontiac — Part I Ch. 24 Human Relations and Social Services § 24-146
Consequences for knowingly making a false report
Operative Text
(a) A false report is a report of sexual harassment made by an accuser using the sexual harassment report to accomplish some end other than stopping sexual harassment or retaliation for reporting sexual harassment. A false report is not a report made in good faith which cannot be proven. Given the seriousness of the consequences for the accused, a false or frivolous report is a severe offense that can itself result in disciplinary action. Any person who intentionally makes a false report alleging a violation of any provision of this policy shall be subject to discipline or discharge pursuant to applicable city policies, employment agreements, procedures, employee handbooks and/or collective bargaining agreements. (b) In addition, any person who intentionally makes a false report alleging a violation of any provision of the State Officials and Employees Ethics Act to an ethics commission, an inspector general, the state police, a state's attorney, the attorney general, or any other law enforcement official is guilty of a Class A misdemeanor. An ethics commission may levy an administrative fine of up to $5,000.00 against any person who intentionally makes a false, frivolous or bad faith allegation.
Section 24-146 of Pontiac's Human Relations and Social Services code addresses the consequences of knowingly filing a false sexual harassment or ethics report. A false report is distinguished from a good-faith complaint that simply cannot be proven — the rule targets intentional misuse of the reporting process to achieve an unrelated goal. Under this provision, intentionally filing such a false report can trigger workplace discipline or termination, and if the false report involves the State Officials and Employees Ethics Act, it may constitute a Class A misdemeanor. An ethics commission also has authority to impose an administrative fine of up to $5,000 for false, frivolous, or bad-faith allegations.
Plain English — not legal advice.
Although § 24-146 is primarily directed at workplace and governmental reporting contexts rather than landlord-tenant relationships specifically, property owners and managers who operate within Pontiac's city employment or ethics frameworks should be aware that any intentional misuse of the sexual harassment or ethics reporting process carries serious consequences. Compliant operators generally ensure that any reports filed through official channels are made in good faith and are not used as a tool to accomplish ends unrelated to stopping harassment or retaliation. Maintaining clear, documented, good-faith reporting procedures helps distinguish legitimate complaints from the kind of intentional false reporting that § 24-146 is designed to penalize.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
Under § 24-146, tenants and others interacting with Pontiac's city processes should understand that the provision protects the integrity of sexual harassment and ethics reporting systems by penalizing intentional misuse — not honest complaints that turn out to be unprovable. A good-faith report that cannot ultimately be substantiated is explicitly not treated as a false report under this section. Those who believe they have experienced retaliation or have questions about how this provision applies to their situation may wish to consult a tenant-rights organization or legal aid resource familiar with Pontiac's Human Relations and Social Services code.
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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