Bill Text: AZ HB2188 | 2015 | Fifty-second Legislature 1st Regular | Introduced
Bill Title: Employment discrimination; prohibition.
Spectrum: Partisan Bill (Democrat 9-0)
Status: (Introduced - Dead) 2015-03-31 - Referred to House RULES Committee [HB2188 Detail]
Download: Arizona-2015-HB2188-Introduced.html
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REFERENCE TITLE: employment discrimination; prohibition. |
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State of Arizona House of Representatives Fifty-second Legislature First Regular Session 2015
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HB 2188 |
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Introduced by Representatives Mach, Alston, Bolding, Cardenas, Mendez, Wheeler, Senators Quezada: Bradley, Dalessandro
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AN ACT
amending sections 41‑1463 and 41‑1464, Arizona Revised Statutes; relating to discrimination in employment.
(TEXT OF BILL BEGINS ON NEXT PAGE)
Be it enacted by the Legislature of the State of Arizona:
Section 1. Section 41-1463, Arizona Revised Statutes, is amended to read:
41-1463. Discrimination; unlawful practices; definition
A. Nothing contained in
this article shall be interpreted to require that the less qualified be
preferred over the better qualified simply because of race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or
national origin or on the basis of disability.
B. It is an unlawful employment practice for an employer:
1. To fail or refuse to
hire or to discharge any individual or otherwise to discriminate against any
individual with respect to the individual's compensation, terms, conditions or
privileges of employment because of the individual's race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or
national origin or on the basis of disability.
2. To limit, segregate
or classify employees or applicants for employment in any way which that
would deprive or tend to deprive any individual of employment
opportunities or otherwise adversely affect the individual's status as an
employee, because of the individual's race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or national
origin or on the basis of disability.
3. To fail or refuse to
hire, to discharge, or to otherwise
discriminate against any individual based on the results of a genetic test
received by the employer, notwithstanding subsection I, paragraph 2 of this
section.
C. It is an unlawful
employment practice for an employment agency to fail or refuse to refer for
employment or otherwise to discriminate against any individual because of the
individual's race, color, religion, sex gender, gender identity or expression,
sexual orientation, age or national origin or on the basis of disability
or to classify or refer for employment any individual on the basis of the
individual's race, color, religion, sex gender, gender identity or
expression, sexual orientation, age or national origin or on the basis
of disability.
D. It is an unlawful employment practice for a labor organization:
1. To
exclude or to expel from its membership or otherwise to discriminate against
any individual because of the individual's race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or
national origin or on the basis of disability.
2. To limit, segregate
or classify its membership or applicants for membership or to classify or fail
or refuse to refer for employment any individual in any way which that
would deprive or tend to deprive the individual of employment
opportunities or would limit those employment opportunities or otherwise
adversely affect the individual's status as an employee or as an applicant for
employment because of the individual's race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or
national origin or on the basis of disability.
3. To cause or attempt to cause an employer to discriminate against an individual in violation of this section.
E. It is an unlawful
employment practice for any employer, labor organization or joint labor‑management
committee controlling apprenticeship or other training or retraining programs,
including on‑the‑job training programs, to discriminate against any
individual because of the individual's race, color, religion, sex
gender, gender identity or expression, sexual orientation, age or
national origin or on the basis of disability in admission to or employment in
any program established to provide apprenticeship or other training and, if the
individual is an otherwise qualified individual, to fail or refuse to
reasonably accommodate the individual's disability.
F. With respect to a qualified individual, it is an unlawful employment practice for a covered entity to:
1. Participate in any contractual or other arrangement or relationship that has the effect of subjecting a qualified individual who applies with or who is employed by the covered entity to unlawful employment discrimination on the basis of disability.
2. Use standards, criteria or methods of administration that have the effect of discriminating on the basis of disability or that perpetuate the discrimination of others who are subject to common administrative control.
3. Exclude or otherwise deny equal jobs or benefits to an individual qualified for the job or benefits because of the known disability of an individual with whom the individual qualified for the job or benefits is known to have a relationship or association.
4. Not make reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual who is an applicant or employee unless the covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the covered entity or the individual only meets the definition of disability as prescribed in section 41‑1461, paragraph 4, subdivision (c).
5. Deny employment opportunities to a job applicant or employee who is an otherwise qualified individual if the denial is based on the need of the covered entity to make reasonable accommodation to the physical or mental impairment of the applicant or employee.
6. Use qualification standards, employment tests or other selection criteria, including those based on an individual's uncorrected vision, that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities, unless the standard, test or other selection criteria, as used by the covered entity, is shown to be job related for the position in question and is consistent with business necessity.
7. Fail to select and administer tests relating to employment in the most effective manner to ensure that, when the test is administered to a job applicant or employee who has a disability that impairs sensory, manual or speaking skills, the test results accurately reflect the skills or aptitude or whatever other factor of the applicant or employee that the test purports to measure, rather than reflecting the impaired sensory, manual or speaking skills of the applicant or employee, except if the skills are the factors that the test purports to measure.
G. Notwithstanding any other provision of this article, it is not an unlawful employment practice:
1. For an employer to
hire and employ employees, for an employment agency to classify or refer for
employment any individual, for a labor organization to classify its membership
or classify or refer for employment any individual,
or for an employer, labor organization or joint labor‑management
committee controlling apprenticeship or other training or retraining programs
to admit or employ any individual in any such program, on the basis of the
individual's religion, sex gender or national origin in
those certain instances when religion, sex
gender or national
origin is a bona fide occupational qualification reasonably necessary to the
normal operation of that particular business or enterprise.
2. For any school, college, university or other educational institution or institution of learning to hire and employ employees of a particular religion if the school, college, university or other educational institution or institution of learning is in whole or in substantial part owned, supported, controlled or managed by a particular religion or religious corporation, association or society, or if the curriculum of the school, college, university or other educational institution or institution of learning is directed toward the propagation of a particular religion.
3. For an employer to fail or refuse to hire or employ any individual for any position, for an employment agency to fail or refuse to refer any individual for employment in any position or for a labor organization to fail or refuse to refer any individual for employment in any position, if both of the following apply:
(a) The occupancy of the position or access to the premises in or upon which any part of the duties of the position are performed or are to be performed is subject to any requirement imposed in the interest of the national security of the United States under any security program in effect pursuant to or administered under any statute of the United States or any executive order of the president of the United States.
(b) The individual has not fulfilled or has ceased to fulfill that requirement.
4. With respect to age, for an employer, employment agency or labor organization:
(a) To take any action otherwise prohibited under subsection B, C or D of this section if age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or if the differentiation is based on reasonable factors other than age.
(b) To observe the terms of a bona fide seniority system or any bona fide employee benefit plan such as a retirement, pension, deferred compensation or insurance plan, which is not a subterfuge to evade the purposes of the age discrimination provisions of this article, except that no employee benefit plan may excuse the failure to hire any individual and no seniority system or employee benefit plan may require or permit the involuntary retirement of any individual specified by section 41‑1465 because of the individual's age.
(c) To discharge or otherwise discipline an individual for good cause.
5. For a religious organization, including an educational institution substantially controlled or supported by a religious organization, to fail to hire, refuse to hire, refuse to promote or terminate an employee on the basis of that employee's gender, gender identity or expression or sexual orientation, if the position is directly related to the religious functions of the organization or directly involved in the provision of education to students of an educational institution substantially controlled or supported by a religious organization.
H. As used in this article, unlawful employment practice does not include any action or measure taken by an employer, labor organization, joint labor‑management committee or employment agency with respect to an individual who is a member of the communist party of the United States or of any other organization required to register as a communist‑action or communist‑front organization by final order of the subversive activities control board pursuant to the subversive activities control act of 1950.
I. Notwithstanding any other provision of this article, it is not an unlawful employment practice:
1. For an employer to
apply different standards of compensation or different terms, conditions or
privileges of employment pursuant to a bona fide seniority or merit system or a
system which that measures earnings by quantity or quality
of production or to employees who work in different locations, provided that
these differences are not the result of an intention to discriminate because of
race, color, religion, sex gender, gender identity or
expression, sexual orientation or national origin.
2. For an employer to
give and act upon on the results of any
professionally developed ability test provided that the test, its
administration or action upon the results is not designed, intended or used to
discriminate because of race, color, religion, sex
gender, gender identity or
expression, sexual orientation or national origin.
3. For any employer to
differentiate upon on the basis of sex gender,
gender identity or expression, sexual orientation or disability in
determining the amount of the wages or compensation paid or to be paid to
employees of the employer if the differentiation is authorized by the
provisions of section 6(d) or section 14 of the fair labor standards act of
1938, as amended (29 United States Code section 206(d)).
J. Nothing contained in this chapter applies to any business or enterprise on or near an Indian reservation with respect to any publicly announced employment practice of the business or enterprise under which a preferential treatment is given to any individual because the individual is an Indian living on or near a reservation.
K. Nothing contained in
this article or article 6 of this chapter requires any employer, employment
agency, labor organization or joint labor‑management committee subject to
this article to grant preferential treatment to any individual or group because
of the race, color, religion, sex gender, gender identity or expression,
sexual orientation or national origin of the individual or group on
account of an imbalance which that may exist with respect
to the total number or percentage of persons of any race, color, religion, sex gender,
gender identity or expression, sexual orientation or national origin
employed by any employer, referred or classified for employment by any
employment agency or labor organization, admitted to membership or classified
by any labor organization or admitted to or employed in any apprenticeship or
other training program, in comparison with the total number or percentage of
persons of that race, color, religion, sex
gender, gender identity or
expression, sexual orientation or national origin in any community,
state, section or other area, or in the available work
force workforce in
any community, state, section or other area. This article and
article 6 of this chapter do not require any employer, employment agency, labor
organization or joint labor‑management committee subject to this article
to retain or maintain records regarding an individual's or group's gender,
gender identity or expression or sexual orientation.
L. Nothing in the age
discrimination prohibitions of this article may be construed to prohibit
compulsory retirement of any employee who has attained sixty‑five years
of age and who, for the two‑year
period immediately before retirement, is employed in a bona fide executive or
high policymaking position, if the employee is entitled to an immediate
nonforfeitable annual retirement benefit from a pension, profit sharing,
savings or deferred compensation plan or any combination of plans of the
employer for the employee, which that equals, in the
aggregate, at least forty‑four thousand dollars. In applying the
retirement benefit test of this subsection, if any retirement benefit is in a
form other than a straight life annuity, with no ancillary benefits, or if
employees contribute to the plan or make rollover contributions, the benefit
shall be adjusted in accordance with rules adopted by the division so the
benefit is the equivalent of a straight life annuity, with no ancillary
benefits, under a plan to which employees do not contribute and under which no
rollover contributions are made.
M. A covered entity may require that an individual with a disability shall not pose a direct threat to the health or safety of other individuals in the workplace. For the purposes of this subsection, "direct threat" means a significant risk to the health or safety of others that cannot be eliminated by reasonable accommodation.
N. This article does not alter the standards for determining eligibility for benefits under this state's workers' compensation laws or under state and federal disability benefit programs.
O. For the purposes of this section and section 41‑1481, with respect to employers or employment practices involving a disability, "individual" means a qualified individual.
Sec. 2. Section 41-1464, Arizona Revised Statutes, is amended to read:
41-1464. Other unlawful employment practices; opposition to unlawful practices; filing of charges; participation in proceedings; notices and advertisements for employment
A. It is an unlawful
employment practice for an employer to discriminate against any of his employees or applicants for employment, for
an employment agency or joint labor‑management committee controlling
apprenticeship or other training or retraining programs, including on‑the‑job
training programs, to discriminate against any individual or for a labor
organization to discriminate against any member or applicant for membership
because the member or applicant has opposed any practice which that
is an unlawful employment practice under this article or has made a
charge, testified, assisted or participated in any manner in an investigation,
proceeding or hearing under article 6 of this chapter.
B. It is an unlawful employment
practice for an employer, labor organization, employment agency or joint labor‑management
committee controlling apprenticeship or other training or retraining programs,
including on‑the‑job training programs, to print or publish or
cause to be printed or published any notice or advertisement relating to employment
by such an employer or membership in or
any classification or referral for employment by such
a labor organization, or relating to any classification or referral for
employment by such an employment agency
or relating to admission or to employment in any program established to
provide apprenticeship or other training by such
a joint labor‑management committee indicating any preference, limitation,
specification or discrimination based on race, color, religion, sex gender,
gender identity or expression, sexual orientation or national origin,
except that such a notice or advertisement may indicate a preference,
limitation, specification or discrimination based on religion, sex gender
or national origin when religion, sex
gender, gender identity or
expression, sexual orientation or national origin is a bona fide
occupational qualification for employment.
C. It is unlawful for an
employer, labor organization or employment agency to print or publish or cause
to be printed or published any notice or advertisement relating to employment
by an employer or membership in or any classification or referral for
employment by a labor organization or relating to
any classification or referral for employment by a labor organization
or relating to any classification or referral for employment by an employment
agency, indicating any preference, limitation, specification or discrimination
based on age, except such a that the notice or
advertisement may indicate a preference, limitation, specification or
discrimination based on age when age is a bona fide occupational qualification
for employment.
