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The ordinance prohibits race, color, religion, national origin, sex, age, height, weight, condition of pregnancy, marital status, physical or mental limitation, sexual orientation, gender identity, gender expression or actual or perceived HIV status from being factored into the decision to sell, lease, or rent property.
This ordinance adds three protected classes (gender identity, genetic identity, citizenship status) and expands three protected classes (family status, social security and domestic partners). This means that Madison residents are entitled to equal opportunities in employment, housing, public accommodations and city facilities without being discriminated against based on membership in any of these classes. These are in addition to already established protected classes in Madison such as age, race, color, sex, religion, sexual orientation, etc. In addition this ordinance protects credit history under employment.
This ordinance creates the Commission on Human Rights that can refer complaints of discrimination in housing to administrative law judges employed by the county. The Commission staff enforces laws prohibiting discrimination in housing through investigations, conciliation, mediation, or hearings.
The ordinance prohibits an individual or an entity from refusing sale, lease, and/or transfer, or to attempt eviction, of property to individual on the basis of race, national origin, sex and/or gender, including gender identity, religion, age and/or sexual orientation. The ordinance requires the City Council to appoint a member of the City Council as a complaint intake officer and establishes formatting and processing requirements for complaints. The ordinance requires a hearing if a violation is likely to have occurred and establishes hearing procedures. The ordinance establishes civil penalties for violations.
This ordinance expands Milwaukee County\'s non-discrimination policy to prohibit discrimination on the basis of sex, sexual orientation, gender identity, gender expression, creed, disability, ancestry, and status as a victim of domestic abuse, sexual assault or stalking to ensure equal opportunity in contracting, employment, promotional opportunity, and equal access to public services.
This model establishes accessibility requirements for new construction and substantial rehabilitations for individuals with physical disabilities; and provides for exemptions from compliance where it would result in undue hardship, where the construction is a result of a natural disaster, and where the primary entrance is above grade level.
This local law prohibits discrimination in employment based on pregnancy, childbirth, or a related medical condition. This local law makes it an unlawful discriminatory practice for an employer to refuse to provide a reasonable accommodation to the needs of an employee for her pregnancy, childbirth, or related medical condition that will allow the employee to perform the essential requisites of the job, provided that such employee\'s pregnancy, childbirth, or related medical condition is known or should have been known by the employer.
This analysis of LGBT-discrimination studies finds that LGBT people and their non-LGBT coworkers consistently report having experienced or witnessed discrimination based on sexual orientation or gender identity in the workplace. This piece also finds that employment discrimination can have negative effects on the LGBT employees in terms of wages, job opportunities, mental and physical health, productivity, and job satisfaction.
This report presents data on the discrimination that transgender individuals face in education, employment, housing, public accommodations, health care, public safety, ID documents, and in the family. The report presents data from a survey of 6,450 transgender and gender non-conforming study participants.