This ordinance: prohibits any city management employee from unlawfully detaining or permit an unlawful detention or profiling based on certain lists classes; prohibits any city management employee from officially assisting or voluntarily cooperating with investigations, interrogations, or arrests that are in violation of an individual's civil rights; requires a city management employee to promptly notify the city manager when said employee is contacted and asked by another law enforcement agency in the investigation, interrogation, or arrest under the provisions of the US Patriot Act, Homeland Security Act, or related executive order; and requires the city to provide legal defense for any city management employee that is criminally charged for actions taken in compliance with this ordinance.

This ordinance amends the administrative code of the city of New York requiring city agencies and agency contractors to provide free language assistance services to limited English proficient individuals.

This ordinance prohibits any county contractors from discrimination between employees with spouses and employees with domestic partners in the provision of employee benefits. This ordinance vests in the County Executive the responsibility to create rules for its implementation, including penalties on contractors who practice discrimination between employees with spouses and those with domestic partners.

The local law requires the New York City Department of Consumer Affairs to prepare a written statement describing the provisions of state and federal laws that pertain to domestic or household employees including, but not be limited to: a general description of employee rights and employer obligations pursuant to laws regarding minimum wage; overtime and hours of work; social security payments; unemployment insurance coverage, disability insurance coverage; and workers' compensation. Such statement shall be distributed to certain licensed employment agencies. The law requires employment agencies engaged in the placement of domestic and household employees to keep on file a statement signed by the employer of a domestic or household employee, indicating that the employer has read and understands the statement of rights and obligations contained in the written statement. The law also requires the above licensed employment agencies to provide each applicant for employment with a written statement containing the name and address of the person to whom the applicant is to apply for such employment, the name and address of the person authorizing the hiring for such position, the wages, hours of work, the kind of services to be performed, and the placement agency's fee. Every employment agency would then be required to keep on file for three (3) years a duplicate copy of this written statement. The law provides a penalty for any person who violates these requirements, as well as the officers of a corporation and stockholders holding ten percent or more of the stock if the corporation is not publicly traded who knowingly permits the corporation to violate these requirements. Any person found guilty of violating this proposed legislation shall be guilty of a misdemeanor and subject to a fine not to exceed one thousand dollars or imprisonment for not more than one year, or both.

Inclusionary Zoning (IZ) policies require developers of market rate housing to reserve a portion of the units they create for affordable housing. IZ links the production of affordable housing to market rate housing, expanding the supply of affordable units at no (monetary) cost to government, and creates mixed-income housing throughout the jurisdiction. The policies must take into account the market realities of housing development, however, if too onerous they will discourage development, fewer units of all types will be created, and the policy will not contribute to the city's overall housing goals. This San Diego ordinance requires at least 10% of the total dwelling unit in a proposed development project should be affordable to targeted rental or ownership households. The ordinance applies to different ownership models such as condominiums and new construction.

This ordinance provides that all contracting departments shall award contracts in excess of $5000 related to the purchasing, renting, laundering and dry cleaning of items of apparel to contractors and subcontractors who are able to provide for the fulfillment of the contracts from establishments able to demonstrate compliance with all applicable laws regarding wages and benefits, workplace health and safety, forced and child labor and freedom of association. The requirements of this ordinance may be waived under certain conditions.

An ordinance that requires that any residential development which shall generate more than 500 ADT (Average Daily Trips) shall be subject to a Community Impact Assessment review process and approval criteria are outlined in Section 18.55.090 of the Carbondale Municipal Code. For mixed use projects (commercial and residential), 1,000 ADT is required in order to have a development subject to Community Impact Assessment process.

This ordinance establishes a flexible municipal transit-oriented zoning overlay district. This transit-oriented zoning overlay district is designed to be built upon by further legislation and as such contains easily modified language regarding development requirements. This ordinance establishes zoning and development requirements and restrictions which encourage the use of mass transit and decrease auto-dependency.

This ordinance of the Council amends, modifies, and re-enacts Article 99 of the Codified Ordinances of the City of Huntington, as Revised, Concerning People's Bill of Rights, codifying: rights related to bearing arms, free speech, due process, and privacy; and the prohibition of unconstitutional profiling or searches.

This ordinance: establishes guidelines and procedures for I-9 forms and assessment for services, including requiring city employees to only solicit immigration information or inquire about immigration status when specifically required to do so by law or program guidelines as a condition of eligibility for the service sought and prohibiting city employees from discriminating against any current or potential service users on the basis of any of the protected categories listed in the city's civil rights ordinance, or on the basis of immigration status; prohibits city employees from using city resources related to immigration violations where the person has not committed any other crime, except when responding to a lawful subpoena; and allows submission of certain international forms of photo identification in place of a Minnesota driver's license; limits the actions city police and fire departments may take related to detection of immigration status and enforcement of federal immigration law.