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<![CDATA[CHAPTER 14-02.4HUMAN RIGHTS14-02.4-01. State policy against discrimination. It is the policy of this state to prohibitdiscrimination on the basis of race, color, religion, sex, national origin, age, the presence of any<br>mental or physical disability, status with regard to marriage or public assistance, or participation<br>in lawful activity off the employer's premises during nonworking hours which is not in direct<br>conflict with the essential business-related interests of the employer; to prevent and eliminate<br>discrimination in employment relations, public accommodations, housing, state and local<br>government services, and credit transactions; and to deter those who aid, abet, or induce<br>discrimination or coerce others to discriminate.14-02.4-02. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1."Age" insofar as it refers to any prohibited unfair employment or other practice<br>means at least forty years of age.2."Aggrieved person" includes any person who claims to have been injured by a<br>discriminatory practice.3."Court" means the district court in the judicial district in which the alleged<br>discriminatory practice occurred.4."Department" means the division of human rights within the labor department.5."Disability" means a physical or mental impairment that substantially limits one or<br>more major life activities, a record of this impairment, or being regarded as having<br>this impairment.6."Discriminatory practice" means an act or attempted act which because of race,<br>color, religion, sex, national origin, age, physical or mental disability, status with<br>regard to marriage or public assistance, or participation in lawful activity off the<br>employer's premises during nonworking hours which is not in direct conflict with the<br>essential business-related interests of the employer results in the unequal treatment<br>or separation or segregation of any persons, or denies, prevents, limits, or otherwise<br>adversely affects, or if accomplished would deny, prevent, limit, or otherwise<br>adversely affect, the benefit of enjoyment by any person of employment, labor union<br>membership, public accommodations, public services, or credit transactions. The<br>term"discriminate"includessegregateorseparateandforpurposes ofdiscrimination based on sex, it includes sexual harassment.Sexual harassmentincludes unwelcome sexual advances, requests for sexual favors, sexually<br>motivated physical conduct or other verbal or physical conduct or communication of<br>a sexual nature when:a.Submission to that conduct or communication is made a term or condition,<br>either explicitly or implicitly, of obtaining employment, public accommodations<br>or public services, or education;b.Submission to or rejection of that conduct or communication by an individual is<br>used as a factor in decisions affecting that individual's employment, public<br>accommodations or public services, education, or housing; orc.That conduct or communication has the purpose or effect of substantially<br>interfering with an individual's employment, public accommodations, public<br>services, or educational environment; and in the case of employment, the<br>employer is responsible for its acts and those of its supervisory employees if itPage No. 1knows or should know of the existence of the harassment and fails to take<br>timely and appropriate action.7."Employee" means a person who performs services for an employer, who employs<br>one or more individuals, for compensation, whether in the form of wages, salaries,<br>commission, or otherwise. "Employee" does not include a person elected to public<br>office in the state or political subdivision by the qualified voters thereof, or a person<br>chosen by the officer to be on the officer's political staff, or an appointee on the<br>policymaking level or an immediate adviser with respect to the exercise of the<br>constitutional or legal powers of the office. Provided, "employee" does include a<br>person subject to the civil service or merit system or civil service laws of the state<br>government, governmental agency, or a political subdivision.8."Employer" means a person within the state who employs one or more employees<br>for more than one quarter of the year and a person wherever situated who employs<br>one or more employees whose services are to be partially or wholly performed in the<br>state.9."Employment agency" means a person regularly undertaking, with or without<br>compensation, to procure employees for an employer or to procure for employees<br>opportunity to work for an employer and includes any agent of the person.10."Labor organization" means a person, employee representation committee, plan in<br>which employees participate, or other organization which exists solely or in part for<br>the purpose of dealing with employers concerning grievances, labor disputes,<br>wages, rates of pay, hours, or other terms or conditions of employment.11."National origin" means the place of birth of an individual or any of the individual's<br>lineal ancestors.12."Otherwise qualified person" means a person who is capable of performing the<br>essential functions of the particular employment in question.13."Person" means an individual, partnership, association, corporation, limited liability<br>company, unincorporated organization, mutual company, joint stock company, trust,<br>agent,legalrepresentative, trustee, trustee in bankruptcy, receiver, labororganization, public body, public corporation, and the state and a political subdivision<br>and agency thereof.14."Public accommodation" means every place, establishment, or facility of whatever<br>kind, nature, or class that caters or offers services, facilities, or goods to the general<br>public for a fee, charge, or gratuity. "Public accommodation" does not include a<br>bona fide private club or other place, establishment, or facility which is by its nature<br>distinctly private; provided, however, the distinctly private place, establishment, or<br>facility is a "public accommodation" during the period it caters or offers services,<br>facilities, or goods to the general public for a fee, charge, or gratuity.15."Public service" means a public facility, department, agency, board, or commission<br>owned, operated, or managed by or on behalf of this state, a political subdivision<br>thereof, or a public corporation.16."Readily achievable" means easily accomplishable and able to be carried out without<br>much difficulty or expense by a person engaged in the provision of public<br>accommodations.17."Reasonable accommodations" means accommodations by an employer that do<br>not:a.Unduly disrupt or interfere with the employer's normal operations;Page No. 2b.Threaten the health or safety of the individual with a disability or others;c.Contradict a business necessity of the employer; ord.Impose undue hardship on the employer, based on the size of the employer's<br>business, the type of business, the financial resources of the employer, and the<br>estimated cost and extent of the accommodation.18."Sex" includes pregnancy, childbirth, and disabilities related to pregnancy or<br>childbirth.19."Status with regard to public assistance" means the condition of being a recipient of<br>federal, state, or local assistance, including medical assistance, or of being a tenant<br>receiving federal, state, or local subsidies, including rental assistance or rent<br>supplements.14-02.4-03. Employer's discriminatory practices. It is a discriminatory practice for anemployer to fail or refuse to hire a person; to discharge an employee; or to accord adverse or<br>unequal treatment to a person or employee with respect to application, hiring, training,<br>apprenticeship, tenure, promotion, upgrading, compensation, layoff, or a term, privilege, or<br>condition of employment, because of race, color, religion, sex, national origin, age, physical or<br>mental disability, status with respect to marriage or public assistance, or participation in lawful<br>activity off the employer's premises during nonworking hours which is not in direct conflict with<br>the essential business-related interests of the employer. It is a discriminatory practice for an<br>employer to fail or refuse to make reasonable accommodations for an otherwise qualified person<br>with a physical or mental disability or because of that person's religion. This chapter does not<br>prohibit compulsory retirement of any employee who has attained sixty-five years of age, but not<br>seventy years of age, and who, for the two-year period immediately before retirement, is<br>employed in a bona fide executive or high policymaking position, if the employee is entitled to an<br>immediate nonforfeiture annual retirement benefit from a pension, profit-sharing, savings, or<br>deferred compensation plan, or any combination of those plans, of the employer of the<br>employee, which equal, in the aggregate, at least forty-four thousand dollars.14-02.4-04. Employment agency's discriminatory practices. It is a discriminatorypractice for an employment agency to accord adverse or unequal treatment to a person in<br>connection with an application for employment, referral, or request for assistance in procurement<br>of employees because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance, or to accept a listing of<br>employment on that basis.14-02.4-05.Labor organization's discriminatory practices.It is a discriminatorypractice for a labor organization to deny full and equal membership rights to an applicant for<br>membership or to a member; to expel, suspend, or otherwise discipline a member; or to accord<br>adverse, unlawful, or unequal treatment to a person with respect to the person's hiring,<br>apprenticeship, training, tenure, compensation, upgrading, layoff, or a term or condition of<br>employment because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance.14-02.4-06.Certain employment advertising deemed discriminatory.It is adiscriminatory practice for an employer, employment agency, or labor organization, or the<br>employees, agents, or members thereof directly or indirectly to advertise or in any other manner<br>indicate or publicize that individuals of a particular race, color, religion, sex, national origin, age,<br>physical or mental disability, or status with respect to marriage or public assistance, or who<br>participate in lawful activity off the employer's premises during nonworking hours which activity is<br>not in direct conflict with the essential business-related interests of the employer, are unwelcome,<br>objectionable, not acceptable, or not solicited.14-02.4-07.Requiring security clearance not discriminatory.Notwithstandingsections 14-02.4-03 through 14-02.4-06, it is not a discriminatory practice for an employer to failPage No. 3or refuse to hire and employ an individual for a position, for an employer to discharge an<br>individual from a position, or for an employment agency to fail or refuse to refer an individual for<br>employment in a position, or for a labor organization to fail or refuse to refer an individual for<br>employment in a position if the occupancy of the position, or access to the premises upon which<br>the duties of the position are performed, is subject to a requirement imposed in the interest of the<br>national security of the United States under a security program administered under a statute of<br>the United States or an executive order of the president and the individual has not fulfilled or has<br>ceased to fulfill that requirement.14-02.4-08. Qualification based on religion, sex, national origin, physical or mentaldisability, or marital status. Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, to discharge an individual from a position, or for an employment agency to fail or refuse<br>to refer an individual for employment in a position, or for a labor organization to fail or refuse to<br>refer an individual for employment, on the basis of religion, sex, national origin, physical or<br>mental disability, or marital status in those circumstances where religion, sex, national origin,<br>physical or mental disability, or marital status is a bona fide occupational qualification reasonably<br>necessary to the normal operation of that particular business or enterprise; nor is it a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, or to discharge an individual from a position on the basis of that individual's participation<br>in a lawful activity that is off the employer's premises and that takes place during nonworking<br>hours and which is not in direct conflict with the essential business-related interests of the<br>employer, if that participation is contrary to a bona fide occupational qualification that reasonably<br>and rationally relates to employment activities and the responsibilities of a particular employee or<br>group of employees, rather than to all employees of that employer.14-02.4-09.Seniority, merit, or other measuring systems and ability tests notdiscriminatory.Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not adiscriminatory practice for an employer to apply different standards of compensation, or different<br>terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system,<br>or a system which measures earnings by quantity or quality of production or to employees who<br>work in different locations provided that the differences are not the result of an intention to<br>discriminate because of race, color, religion, sex, national origin, age, physical or mental<br>disability, status with respect to marriage or public assistance, or participation in lawful activity off<br>the employer's premises during nonworking hours; or for an employer to give and to act upon the<br>results of any professionally developed ability test; provided, that the test, its administration, or<br>action upon the results is not designed, intended, or used to discriminate because of race, color,<br>religion, sex, national origin, age, physical or mental disability, status with respect to marriage or<br>public assistance, or participation in a lawful activity off the employer's premises during<br>nonworking hours.14-02.4-10.Employment of individual - Exceptions - Physical examination -Investigation of medical history.1.Sections 14-02.4-03 through 14-02.4-06 do not apply to business policies or<br>practices relating to the employment of an individual by the individual's parent,<br>grandparent, spouse, child, or grandchild, or in the domestic service of a person.2.The employment of one person in place of another, standing by itself, is not<br>evidence of a discriminatory practice.3.After a conditional offer of employment, it is not a discriminatory practice for an<br>employer, employment agency, or labor organization to:a.Require a person to undergo physical examination for the purpose of<br>determining the person's capability to perform the essential functions of the job<br>with or without reasonable accommodations if every entering employee in the<br>same job category is subjected to the examination; orPage No. 4b.Conduct an investigation as to the person's medical history for the purpose of<br>determining the person's capability to perform available employment if every<br>entering employee in the same job category is subjected to the investigation.4.Medical history obtained under this section must be collected and maintained<br>separate from nonmedical information and must be kept confidential.14-02.4-11.Rights of veterans.Nothing contained in sections 14-02.4-03 through14-02.4-06 repeals or modifies a federal, state, or local statute, regulation, or ordinance creating<br>special rights or preference for veterans.14-02.4-12.Discriminatory housing practices by owner or agent.Repealed byS.L. 1999, ch. 134, <meta property="og:url" content="https://statutes.laws.com/test/" />
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<h2>State Codes and Statutes</h2>
<a href='https://statutes.laws.com/'>Statutes</a> > <a href='https://statutes.laws.com/north-dakota'>North-dakota</a> > <a href='https://statutes.laws.com/north-dakota/t14'>T14</a> > <a href='https://statutes.laws.com/north-dakota/t14/t14c024'>T14c024</a><br><br><a href="https://law.justia.com/codes/north-dakota/2009/t14/pdf/t14c024.pdf">Download pdf</a><br><div id="embed_document" style="width:625px; height:815px; text-align:center;">Loading PDF...</div><script type="text/javascript"> var pdf_url = 'https://law.justia.com/codes/north-dakota/2009/t14/pdf/t14c024.pdf'; $(document).ready(function() { var embedwindow = $("#embed_document"); if ($.browser.msie){ embedwindow.html('<embed src="'+pdf_url+'" width="100%" height="100%"></embed>'); } else { embedwindow.html('<iframe style="width:100%; height:100%;" src="https://docs.google.com/gview?url='+window.escape(pdf_url)+'&embedded=true" frameborder="0"></iframe>'); } });</script><br><br><noframes>CHAPTER 14-02.4HUMAN RIGHTS14-02.4-01. State policy against discrimination. It is the policy of this state to prohibitdiscrimination on the basis of race, color, religion, sex, national origin, age, the presence of any<br>mental or physical disability, status with regard to marriage or public assistance, or participation<br>in lawful activity off the employer's premises during nonworking hours which is not in direct<br>conflict with the essential business-related interests of the employer; to prevent and eliminate<br>discrimination in employment relations, public accommodations, housing, state and local<br>government services, and credit transactions; and to deter those who aid, abet, or induce<br>discrimination or coerce others to discriminate.14-02.4-02. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1."Age" insofar as it refers to any prohibited unfair employment or other practice<br>means at least forty years of age.2."Aggrieved person" includes any person who claims to have been injured by a<br>discriminatory practice.3."Court" means the district court in the judicial district in which the alleged<br>discriminatory practice occurred.4."Department" means the division of human rights within the labor department.5."Disability" means a physical or mental impairment that substantially limits one or<br>more major life activities, a record of this impairment, or being regarded as having<br>this impairment.6."Discriminatory practice" means an act or attempted act which because of race,<br>color, religion, sex, national origin, age, physical or mental disability, status with<br>regard to marriage or public assistance, or participation in lawful activity off the<br>employer's premises during nonworking hours which is not in direct conflict with the<br>essential business-related interests of the employer results in the unequal treatment<br>or separation or segregation of any persons, or denies, prevents, limits, or otherwise<br>adversely affects, or if accomplished would deny, prevent, limit, or otherwise<br>adversely affect, the benefit of enjoyment by any person of employment, labor union<br>membership, public accommodations, public services, or credit transactions. The<br>term"discriminate"includessegregateorseparateandforpurposes ofdiscrimination based on sex, it includes sexual harassment.Sexual harassmentincludes unwelcome sexual advances, requests for sexual favors, sexually<br>motivated physical conduct or other verbal or physical conduct or communication of<br>a sexual nature when:a.Submission to that conduct or communication is made a term or condition,<br>either explicitly or implicitly, of obtaining employment, public accommodations<br>or public services, or education;b.Submission to or rejection of that conduct or communication by an individual is<br>used as a factor in decisions affecting that individual's employment, public<br>accommodations or public services, education, or housing; orc.That conduct or communication has the purpose or effect of substantially<br>interfering with an individual's employment, public accommodations, public<br>services, or educational environment; and in the case of employment, the<br>employer is responsible for its acts and those of its supervisory employees if itPage No. 1knows or should know of the existence of the harassment and fails to take<br>timely and appropriate action.7."Employee" means a person who performs services for an employer, who employs<br>one or more individuals, for compensation, whether in the form of wages, salaries,<br>commission, or otherwise. "Employee" does not include a person elected to public<br>office in the state or political subdivision by the qualified voters thereof, or a person<br>chosen by the officer to be on the officer's political staff, or an appointee on the<br>policymaking level or an immediate adviser with respect to the exercise of the<br>constitutional or legal powers of the office. Provided, "employee" does include a<br>person subject to the civil service or merit system or civil service laws of the state<br>government, governmental agency, or a political subdivision.8."Employer" means a person within the state who employs one or more employees<br>for more than one quarter of the year and a person wherever situated who employs<br>one or more employees whose services are to be partially or wholly performed in the<br>state.9."Employment agency" means a person regularly undertaking, with or without<br>compensation, to procure employees for an employer or to procure for employees<br>opportunity to work for an employer and includes any agent of the person.10."Labor organization" means a person, employee representation committee, plan in<br>which employees participate, or other organization which exists solely or in part for<br>the purpose of dealing with employers concerning grievances, labor disputes,<br>wages, rates of pay, hours, or other terms or conditions of employment.11."National origin" means the place of birth of an individual or any of the individual's<br>lineal ancestors.12."Otherwise qualified person" means a person who is capable of performing the<br>essential functions of the particular employment in question.13."Person" means an individual, partnership, association, corporation, limited liability<br>company, unincorporated organization, mutual company, joint stock company, trust,<br>agent,legalrepresentative, trustee, trustee in bankruptcy, receiver, labororganization, public body, public corporation, and the state and a political subdivision<br>and agency thereof.14."Public accommodation" means every place, establishment, or facility of whatever<br>kind, nature, or class that caters or offers services, facilities, or goods to the general<br>public for a fee, charge, or gratuity. "Public accommodation" does not include a<br>bona fide private club or other place, establishment, or facility which is by its nature<br>distinctly private; provided, however, the distinctly private place, establishment, or<br>facility is a "public accommodation" during the period it caters or offers services,<br>facilities, or goods to the general public for a fee, charge, or gratuity.15."Public service" means a public facility, department, agency, board, or commission<br>owned, operated, or managed by or on behalf of this state, a political subdivision<br>thereof, or a public corporation.16."Readily achievable" means easily accomplishable and able to be carried out without<br>much difficulty or expense by a person engaged in the provision of public<br>accommodations.17."Reasonable accommodations" means accommodations by an employer that do<br>not:a.Unduly disrupt or interfere with the employer's normal operations;Page No. 2b.Threaten the health or safety of the individual with a disability or others;c.Contradict a business necessity of the employer; ord.Impose undue hardship on the employer, based on the size of the employer's<br>business, the type of business, the financial resources of the employer, and the<br>estimated cost and extent of the accommodation.18."Sex" includes pregnancy, childbirth, and disabilities related to pregnancy or<br>childbirth.19."Status with regard to public assistance" means the condition of being a recipient of<br>federal, state, or local assistance, including medical assistance, or of being a tenant<br>receiving federal, state, or local subsidies, including rental assistance or rent<br>supplements.14-02.4-03. Employer's discriminatory practices. It is a discriminatory practice for anemployer to fail or refuse to hire a person; to discharge an employee; or to accord adverse or<br>unequal treatment to a person or employee with respect to application, hiring, training,<br>apprenticeship, tenure, promotion, upgrading, compensation, layoff, or a term, privilege, or<br>condition of employment, because of race, color, religion, sex, national origin, age, physical or<br>mental disability, status with respect to marriage or public assistance, or participation in lawful<br>activity off the employer's premises during nonworking hours which is not in direct conflict with<br>the essential business-related interests of the employer. It is a discriminatory practice for an<br>employer to fail or refuse to make reasonable accommodations for an otherwise qualified person<br>with a physical or mental disability or because of that person's religion. This chapter does not<br>prohibit compulsory retirement of any employee who has attained sixty-five years of age, but not<br>seventy years of age, and who, for the two-year period immediately before retirement, is<br>employed in a bona fide executive or high policymaking position, if the employee is entitled to an<br>immediate nonforfeiture annual retirement benefit from a pension, profit-sharing, savings, or<br>deferred compensation plan, or any combination of those plans, of the employer of the<br>employee, which equal, in the aggregate, at least forty-four thousand dollars.14-02.4-04. Employment agency's discriminatory practices. It is a discriminatorypractice for an employment agency to accord adverse or unequal treatment to a person in<br>connection with an application for employment, referral, or request for assistance in procurement<br>of employees because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance, or to accept a listing of<br>employment on that basis.14-02.4-05.Labor organization's discriminatory practices.It is a discriminatorypractice for a labor organization to deny full and equal membership rights to an applicant for<br>membership or to a member; to expel, suspend, or otherwise discipline a member; or to accord<br>adverse, unlawful, or unequal treatment to a person with respect to the person's hiring,<br>apprenticeship, training, tenure, compensation, upgrading, layoff, or a term or condition of<br>employment because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance.14-02.4-06.Certain employment advertising deemed discriminatory.It is adiscriminatory practice for an employer, employment agency, or labor organization, or the<br>employees, agents, or members thereof directly or indirectly to advertise or in any other manner<br>indicate or publicize that individuals of a particular race, color, religion, sex, national origin, age,<br>physical or mental disability, or status with respect to marriage or public assistance, or who<br>participate in lawful activity off the employer's premises during nonworking hours which activity is<br>not in direct conflict with the essential business-related interests of the employer, are unwelcome,<br>objectionable, not acceptable, or not solicited.14-02.4-07.Requiring security clearance not discriminatory.Notwithstandingsections 14-02.4-03 through 14-02.4-06, it is not a discriminatory practice for an employer to failPage No. 3or refuse to hire and employ an individual for a position, for an employer to discharge an<br>individual from a position, or for an employment agency to fail or refuse to refer an individual for<br>employment in a position, or for a labor organization to fail or refuse to refer an individual for<br>employment in a position if the occupancy of the position, or access to the premises upon which<br>the duties of the position are performed, is subject to a requirement imposed in the interest of the<br>national security of the United States under a security program administered under a statute of<br>the United States or an executive order of the president and the individual has not fulfilled or has<br>ceased to fulfill that requirement.14-02.4-08. Qualification based on religion, sex, national origin, physical or mentaldisability, or marital status. Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, to discharge an individual from a position, or for an employment agency to fail or refuse<br>to refer an individual for employment in a position, or for a labor organization to fail or refuse to<br>refer an individual for employment, on the basis of religion, sex, national origin, physical or<br>mental disability, or marital status in those circumstances where religion, sex, national origin,<br>physical or mental disability, or marital status is a bona fide occupational qualification reasonably<br>necessary to the normal operation of that particular business or enterprise; nor is it a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, or to discharge an individual from a position on the basis of that individual's participation<br>in a lawful activity that is off the employer's premises and that takes place during nonworking<br>hours and which is not in direct conflict with the essential business-related interests of the<br>employer, if that participation is contrary to a bona fide occupational qualification that reasonably<br>and rationally relates to employment activities and the responsibilities of a particular employee or<br>group of employees, rather than to all employees of that employer.14-02.4-09.Seniority, merit, or other measuring systems and ability tests notdiscriminatory.Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not adiscriminatory practice for an employer to apply different standards of compensation, or different<br>terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system,<br>or a system which measures earnings by quantity or quality of production or to employees who<br>work in different locations provided that the differences are not the result of an intention to<br>discriminate because of race, color, religion, sex, national origin, age, physical or mental<br>disability, status with respect to marriage or public assistance, or participation in lawful activity off<br>the employer's premises during nonworking hours; or for an employer to give and to act upon the<br>results of any professionally developed ability test; provided, that the test, its administration, or<br>action upon the results is not designed, intended, or used to discriminate because of race, color,<br>religion, sex, national origin, age, physical or mental disability, status with respect to marriage or<br>public assistance, or participation in a lawful activity off the employer's premises during<br>nonworking hours.14-02.4-10.Employment of individual - Exceptions - Physical examination -Investigation of medical history.1.Sections 14-02.4-03 through 14-02.4-06 do not apply to business policies or<br>practices relating to the employment of an individual by the individual's parent,<br>grandparent, spouse, child, or grandchild, or in the domestic service of a person.2.The employment of one person in place of another, standing by itself, is not<br>evidence of a discriminatory practice.3.After a conditional offer of employment, it is not a discriminatory practice for an<br>employer, employment agency, or labor organization to:a.Require a person to undergo physical examination for the purpose of<br>determining the person's capability to perform the essential functions of the job<br>with or without reasonable accommodations if every entering employee in the<br>same job category is subjected to the examination; orPage No. 4b.Conduct an investigation as to the person's medical history for the purpose of<br>determining the person's capability to perform available employment if every<br>entering employee in the same job category is subjected to the investigation.4.Medical history obtained under this section must be collected and maintained<br>separate from nonmedical information and must be kept confidential.14-02.4-11.Rights of veterans.Nothing contained in sections 14-02.4-03 through14-02.4-06 repeals or modifies a federal, state, or local statute, regulation, or ordinance creating<br>special rights or preference for veterans.14-02.4-12.Discriminatory housing practices by owner or agent.Repealed byS.L. 1999, ch. 134, <script type="application/ld+json" class="yoast-schema-graph">{"@context":"https://schema.org","@graph":[{"@type":"WebPage","@id":"https://statutes.laws.com/test/","url":"https://statutes.laws.com/test/","name":"State Codes and Statutes - Statutes","isPartOf":{"@id":"https://statutes.laws.com/#website"},"datePublished":"2015-03-10T03:31:37+00:00","dateModified":"2019-12-27T23:25:16+00:00","breadcrumb":{"@id":"https://statutes.laws.com/test/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https://statutes.laws.com/test/"]}]},{"@type":"BreadcrumbList","@id":"https://statutes.laws.com/test/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https://statutes.laws.com/"},{"@type":"ListItem","position":2,"name":"State Codes and Statutes"}]},{"@type":"WebSite","@id":"https://statutes.laws.com/#website","url":"https://statutes.laws.com/","name":"Statutes","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https://statutes.laws.com/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"}]}</script>
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<h2>State Codes and Statutes</h2>
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<h2>State Codes and Statutes</h2>
<a href='https://statutes.laws.com/'>Statutes</a> > <a href='https://statutes.laws.com/north-dakota'>North-dakota</a> > <a href='https://statutes.laws.com/north-dakota/t14'>T14</a> > <a href='https://statutes.laws.com/north-dakota/t14/t14c024'>T14c024</a><br><br><a href="https://law.justia.com/codes/north-dakota/2009/t14/pdf/t14c024.pdf">Download pdf</a><br><div id="embed_document" style="width:625px; height:815px; text-align:center;">Loading PDF...</div><script type="text/javascript"> var pdf_url = 'https://law.justia.com/codes/north-dakota/2009/t14/pdf/t14c024.pdf'; $(document).ready(function() { var embedwindow = $("#embed_document"); if ($.browser.msie){ embedwindow.html('<embed src="'+pdf_url+'" width="100%" height="100%"></embed>'); } else { embedwindow.html('<iframe style="width:100%; height:100%;" src="https://docs.google.com/gview?url='+window.escape(pdf_url)+'&embedded=true" frameborder="0"></iframe>'); } });</script><br><br><noframes>CHAPTER 14-02.4HUMAN RIGHTS14-02.4-01. State policy against discrimination. It is the policy of this state to prohibitdiscrimination on the basis of race, color, religion, sex, national origin, age, the presence of any<br>mental or physical disability, status with regard to marriage or public assistance, or participation<br>in lawful activity off the employer's premises during nonworking hours which is not in direct<br>conflict with the essential business-related interests of the employer; to prevent and eliminate<br>discrimination in employment relations, public accommodations, housing, state and local<br>government services, and credit transactions; and to deter those who aid, abet, or induce<br>discrimination or coerce others to discriminate.14-02.4-02. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1."Age" insofar as it refers to any prohibited unfair employment or other practice<br>means at least forty years of age.2."Aggrieved person" includes any person who claims to have been injured by a<br>discriminatory practice.3."Court" means the district court in the judicial district in which the alleged<br>discriminatory practice occurred.4."Department" means the division of human rights within the labor department.5."Disability" means a physical or mental impairment that substantially limits one or<br>more major life activities, a record of this impairment, or being regarded as having<br>this impairment.6."Discriminatory practice" means an act or attempted act which because of race,<br>color, religion, sex, national origin, age, physical or mental disability, status with<br>regard to marriage or public assistance, or participation in lawful activity off the<br>employer's premises during nonworking hours which is not in direct conflict with the<br>essential business-related interests of the employer results in the unequal treatment<br>or separation or segregation of any persons, or denies, prevents, limits, or otherwise<br>adversely affects, or if accomplished would deny, prevent, limit, or otherwise<br>adversely affect, the benefit of enjoyment by any person of employment, labor union<br>membership, public accommodations, public services, or credit transactions. The<br>term"discriminate"includessegregateorseparateandforpurposes ofdiscrimination based on sex, it includes sexual harassment.Sexual harassmentincludes unwelcome sexual advances, requests for sexual favors, sexually<br>motivated physical conduct or other verbal or physical conduct or communication of<br>a sexual nature when:a.Submission to that conduct or communication is made a term or condition,<br>either explicitly or implicitly, of obtaining employment, public accommodations<br>or public services, or education;b.Submission to or rejection of that conduct or communication by an individual is<br>used as a factor in decisions affecting that individual's employment, public<br>accommodations or public services, education, or housing; orc.That conduct or communication has the purpose or effect of substantially<br>interfering with an individual's employment, public accommodations, public<br>services, or educational environment; and in the case of employment, the<br>employer is responsible for its acts and those of its supervisory employees if itPage No. 1knows or should know of the existence of the harassment and fails to take<br>timely and appropriate action.7."Employee" means a person who performs services for an employer, who employs<br>one or more individuals, for compensation, whether in the form of wages, salaries,<br>commission, or otherwise. "Employee" does not include a person elected to public<br>office in the state or political subdivision by the qualified voters thereof, or a person<br>chosen by the officer to be on the officer's political staff, or an appointee on the<br>policymaking level or an immediate adviser with respect to the exercise of the<br>constitutional or legal powers of the office. Provided, "employee" does include a<br>person subject to the civil service or merit system or civil service laws of the state<br>government, governmental agency, or a political subdivision.8."Employer" means a person within the state who employs one or more employees<br>for more than one quarter of the year and a person wherever situated who employs<br>one or more employees whose services are to be partially or wholly performed in the<br>state.9."Employment agency" means a person regularly undertaking, with or without<br>compensation, to procure employees for an employer or to procure for employees<br>opportunity to work for an employer and includes any agent of the person.10."Labor organization" means a person, employee representation committee, plan in<br>which employees participate, or other organization which exists solely or in part for<br>the purpose of dealing with employers concerning grievances, labor disputes,<br>wages, rates of pay, hours, or other terms or conditions of employment.11."National origin" means the place of birth of an individual or any of the individual's<br>lineal ancestors.12."Otherwise qualified person" means a person who is capable of performing the<br>essential functions of the particular employment in question.13."Person" means an individual, partnership, association, corporation, limited liability<br>company, unincorporated organization, mutual company, joint stock company, trust,<br>agent,legalrepresentative, trustee, trustee in bankruptcy, receiver, labororganization, public body, public corporation, and the state and a political subdivision<br>and agency thereof.14."Public accommodation" means every place, establishment, or facility of whatever<br>kind, nature, or class that caters or offers services, facilities, or goods to the general<br>public for a fee, charge, or gratuity. "Public accommodation" does not include a<br>bona fide private club or other place, establishment, or facility which is by its nature<br>distinctly private; provided, however, the distinctly private place, establishment, or<br>facility is a "public accommodation" during the period it caters or offers services,<br>facilities, or goods to the general public for a fee, charge, or gratuity.15."Public service" means a public facility, department, agency, board, or commission<br>owned, operated, or managed by or on behalf of this state, a political subdivision<br>thereof, or a public corporation.16."Readily achievable" means easily accomplishable and able to be carried out without<br>much difficulty or expense by a person engaged in the provision of public<br>accommodations.17."Reasonable accommodations" means accommodations by an employer that do<br>not:a.Unduly disrupt or interfere with the employer's normal operations;Page No. 2b.Threaten the health or safety of the individual with a disability or others;c.Contradict a business necessity of the employer; ord.Impose undue hardship on the employer, based on the size of the employer's<br>business, the type of business, the financial resources of the employer, and the<br>estimated cost and extent of the accommodation.18."Sex" includes pregnancy, childbirth, and disabilities related to pregnancy or<br>childbirth.19."Status with regard to public assistance" means the condition of being a recipient of<br>federal, state, or local assistance, including medical assistance, or of being a tenant<br>receiving federal, state, or local subsidies, including rental assistance or rent<br>supplements.14-02.4-03. Employer's discriminatory practices. It is a discriminatory practice for anemployer to fail or refuse to hire a person; to discharge an employee; or to accord adverse or<br>unequal treatment to a person or employee with respect to application, hiring, training,<br>apprenticeship, tenure, promotion, upgrading, compensation, layoff, or a term, privilege, or<br>condition of employment, because of race, color, religion, sex, national origin, age, physical or<br>mental disability, status with respect to marriage or public assistance, or participation in lawful<br>activity off the employer's premises during nonworking hours which is not in direct conflict with<br>the essential business-related interests of the employer. It is a discriminatory practice for an<br>employer to fail or refuse to make reasonable accommodations for an otherwise qualified person<br>with a physical or mental disability or because of that person's religion. This chapter does not<br>prohibit compulsory retirement of any employee who has attained sixty-five years of age, but not<br>seventy years of age, and who, for the two-year period immediately before retirement, is<br>employed in a bona fide executive or high policymaking position, if the employee is entitled to an<br>immediate nonforfeiture annual retirement benefit from a pension, profit-sharing, savings, or<br>deferred compensation plan, or any combination of those plans, of the employer of the<br>employee, which equal, in the aggregate, at least forty-four thousand dollars.14-02.4-04. Employment agency's discriminatory practices. It is a discriminatorypractice for an employment agency to accord adverse or unequal treatment to a person in<br>connection with an application for employment, referral, or request for assistance in procurement<br>of employees because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance, or to accept a listing of<br>employment on that basis.14-02.4-05.Labor organization's discriminatory practices.It is a discriminatorypractice for a labor organization to deny full and equal membership rights to an applicant for<br>membership or to a member; to expel, suspend, or otherwise discipline a member; or to accord<br>adverse, unlawful, or unequal treatment to a person with respect to the person's hiring,<br>apprenticeship, training, tenure, compensation, upgrading, layoff, or a term or condition of<br>employment because of race, color, religion, sex, national origin, age, physical or mental<br>disability, or status with respect to marriage or public assistance.14-02.4-06.Certain employment advertising deemed discriminatory.It is adiscriminatory practice for an employer, employment agency, or labor organization, or the<br>employees, agents, or members thereof directly or indirectly to advertise or in any other manner<br>indicate or publicize that individuals of a particular race, color, religion, sex, national origin, age,<br>physical or mental disability, or status with respect to marriage or public assistance, or who<br>participate in lawful activity off the employer's premises during nonworking hours which activity is<br>not in direct conflict with the essential business-related interests of the employer, are unwelcome,<br>objectionable, not acceptable, or not solicited.14-02.4-07.Requiring security clearance not discriminatory.Notwithstandingsections 14-02.4-03 through 14-02.4-06, it is not a discriminatory practice for an employer to failPage No. 3or refuse to hire and employ an individual for a position, for an employer to discharge an<br>individual from a position, or for an employment agency to fail or refuse to refer an individual for<br>employment in a position, or for a labor organization to fail or refuse to refer an individual for<br>employment in a position if the occupancy of the position, or access to the premises upon which<br>the duties of the position are performed, is subject to a requirement imposed in the interest of the<br>national security of the United States under a security program administered under a statute of<br>the United States or an executive order of the president and the individual has not fulfilled or has<br>ceased to fulfill that requirement.14-02.4-08. Qualification based on religion, sex, national origin, physical or mentaldisability, or marital status. Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, to discharge an individual from a position, or for an employment agency to fail or refuse<br>to refer an individual for employment in a position, or for a labor organization to fail or refuse to<br>refer an individual for employment, on the basis of religion, sex, national origin, physical or<br>mental disability, or marital status in those circumstances where religion, sex, national origin,<br>physical or mental disability, or marital status is a bona fide occupational qualification reasonably<br>necessary to the normal operation of that particular business or enterprise; nor is it a<br>discriminatory practice for an employer to fail or refuse to hire and employ an individual for a<br>position, or to discharge an individual from a position on the basis of that individual's participation<br>in a lawful activity that is off the employer's premises and that takes place during nonworking<br>hours and which is not in direct conflict with the essential business-related interests of the<br>employer, if that participation is contrary to a bona fide occupational qualification that reasonably<br>and rationally relates to employment activities and the responsibilities of a particular employee or<br>group of employees, rather than to all employees of that employer.14-02.4-09.Seniority, merit, or other measuring systems and ability tests notdiscriminatory.Notwithstanding sections 14-02.4-03 through 14-02.4-06, it is not adiscriminatory practice for an employer to apply different standards of compensation, or different<br>terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system,<br>or a system which measures earnings by quantity or quality of production or to employees who<br>work in different locations provided that the differences are not the result of an intention to<br>discriminate because of race, color, religion, sex, national origin, age, physical or mental<br>disability, status with respect to marriage or public assistance, or participation in lawful activity off<br>the employer's premises during nonworking hours; or for an employer to give and to act upon the<br>results of any professionally developed ability test; provided, that the test, its administration, or<br>action upon the results is not designed, intended, or used to discriminate because of race, color,<br>religion, sex, national origin, age, physical or mental disability, status with respect to marriage or<br>public assistance, or participation in a lawful activity off the employer's premises during<br>nonworking hours.14-02.4-10.Employment of individual - Exceptions - Physical examination -Investigation of medical history.1.Sections 14-02.4-03 through 14-02.4-06 do not apply to business policies or<br>practices relating to the employment of an individual by the individual's parent,<br>grandparent, spouse, child, or grandchild, or in the domestic service of a person.2.The employment of one person in place of another, standing by itself, is not<br>evidence of a discriminatory practice.3.After a conditional offer of employment, it is not a discriminatory practice for an<br>employer, employment agency, or labor organization to:a.Require a person to undergo physical examination for the purpose of<br>determining the person's capability to perform the essential functions of the job<br>with or without reasonable accommodations if every entering employee in the<br>same job category is subjected to the examination; orPage No. 4b.Conduct an investigation as to the person's medical history for the purpose of<br>determining the person's capability to perform available employment if every<br>entering employee in the same job category is subjected to the investigation.4.Medical history obtained under this section must be collected and maintained<br>separate from nonmedical information and must be kept confidential.14-02.4-11.Rights of veterans.Nothing contained in sections 14-02.4-03 through14-02.4-06 repeals or modifies a federal, state, or local statute, regulation, or ordinance creating<br>special rights or preference for veterans.14-02.4-12.Discriminatory housing practices by owner or agent.Repealed byS.L. 1999, ch. 134, <!-- END .shortcode-content -->
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