14-02.4 Human Rights
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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,</div></article><aside class="right-sidebar"><div class="related-sidebar"><h3><span class="emoji">⚖️</span> State Laws</h3><ul class="state-laws-list"><li><a href="https://state-laws.laws.com/state-of-alabama">The State Laws of <!-- -->Alabama</a></li><li><a href="https://state-laws.laws.com/state-of-alaska">The State Laws of <!-- -->Alaska</a></li><li><a href="https://state-laws.laws.com/state-of-arizona">The State Laws of <!-- -->Arizona</a></li><li><a href="https://state-laws.laws.com/state-of-arkansas">The State Laws of <!-- -->Arkansas</a></li><li><a href="https://state-laws.laws.com/state-of-california">The State 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height:815px; text-align:center;\"\u003eLoading PDF...\u003c/div\u003e\u003cscript type=\"text/javascript\"\u003e 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('\u003cembed src=\"'+pdf_url+'\" width=\"100%\" height=\"100%\"\u003e\u003c/embed\u003e'); } else { embedwindow.html('\u003ciframe style=\"width:100%; height:100%;\" src=\"https://docs.google.com/gview?url='+window.escape(pdf_url)+'\u0026embedded=true\" frameborder=\"0\"\u003e\u003c/iframe\u003e'); } });\u003c/script\u003e\u003cbr\u003e\u003cbr\u003e\u003cnoframes\u003eCHAPTER 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\u003cbr\u003emental or physical disability, status with regard to marriage or public assistance, or participation\u003cbr\u003ein lawful activity off the employer's premises during nonworking hours which is not in direct\u003cbr\u003econflict with the essential business-related interests of the employer; to prevent and eliminate\u003cbr\u003ediscrimination in employment relations, public accommodations, housing, state and local\u003cbr\u003egovernment services, and credit transactions; and to deter those who aid, abet, or induce\u003cbr\u003ediscrimination or coerce others to discriminate.14-02.4-02. Definitions. In this chapter, unless the context or subject matter otherwiserequires:1.\u0026quot;Age\u0026quot; insofar as it refers to any prohibited unfair employment or other practice\u003cbr\u003emeans at least forty years of age.2.\u0026quot;Aggrieved person\u0026quot; includes any person who claims to have been injured by a\u003cbr\u003ediscriminatory practice.3.\u0026quot;Court\u0026quot; means the district court in the judicial district in which the alleged\u003cbr\u003ediscriminatory practice occurred.4.\u0026quot;Department\u0026quot; means the division of human rights within the labor department.5.\u0026quot;Disability\u0026quot; means a physical or mental impairment that substantially limits one or\u003cbr\u003emore major life activities, a record of this impairment, or being regarded as having\u003cbr\u003ethis impairment.6.\u0026quot;Discriminatory practice\u0026quot; means an act or attempted act which because of race,\u003cbr\u003ecolor, religion, sex, national origin, age, physical or mental disability, status with\u003cbr\u003eregard to marriage or public assistance, or participation in lawful activity off the\u003cbr\u003eemployer's premises during nonworking hours which is not in direct conflict with the\u003cbr\u003eessential business-related interests of the employer results in the unequal treatment\u003cbr\u003eor separation or segregation of any persons, or denies, prevents, limits, or otherwise\u003cbr\u003eadversely affects, or if accomplished would deny, prevent, limit, or otherwise\u003cbr\u003eadversely affect, the benefit of enjoyment by any person of employment, labor union\u003cbr\u003emembership, public accommodations, public services, or credit transactions. The\u003cbr\u003eterm\u0026quot;discriminate\u0026quot;includessegregateorseparateandforpurposes ofdiscrimination based on sex, it includes sexual harassment.Sexual harassmentincludes unwelcome sexual advances, requests for sexual favors, sexually\u003cbr\u003emotivated physical conduct or other verbal or physical conduct or communication of\u003cbr\u003ea sexual nature when:a.Submission to that conduct or communication is made a term or condition,\u003cbr\u003eeither explicitly or implicitly, of obtaining employment, public accommodations\u003cbr\u003eor public services, or education;b.Submission to or rejection of that conduct or communication by an individual is\u003cbr\u003eused as a factor in decisions affecting that individual's employment, public\u003cbr\u003eaccommodations or public services, education, or housing; orc.That conduct or communication has the purpose or effect of substantially\u003cbr\u003einterfering with an individual's employment, public accommodations, public\u003cbr\u003eservices, or educational environment; and in the case of employment, the\u003cbr\u003eemployer 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\u003cbr\u003etimely and appropriate action.7.\u0026quot;Employee\u0026quot; means a person who performs services for an employer, who employs\u003cbr\u003eone or more individuals, for compensation, whether in the form of wages, salaries,\u003cbr\u003ecommission, or otherwise. \u0026quot;Employee\u0026quot; does not include a person elected to public\u003cbr\u003eoffice in the state or political subdivision by the qualified voters thereof, or a person\u003cbr\u003echosen by the officer to be on the officer's political staff, or an appointee on the\u003cbr\u003epolicymaking level or an immediate adviser with respect to the exercise of the\u003cbr\u003econstitutional or legal powers of the office. Provided, \u0026quot;employee\u0026quot; does include a\u003cbr\u003eperson subject to the civil service or merit system or civil service laws of the state\u003cbr\u003egovernment, governmental agency, or a political subdivision.8.\u0026quot;Employer\u0026quot; means a person within the state who employs one or more employees\u003cbr\u003efor more than one quarter of the year and a person wherever situated who employs\u003cbr\u003eone or more employees whose services are to be partially or wholly performed in the\u003cbr\u003estate.9.\u0026quot;Employment agency\u0026quot; means a person regularly undertaking, with or without\u003cbr\u003ecompensation, to procure employees for an employer or to procure for employees\u003cbr\u003eopportunity to work for an employer and includes any agent of the person.10.\u0026quot;Labor organization\u0026quot; means a person, employee representation committee, plan in\u003cbr\u003ewhich employees participate, or other organization which exists solely or in part for\u003cbr\u003ethe purpose of dealing with employers concerning grievances, labor disputes,\u003cbr\u003ewages, rates of pay, hours, or other terms or conditions of employment.11.\u0026quot;National origin\u0026quot; means the place of birth of an individual or any of the individual's\u003cbr\u003elineal ancestors.12.\u0026quot;Otherwise qualified person\u0026quot; means a person who is capable of performing the\u003cbr\u003eessential functions of the particular employment in question.13.\u0026quot;Person\u0026quot; means an individual, partnership, association, corporation, limited liability\u003cbr\u003ecompany, unincorporated organization, mutual company, joint stock company, trust,\u003cbr\u003eagent,legalrepresentative, trustee, trustee in bankruptcy, receiver, labororganization, public body, public corporation, and the state and a political subdivision\u003cbr\u003eand agency thereof.14.\u0026quot;Public accommodation\u0026quot; means every place, establishment, or facility of whatever\u003cbr\u003ekind, nature, or class that caters or offers services, facilities, or goods to the general\u003cbr\u003epublic for a fee, charge, or gratuity. \u0026quot;Public accommodation\u0026quot; does not include a\u003cbr\u003ebona fide private club or other place, establishment, or facility which is by its nature\u003cbr\u003edistinctly private; provided, however, the distinctly private place, establishment, or\u003cbr\u003efacility is a \u0026quot;public accommodation\u0026quot; during the period it caters or offers services,\u003cbr\u003efacilities, or goods to the general public for a fee, charge, or gratuity.15.\u0026quot;Public service\u0026quot; means a public facility, department, agency, board, or commission\u003cbr\u003eowned, operated, or managed by or on behalf of this state, a political subdivision\u003cbr\u003ethereof, or a public corporation.16.\u0026quot;Readily achievable\u0026quot; means easily accomplishable and able to be carried out without\u003cbr\u003emuch difficulty or expense by a person engaged in the provision of public\u003cbr\u003eaccommodations.17.\u0026quot;Reasonable accommodations\u0026quot; means accommodations by an employer that do\u003cbr\u003enot: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\u003cbr\u003ebusiness, the type of business, the financial resources of the employer, and the\u003cbr\u003eestimated cost and extent of the accommodation.18.\u0026quot;Sex\u0026quot; includes pregnancy, childbirth, and disabilities related to pregnancy or\u003cbr\u003echildbirth.19.\u0026quot;Status with regard to public assistance\u0026quot; means the condition of being a recipient of\u003cbr\u003efederal, state, or local assistance, including medical assistance, or of being a tenant\u003cbr\u003ereceiving federal, state, or local subsidies, including rental assistance or rent\u003cbr\u003esupplements.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\u003cbr\u003eunequal treatment to a person or employee with respect to application, hiring, training,\u003cbr\u003eapprenticeship, tenure, promotion, upgrading, compensation, layoff, or a term, privilege, or\u003cbr\u003econdition of employment, because of race, color, religion, sex, national origin, age, physical or\u003cbr\u003emental disability, status with respect to marriage or public assistance, or participation in lawful\u003cbr\u003eactivity off the employer's premises during nonworking hours which is not in direct conflict with\u003cbr\u003ethe essential business-related interests of the employer. It is a discriminatory practice for an\u003cbr\u003eemployer to fail or refuse to make reasonable accommodations for an otherwise qualified person\u003cbr\u003ewith a physical or mental disability or because of that person's religion. This chapter does not\u003cbr\u003eprohibit compulsory retirement of any employee who has attained sixty-five years of age, but not\u003cbr\u003eseventy years of age, and who, for the two-year period immediately before retirement, is\u003cbr\u003eemployed in a bona fide executive or high policymaking position, if the employee is entitled to an\u003cbr\u003eimmediate nonforfeiture annual retirement benefit from a pension, profit-sharing, savings, or\u003cbr\u003edeferred compensation plan, or any combination of those plans, of the employer of the\u003cbr\u003eemployee, 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\u003cbr\u003econnection with an application for employment, referral, or request for assistance in procurement\u003cbr\u003eof employees because of race, color, religion, sex, national origin, age, physical or mental\u003cbr\u003edisability, or status with respect to marriage or public assistance, or to accept a listing of\u003cbr\u003eemployment 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\u003cbr\u003emembership or to a member; to expel, suspend, or otherwise discipline a member; or to accord\u003cbr\u003eadverse, unlawful, or unequal treatment to a person with respect to the person's hiring,\u003cbr\u003eapprenticeship, training, tenure, compensation, upgrading, layoff, or a term or condition of\u003cbr\u003eemployment because of race, color, religion, sex, national origin, age, physical or mental\u003cbr\u003edisability, 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\u003cbr\u003eemployees, agents, or members thereof directly or indirectly to advertise or in any other manner\u003cbr\u003eindicate or publicize that individuals of a particular race, color, religion, sex, national origin, age,\u003cbr\u003ephysical or mental disability, or status with respect to marriage or public assistance, or who\u003cbr\u003eparticipate in lawful activity off the employer's premises during nonworking hours which activity is\u003cbr\u003enot in direct conflict with the essential business-related interests of the employer, are unwelcome,\u003cbr\u003eobjectionable, 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\u003cbr\u003eindividual from a position, or for an employment agency to fail or refuse to refer an individual for\u003cbr\u003eemployment in a position, or for a labor organization to fail or refuse to refer an individual for\u003cbr\u003eemployment in a position if the occupancy of the position, or access to the premises upon which\u003cbr\u003ethe duties of the position are performed, is subject to a requirement imposed in the interest of the\u003cbr\u003enational security of the United States under a security program administered under a statute of\u003cbr\u003ethe United States or an executive order of the president and the individual has not fulfilled or has\u003cbr\u003eceased 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\u003cbr\u003ediscriminatory practice for an employer to fail or refuse to hire and employ an individual for a\u003cbr\u003eposition, to discharge an individual from a position, or for an employment agency to fail or refuse\u003cbr\u003eto refer an individual for employment in a position, or for a labor organization to fail or refuse to\u003cbr\u003erefer an individual for employment, on the basis of religion, sex, national origin, physical or\u003cbr\u003emental disability, or marital status in those circumstances where religion, sex, national origin,\u003cbr\u003ephysical or mental disability, or marital status is a bona fide occupational qualification reasonably\u003cbr\u003enecessary to the normal operation of that particular business or enterprise; nor is it a\u003cbr\u003ediscriminatory practice for an employer to fail or refuse to hire and employ an individual for a\u003cbr\u003eposition, or to discharge an individual from a position on the basis of that individual's participation\u003cbr\u003ein a lawful activity that is off the employer's premises and that takes place during nonworking\u003cbr\u003ehours and which is not in direct conflict with the essential business-related interests of the\u003cbr\u003eemployer, if that participation is contrary to a bona fide occupational qualification that reasonably\u003cbr\u003eand rationally relates to employment activities and the responsibilities of a particular employee or\u003cbr\u003egroup 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\u003cbr\u003eterms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system,\u003cbr\u003eor a system which measures earnings by quantity or quality of production or to employees who\u003cbr\u003ework in different locations provided that the differences are not the result of an intention to\u003cbr\u003ediscriminate because of race, color, religion, sex, national origin, age, physical or mental\u003cbr\u003edisability, status with respect to marriage or public assistance, or participation in lawful activity off\u003cbr\u003ethe employer's premises during nonworking hours; or for an employer to give and to act upon the\u003cbr\u003eresults of any professionally developed ability test; provided, that the test, its administration, or\u003cbr\u003eaction upon the results is not designed, intended, or used to discriminate because of race, color,\u003cbr\u003ereligion, sex, national origin, age, physical or mental disability, status with respect to marriage or\u003cbr\u003epublic assistance, or participation in a lawful activity off the employer's premises during\u003cbr\u003enonworking 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\u003cbr\u003epractices relating to the employment of an individual by the individual's parent,\u003cbr\u003egrandparent, 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\u003cbr\u003eevidence of a discriminatory practice.3.After a conditional offer of employment, it is not a discriminatory practice for an\u003cbr\u003eemployer, employment agency, or labor organization to:a.Require a person to undergo physical examination for the purpose of\u003cbr\u003edetermining the person's capability to perform the essential functions of the job\u003cbr\u003ewith or without reasonable accommodations if every entering employee in the\u003cbr\u003esame job category is subjected to the examination; orPage No. 4b.Conduct an investigation as to the person's medical history for the purpose of\u003cbr\u003edetermining the person's capability to perform available employment if every\u003cbr\u003eentering employee in the same job category is subjected to the investigation.4.Medical history obtained under this section must be collected and maintained\u003cbr\u003eseparate 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\u003cbr\u003especial rights or preference for veterans.14-02.4-12.Discriminatory housing practices by owner or agent.Repealed byS.L. 1999, ch. 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