Source: http://worklaw.com/question-of-the-month/does-your-state-prohibit-discrimination-against-someone-because-they-are-a-veteran
Timestamp: 2019-04-21 06:11:21+00:00

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Worklaw® Network - Does your state prohibit discrimination against someone because they are a veteran?
Does your state prohibit discrimination against someone because they are a veteran?
There is not a per se anti-discrimination provision under state law. However, Alabama state law provides preferences for veterans seeking employment or reemployment and advancement with public employers.
In Florida, there are some protections for public employees, including right to reinstatement and paid leave for public employees only.
For private employers, Georgia has no state law prohibiting discrimination against military veterans.
Hawaii prohibits discrimination based on absences taken due to national guard participation, but not expressly based on veteran status.
KRS § 38.460 prohibits depriving a member of the Kentucky National Guard or “Kentucky active militia” of employment or preventing him from being employed.
No in Maryland, not in addition to the protections under federal law.
Yes. Minn. Stat. § 192.34 states that it is unlawful “for any employer to discharge any person from employment because of membership in the military or naval forces of the United States, of this state, or any other state, or to hinder or prevent any person from performing any military service that person may be called upon to perform by proper authority, or to dissuade any person from enlistment in the military service by threat or injury, in case that person shall so enlist, in respect to that person's employment, trade or business. Any person violating any of the provisions of this section shall be deemed guilty of a gross misdemeanor.” In addition, Minn. Stat. § 181.535 prohibits employers from asking job applicants about military status if the intent of the inquiry is to discriminate against the applicant. Finally, Minn. Stat. § 197.46 et seq. provides public employment benefits and protections to veterans of military service.
Employers are not prohibited from discriminating against veterans under Nevada law. However, Nevada law expressly permits private employers to discriminate in favor of veterans or their spouses when making hiring decisions. If an employer adopts such a policy, it must apply the policy uniformly. See NRS 613.385. With respect to applicants for State employment, a preference must be allowed for veterans not dishonorably discharged from military service in the form of additional credit given on a competitive examination. See NAC 284.260.
Yes. The New York State Human Rights Law prohibits employment discrimination on the basis of a person’s “military status”, which is defined as participation in the military service of the United States or New York, including (but not limited to) the armed forces of the United States, the army national guard, the air national guard, the New York naval militia, the New York guard, and any other authorized forces created by state or federal government. See N.Y. Exec. Law § 290 et seq. The law’s protections are not limited to current participation in military service. See, e.g., Gorman v. Covidien, LLC, 146 F. Supp. 3d 509 (S.D.N.Y. 2015) (plaintiff failed to establish prima facie case of discrimination on the basis of his status as a veteran or his disability under state law, but was able to establish a prima facie case of disability discrimination under New York City law (which, at that time, had not yet been expanded to protect veterans)). State law also protects individuals from discrimination based on their association with a veteran. For example, military spouses. See 9 N.Y.C.R.R. 466.14 (discrimination on the basis of an individual’s association with a member of a protected class prohibited). Local law may provide separate protections. See, e.g., N.Y.C. Admin. Code § 8-101 et seq. (current or prior “uniformed service” protected).
There is no law that expressly prohibits discrimination against veterans, however there is a statute, G.S. 95-28.4, which states that private employers may give preference to veterans in hiring and that this does not constitute discrimination.
Yes. Under ORS 659A.082, it is unlawful to discriminate against veterans or current service members in hiring or in the workplace. The statute prohibits discrimination by employers against a person because of his or her past or present service in a uniformed service. ORS 659A.082(1)-(2); OAR 839-006-0480(1)–(2). Among other things, employers may not deny eligible veterans the advantages in public employment provided under ORS 408.240 to ORS 408.290, may not deny initial employment, reemployment, retention or promotion based on past or present uniformed service, and may not in any way retaliate against an employee based on his or her past or present uniformed service. Oregon’s Bureau of Labor and Industries’ (BOLI) Civil Rights Division handles employment discrimination claims arising from unlawful discrimination against veterans.
• To discharge such individual from employment, or to otherwise discriminate against such individual with respect to compensation, hire, tenure, terms, conditions or privileges of employment because of such membership, or because he/she is called to active duty.
Yes. The Washington Law Against Discrimination prohibits discrimination against persons who were honorably discharged from any branch of the armed services, including the National Guard, or were discharged for medical reasons with an honorable record. RCW 49.60.180, 49.60.040(15), and 41.04.007.
Yes. The Wisconsin Fair Employment Act prohibits discrimination against employees or job applicants based on military service.

References: § 38
 § 192
 § 181
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 § 290
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