reglab/housing_qa huggingface dataset:
TX Lab Code § 21.124 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.124. Prohibition Against Discriminatory Use of Test Scores

Sec. 21.124.  PROHIBITION AGAINST DISCRIMINATORY USE OF TEST SCORES.  It is an unlawful employment practice for a respondent, in connection with the selection or referral of applicants for employment or promotion, to adjust the scores of, use different cutoff scores for, or otherwise alter the results of employment-related tests on the basis of race, color, sex, national origin, religion, age, or disability.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.125 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.125. Clarifying Prohibition Against Impermissible Consideration of Race, Color, Sex, National Origin, Religion, Age, or Disability in Employment Practices

Sec. 21.125.  CLARIFYING PROHIBITION AGAINST IMPERMISSIBLE CONSIDERATION OF RACE, COLOR, SEX, NATIONAL ORIGIN, RELIGION, AGE, OR DISABILITY IN EMPLOYMENT PRACTICES.  (a)  Except as otherwise provided by this chapter, an unlawful employment practice is established when the complainant demonstrates that race, color, sex, national origin, religion, age, or disability was a motivating factor for an employment practice, even if other factors also motivated the practice, unless race, color, sex, national origin, religion, age, or disability is combined with objective job-related factors to attain diversity in the employer's work force.(b)  In a complaint in which a complainant proves a violation under Subsection (a) and a respondent demonstrates that the respondent would have taken the same action in the absence of the impermissible motivating factor, the court may grant declaratory relief, injunctive relief except as otherwise provided by this subsection, and attorney's fees and costs demonstrated to be directly attributable only to the pursuit of a complaint under Subsection (a), but may not award damages or issue an order requiring an admission, reinstatement, hiring, promotion, or back pay.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.  Amended by Acts 1997, 75th Leg., ch. 1126, Sec. 1, eff. Sept. 1, 1997.|
TX Lab Code § 21.126 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.126. Coverage of Previously Exempt Employees of the State or Political Subdivision of the State

Sec. 21.126.  COVERAGE OF PREVIOUSLY EXEMPT EMPLOYEES OF THE STATE OR POLITICAL SUBDIVISION OF THE STATE.  It is an unlawful employment practice for a person elected to public office in this state or a political subdivision of this state to discriminate because of race, color, sex, national origin, religion, age, or disability against an individual who is an employee or applicant for employment to:(1)  serve on the elected official's personal staff;(2)  serve the elected official on a policy-making level;  or(3)  serve the elected official as an immediate advisor with respect to the exercise of the constitutional or legal powers of the office.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.127 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.127. Expansion of Rights to Challenge Discriminatory Seniority Systems

Sec. 21.127.  EXPANSION OF RIGHTS TO CHALLENGE DISCRIMINATORY SENIORITY SYSTEMS.  With respect to a seniority system adopted for an intentionally discriminatory purpose in violation of this chapter, whether that discriminatory purpose is apparent on the face of the seniority provision, an unlawful employment practice occurs when:(1)  the seniority system is adopted;(2)  an individual becomes subject to the system;  or(3)  an individual is injured by the application of the system or a provision of the system.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.128 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.128. Reasonable Accommodation; Good Faith Effort

Sec. 21.128.  REASONABLE ACCOMMODATION;  GOOD FAITH EFFORT.  (a)  It is an unlawful employment practice for a respondent covered under this chapter to fail or refuse to make a reasonable workplace accommodation to a known physical or mental limitation of an otherwise qualified individual with a disability who is an employee or applicant for employment, unless the respondent demonstrates that the accommodation would impose an undue hardship on the operation of the business of the respondent.(b)  A showing of undue hardship by the respondent is a defense to a complaint of discrimination made by an otherwise qualified individual with a disability.  In considering a complaint based on a disability, the commission shall consider the reasonableness of the cost of any necessary workplace accommodation and the availability of alternatives or other appropriate relief.(c)  In a complaint in which a discriminatory employment practice involves the provision of a reasonable workplace accommodation under this chapter, damages may not be awarded under Subchapter F  if the respondent demonstrates good faith efforts, in consultation with the otherwise qualified individual with a disability who has informed the respondent that accommodation is needed, to identify and make a reasonable workplace accommodation that would provide the individual with an equally effective opportunity and would not cause an undue hardship on the operation of the business.(d)  A respondent is not obligated to make a reasonable workplace accommodation to a known physical or mental limitation of an otherwise qualified individual under Subsection (a) if the individual's disability is based solely on being regarded as having an impairment that substantially limits at least one major life activity.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.Amended by: Acts 2009, 81st Leg., R.S., Ch. 337 (H.B. 978), Sec. 5, eff. September 1, 2009.|
TX Lab Code § 21.129 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.129. Court-Ordered Remedies, Affirmative Action Agreements, and Conciliation Agreements Not Affected

Sec. 21.129.  COURT-ORDERED REMEDIES, AFFIRMATIVE ACTION AGREEMENTS, AND CONCILIATION AGREEMENTS NOT AFFECTED.  This chapter does not affect a court-ordered remedy, affirmative action agreement, or conciliation agreement made in accordance with law.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.141 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. -1. Sexual Harassment|Section 21.141. Definitions

Sec. 21.141.  DEFINITIONS.  In this subchapter:(1)  "Employer" means a person who:(A)  employs one or more employees; or(B)  acts directly in the interests of an employer in relation to an employee.(2)  "Sexual harassment" means an unwelcome sexual advance, a request for a sexual favor, or any other verbal or physical conduct of a sexual nature if:(A)  submission to the advance, request, or conduct is made a term or condition of an individual's employment, either explicitly or implicitly;(B)  submission to or rejection of the advance, request, or conduct by an individual is used as the basis for a decision affecting the individual's employment;(C)  the advance, request, or conduct has the purpose or effect of unreasonably interfering with an individual's work performance; or(D)  the advance, request, or conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment.|Added by Acts 2021, 87th Leg., R.S., Ch. 172 (S.B. 45), Sec. 1, eff. September 1, 2021.|
TX Lab Code § 21.142 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. -1. Sexual Harassment|Section 21.142. Unlawful Employment Practice

Sec. 21.142.  UNLAWFUL EMPLOYMENT PRACTICE.  An employer commits an unlawful employment practice if sexual harassment of an employee occurs and the employer or the employer's agents or supervisors:(1)  know or should have known that the conduct constituting sexual harassment was occurring; and(2)  fail to take immediate and appropriate corrective action.|Added by Acts 2021, 87th Leg., R.S., Ch. 172 (S.B. 45), Sec. 1, eff. September 1, 2021.|
TX Lab Code § 21.151 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.151. Enforcement by Ordinance

Sec. 21.151.  ENFORCEMENT BY ORDINANCE.  A political subdivision may adopt and enforce an order or ordinance that prohibits a practice that is unlawful under this chapter, another state law, or federal law.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.152 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.152. Creation of Local Commission

Sec. 21.152.  CREATION OF LOCAL COMMISSION.  (a)  A political subdivision or two or more political subdivisions acting jointly may create a local commission to:(1)  promote the purposes of this chapter;  and(2)  secure for all individuals in the jurisdiction of each political subdivision freedom from discrimination because of race, color, disability, religion, sex, national origin, or age.(b)  The political subdivision creating a local commission may appropriate funds for the expenses of the local commission.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.153 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.153. General Powers and Duties of Local Commission

Sec. 21.153.  GENERAL POWERS AND DUTIES OF LOCAL COMMISSION.  (a)  A local commission may:(1)  employ an executive director and other employees and agents and set their compensation;(2)  cooperate or contract with a person, including an agency of the federal government or of another state or municipality;  and(3)  accept a public grant or private gift, bequest, or other payment.(b)  A local commission shall prepare at least annually a report and furnish a copy of the report to the Commission on Human Rights.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.154 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.154. Investigatory and Conciliatory Powers of Local Commission

Sec. 21.154.  INVESTIGATORY AND CONCILIATORY POWERS OF LOCAL COMMISSION.  (a)  If the federal government or the Commission on Human Rights refers a complaint alleging a violation of this chapter to a local commission or defers jurisdiction over the subject matter of the complaint to a local commission, the local commission may receive, investigate, conciliate, or rule on the complaint and may file a civil action to carry out the purposes of this chapter.(b)  The local commission may request, and as necessary, compel by subpoena:(1)  the attendance of a witness for examination under oath;  or(2)  the production for inspection or copying of a record, document, or other evidence relevant to the investigation of an alleged violation of this chapter.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.155 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.155. Referral to Local Commission and Action on Complaints

Sec. 21.155.  REFERRAL TO LOCAL COMMISSION AND ACTION ON COMPLAINTS.  (a)  The Commission on Human Rights shall refer a complaint concerning discrimination in employment because of race, color, disability, religion, sex, national origin, or age that is filed with that commission to a local commission with the necessary investigatory and conciliatory powers if:(1)  the complaint has been referred to the Commission on Human Rights by the federal government;  or(2)  jurisdiction over the subject matter of the complaint has been deferred to the Commission on Human Rights by the federal government.(b)  The local commission shall take appropriate action to remedy the practice alleged as discriminatory in the referred complaint.(c)  If the local commission does not act on the complaint within 60 days or a longer time that is reasonable, the Commission on Human Rights shall reassume responsibility for the complaint and take appropriate action on the complaint.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.156 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter D. Local Enforcement|Section 21.156. Referral by Local Commission to State Commission

Sec. 21.156.  REFERRAL BY LOCAL COMMISSION TO STATE COMMISSION.  A local commission may refer a matter under its jurisdiction to the Commission on Human Rights.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.201 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.201. Filing of Complaint; Form and Content; Service

Sec. 21.201.  FILING OF COMPLAINT;  FORM AND CONTENT;  SERVICE.  (a)  A person claiming to be aggrieved by an unlawful employment practice or the person's agent may file a complaint with the commission.(b)  The complaint must be in writing and made under oath.(c)  The complaint must state:(1)  that an unlawful employment practice has been committed;(2)  the facts on which the complaint is based, including the date, place, and circumstances of the alleged unlawful employment practice;  and(3)  facts sufficient to enable the commission to identify the respondent.(d)  The executive director or the executive director's designee shall serve the respondent with a copy of the perfected complaint not later than the 10th day after the date the complaint is filed.(e)  A complaint may be amended to cure technical defects or omissions, including a failure to verify the complaint or to clarify and amplify an allegation made in the complaint.(f)  An amendment to a complaint alleging additional facts that constitute unlawful employment practices relating to or arising from the subject matter of the original complaint relates back to the date the complaint was first received by the commission.(g)  If a perfected complaint is not received by the commission within 180 days of the alleged unlawful employment practice or, for a complaint alleging sexual harassment, within 300 days of the alleged sexual harassment, the commission shall notify the respondent that a complaint has been filed and that the process of perfecting the complaint is in progress.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.  Amended by Acts 1995, 74th Leg., ch. 76, Sec. 9.06(a), eff. Sept. 1, 1995.Amended by: Acts 2021, 87th Leg., R.S., Ch. 443 (H.B. 21), Sec. 1, eff. September 1, 2021.|
TX Lab Code § 21.202 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.202. Statute of Limitations

Sec. 21.202.  STATUTE OF LIMITATIONS.  (a)  Except as provided by Subsection (a-1), a complaint under this subchapter must be filed not later than the 180th day after the date the alleged unlawful employment practice occurred.(a-1)  A complaint under this subchapter alleging sexual harassment must be filed not later than the 300th day after the date the alleged sexual harassment occurred.(b)  The commission shall dismiss an untimely complaint.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1993.Amended by: Acts 2021, 87th Leg., R.S., Ch. 443 (H.B. 21), Sec. 2, eff. September 1, 2021.|
TX Lab Code § 21.203 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.203. Alternative Dispute Resolution; Office

Sec. 21.203.  ALTERNATIVE DISPUTE RESOLUTION;  OFFICE.  (a)  The use of alternative means of dispute resolution, including settlement negotiations, conciliation, facilitation, mediation, fact-finding, minitrials, and arbitration, is encouraged to resolve disputes arising under this chapter.  The settlement of a disputed claim under this chapter that results from the use of traditional or alternative means of dispute resolution is binding on the parties to the claim.(b)  The commission shall establish an office of alternative dispute resolution.  At any time after a complaint is received under Section 21.201, at the request of a party or at the direction of the commission the matter may be referred to the office of alternative dispute resolution.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.  Amended by Acts 1995, 74th Leg., ch. 76, Sec. 9.06(b), eff. Sept. 1, 1995.|
TX Lab Code § 21.204 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.204. Investigation by Commission

Sec. 21.204.  INVESTIGATION BY COMMISSION.  (a)  The executive director or a staff member of the commission designated by the executive director shall investigate a complaint and determine if there is reasonable cause to believe that the respondent engaged in an unlawful employment practice as alleged in the complaint.(b)  If the federal government has referred the complaint to the commission or has deferred jurisdiction over the subject matter of the complaint to the commission, the executive director or the executive director's designee shall promptly investigate the allegations stated in the complaint.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.205 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.205. Lack of Reasonable Cause; Dismissal of Complaint

Sec. 21.205.  LACK OF REASONABLE CAUSE;  DISMISSAL OF COMPLAINT.  (a)  If after investigation the executive director or the executive director's designee determines that reasonable cause does not exist to believe that the respondent engaged in an unlawful employment practice as alleged in a complaint, the executive director or the executive director's designee shall issue a written determination, incorporating the finding that the evidence does not support the complaint and dismissing the complaint.(b)  The executive director or the executive director's designee shall serve a copy of the determination on the complainant, the respondent, and other agencies as required by law.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.206 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.206. Determination of Reasonable Cause; Review by Commission

Sec. 21.206.  DETERMINATION OF REASONABLE CAUSE; REVIEW BY COMMISSION.  (a)  If after investigation the executive director or the executive director's designee determines that there is reasonable cause to believe that the respondent engaged in an unlawful employment practice as alleged in a complaint, the executive director or the executive director's designee shall review with the commission members the evidence in the record.(b)  If after the review at least two of the three commission members determine that there is reasonable cause to believe that the respondent engaged in an unlawful employment practice, the executive director shall:(1)  issue a written determination incorporating the executive director's finding that the evidence supports the complaint; and(2)  serve a copy of the determination on the complainant, the respondent, and other agencies as required by law.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.Amended by: Acts 2015, 84th Leg., R.S., Ch. 1138 (S.B. 208), Sec. 10, eff. September 1, 2015.|
TX Lab Code § 21.207 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.207. Resolution by Informal Methods

Sec. 21.207.  RESOLUTION BY INFORMAL METHODS.  (a)  If a determination of reasonable cause is made under Section 21.206, the commission shall endeavor to eliminate the alleged unlawful employment practice by informal methods of conference, conciliation, and persuasion.(b)  Without the written consent of the complainant and respondent, the commission, its executive director, or its other officers or employees may not disclose to the public information about the efforts in a particular case to resolve an alleged discriminatory practice by conference, conciliation, or persuasion, regardless of whether there is a determination of reasonable cause.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.208 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.208. Notice of Dismissal or Unresolved Complaint

Sec. 21.208.  NOTICE OF DISMISSAL OR UNRESOLVED COMPLAINT.  If the commission dismisses a complaint filed under Section 21.201 or does not resolve the complaint before the 181st day after the date the complaint was filed, the commission shall inform the complainant of the dismissal or failure to resolve the complaint in writing by certified mail.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.210 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter E. Administrative Review|Section 21.210. Temporary Injunctive Relief

Sec. 21.210.  TEMPORARY INJUNCTIVE RELIEF.  (a)  If the commission concludes from a preliminary investigation of an unlawful employment practice alleged in a complaint that prompt judicial action is necessary to carry out the purpose of this chapter, the commission shall file a petition seeking appropriate temporary relief against the respondent pending final determination of a proceeding under this chapter.(b)  The petition shall be filed in a district court in a county in which:(1)  the alleged unlawful employment practice that is the subject of the complaint occurred;  or(2)  the respondent resides.(c)  A court may not issue temporary injunctive relief unless the commission shows:(1)  a substantial likelihood of success on the merits;  and(2)  irreparable harm to the complainant in the absence of the preliminary relief pending final determination on the merits.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|