reglab/housing_qa huggingface dataset:
TX Lab Code § 21.0595 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter B. Unlawful Employment Practices|Section 21.0595. Discriminatory Leave Policy Affecting Employee's Entitlement to Personal Leave to Care for Sick Foster Child

Sec. 21.0595.  DISCRIMINATORY LEAVE POLICY AFFECTING EMPLOYEE'S ENTITLEMENT TO PERSONAL LEAVE TO CARE FOR SICK FOSTER CHILD.  An employer commits an unlawful employment practice if:(1)  the employer administers a leave policy under which an employee is entitled to personal leave to care for or otherwise assist the employee's sick child; and(2)  the leave policy described by Subdivision (1) does not treat in the same manner as an employee's biological or adopted minor child any foster child of the employee who:(A)  resides in the same household as the employee; and(B)  is under the conservatorship of the Department of Family and Protective Services.|Added by Acts 2017, 85th Leg., R.S., Ch. 113 (H.B. 88), Sec. 1, eff. September 1, 2017.|
TX Lab Code § 21.060 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter B. Unlawful Employment Practices|Section 21.060. Violation of Conciliation Agreement

Sec. 21.060.  VIOLATION OF CONCILIATION AGREEMENT.  A party to a conciliation agreement made under this chapter commits an unlawful employment practice if the party violates the terms of the conciliation agreement.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.061 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter B. Unlawful Employment Practices|Section 21.061. Insufficient Evidence of Unlawful Practice

Sec. 21.061.  INSUFFICIENT EVIDENCE OF UNLAWFUL PRACTICE.  In the absence of other evidence of an unlawful employment practice, evidence of the employment of one person in place of another is not sufficient to establish an unlawful employment practice.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.101 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.101. Age Discrimination Limited to Individuals of Certain Age

Sec. 21.101.  AGE DISCRIMINATION LIMITED TO INDIVIDUALS OF CERTAIN AGE.  The provisions of this chapter referring to discrimination because of age or on the basis of age apply only to discrimination against an individual 40 years of age or older.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.Amended by: Acts 2019, 86th Leg., R.S., Ch. 257 (H.B. 1074), Sec. 1, eff. September 1, 2019.|
TX Lab Code § 21.102 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.102. Bona Fide Employee Benefit Plan; Production Measurement System

Sec. 21.102.  BONA FIDE EMPLOYEE BENEFIT PLAN;  PRODUCTION MEASUREMENT SYSTEM.  (a)  Except as provided by Subsections (b) and (c), an employer does not commit an unlawful employment practice by applying different standards of compensation or different terms, conditions, or privileges of employment under:(1)  a bona fide seniority system, merit system, or an employee benefit plan, such as a retirement, pension, or insurance plan, that is not a subterfuge to evade this chapter;  or(2)  a system that measures earnings by quantity or quality of production.(b)  An employee benefit plan may not excuse a failure to hire on the basis of age.  A seniority system or employee benefit plan may not require or permit involuntary retirement on the basis of age except as permitted by Section 21.103.(c)  This section does not apply to standards of compensation or terms, conditions, or privileges of employment that are discriminatory on the basis of race, color, disability, religion, sex, national origin, or age.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.103 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.103. Compulsory Retirement Permitted for Certain Employees

Sec. 21.103.  COMPULSORY RETIREMENT PERMITTED FOR CERTAIN EMPLOYEES.  This chapter does not prohibit the compulsory retirement of an employee who is:(1)  at least 65 years of age;(2)  employed in a bona fide executive or high policy-making position for the two years preceding retirement;  and(3)  entitled to an immediate, nonforfeitable annual retirement benefit from a pension, profit-sharing, savings, or deferred compensation plan or a combination of plans of the employee's employer that equals, in the aggregate, at least $27,000.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.104 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.104. Age Requirement for Peace Officers or Fire Fighters

Sec. 21.104.  AGE REQUIREMENT FOR PEACE OFFICERS OR FIRE FIGHTERS.  An employer does not commit an unlawful employment practice by imposing a minimum or maximum age requirement for peace officers or fire fighters.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.105 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.105. Discrimination Based on Disability

Sec. 21.105.  DISCRIMINATION BASED ON DISABILITY.  A provision in this subchapter or Subchapter B  referring to discrimination because of disability or on the basis of disability applies only to discrimination because of or on the basis of a physical or mental condition that does not impair an individual's ability to reasonably perform a job.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.106 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.106. Sex Discrimination

Sec. 21.106.  SEX DISCRIMINATION.  (a)  A provision in this chapter referring to discrimination because of sex or on the basis of sex includes discrimination because of or on the basis of pregnancy, childbirth, or a related medical condition.(b)  A woman affected by pregnancy, childbirth, or a related medical condition shall be treated for all purposes related to employment, including receipt of a benefit under a fringe benefit program, in the same manner as another individual not affected but similar in the individual's ability or inability to work.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.1065 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.1065. Sexual Harassment Protections for Unpaid Interns

Sec. 21.1065.  SEXUAL HARASSMENT PROTECTIONS FOR UNPAID INTERNS.  (a) In this section, "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:(1)  submission to the advance, request, or conduct is made a term or condition of an individual's internship, either explicitly or implicitly;(2)  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 internship;(3)  the advance, request, or conduct has the purpose or effect of unreasonably interfering with an individual's work performance at the individual's internship; or(4)  the advance, request, or conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment.(b)  An employer commits an unlawful employment practice if sexual harassment of an unpaid intern 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.(c)  In this section, an individual is considered to be an unpaid intern of an employer if:(1)  the individual's internship, even though it includes engagement in the employer's operations or the performance of productive work for the employer, is similar to training that would be given in an educational environment;(2)  the individual's internship experience is for the individual's benefit;(3)  the individual does not displace the employer's regular employees but works under close supervision of the employer's existing staff;(4)  the employer does not derive any immediate advantage from the individual's internship activities and on occasion the employer's operations may be impeded by those activities;(5)  the individual is not entitled to a job at the conclusion of the internship; and(6)  the individual is not entitled to wages for the time spent in the internship.|Added by Acts 2015, 84th Leg., R.S., Ch. 1019 (H.B. 1151), Sec. 1, eff. September 1, 2015.|
TX Lab Code § 21.107 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.107. Effect on Abortion Benefits

Sec. 21.107.  EFFECT ON ABORTION BENEFITS.  This chapter does not:(1)  require an employer to pay for health insurance benefits for abortion unless the life of the mother would be endangered if the fetus were carried to term;(2)  preclude an employer from providing abortion benefits;  or(3)  affect a bargaining agreement relating to abortion.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.108 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.108. Discrimination Based on Religion

Sec. 21.108.  DISCRIMINATION BASED ON RELIGION.  A provision in this chapter referring to discrimination because of religion or on the basis of religion applies to discrimination because of or on the basis of any aspect of religious observance, practice, or belief, unless an employer demonstrates that the employer is unable reasonably to accommodate the religious observance or practice of an employee or applicant without undue hardship to the conduct of the employer's business.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.109 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.109. Employment by Religious Organization

Sec. 21.109.  EMPLOYMENT BY RELIGIOUS ORGANIZATION.  (a)  A religious corporation, association, society, or educational institution or an educational organization operated, supervised, or controlled in whole or in substantial part by a religious corporation, association, or society does not commit an unlawful employment practice by limiting employment or giving a preference to members of the same religion.(b)  Subchapter B  does not apply to the employment of an individual of a particular religion by a religious corporation, association, or society to perform work connected with the performance of religious activities by the corporation, association, or society.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.110 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.110. Discrimination Based on National Origin

Sec. 21.110.  DISCRIMINATION BASED ON NATIONAL ORIGIN.  A provision in this chapter referring to discrimination because of national origin or on the basis of national origin includes discrimination because of or on the basis of the national origin of an ancestor.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.111 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.111. Person Employed Out of State

Sec. 21.111.  PERSON EMPLOYED OUT OF STATE.  This chapter does not apply to an employer with respect to the employment of a person outside this state.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.112 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.112. Employees at Different Locations

Sec. 21.112.  EMPLOYEES AT DIFFERENT LOCATIONS.  An employer does not commit an unlawful employment practice by applying to employees who work in different locations different standards of compensation or different terms, conditions, or privileges of employment that are not discriminatory on the basis of race, color, disability, religion, sex, national origin, or age.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.113 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.113. Imbalance Plan Not Required

Sec. 21.113.  IMBALANCE PLAN NOT REQUIRED.  This chapter does not require a person subject to this chapter to grant preferential treatment to an individual or a group on the basis of race, color, disability, religion, sex, national origin, or age because of an imbalance between:(1)  the total number or percentage of persons of that individual's or group's race, color, disability, religion, sex, national origin, or age:(A)  employed by an employer;(B)  referred or classified for employment by an employment agency or labor organization;(C)  admitted to membership or classified by a labor organization;  or(D)  admitted to or employed in an apprenticeship, on-the-job training, or other training or retraining program;  and(2)  the total number or percentage of persons of that race, color, disability, religion, sex, national origin, or age in:(A)  a community, this state, a region, or other area;  or(B)  the available work force in a community, this state, a region, or other area.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.114 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.114. Plan to End Discriminatory School Practices

Sec. 21.114.  PLAN TO END DISCRIMINATORY SCHOOL PRACTICES.  A public school official does not commit an unlawful employment practice by adopting or implementing a plan reasonably designed to end discriminatory school practices.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.115 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.115. Business Necessity

Sec. 21.115.  BUSINESS NECESSITY.  (a)  Subject to Subsection (b), an employer does not commit an unlawful employment practice by engaging in a practice that has a discriminatory effect and that would otherwise be prohibited by this chapter if the employer establishes that the practice:(1)  is not intentionally devised or operated to contravene the prohibitions of this chapter; and(2)  is justified by business necessity.(b)  An employer may not use a qualification standard, employment test, or other selection criterion based on an individual's uncorrected vision unless the standard, test, or criterion is consistent with business necessity and job-related for the position to which the standard, test, or criterion applies.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.Amended by: Acts 2009, 81st Leg., R.S., Ch. 337 (H.B. 978), Sec. 4, eff. September 1, 2009.|
TX Lab Code § 21.116 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.116. Reliance on Commission Interpretation or Opinion

Sec. 21.116.  RELIANCE ON COMMISSION INTERPRETATION OR OPINION.  (a)  A person is not liable for an unlawful employment practice performed in good faith and in conformity with and in reliance on a written interpretation or opinion of the commission.(b)  In a proceeding alleging an unlawful employment practice, the respondent has the burden of pleading and proving the defense provided by this section.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.117 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.117. Employment of Family Member

Sec. 21.117.  EMPLOYMENT OF FAMILY MEMBER.  Subchapter B  does not apply to the employment of an individual by the individual's parent, spouse, or child.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.118 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.118. Statewide Hometown Plan

Sec. 21.118.  STATEWIDE HOMETOWN PLAN.  Subchapter B  does not apply to a labor union, firm, association, or individual participating on September 23, 1983, in a statewide hometown plan approved by the United States Department of Labor.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.119 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.119. Bona Fide Occupational Qualification

Sec. 21.119.  BONA FIDE OCCUPATIONAL QUALIFICATION.  If disability, religion, sex, national origin, or age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise, performing any of the following practices on the basis of disability, religion, sex, national origin, or age of an employee, member, or other individual is not an unlawful employment practice:(1)  an employer hiring and employing an employee;(2)  an employment agency classifying or referring an individual for employment;(3)  a labor organization classifying its members or classifying or referring an individual for employment;  or(4)  an employer, labor organization, or joint labor-management committee controlling an apprenticeship, on-the-job training, or other training or retraining program admitting or employing an individual in its program.|Acts 1993, 73rd Leg., ch. 269, Sec. 1, eff. Sept. 1, 1993.|
TX Lab Code § 21.120 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.120. Use or Possession of Controlled Substance

Sec. 21.120.  USE OR POSSESSION OF CONTROLLED SUBSTANCE.  (a)  An employer does not commit an unlawful employment practice by adopting a policy prohibiting the employment of an individual who currently uses or possesses a controlled substance as defined in Schedules I and II of Section 202, Controlled Substances Act, and their subsequent amendments (21 U.S.C. Section 801 et seq.), other than the use or possession of a drug taken under the supervision of a licensed health care professional or any other use or possession authorized by the Controlled Substances Act or any other federal or state law.(b)  Subsection (a) does not apply to a policy adopted or applied with the intent to discriminate because of race, color, sex, national origin, religion, age, or disability.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.04(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.121 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.121. Work Force Diversity Programs

Sec. 21.121.  WORK FORCE DIVERSITY PROGRAMS.  An employer does not commit an unlawful employment practice by developing and implementing personnel policies that incorporate work force diversity programs.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.04(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.122 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.122. Burden of Proof in Disparate Impact Cases

Sec. 21.122.  BURDEN OF PROOF IN DISPARATE IMPACT CASES.  (a)  An unlawful employment practice based on disparate impact is established under this chapter only if:(1)  a complainant demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race, color, sex, national origin, religion, or disability and the respondent fails to demonstrate that the challenged practice is job-related for the position in question and consistent with business necessity;  or(2)  the complainant makes the demonstration in accordance with federal law as that law existed June 4, 1989, with respect to the concept of alternative employment practices, and the respondent refuses to adopt such an alternative employment practice.(b)  To determine the availability of and burden of proof applicable to a disparate impact case involving age discrimination, the court shall apply the judicial interpretation of the Age Discrimination in Employment Act of 1967 and its subsequent amendments (29 U.S.C. Section 621 et seq.).(c)  To demonstrate that a particular employment practice causes a disparate impact, the complainant must demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complainant demonstrates to the satisfaction of the court that the elements of a respondent's decision-making process are not capable of separation for analysis, that decision-making process may be analyzed as one employment practice.(d)  If the respondent demonstrates that a specific practice does not cause a disparate impact, the respondent may not be required to demonstrate that the practice is consistent with business necessity.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|
TX Lab Code § 21.123 (2021)
2021 Texas Statutes|Labor Code|Title 2 - Protection of Laborers|Subtitle A - Employment Discrimination|Chapter 21 - Employment Discrimination|Subchapter C. Application; Exceptions|Section 21.123. Scope of Defense

Sec. 21.123.  SCOPE OF DEFENSE.  A demonstration that an employment practice is consistent with business necessity may not be used as a defense under this chapter against a complaint of intentional discrimination.|Added by Acts 1995, 74th Leg., ch. 76, Sec. 9.05(a), eff. Sept. 1, 1995.|