reglab/housing_qa huggingface dataset:
IN Code § 22-9-2-6 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 2. Age Discrimination|22-9-2-6. Record of Ages of Employees; Complaints; Hearing; Findings of Fact

Sec. 6. Every person shall keep true and accurate records of the ages of all persons employed by the person as reported by each employee, and shall upon demand furnish to the commissioner of labor, or to the authorized representative of the commissioner of labor, a true copy of any such record, verified upon oath. Such record shall be open to investigation by the commissioner at any reasonable time. If on all the testimony taken, the commissioner of labor shall make a preliminary determination that the employer has engaged in or is engaging in unfair employment practices, the commissioner shall endeavor to eliminate such unfair employment practices by informal methods of conference, conciliation and persuasion. If voluntary compliance cannot be obtained, the commissioner of labor shall be empowered to issue a complaint stating the charges and giving not less than ten (10) days' notice of hearing before the commissioner of labor at a place fixed in the notice. Any complaint issued pursuant to this section must be so issued within four (4) months after the alleged unfair employment practices were committed. The respondent shall have the right to file an answer to such complaint and may appear at such hearing with or without counsel to present evidence and to examine and cross-examine witnesses. Upon the completion of testimony at such hearing, if determination is made that unfair practices were committed, the commissioner of labor shall state the commissioner's findings of fact and, if satisfied therewith, may issue the commissioner's finding that the employer has ceased to engage in unfair employment practices.Formerly: Acts 1965, c.368, s.6. As amended by P.L.136-2018, SEC.127.
IN Code § 22-9-2-7 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 2. Age Discrimination|22-9-2-7. Complaint; Dismissal; Lack of Evidence

Sec. 7. If the commissioner of labor shall find no probable cause exists to substantiate the charges, or, if upon all the evidence, he shall find that an employer has not engaged in unfair employment practices, the commissioner of labor shall state in writing his findings of fact and shall issue and cause to be served on the complainant an order dismissing the said complaint as to such employer.Formerly: Acts 1965, c.368, s.7.
IN Code § 22-9-2-8 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 2. Age Discrimination|22-9-2-8. Unfair Employment Practice; Dismissing Employee for Furnishing Evidence at Hearing

Sec. 8. It shall be an unfair employment practice for any employer to discharge an employee because he has furnished evidence in connection with a complaint under this chapter.Formerly: Acts 1965, c.368, s.8. As amended by P.L.144-1986, SEC.180.
IN Code § 22-9-2-10 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 2. Age Discrimination|22-9-2-10. Domestic Service; Farm Labor; Exemptions

Sec. 10. These provisions shall not apply to a person employed in private domestic service or service as a farm laborer nor to a person who is qualified for benefits under the terms or conditions of an employer retirement or pension plan or system.Formerly: Acts 1965, c.368, s.10.
IN Code § 22-9-2-11 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 2. Age Discrimination|22-9-2-11. Conflict of Laws; Saving Clause

Sec. 11. Nothing contained herein shall be deemed to repeal any of the provisions of any law of this state relating to discrimination because of age, race or color, religion, or country of ancestral origin. Nothing herein shall be deemed to limit, restrict or affect the freedom of any employer in regard to (a) fixing compulsory retirement requirements for any class of employees at an age or ages less than seventy-five (75) years; (b) fixing eligibility requirements for participation in, or enjoyment by employees of, benefits under any annuity plan or pension or retirement plan on the basis that any employee may be excluded from eligibility therefor who, at the time he would otherwise become eligible for such benefits, is older than the age fixed in such eligibility requirements; or (c) keeping age records for any such purposes.Formerly: Acts 1965, c.368, s.11. As amended by Acts 1979, P.L.206, SEC.7; P.L.166-2009, SEC.5.
IN Code § 22-9-5-1 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-1. "Auxiliary AIDS and Services" Defined

Sec. 1. As used in this chapter, "auxiliary aids and services" includes the following:(1) Qualified interpreters or other effective methods of making aurally delivered materials available to individuals with hearing impairments.(2) Qualified readers, taped texts, or other effective methods of making visually delivered materials available to individuals with visual impairments.(3) Acquisition or modification of equipment or devices.(4) Other similar services and actions.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-2 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-2. "Commerce" Defined

Sec. 2. As used in this chapter, "commerce" has the meaning set forth in Section 701 of the Civil Rights Act of 1964 (42 U.S.C. 2000e).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-3 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-3. "Commission" Defined

Sec. 3. As used in this chapter, "commission" refers to the civil rights commission.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-4 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-4. "Covered Entity" Defined

Sec. 4. As used in this chapter, "covered entity" means an employer, an employment agency, a labor organization, or a joint labor-management committee.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-5 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-5. "Direct Threat" Defined

Sec. 5. As used in this chapter, "direct threat" means a significant risk to the health or safety of others that cannot be eliminated by reasonable accommodation.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-6 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-6. "Disability" and "Illegal Use of Drugs" Defined; Illegal Drug Users; Sexual Behavior

Sec. 6. (a) As used in this chapter, "disability" means with respect to an individual:(1) a physical or mental impairment that substantially limits at least one (1) of the major life activities of the individual;(2) a record of an impairment described in subdivision (1); or(3) being regarded as having an impairment described in subdivision (1).(b) As used in this subsection, "illegal use of drugs" means the use of drugs the possession or distribution of which is unlawful under the Controlled Substances Act. The term does not include the use of a drug taken under the supervision of a licensed health care professional or another use authorized by the Controlled Substances Act (21 U.S.C. 812) or other provisions of federal law. For purposes of this chapter, an individual shall not be considered an individual with a disability solely because the individual is currently engaging in the illegal use of drugs. However, this subsection does not exclude as an individual with a disability an individual who:(1) has successfully completed a supervised drug rehabilitation program and is no longer engaging in the illegal use of drugs or has otherwise been rehabilitated successfully and is no longer engaging in the illegal use of drugs;(2) is participating in a supervised rehabilitation program and is no longer engaging in the illegal use of drugs; or(3) is erroneously regarded as engaging in the illegal use of drugs but is not engaging in the illegal use of drugs.It is not a violation of this chapter for a person or other entity covered by this chapter to adopt or administer reasonable policies or procedures, including but not limited to drug testing, designed to ensure that an individual described in subdivision (1) or (2) is no longer engaging in the illegal use of drugs. Nothing in this section shall be construed to encourage, prohibit, restrict, or authorize testing for the illegal use of drugs.(c) Notwithstanding subsection (b), an individual shall not be denied health services or services provided in connection with drug rehabilitation on the basis of the current illegal use of drugs if the individual is otherwise entitled to those services.(d) For purposes of this chapter, an individual shall not be considered an individual with a disability solely on the basis of the following:(1) Homosexuality.(2) Bisexuality.(3) Transvestism, transsexualism, pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders.(4) Compulsive gambling, kleptomania, or pyromania.(5) Psychoactive substance use disorders resulting from current illegal use of drugs (as defined in section 12 of this chapter).As added by P.L.111-1992, SEC.4. Amended by P.L.99-2007, SEC.187.
IN Code § 22-9-5-7 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-7. "Discriminate" Defined

Sec. 7. As used in this chapter, "discriminate" includes the following:(1) Limiting, segregating, or classifying a job applicant or an employee in a way that adversely affects the opportunities or status of the applicant or employee because of the disability of the applicant or employee.(2) Participating in a contractual or other arrangement or relationship that has the effect of subjecting a covered entity's qualified applicant or employee with a disability to the discrimination prohibited by this chapter. Such relationship includes a relationship with:(A) an employment or a referral agency;(B) a labor union;(C) an organization providing fringe benefits to an employee of the covered entity; or(D) an organization providing training and apprenticeship programs.(3) Utilizing standards, criteria, or methods of administration:(A) that have the effect of discrimination on the basis of disability; or(B) that perpetuate the discrimination of others who are subject to common administrative control.(4) Excluding or otherwise denying equal jobs or benefits to a qualified individual because of the known disability of an individual with whom the qualified individual is known to have a relationship or an association.(5) Not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee unless the covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of the covered entity.(6) Denying employment opportunities to a job applicant or an employee who is an otherwise qualified individual with a disability if that denial is based on the need of the covered entity to make reasonable accommodation to the physical or mental impairments of the employee or applicant.(7) Using qualification standards, employment tests, or other selection criteria that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities unless the standard, test, or other selection criteria, as used by the covered entity, is shown to be job related for the position in question and is consistent with business necessity.(8) Failing to select and administer tests concerning employment in the most effective manner to ensure that when the test is administered to a job applicant or an employee who has a disability that impairs sensory, manual, or speaking skills, the test results accurately reflect the skills, aptitude, or other factor of the applicant or employee that the test purports to measure, rather than reflecting the impaired sensory, manual, or speaking skills of the employee or applicant, except where those skills are the factors that the test purports to measure.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-8 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-8. "Drug" Defined

Sec. 8. As used in this chapter, "drug" means a controlled substance (as defined in schedules I through V of Section 202 of the Controlled Substances Act 21 U.S.C. 812).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-9 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-9. "Employee" Defined

Sec. 9. As used in this chapter, "employee" means an individual employed by an employer.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-9.5 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-9.5. "Service Animal" Defined

Sec. 9.5. As used in this chapter, "service animal" refers to an animal trained as:(1) a hearing animal;(2) a guide animal;(3) an assistance animal;(4) a seizure alert animal;(5) a mobility animal;(6) a psychiatric service animal; or(7) an autism service animal.As added by P.L.155-2009, SEC.6.
IN Code § 22-9-5-10 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-10. "Employer" Defined

Sec. 10. (a) During the time beginning July 26, 1992, and ending July 25, 1994, as used in this chapter, "employer" means a person engaged in an industry affecting commerce that has at least twenty-five (25) employees for each working day in each of at least twenty (20) calendar weeks in the current or preceding year and an agent of the person.(b) After July 25, 1994, as used in this chapter, "employer" means a person engaged in an industry affecting commerce that has at least fifteen (15) employees for each working day in each of at least twenty (20) calendar weeks in the current or preceding year and an agent of the person.(c) The term described in subsections (a) and (b) does not include any of the following:(1) The United States, a corporation wholly owned by the government of the United States, or an Indian tribe.(2) A bona fide private membership club other than a labor organization that is exempt from taxation under Section 501(c) of the Internal Revenue Code.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-11 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-11. "Employment Agency" Defined

Sec. 11. As used in this chapter, "employment agency" has the meaning set forth in Section 701 of the Civil Rights Act of 1964 (42 U.S.C. 2000e).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-12 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-12. "Illegal Use of Drugs" Defined

Sec. 12. As used in this chapter, "illegal use of drugs" means the use of drugs the possession or distribution of which is unlawful under the Controlled Substances Act. The term does not include the use of a drug taken under the supervision of a licensed health care professional, other uses authorized by the Controlled Substances Act (21 U.S.C. 812), or other provisions of federal law.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-13 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-13. "Industry Affecting Commerce" Defined

Sec. 13. As used in this chapter, "industry affecting commerce" has the meaning set forth in Section 701 of the Civil Rights Act of 1964 (42 U.S.C. 2000e).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-14 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-14. "Labor Organization" Defined

Sec. 14. As used in this chapter, "labor organization" has the meaning set forth in Section 701 of the Civil Rights Act of 1964 (42 U.S.C. 2000e).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-15 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-15. "Person" Defined

Sec. 15. As used in this chapter, "person" has the meaning set forth in Section 701 of the Civil Rights Act of 1964 (42 U.S.C. 2000e).As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-16 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-16. "Qualified Individual With a Disability" Defined

Sec. 16. As used in this chapter, "qualified individual with a disability" means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that the individual holds or desires. For the purposes of this chapter, consideration shall be given to the employer's judgment as to what functions of a job are essential, and if an employer has prepared a written description before advertising or interviewing applicants for the job the description shall be considered evidence of the essential functions of the job.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-17 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-17. "Reasonable Accommodation" Defined

Sec. 17. As used in this chapter, "reasonable accommodation" includes the following:(1) Making existing facilities used by employees readily accessible to and usable by individuals with disabilities.(2) Job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modification of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-18 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-18. "Undue Hardship" Defined; Factors

Sec. 18. (a) As used in this chapter, "undue hardship" means an action requiring significant difficulty or expense when considered in light of the factors set forth in subsection (b).(b) In determining whether an accommodation would impose an undue hardship on a covered entity factors to be considered include the following:(1) The nature and cost of the accommodation needed under this chapter.(2) The:(A) overall financial resources of the facility or facilities involved in the provision of the reasonable accommodation;(B) number of persons employed at the facility or facilities;(C) effect on expenses and resources; or(D) impact otherwise of the accommodation upon the operation of the facility or facilities.(3) The overall financial resources of the covered entity, the overall size of the business of a covered entity with respect to the number of employees, and the number, type, and location of facilities.(4) The type of operation or operations of the covered entity, including the composition, structure, and functions of the workforce of the entity, and the geographic separateness, administrative, or fiscal relationship of the facility or facilities in question to the covered entity.As added by P.L.111-1992, SEC.4. Amended by P.L.21-1995, SEC.144.
IN Code § 22-9-5-19 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-19. Prohibition Against Discrimination

Sec. 19. A covered entity may not discriminate against a qualified individual with a disability because of the disability of that individual in regard to any of the following:(1) Job application procedures.(2) The hiring, advancement, or discharge of employees.(3) Employee compensation.(4) Job training.(5) Other terms, conditions, and privileges of employment.As added by P.L.111-1992, SEC.4.
IN Code § 22-9-5-20 (2021)
2021 Indiana Code|Title 22. Labor and Safety|Article 9. Civil Rights|Chapter 5. Employment Discrimination Against Disabled Persons|22-9-5-20. Medical Examinations and Inquiries; Permissibility and Scope; Disclosures; Use of Results

Sec. 20. (a) The prohibition against discrimination in section 19 of this chapter includes medical examinations and inquiries. Except as otherwise provided by this section, a covered entity may not conduct a medical examination or make inquiries of a job applicant as to whether the applicant is an individual with a disability or as to the nature or severity of a disability.(b) A covered entity may make preemployment inquiries into the ability of an applicant to perform job related functions.(c) A covered entity may require a medical examination after an offer of employment has been made to a job applicant and before the commencement of the employment duties of the applicant and may condition an offer of employment on the results of that examination if:(1) all entering employees are subjected to the examination regardless of disability;(2) information obtained regarding the medical condition or history of the applicant is collected and maintained on separate forms and in separate medical files and is treated as a confidential medical record, except that:(A) supervisors and managers may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations;(B) first aid and safety personnel may be informed, when appropriate, if the disability might require emergency treatment; and(C) government officials investigating compliance with this chapter shall be provided relevant information on request; and(3) the results of the examination are used only in accordance with this chapter.(d) A covered entity may not require a medical examination and may not make inquiries of an employee as to whether the employee is an individual with a disability or as to the nature or severity of the disability, unless the examination or inquiry is shown to be job related and consistent with business necessity.(e) A covered entity may conduct voluntary medical examinations, including voluntary medical histories, that are part of an employee health program available to employees at that work site. A covered entity may make inquiries into the ability of an employee to perform job related functions. Information obtained under this subsection is subject to the requirements of subsection (c)(2) and (c)(3).(f) A covered entity may not interfere, directly or indirectly, with the use of an animal that has been or is being specially trained as a service animal.(g) A covered entity may not refuse to permit an employee with a disability to keep a service animal with the employee at all times in the place of employment.As added by P.L.111-1992, SEC.4. Amended by P.L.155-2009, SEC.7.