reglab/housing_qa huggingface dataset:
NE Code § 48-1003 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1003 - Limitation on prohibitions; practices not prevented or precluded.

48-1003.  Limitation on prohibitions; practices not prevented or precluded.(1) The prohibitions of the Age Discrimination in Employment Act shall be limited to the employment of individuals who are forty years or more of age.(2) Nothing contained in the act shall be construed as making it unlawful for an employer, employment agency, or labor organization (a) to take action otherwise prohibited under the act when age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business, or when the differentiation is based on reasonable factors other than age, such as physical conditions; or (b) to discharge or otherwise discipline an employee for good cause.Source   Laws 1963, c. 281, § 3, p. 839;   Laws 1972, LB 1357, § 3;   Laws 1979, LB 161, § 2;   Laws 1983, LB 424, § 2;  Laws 2007, LB265, § 15.
NE Code § 48-1005 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1005 - Violations; penalty.

48-1005.  Violations; penalty.Any person who violates any provision of the Age Discrimination in Employment Act or who forcibly resists, opposes, impedes, intimidates, or interferes with the Equal Opportunity Commission or any of its duly authorized representatives while engaged in its, his, or her duties under the act shall be guilty of a Class III misdemeanor. No person shall be imprisoned under this section except for a second or subsequent conviction.Source   Laws 1963, c. 281, § 5, p. 840;   Laws 1972, LB 1357, § 8;   Laws 1977, LB 40, § 300;  Laws 2007, LB265, § 17.
NE Code § 48-1007 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1007 - Equal Opportunity Commission; enforcement; powers.

48-1007.  Equal Opportunity Commission; enforcement; powers.The Age Discrimination in Employment Act shall be administered by the Equal Opportunity Commission as established by section 48-1116. The commission shall have the power (1) to make delegations, to appoint such agents and employees and to pay for technical assistance, including legal assistance, on a fee-for-service basis, as it deems necessary to assist it in the performance of its functions under the act, (2) to cooperate with other federal, state, and local agencies and to cooperate with and furnish technical assistance to employers, labor organizations, and employment agencies to aid in effectuating the purposes of the act, (3) to make investigations, to issue or cause to be served interrogatories, and to require keeping of records necessary or appropriate for the administration of the act, and (4) to bring civil action in its name in any court of competent jurisdiction against any person deemed to be violating the act to compel compliance with the act or to enjoin any such person from continuing any practice that is deemed to be in violation of the act. The commission may seek judicial enforcement through the office of the Attorney General to require the answering of interrogatories and to gain access to evidence or records relevant to the charge under investigation.Source   Laws 1972, LB 1357, § 5;   Laws 1977, LB 162, § 22;  Laws 2007, LB265, § 18.
NE Code § 48-1008 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1008 - Alleged violation; aggrieved person; complaint; investigation; civil action, when; filing, effect; written change; limitation on action; respondent; file written response; commission; powers.

48-1008.  Alleged violation; aggrieved person; complaint; investigation; civil action, when; filing, effect; written change; limitation on action; respondent; file written response; commission; powers.(1) Any person aggrieved by a suspected violation of the Age Discrimination in Employment Act shall file with the Equal Opportunity Commission a formal complaint in such manner and form prescribed by the commission. The commission shall make an investigation and may initiate an action to enforce the rights of such employee under the provisions of the act. If the commission does not initiate an action within sixty days after receipt of a complaint, the person aggrieved may bring a civil action in any court of competent jurisdiction for such legal or equitable relief as will effectuate the purposes of the act. Filing of an action by either the commission or the person aggrieved shall be a bar to the filing of the action by the other.(2) A written charge alleging violation of the Age Discrimination in Employment Act shall be filed within three hundred days after the occurrence of the alleged unlawful employment practice, and notice of the charge, including a statement of the date, place, and circumstances of the alleged unlawful employment practice, shall be served upon the person against whom such charge is made within ten days thereafter.(3) A respondent shall file with the commission a written response to the written charge of violation within thirty days after service upon the respondent. Failure to file a written response within thirty days, except for good cause shown, shall result in a mandatory reasonable cause finding against the respondent by the commission. Failure by any complainant to cooperate with the commission, its investigators, or its staff, except for good cause shown, shall result in dismissal of the complaint by the commission.(4) In connection with any investigation of a charge filed under this section, the commission or its authorized agents may, at any time after a charge is filed, issue or cause to be served interrogatories and shall have at all reasonable times access to, for the purposes of examination, and the right to copy any evidence or records of any person being investigated or proceeded against that relate to unlawful employment practices covered by the act and are relevant to the charge under investigation. The commission may seek preparation of and judicial enforcement of any legal process or interrogatories through the office of the Attorney General.Source   Laws 1972, LB 1357, § 6;   Laws 1977, LB 162, § 23;   Laws 1983, LB 424, § 3;  Laws 2007, LB265, § 19. Annotations The thirty-day period herein is a condition precedent to the ripening of the cause of action of an aggrieved employee claiming age discrimination in employment. Equal Opportunity Commission v. Weyerhaeuser Co., 198 Neb. 104, 251 N.W.2d 730 (1977).
NE Code § 48-1009 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1009 - Court; jurisdiction; relief.

48-1009.  Court; jurisdiction; relief.In any action brought to enforce the Age Discrimination in Employment Act, the court shall have jurisdiction to grant such legal or equitable relief as the court deems appropriate to effectuate the purposes of the act, including judgments compelling employment, reinstatement, or promotion, or enforcing liability for amounts deemed to be unpaid minimum wages or unpaid overtime compensation.Source   Laws 1972, LB 1357, § 7;  Laws 2007, LB265, § 20. Annotations  The proper procedure under this section is for the trial court to submit the damages issue to the jury, if one is empaneled, and reserve ruling on a plaintiff's requested equitable relief until after the jury renders a verdict. A trial court should then enter an order on the jury verdict and reserve entering judgment until after the court has considered any requests for equitable relief. Billingsley v. BFM Liquor Mgmt., Inc., 259 Neb. 992, 613 N.W.2d 478 (2000). Age discrimination cases that seek mandatory injunctions as well as damages are equitable in nature. A jury empaneled in an equity case is advisory only. Synacek v. Omaha Cold Storage, 247 Neb. 244, 526 N.W.2d 91 (1995).
NE Code § 48-1010 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1010 - Suits against governmental bodies; authorized.

48-1010.  Suits against governmental bodies; authorized.The state, governmental agencies, and political subdivisions may be sued upon claims arising under the Age Discrimination in Employment Act in the same manner as provided by such act for suits against other employers.Source   Laws 1983, LB 424, § 4;  Laws 2007, LB265, § 21.
NE Code § 48-1103 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1103 - Exceptions to act.

48-1103.  Exceptions to act.The Nebraska Fair Employment Practice Act shall not apply to:(1) A religious corporation, association, or society with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such corporation, association, or society of its religious activities; or(2) The employment of any individual (a) by his or her parent, grandparent, spouse, child, or grandchild or (b) in the domestic service of any person.Source   Laws 1965, c. 276, § 3, p. 784;   Laws 1993, LB 360, § 7.
NE Code § 48-1105 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1105 - Unlawful employment practice for employment agency.

48-1105.  Unlawful employment practice for employment agency.It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of race, color, religion, sex, disability, marital status, or national origin, or to classify or refer for employment any individual on the basis of race, color, religion, sex, disability, marital status, or national origin.Source   Laws 1965, c. 276, § 5, p. 785;   Laws 1973, LB 266, § 4;   Laws 1977, LB 161, § 3.
NE Code § 48-1106 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1106 - Unlawful employment practice for labor organization.

48-1106.  Unlawful employment practice for labor organization.It shall be an unlawful employment practice for a labor organization:(1) To exclude or to expel from its membership, or otherwise to discriminate against, any individual because of race, color, religion, sex, disability, marital status, or national origin;(2) To limit, segregate, or classify its membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities, or would limit such employment opportunities or otherwise adversely affect such individual's status as an employee or as an applicant for employment, because of such individual's race, color, religion, sex, disability, marital status, or national origin; or(3) To cause or attempt to cause an employer to discriminate against an individual in violation of this section.Source   Laws 1965, c. 276, § 6, p. 785;   Laws 1973, LB 266, § 5;   Laws 1977, LB 161, § 4.
NE Code § 48-1107 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1107 - Unlawful employment practice controlling apprenticeship or training programs.

48-1107.  Unlawful employment practice controlling apprenticeship or training programs.It shall be an unlawful employment practice for any employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs to discriminate against any individual because of race, color, religion, sex, disability, marital status, or national origin in admission to, or employment in, any program established to provide apprenticeship or other training.Source   Laws 1965, c. 276, § 7, p. 786;   Laws 1973, LB 266, § 6;   Laws 1977, LB 161, § 5.
NE Code § 48-1107.01 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1107.01 - Unlawful employment practice for covered entity.

48-1107.01.  Unlawful employment practice for covered entity.It shall be an unlawful employment practice for a covered entity to:(1) Discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment; or(2) Discriminate against an individual who is pregnant, who has given birth, or who has a related medical condition in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment.Source   Laws 1993, LB 360, § 5;  Laws 2015, LB627, § 2.  Annotations  Apart from an exception for summary judgments, in a discrimination action brought under the Nebraska Fair Employment Practice Act, a court evaluates the evidence under the three-part burden-shifting framework from McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S. Ct. 1817, 36 L. Ed. 2d 668 (1973). Under that framework, (1) the plaintiff has the burden of proving a prima facie case of discrimination; (2) if the plaintiff proves a prima facie case, the burden shifts to the employer to articulate some legitimate, nondiscriminatory reason for the adverse employment action; and (3) if the employer articulates a nondiscriminatory reason for its action, the employee maintains the burden of proving that the stated reason was pretextual. Arens v. NEBCO, Inc., 291 Neb. 834, 870 N.W.2d 1 (2015). The threshold fact of consequence in a disability discrimination action is whether the plaintiff is a qualified individual with a disability—i.e., one who can perform the essential functions of the job with or without reasonable accommodations. Arens v. NEBCO, Inc., 291 Neb. 834, 870 N.W.2d 1 (2015).
NE Code § 48-1108 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1108 - Lawful employment practices.

48-1108.  Lawful employment practices.Notwithstanding any other provision of the Nebraska Fair Employment Practice Act:(1) It shall not be an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program on the basis of religion, sex, disability, marital status, or national origin in those certain instances when religion, sex, disability, marital status, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise;(2) It shall not be an unlawful employment practice for a school, college, university, or other educational institution or institution of learning to hire and employ employees of a particular religion if such school, college, university, or other educational institution or institution of learning is, in whole or in substantial part, owned, supported, controlled, or managed by a particular religion or by a particular religious corporation, association, or society or if the curriculum of such school, college, university, or other educational institution of learning is directed toward the propagation of a particular religion;(3) It shall not be an unlawful employment practice for an employer to enact any bona fide health and safety standard that regulates characteristics associated with race if the employer demonstrates that:(a) Without the implementation of such standard, it is reasonably certain that the health and safety of the applicant, employee, or other materially connected person will be impaired;(b) The standard is adopted for nondiscriminatory reasons;(c) The standard is applied equally; and(d) The employer has engaged in good faith efforts to reasonably accommodate the applicant or employee; and(4) It shall not be an unlawful employment practice for the Nebraska State Patrol, a county sheriff, a city or village police department, or any other law enforcement agency in this state or the Nebraska National Guard to impose its own dress and grooming standards.Source   Laws 1965, c. 276, § 8, p. 786;   Laws 1973, LB 266, § 7;   Laws 1977, LB 161, § 6;   Laws 1993, LB 360, § 8;  Laws 2021, LB451, § 2.   Effective Date: August 28, 2021  Annotations A classification based on sex is lawful if it is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise. Richards v. Omaha Public Schools, 194 Neb. 463, 232 N.W.2d 29 (1975).
NE Code § 48-1108.01 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1108.01 - Lawful employment practices for covered entity.

48-1108.01.  Lawful employment practices for covered entity.It shall not be an unlawful employment practice for a covered entity to:(1) Prohibit the illegal use of drugs and the use of alcohol at the workplace by all employees;(2) Require that employees not be under the influence of alcohol or be engaging in the illegal use of drugs at the workplace;(3) Require employees to comply with any federal regulations concerning the use of alcohol or the illegal use of drugs which are applicable to the position of the employee or to the industry involved; or(4) Hold an employee who engages in the illegal use of drugs or who is an alcoholic to the same qualification standards for employment or job performance and behavior that such entity holds other employees even if any unsatisfactory performance or behavior is related to the drug use or alcoholism of such employee.Source  Laws 1993, LB 360, § 4.
NE Code § 48-1110 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1110 - National security employment; exception.

48-1110.  National security employment; exception.Notwithstanding any other provision of the Nebraska Fair Employment Practice Act, it shall not be an unlawful employment practice for an employer to fail or refuse to hire and employ any individual for any position, for an employer to discharge any individual from any position, for an employment agency to fail or refuse to refer any individual for employment in any position, or for a labor organization to fail or refuse to refer any individual for employment in any position, if:(1) The occupancy of such position, or access to the premises in or upon which any part of the duties of such position is performed or is to be performed, is subject to any requirement imposed in the interest of the national security of the United States under any security program in effect pursuant to or administered under any statute of the United States or any Executive Order of the President; and(2) Such individual has not fulfilled or has ceased to fulfill that requirement.Source   Laws 1965, c. 276, § 10, p. 787;   Laws 1993, LB 360, § 10.
NE Code § 48-1112 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1112 - Indians; preferential treatment.

48-1112.  Indians; preferential treatment.Nothing in the Nebraska Fair Employment Practice Act shall apply to any business or enterprise on or near an Indian reservation with respect to any publicly announced employment practice of such business or enterprise under which a preferential treatment is given to any individual because he or she is an Indian living on or near a reservation.Source   Laws 1965, c. 276, § 12, p. 788;   Laws 1993, LB 360, § 12.
NE Code § 48-1113 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1113 - Preferential treatment; when not required.

48-1113.  Preferential treatment; when not required.Nothing in the Nebraska Fair Employment Practice Act shall be interpreted to require any employer, employment agency, labor organization, or joint labor-management committee subject to the act to grant preferential treatment to any individual or to any group because of the race, color, religion, sex, disability, marital status, or national origin of such individual or group on account of an imbalance which may exist with respect to the total number or percentage of persons of any race, color, religion, sex, disability, marital status, or national origin employed by any employer, referred or classified for employment by any employment agency or labor organization, admitted to membership or classified by any labor organization, or admitted to, or employed in, any apprenticeship or other training program, in comparison with the total number or percentage of persons of such race, color, religion, sex, disability, marital status, or national origin in any community, section, or other area, or in the available work force in any community, section, or other area.Source   Laws 1965, c. 276, § 13, p. 788;   Laws 1973, LB 266, § 9;   Laws 1977, LB 161, § 8;   Laws 1993, LB 360, § 13.
NE Code § 48-1115 (2021)
2021 Nebraska Revised Statutes|Chapter 48 - Labor|48-1115 - Notice of employment; preference or discrimination; race, color, religion, sex, disability, marital status, national origin; unlawful; exception.

48-1115.  Notice of employment; preference or discrimination; race, color, religion, sex, disability, marital status, national origin; unlawful; exception.It shall be an unlawful employment practice for an employer, labor organization, or employment agency to print or publish or cause to be printed or published any notice or advertisement relating to employment by such an employer or membership in or any classification or referral for employment by such a labor organization, or relating to any classification or referral for employment by such an employment agency, indicating any preference, limitation, specification, or discrimination based on race, color, religion, sex, disability, marital status, or national origin, except that such a notice or advertisement may indicate a preference, limitation, specification or discrimination based on religion, sex, disability, marital status, or national origin when religion, sex, disability, marital status, or national origin is a bona fide occupational qualification for employment.Source   Laws 1965, c. 276, § 15, p. 789;   Laws 1973, LB 266, § 10;   Laws 1977, LB 161, § 9.