reglab/housing_qa huggingface dataset:
CA Govt Code § 12932 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 5 - Powers and Duties|ARTICLE 1 - The Department|Section 12932.

12932.  (a) The Legislature recognizes that the avoidance of discriminatory practices in the employment of disabled persons is most effectively achieved through the ongoing efforts of state agencies involved in the vocational rehabilitation and job placement of the disabled. The department may utilize the efforts and experience of the Department of Rehabilitation in the development of job opportunities for the disabled by requesting the Department of Rehabilitation to foster good will and to conciliate on employment policies with employers who, in the judgment of the department, have employment practices or policies that discriminate against disabled persons. Nothing contained in this paragraph shall be construed to transfer any of the functions, powers, or duties from the department to the Department of Rehabilitation.(b) The activities of the department in providing conciliation assistance shall be conducted in confidence and without publicity, and the department shall hold confidential any information acquired in the regular performance of its duties upon the understanding that it would be so held.(c) No employee of the department shall engage in the performance of investigative or prosecuting functions of any department or agency in any litigation arising out of a dispute in which the employee acted on behalf of the department. Any employee of the department, who makes public in any manner whatever any information in violation of this subdivision, is guilty of a misdemeanor and, if a member of the state civil service, shall be subject to disciplinary action under the State Civil Service Act (Part 2 (commencing with Section 18500) of Division 5 of Title 2).(d) When contacted by the department, employers, labor organizations, or employment agencies shall be informed whether a particular discussion, or portion thereof, constitutes either of the following:(1) Endeavors at conference, conciliation, and persuasion which may not be disclosed by the department or received in evidence in any formal hearing or court action.(2) Investigative processes, which are not so protected.(Amended by Stats. 2017, Ch. 799, Sec. 5. (AB 1556) Effective January 1, 2018.)
CA Govt Code § 12933 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 5 - Powers and Duties|ARTICLE 1 - The Department|Section 12933.

12933.  The department shall maintain liaison with the human relations commissions of cities, counties, and any city and county, and shall provide any information not designated by law as confidential to such commissions on request.(Added by Stats. 1980, Ch. 992.)
CA Govt Code § 12940.1 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12940.1.

12940.1.  For the purposes of paragraph (1) of subdivision (a) of Section 12940, it shall be presumed that an individual with heart trouble, as referred to in Section 3212 of the Labor Code, applying for either a firefighter position or participation in an apprenticeship training program leading to employment in that position, if the actual duties require physical, active fire suppression, or a law enforcement position, the principal duties of which clearly consist of active law enforcement, could not perform those duties in a manner that would not endanger the individual’s health or safety or the health or safety of others. This presumption may be overcome by the applicant or the department proving, by a preponderance of the evidence, that the applicant would be able to safely perform the job. Law enforcement, for the purposes of this section, means police officer, deputy sheriff, or sheriff whose principal duties consist of active law enforcement service.(Amended by Stats. 2017, Ch. 799, Sec. 7. (AB 1556) Effective January 1, 2018.)
CA Govt Code § 12940.3 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12940.3.

12940.3.  Prior to January 1, 1996, a study or survey of the costs, including litigation and reasonable accommodation expenses and other impacts on California employers of 15 or more employees, resulting from compliance with Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336), shall be undertaken jointly by the California Chamber of Commerce, the Department of Fair Employment and Housing, Protection and Advocacy, Inc., and the State Department of Rehabilitation. The study shall also include an analysis of the benefits of the requirements of Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336) to persons with disabilities. The results of the study shall be submitted to the Commission on Special Education for their review and recommendations. The study shall provide a basis for a recommendation to the Legislature and the Governor concerning whether the hardships imposed upon businesses outweigh the benefits to persons with disabilities when the requirements of Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336) are extended to California employers of 5 to 14, inclusive, employees by amending the Fair Employment and Housing Act to include people with mental disabilities as a protected class. In conducting the study and making a recommendation, the parties shall consider whether the additional requirements or consequences of being subject to the additional requirements will impose a significant hardship on employers of 5 to 14, inclusive, employees.It is the intent to the Legislature that if, at the conclusion of the study and report to the Legislature, it is determined that employers of between 5 and 14 employees would not have a significant hardship in implementing the requirements of Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336), legislation should be introduced to require that employers with between 5 and 14 employees are covered by the requirements of Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336).The Legislature intends that all employers, including employers of 5 to 14, inclusive, employees, voluntarily comply with the requirements of Title I of the Americans with Disabilities Act of 1990 (Public Law 101-336) so that persons with mental disabilities can participate fully in the employment opportunities provided to all Californians. However, it is the intent of the Legislature that existing employment discrimination provisions covering employers of 5 to 14, inclusive, employees shall not be altered by amendments to this part that become effective on January 1, 1993.(Added by Stats. 1992, Ch. 913, Sec. 23.5. Effective January 1, 1993.)
CA Govt Code § 12941 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12941.

12941.  The Legislature hereby declares its rejection of the court of appeal opinion in Marks v. Loral Corp. (1997) 57 Cal.App.4th 30, and states that the opinion does not affect existing law in any way, including, but not limited to, the law pertaining to disparate treatment. The Legislature declares its intent that the use of salary as the basis for differentiating between employees when terminating employment may be found to constitute age discrimination if use of that criterion adversely impacts older workers as a group, and further declares its intent that the disparate impact theory of proof may be used in claims of age discrimination. The Legislature further reaffirms and declares its intent that the courts interpret the state’s statutes prohibiting age discrimination in employment broadly and vigorously, in a manner comparable to prohibitions against sex and race discrimination, and with the goal of not only protecting older workers as individuals, but also of protecting older workers as a group, since they face unique obstacles in the later phases of their careers. Nothing in this section shall limit the affirmative defenses traditionally available in employment discrimination cases including, but not limited to, those set forth in Section 7286.7 of Title 2 of the California Code of Regulations.(Added by renumbering Section 12941.1 by Stats. 2002, Ch. 525, Sec. 3. Effective January 1, 2003.)
CA Govt Code § 12942 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12942.

12942.  (a) Every employer in this state shall permit any employee who indicates in writing a desire in a reasonable time and can demonstrate the ability to do so, to continue the employee’s employment beyond any retirement date contained in any private pension or retirement plan.This employment shall continue so long as the employee demonstrates the ability to perform the functions of the job adequately and the employer is satisfied with the quality of the work performed.(b) Any employee indicating this desire and continuing the employment shall give the employer written notice in reasonable time, of intent to retire or terminate when the retirement or termination occurs after the employee’s retirement date.(c) Nothing in this section or Section 12941 shall be construed to prohibit any of the following:(1) To prohibit an institution of higher education, as defined by Section 1001 of Title 20 of the United States Code, from imposing a retirement policy for tenured faculty members, provided that the institution has a policy permitting reemployment of these individuals on a year-to-year basis.(2) To prohibit compulsory retirement of any employee who has attained 70 years of age and is a physician employed by a professional medical corporation, the articles or bylaws of which provide for compulsory retirement.(3) To prohibit compulsory retirement of any employee who has attained 65 years of age and who for the two-year period immediately before retirement was employed in a bona fide executive or a high policymaking position, if that employee is entitled to an immediate nonforfeitable annual retirement benefit from a pension, profit-sharing, savings, or deferred compensation plan, or any combination of those plans, of the employer for the employee, which equals in the aggregate at least twenty-seven thousand dollars ($27,000).(Amended by Stats. 2017, Ch. 799, Sec. 8. (AB 1556) Effective January 1, 2018.)
CA Govt Code § 12943 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12943.

12943.  It shall be an unlawful employment practice unless based upon a bona fide occupational qualification:(a) For the governing board of any school district, because of the pregnancy of any person, to refuse to hire or employ that person, or to refuse to select that person for a training program leading to employment, or to bar or to discharge that person from employment or from a training program leading to employment, or to discriminate against that person in compensation or in terms, conditions, or privileges of employment.(b) For the governing board of any school district to terminate any employee who is temporarily disabled, pursuant to or on the basis of an employment policy under which insufficient or no leave is available, if the policy has a disparate impact on employees of one sex and is not justified by necessity of the public schools.(Amended by Stats. 2017, Ch. 799, Sec. 9. (AB 1556) Effective January 1, 2018.)
CA Govt Code § 12945.1 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12945.1.

12945.1.  Sections 12945.2 and 19702.3 shall be known, and may be cited, as the Moore-Brown-Roberti Family Rights Act.(Added by Stats. 1993, Ch. 580, Sec. 1. Effective January 1, 1994.)
CA Govt Code § 12945.5 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12945.5.

12945.5.  It shall be an unlawful employment practice for an employer to require any employee to be sterilized as a condition of employment.(Added by Stats. 1980, Ch. 619.)
CA Govt Code § 12946 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12946.

12946.  (a) It shall be an unlawful practice for employers, labor organizations, and employment agencies subject to the provisions of this part to fail to maintain and preserve any and all applications, personnel, membership, or employment referral records and files for a minimum period of four years after the records and files are initially created or received, or for employers to fail to retain personnel files of applicants or terminated employees for a minimum period of four years after the date of the employment action taken.(b) Upon notice that a verified complaint against it has been filed under this part, any such employer, labor organization, or employment agency shall maintain and preserve any and all records and files until the later of the following:(1) The first date after the period of time for filing a civil action has expired.(2) The first date after the complaint has been fully and finally disposed of and all administrative proceedings, civil actions, appeals, or related proceedings have terminated.(c) The council shall adopt suitable rules, regulations, and standards to carry out the purposes of this section.(d) Where necessary, the department, pursuant to its powers under Section 12974, may seek temporary or preliminary judicial relief to enforce this section.(Amended by Stats. 2021, Ch. 278, Sec. 2. (SB 807) Effective January 1, 2022.)
CA Govt Code § 12947 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12947.

12947.  It shall not be an unlawful practice under this part for an employer or labor organization to provide or make financial provision for child care services of a custodial or other nature for its employees or members who are responsible for minor children.(Added by Stats. 1980, Ch. 992.)
CA Govt Code § 12947.5 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12947.5.

12947.5.  (a) It shall be an unlawful employment practice for an employer to refuse to permit an employee to wear pants on account of the sex of the employee.(b) Nothing in this section shall prohibit an employer from requiring employees in a particular occupation to wear a uniform.(c) Nothing in this section shall prohibit an employer from requiring an employee to wear a costume while that employee is portraying a specific character or dramatic role.(d) The council may exempt an employer from the requirements of this section for good cause shown and shall adopt standards and procedures for granting exemptions.(Amended by Stats. 2012, Ch. 46, Sec. 39. (SB 1038) Effective June 27, 2012. Operative January 1, 2013, by Sec. 140 of Ch. 46.)
CA Govt Code § 12948 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12948.

12948.  It is an unlawful practice under this part for a person to deny or to aid, incite, or conspire in the denial of the rights created by Section 51, 51.5, 51.7, 51.9, 54, 54.1, or 54.2 of the Civil Code.(Amended by Stats. 2018, Ch. 951, Sec. 3. (SB 224) Effective January 1, 2019.)
CA Govt Code § 12949 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12949.

12949.  Nothing in this part relating to gender-based discrimination affects the ability of an employer to require an employee to adhere to reasonable workplace appearance, grooming, and dress standards not precluded by other provisions of state or federal law, provided that an employer shall allow an employee to appear or dress consistently with the employee’s gender identity or gender expression.(Amended by Stats. 2011, Ch. 719, Sec. 20. (AB 887) Effective January 1, 2012.)
CA Govt Code § 12950.2 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12950.2.

12950.2.  An employer may also provide bystander intervention training that includes information and practical guidance on how to enable bystanders to recognize potentially problematic behaviors and to motivate bystanders to take action when they observe problematic behaviors. The training and education may include exercises to provide bystanders with the skills and confidence to intervene as appropriate and to provide bystanders with resources they can call upon that support their intervention.(Added by Stats. 2018, Ch. 955, Sec. 3. (SB 1300) Effective January 1, 2019.)
CA Govt Code § 12951 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12951.

12951.  (a) It is an unlawful employment practice for an employer, as defined in subdivision (d) of Section 12926, to adopt or enforce a policy that limits or prohibits the use of any language in any workplace, unless both of the following conditions exist:(1) The language restriction is justified by a business necessity.(2) The employer has notified its employees of the circumstances and the time when the language restriction is required to be observed and of the consequences for violating the language restriction.(b) For the purposes of this section, “business necessity” means an overriding legitimate business purpose such that the language restriction is necessary to the safe and efficient operation of the business, that the language restriction effectively fulfills the business purpose it is supposed to serve, and there is no alternative practice to the language restriction that would accomplish the business purpose equally well with a lesser discriminatory impact.(Added by Stats. 2001, Ch. 295, Sec. 2. Effective January 1, 2002.)
CA Govt Code § 12953 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 1 - Unlawful Practices, Generally|Section 12953.

12953.  It is an unlawful employment practice for an employer to violate Section 432.6 of the Labor Code.(Added by Stats. 2019, Ch. 711, Sec. 2. (AB 51) Effective January 1, 2020.)
CA Govt Code § 12955.1.1 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 2 - Housing Discrimination|Section 12955.1.1.

12955.1.1.  For purposes of Section 12955.1, the following definitions shall apply:(a) “Covered multifamily dwellings” means both of the following:(1) Buildings that consist of at least four condominium dwelling units or at least three rental apartment dwelling units if the buildings have at least one elevator. For purposes of this definition, dwelling units within a single structure separated by firewalls do not constitute separate buildings.(2) The ground floor dwelling units in buildings that consist of at least four condominium dwelling units or at least three rental apartment dwelling units if the buildings do not have an elevator. For purposes of this definition, dwelling units within a single structure separated by firewalls do not constitute separate buildings.(b) “Multistory dwelling unit” means a condominium dwelling unit or rental apartment with finished living space on one floor and the floor immediately above or below it or, if applicable, the floors immediately above and below it.(Added by Stats. 2003, Ch. 642, Sec. 2. Effective January 1, 2004.)
CA Govt Code § 12955.2 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 2 - Housing Discrimination|Section 12955.2.

12955.2.  For purposes of this part, “familial status” means one or more individuals under 18 years of age who reside with a parent, another person with care and legal custody of that individual, a person who has been given care and custody of that individual by a state or local governmental agency that is responsible for the welfare of children, or the designee of that parent or other person with legal custody of any individual under 18 years of age by written consent of the parent or designated custodian. The protections afforded by this part against discrimination on the basis of familial status also apply to any individual who is pregnant , who is in the process of securing legal custody of any individual under 18 years of age, or who is in the process of being given care and custody of any individual under 18 years of age by a state or local governmental agency responsible for the welfare of children.(Added by Stats. 1992, Ch. 182, Sec. 9. Effective January 1, 1993.)
CA Govt Code § 12955.3 (2021)
2021 California Code|Government Code - GOV|TITLE 2 - GOVERNMENT OF THE STATE OF CALIFORNIA|DIVISION 3 - EXECUTIVE DEPARTMENT|PART 2.8 - DEPARTMENT OF FAIR EMPLOYMENT AND HOUSING|CHAPTER 6 - Discrimination Prohibited|ARTICLE 2 - Housing Discrimination|Section 12955.3.

12955.3.  For purposes of this part, “disability” includes, but is not limited to, any physical or mental disability as defined in Section 12926.(Amended by Stats. 2000, Ch. 1049, Sec. 8. Effective January 1, 2001.)