Text of GA HB 630 (2011)

11 LC 36 1768 House Bill 630 By: Representatives Drenner of the 86th, Jacobs of the 80th, Abrams of the 84th, Kidd of the 141st, Bell of the 58th, and others A BILL TO BE ENTITLED AN ACT To amend Title 45 of the Official Code of Georgia Annotated, relating to public officers and employees, so as to prohibit discrimination based on sexual orientation and gender identity in certain circumstances; to provide for related matters; to repeal conflicting laws; and for other purposes. BE IT ENACTED BY THE GENERAL ASSEMBLY OF GEORGIA: SECTION 1. Title 45 of the Official Code of Georgia Annotated, relating to public officers and employees, is amended by revising Code Section 45-19-21, relating to the purposes and construction of Article 2 of Chapter 19 of Title 45, relating to fair employment practices, as follows: "45-19-21. (a) The general purposes of this article are: (1) To provide for execution within public employment in the state of the policies embodied in Title VII of the federal Civil Rights Act of 1964 (78 Stat. 241), as amended by the Equal Employment Opportunity Act of 1972 (86 Stat. 103), as from time to time amended, the federal Age Discrimination in Employment Act of 1967 (81 Stat. 602), as from time to time amended, and the federal Rehabilitation Act of 1973 (87 Stat. 355), as from time to time amended; (2) To safeguard all individuals in public employment from discrimination in employment; and (3) To promote the elimination of discrimination against all individuals in public employment because of such individuals' race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age thereby to promote the protection of their interest in personal dignity and freedom from humiliation; to make available to the state their full productive capacities; to secure the state against domestic strife and unrest which would menace its democratic institutions; to preserve the public safety, health, and general welfare; and to further the interests, rights, and privileges of individuals within the state. (b) This article shall be broadly construed to further the general purposes stated in this Code section and the special purposes of the particular provision involved. (c) Nothing in this article shall be construed as indicating an intent to exclude local or federal laws on the same subject matter, which laws are not inconsistent with this article. (d) Nothing contained in this article shall be deemed to repeal any other nonconflicting law of this state relating to discrimination because of race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age." SECTION 2. Said title is further amended by revising paragraphs (8) and (14) of Code Section 45-19-27, relating to additional powers and duties of the administrator of the Commission on Equal Opportunity, as follows: "(8) To receive, initiate, investigate, seek to conciliate, and make determinations regarding complaints alleging violations of this article and to approve or disapprove plans required by the Governor to eliminate or reduce imbalance in employment with respect to race, color, disability, religion, sex, sexual orientation, gender identity, national origin, or age;" "(14) To adopt, promulgate, amend, and rescind, subject to approval of the board and the Governor and after giving proper notice and hearing to all public employers pursuant to Chapter 13 of Title 50, the 'Georgia Administrative Procedure Act,' such rules and regulations as may be necessary to carry out the provisions of this article, including regulations requiring the posting or inclusion in advertising material of notices prepared or approved by the administrator and regulations regarding the filing, approval, or disapproval of plans to eliminate or reduce imbalance in employment with respect to race, color, disability, religion, sex, sexual orientation, gender identity, national origin, or age;" SECTION 3. Said title is further amended by revising Code Section 45-19-29, relating to unlawful practices generally relative to fair employment practices, as follows: "45-19-29. It is an unlawful practice for an employer: (1) To fail or refuse to hire, to discharge, or otherwise to discriminate against any individual with respect to the individual's compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age; (2) To limit, segregate, or classify his employees in any way which would deprive or tend to deprive an individual of employment opportunities or otherwise adversely affect an individual's status as an employee because of such individual's race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age; or (3) To hire, promote, advance, segregate, or affirmatively hire an individual solely because of race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age, but this paragraph shall not prohibit an employer from voluntarily adopting and carrying out a plan to fill vacancies or hire new employees in a manner to eliminate or reduce imbalance in employment with respect to race, color, disability, religion, sex, sexual orientation, gender identity, national origin, or age if the plan has first been filed with the administrator for review and comment for a period of not less than 30 days." SECTION 4. Said title is further amended by revising Code Section 45-19-30, relating to unlawful practices generally relative to fair employment practices, as follows: "45-19-30. It is an unlawful practice for an employer controlling apprenticeship or other training or retraining including on-the-job training programs to discriminate against an individual because of such individual's race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age in admission to or employment in any program established to provide apprenticeship or other training or to discriminate by allowing admission or promotion to an apprenticeship or training program solely because of race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age." SECTION 5. Said title is further amended by revising Code Section 45-19-31, relating to unlawful practices in advertisement of employment, as follows: "45-19-31. It is an unlawful practice for an employer to print or publish or cause to be printed or published a notice or advertisement relating to employment by such an employer indicating any preference, limitation, specification, or discrimination based on race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age, except that such a notice or advertisement may indicate a preference, limitation, or specification based on race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age when religion, national origin, sex, sexual orientation, gender identity, disability, or age is a bona fide occupational qualification for employment." SECTION 6. Said title is further amended by revising Code Section 45-19-33, relating to different standards of compensation or different terms and conditions of employment where not based on race, color, religion, sex, national origin, disability, or age, as follows: "45-19-33. It is not an unlawful practice for an employer to apply different standards of compensation or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production, or to employees who work in different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age; nor is it an unlawful practice for an employer to give and to act upon the results of any professionally developed ability test, provided that such test, its administration, or action upon the results thereof is not designed, intended, or used to discriminate because of race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age." SECTION 7. Said title is further amended by revising subsections (b) and (c) of Code Section 45-19-35, relating to use of quotas because of imbalances in employee ratios prohibited, grants of preferential treatment to certain individuals or groups not required by Article 2 of Chapter 19 of Title 19, adoption of plans required by Governor to reduce imbalance, and effect of article upon certain employment practices, as follows: "(b) Nothing contained in this article requires an employer to grant preferential treatment to an individual or to a group because of the race, color, religion, national origin, sex, sexual orientation, gender identity, disability, or age of the 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, national origin, sex, sexual orientation, gender identity, disability, or age in the state or a community, section, or other area or in the available work force in the state or a community, section, or other area." "(c) It is specifically provided that neither subsection (a) nor (b) of this Code section nor any other provision of this article shall prohibit an employer from adopting or carrying out a plan to fill vacancies or hire new employees in a manner to eliminate or reduce imbalance in employment with respect to race, color, disability, religion, sex, sexual orientation, gender identity, national origin, or age if such plan is required by the Governor and filed with and approved by the administrator prior to its final adoption and implementation." SECTION 8. Said title is further amended by revising paragraph (7) of subsection (c) of Code Section 45-19-38, relating to findings, conclusions, and order of special master generally and order to cease and desist from unlawful practice and to take remedial action, as follows "(7) Recommending to the Governor that the respondent be required to adopt and file with the administrator, within a specified time limitation, for the administrator's approval a plan to fill vacancies or hire new employees in a manner to eliminate or reduce imbalance in employment with respect to race, color, disability, religion, sex, sexual orientation, gender identity, national origin, or age." SECTION 9. Said title is further amended by revising paragraph (1) of subsection (b) of Code Section 45-20-1, relating to purpose and principles relative to personnel administration, as follows: "(1) Assuring fair treatment of applicants and employees in all aspects of personnel administration without regard to race, color, national origin, sex, sexual orientation, gender identity, age, disability, religious creed, or political affiliations. This 'fair treatment' principle includes compliance with all state and federal equal employment opportunity and nondiscrimination laws;" SECTION 10. Said title is further amended by revising paragraph (3) of subsection (b) of Code Section 45-20-4, relating to the creation of commissioner of personnel administration, appointment, compensation, powers and duties, and appointment and prescription of duties of deputy commissioner and other assistants, as follows: "(3) To submit to the Governor the rules and regulations adopted by the State Personnel Board effectuating the State Personnel Administration. Such rules and regulations when approved by the Governor shall have the force and effect of law and shall be binding upon the state departments covered by this article and shall include provisions for the establishment and maintenance of classification and compensation plans, the conduct of examinations, appointments, promotions, transfers, demotions, appeals of classified employees, reports of performance, payroll certification, and other phases of personnel administration. Such rules and regulations shall define and prohibit improper political activity by any departmental employee of the State Personnel Board or any employee covered under the terms of this article and shall provide that there shall be no discrimination for or against any person or employee in any manner, to include, but not be limited to, hiring, discharge, compensation, benefits, terms or conditions of employment, promotion, job classification, transfer, privileges, or demotion because of political affiliation, religious affiliation, race, creed, national origin, sex, sexual orientation, gender identity, age between 40 and 70 years, or physical disability. Such rules and regulations shall conform to the minimum standards for merit systems of personnel administration as specified by those federal departments from which federal funds are obtained for use by the several state departments covered by this article. Compensation plans and modifications thereto promulgated under the rules and regulations of the commissioner shall become effective as adopted upon approval of the director of the Office of Planning and Budget;" SECTION 11. All laws and parts of laws in conflict with this Act are repealed.