(b) For any employer, employment agency or labor
organization, prior to the employment, contracting with an
independent contractor or admission to membership, to:
(1) Elicit any information or make or keep a record of or
use any form of application or application blank containing
questions or entries concerning the race, color, familial
status, marital status, religious creed, ancestry, age, sex,
national origin, past handicap or disability or the use of a
guide or support animal because of the blindness, deafness or
physical handicap of any applicant for employment or membership.
Prior to an offer of employment, an employer may not inquire as
to whether an individual has a handicap or disability or as to
the severity of such handicap or disability. An employer may
inquire as to the individual's ability to perform the essential
functions of the employment.
(2) Print or publish or cause to be printed or published any
notice or advertisement relating to employment or membership
indicating any preference, limitation, specification or
discrimination based upon race, color, familial status, marital
status, religious creed, ancestry, age, sex, national origin,
non-job related handicap or disability or the use of a guide or
support animal because of the blindness, deafness or physical
handicap of the user.
(3) Deny or limit, through a quota system, employment or
membership because of race, color, familial status, marital
status, religious creed, ancestry, age, sex, national origin,
non-job related handicap or disability, the use of a guide or
support animal because of the blindness, deafness or physical
handicap of the user or place of birth.
(4) Substantially confine or limit recruitment or hiring of
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