Sec. 3. Unlawful discriminatory practices relating to interns
461 words·~2 min read·
/bill/114/hr/2034/ih/section-3A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
It shall be an unlawful employment practice for an employer to— refuse to hire or employ or to bar or to discharge from internship an intern or to discriminate against such intern in the terms, conditions, or privileges of employment as an intern because of the intern’s age, race, religion, color, national origin, sex, sexual orientation, military status, disability, gender identity, predisposing genetic characteristics, marital status, or status as a victim of domestic violence; discriminate against an intern in terms of receiving, classifying, disposing, or otherwise acting upon applications for internships because of the intern’s age, race, religion, color, national origin, sex, sexual orientation, military status, disability, gender identity, predisposing genetic characteristics, marital status, or status as a victim of domestic violence; print or circulate or cause to be printed or circulated any statement, advertisement, or publication, or to use any form of application for employment as an intern or to make any inquiry in connection with prospective employment as an intern, which expresses directly or indirectly, any limitation, specification, or discrimination as to age, race, religion, color, national origin, sex, sexual orientation, military status, disability, gender identity, predisposing genetic characteristics, marital status, or status as a victim of domestic violence; to compel an intern who is pregnant to take a leave of absence, unless the intern is prevented by such pregnancy from performing the activities involved in the internship in a reasonable manner; or to discharge, expel, or otherwise discriminate against any person because he or she has opposed any practices forbidden under this Act or because he or she has filed a complaint, testified, or assisted in any proceeding under this Act.
It shall be an unlawful employment practice for an employer to— engage in unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature to an intern when— submission to such conduct is made either explicitly or implicitly a term or condition of the intern’s continued position as an intern; submission to or rejection of such conduct by the intern is used as the basis for employment decisions affecting such intern; or such conduct has the purpose or effect of unreasonably interfering with the intern’s work performance by creating an intimidating, hostile, or offensive working environment; or subject an intern to unwelcome harassment based on age, race, religion, color, national origin, sex, sexual orientation, military status, disability, gender identity, predisposing genetic characteristics, marital status, or status as a victim of domestic violence, where such harassment has the purpose or effect of unreasonably interfering with the intern’s work performance by creating an intimidating, hostile, or offensive working environment.
The prohibitions in this section relating to discrimination based on age shall be limited to individuals who are at least 40 years of age.