Gender Identity Employment Practices
Specifying an employment policy of the state relating to a person's sex; prohibiting employees and contractors of certain employers from being required to use, from providing, and from being asked to provide preferred personal titles or pronouns; providing that it is an unlawful employment practice for certain employers to take adverse personnel action against employees and contractors on the basis of deeply held religious or biology-based beliefs; providing that it is an unlawful employment practice for nonprofit organizations and certain employers to require certain training, instruction, or activity as a condition of employment, etc.
It is the policy of the state that a person's sex is an immutable biological trait and that it is false to ascribe to a person a pronoun that does not correspond to such person's sex.
An employee or a contractor may not be required, as a condition of employment, to refer to another person using that person's preferred personal title or pronouns if such personal title or pronouns do not correspond to that person's sex.
An employee or a contractor may not provide to an employer his or her preferred personal title or pronouns if such preferred personal title or pronouns do not correspond to his or her sex.
It is an unlawful employment practice for an employer to take adverse personnel action against an employee or a contractor because of the employee's or contractor's deeply held religious or biology-based beliefs, including a belief in traditional or Biblical views of sexuality and marriage, or the employee's or contractor's disagreement with gender ideology, whether those views are expressed by the employee or contractor at or away from the worksite.
2024 Regular Session
|Referred to Governmental Oversight and Accountability; Appropriations; Fiscal Policy; Rules