Fulton Unlawful employment practices ordinance (§ 66-5)

(a) It shall be an unlawful employment practice:

(1) For an employer, because of the race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap of any person to:

a. Fail or refuse to hire or discharge any person or otherwise discriminate against any person with respect to his compensation, terms, conditions or privileges of employment because of such person's race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap.

b. Limit, segregate or classify his employees or his employment applicants in any way which would deprive or tend to deprive any person of employment opportunities or otherwise adversely affect his status as an employee because of such person's race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap.

(2) For a labor organization to exclude or to expel from its membership any person or to discriminate in any way against any of its members or against any employer or any person employed by an employer because of race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap of any person or to limit, segregate or classify its membership or to classify or fail or refuse to refer for employment any person in any way which would deprive or tend to deprive any person of employment opportunities or would limit such employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment because of such person's race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap or for any employer, labor organization or joint labor-management committee controlling apprenticeship or other training or retraining, including on the job training programs, to discriminate against any person because of his race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap in admission to or employment in any program established to provide apprenticeship or other training.

(3) For any employer or employment agency to print or circulate or cause to be printed or circulated any statement, advertisement or publication or to use any form of application for employment or to make any inquiry in connection with prospective employment which expresses, directly or indirectly, any limitation, specification or discrimination because of race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap unless based upon a bona fide occupational qualification or for an employment agency to fail or refuse to refer for employment or otherwise to discriminate against any person because of his race, color, religion, religious

affiliation, national origin, sex, ancestry, age as it relates to employment or handicap or to classify or refer for employment any person on the basis of his race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap.

(b) Notwithstanding any other section of this article, it shall not be an unlawful employment 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 or such systems are not the result of an intention or a design to discriminate and are not used to discriminate because of race, color, religion, religious affiliation, sex, national origin, ancestry, age or handicap nor shall it be an unlawful employment 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, religious affiliation, national origin, sex, ancestry, age or handicap.

(c) Nothing contained in this article shall be interpreted to require any employer, employment agency, labor organization or joint labor-management committee subject to this article to grant preferential treatment to any person or to any group because of the race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap of such person or group because of an imbalance which may exist with respect to the total number or percentage of persons of any race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap employed by any employer, referred or classified for employment by any employment agency or labor organization, admitted to membership or classified by any labor organization or admitted to or employed in any apprenticeship or other training program in comparison with the total number or percentage of persons of such race, color, religion, religious affiliation, national origin, sex, ancestry, age or handicap in any community, state, section or other area or in the available work force in any community, state, section or other area.