District of Columbia AIDS and Disease: What you need to know

The District of Columbia Human Rights Act prohibits employers from discriminating in employment on the basis of actual or perceived disability or genetic information (DC Code Sec. 2-1402.01 et seq.). The Act applies to all employers, employment agencies, and labor organizations in the District.
"Disability" is defined as any physical or mental impairment that substantially limits one or more major life activities, having a record of such an impairment, or being regarded by others as having such an impairment.
"Genetic information" is information about any gene, chromosome, protein, or metabolite that indicates or confirms that a person or a person's family member has a genetic indicator that is medically believed to cause a disease, disorder, or syndrome.
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Like the federal Americans with Disabilities Act (ADA), the District of Columbia Human Rights Act prohibits employers from basing a decision regarding recruitment, hiring, discharge, promotion, advancement, or the other terms and conditions of employment on the knowledge or perception that a person who is otherwise qualified to perform the job has a disability. The Act also prohibits the use of advertisements that restrict the access of applicants with disabilities to the application process. Retaliation against employees who file discrimination complaints is also prohibited.
In addition to the Human Rights Act, the District has enacted laws that protect the blind and others with physical disabilities (DC Code Sec. 7-1009 et seq.). Originally intended to protect the employment rights of the visually impaired, the laws have since been expanded to cover all individuals with a physical or mental impairment that substantially limits the ability to assist ...

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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