North Dakota AIDS and Disease: What you need to know

The North Dakota Human Rights Act prohibits discrimination in employment against qualified individuals with a physical or mental disability (ND Stat. Sec. 14-02.4-01 et seq.). The Act applies to all employers in the state, including employment agencies and labor unions.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
"Disability" means a physical or mental impairment that substantially limits one or more major life activities, a record of this impairment, or being regarded as having this impairment (ND Stat. Sec. 14-02.4-02). If an applicant or employee has a disease that is a disability as defined in the law, the individual is protected under the Act. Additional information is available.
Retaliation prohibited. Employers are also prohibited from retaliating against any person for filing a claim under the Human Rights Act, or participating in the investigation or hearing of a claim.
Refusal to hire an individual with a disability is permitted if freedom from that disability is a bona fide occupational qualification (BFOQ) reasonably necessary for the job in question. A BFOQ is a qualification that is absolutely essential to the applicant's ability to perform the job in question. The BFOQ exception is narrowly interpreted, and employers should use extreme caution in relying on such a rationale when making employment decisions that may have a discriminatory effect.
The Human Rights Division of the North Dakota Department of Labor enforces the Human Rights Act. The Department has the authority to receive and investigate discrimination complaints and to negotiate settlements. Individuals alleging a violation of the Act may also bring a private lawsuit in state court. Remedies can include cease and desist orders, equitable relief, ...

>> Read more about AIDS and Disease

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

North Dakota AIDS and Disease Resources

AIDS and Disease Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

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.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.