Employment Discrimination

Defined

Employer includes any person within the city of Salina employing four or more persons, and any person acting directly or indirectly for an employer, labor organizations, nonsectarian corporations, organizations engaged in social service work, and the City of Salina and all political and municipal subdivisions thereof, but shall not include a nonprofit fraternal or social association or corporation. Employee means any person employed by an employer but does not include any individual employed by such individual’s parents, spouse, or child, or in the domestic service of any person.

Protections

The following table is a general guide to individual protections under Chapter 13 of the City of Salina Code.

Certain exceptions and limitations may apply.

Prohibited Activities

• Refusing to hire or employ, based on a discriminatory reason
• To otherwise discriminate in compensation or in terms, conditions or privileges of employment
• To limit, segregate, separate, classify or make any distinction in regards to employees
• To follow any employment procedure or practice which, in fact, results in discrimination, segregation or separation without a valid business necessity
• To limit, segregate or classify a job applicant or employee in a way that adversely affects the opportunities or status of such applicant or employee because of the disability
• To utilize standards criteria, or methods of administration that have the effect of discrimination on the basis of disability
• To exclude or otherwise deny equal jobs or benefits to a qualified individual because of the known disability of an individual
• To not make reasonable accommodations or modifications to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such employer can demonstrate that the accommodation would impose an undue hardship on the operation of the business thereof
• To deny employment opportunities to a job applicant or employee who is an otherwise qualified individual with a disability, if such denial is based on the need to make reasonable accommodation to the physical or mental impairments of the employee or applicant
• To use qualification standards, employment tests or other selection criteria that screen out or tend to screen out an individual with a disability unless the standard, test or other selection criteria, as used, is shown to be job-related for the position in question
• To seek to obtain, to obtain or to use genetic screening or testing information of an employee or a prospective employee

See Chapter 13, Sec. 13-71 for further protections in employment.