{"id":20500,"date":"2022-11-14T19:50:07","date_gmt":"2022-11-14T19:50:07","guid":{"rendered":"https:\/\/www.shrm.org\/resourcesandtools\/legal-and-compliance\/state-and-local-updates\/pages\/atlanta-nondiscrimination-policy-criminal-record-gender-expression.aspx"},"modified":"2022-11-14T19:50:07","modified_gmt":"2022-11-14T19:50:07","slug":"atlanta-amends-anti-discrimination-ordinance-to-include-protections-for-gender-expression-and-criminal-histories","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2022\/11\/14\/atlanta-amends-anti-discrimination-ordinance-to-include-protections-for-gender-expression-and-criminal-histories\/","title":{"rendered":"Atlanta Amends Anti-Discrimination Ordinance to Include Protections for Gender Expression and Criminal Histories"},"content":{"rendered":"

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?The City Council of Atlanta, Georgia recently passed an ordinance that amends its existing anti-discrimination law to include protections on the basis of criminal history status and gender expression. The ordinance is effective immediately.<\/p>\n

With regard to gender expression<\/a>, the law simply amends existing law to include gender expression as an additional protected characteristic.<\/p>\n

With respect to criminal history<\/a>, the law is worded to make it generally unlawful to discriminate based on the criminal history of applicants and employees. Practically speaking, however, the ordinance allows employment decisions based on criminal records, as long as employers consider specified factors in such decisions. This is because the law provides an exclusion that an “adverse employment decision based on criminal history status shall not be considered a violation” of the law if the criminal history is “related to the position’s responsibilities,” as determined by the evaluation of four factors: <\/p>\n