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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
voters passed a proposition on Nov. 4, 2014 amending the city’s charter to
extend nondiscrimination provisions to lesbian, gay, bisexual and transgendered
(LGBT) city employees.
77 percent of voters supported Proposition 4, which would amend the city
charter to prohibit discrimination against city employees based on “sexual
orientation” and “gender identity and expression.” The proposition also added
color, age, marital status, genetic characteristics, national original,
disability, and military or veteran status to the list of classes protected
against discrimination. Prior to the vote, the City Charter prohibited
discrimination against city employees based only on race, sex, and political or
religious opinions or affiliations.
January 2014, the mayor and the Dallas City Council established a commission to
review the city charter and suggest amendments. As a result, the commission
proposed an amendment to protect gender identity and expression, along with
several other classes, such as color, age, and disability.
Dallas City Council had amended the city’s personnel rules in September 2014 to
ban discrimination against transgender city employees, adding “gender identity
and expression” to a list protected classes covered by the policy.
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