2021 Georgia Code
Title 45 - Public Officers and Employees
Chapter 19 - Labor Practices
Article 2 - Fair Employment Practices
§ 45-19-30. Unlawful Practices in Training or Apprenticeship Programs
It is an unlawful practice for an employer controlling apprenticeship or other training or retraining including on-the-job training programs to discriminate against an individual because of such individual's race, color, religion, national origin, sex, disability, or age in admission to or employment in any program established to provide apprenticeship or other training or to discriminate by allowing admission or promotion to an apprenticeship or training program solely because of race, color, religion, national origin, sex, disability, or age.
(Ga. L. 1978, p. 859, § 4; Ga. L. 1983, p. 1097, § 1; Ga. L. 1995, p. 1302, § 10.)
RESEARCH REFERENCES
Am. Jur. 2d.
- 45A Am. Jur. 2d, Job Discrimination, § 291 et seq.
ALR.- Recovery of damages for emotional distress resulting from discrimination because of sex or marital status, 61 A.L.R.3d 944.
Recovery of damages as remedy for wrongful discrimination under state or local civil rights provisions, 85 A.L.R.3d 351.
Application of state law to sex discrimination in employment, 87 A.L.R.3d 93.
Judicial construction and application of state legislation prohibiting religious discrimination in employment, 37 A.L.R.5th 349.
Application of state law to age discrimination in employment, 51 A.L.R.5th 1.
Availability and scope of punitive damages under state employment discrimination law, 81 A.L.R.5th 367.
What constitutes racial harassment in employment violative of state civil rights acts, 17 A.L.R.6th 563.
What is reasonable accommodation of deaf or hearing-impaired employee for purposes of Americans with Disabilities Act, 42 U.S.C.A. §§ 12101 et seq., 2 A.L.R. Fed. 3d 1.
Identity of commenter and relationship of remark to employment decision as determinants of relevance of stray remark or comment in Title VII action for sex discrimination, 4 A.L.R. Fed. 3d 7.
Stray remark or comment involving male plaintiffs in Title VII action for sex discrimination, 4 A.L.R. Fed. 3d 8.
Employment discrimination against obese persons as violation of Americans with Disabilities Act of 1990 or Rehabilitation Act of 1973, 4 A.L.R. Fed. 3d 10.
Stray remark or comment toward female plaintiffs regarding pregnancy, child-rearing, and related references in Title VII action for sex discrimination, 6 A.L.R. Fed. 3d 3.
Validity, construction, and application of Civil Rights Act of 1964 (42 U.S.C.A. §§ 2000e-1(a), 2000e-2(e)(2)) exempting activities of religious organizations from operation of Title VII equal employment opportunity provisions, 6 A.L.R. Fed. 3d 6.
Construction and application of four-fifths rule for finding evidence of adverse impact in federal employment discrimination cases, 7 A.L.R. Fed. 3d 1.
Stray remark or comment involving general references toward female plaintiffs in Title VII action for sex discrimination, 7 A.L.R. Fed. 3d 2.
Rights of workers with disabilities at sheltered workshops or work activity centers under federal civil rights provisions, 8 A.L.R. Fed. 3d 1.
Employee's unpaid leave as reasonable accommodation under Americans With Disabilities Act of 1990, 42 U.S.C.A. § 12101 et seq., 8 A.L.R. Fed. 3d 2.
Stray remark or comment involving overt sexual references toward female plaintiffs in Title VII action for sex discrimination, 9 A.L.R. Fed. 3d 5.
Failure to hire deaf or hearing-impaired job applicant as violation of Americans With Disabilities Act, 42 U.S.C.A. § 12101 et seq., 9 A.L.R. Fed. 3d 7.
Employer's dress policy as religious discrimination under federal law, 12 A.L.R. Fed. 3d 5.
National security exception to employment discrimination provisions of Title VII of Civil Rights Act of 1964 (42 U.S.C.A. § 2000e-2(g)), 12 A.L.R. Fed. 3d 9.
Employer's grooming policy as religious discrimination under federal law, 13 A.L.R. Fed. 3d 1.
Rights of employees with bipolar disorder under Americans with Disabilities Act, Rehabilitation Act, and Family and Medical Leave Act, 17 A.L.R. Fed. 3d 5.
