NS Parliament Chamber [IC]

[Kowani]

Aye: [X]
No: [ ]
Abstain [ ]

[Alozia]

Aye: [X]
No: [ ]
Abstain [ ]

[The Archipelago Territory]

Aye: [X]
No: [ ]
Abstain [ ]

[Roosevetania]

Aye: [X]
No: [ ]
Abstain [ ]

[Nova Anglicana]

Aye: [X]
No: [ ]
Abstain [ ]

[Van Hool Islands]

Aye: [X]
No: [ ]
Abstain [ ]

[New Lindale]

Aye: [X]
No: [ ]
Abstain [ ]

[Rebels and Saints]

Aye: [ ]
No: [X]
Abstain [ ]

[Puertollano]

Aye: [X ]
No: [ ]
Abstain [ ]

[Borovan entered the region as he]

Aye: [ ]
No: [X]
Abstain [ ]

[Agarntrop]

Aye: [ ]
No: [ ]
Abstain [X]

[Equitesia]

Aye: [ ]
No: [ ]
Abstain [X]

[Lysone]

Aye: [x]
No: [ ]
Abstain [ ]

[Merni]

Aye: [X]
No: [ ]
Abstain: [ ]

[Vedastia]

Aye: [X]
No: [ ]
Abstain [ ]

[Crylante]

Aye: [X]
No: [ ]
Abstain [ ]

[Martune]

“Order. The clerks have the tallies.

The Ayes to the right, 12
The Noes the left, 2

The ayes have it. The ayes have it. Unlock!”

[Martune]

“Order. Business at hand shall continue. We will now begin reading of the presented bill for a minimum of 24 hours. Begin the reading.”

Employment and Education Non-Discrimination Act
Author: Salomon Kombila Berggren (SHAPC)
Sponsors: Anders Kaj Ehnström (SLP-R), James Penta (Green), James de Clairmont (SDP), Austin Miller (SHAPC)

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---

A bill to prevent discrimination in employment and education

BE IT THEREFORE ENACTED, as follows:

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§1 - Definitions

1. Race/Color - an individual's skin color, ancestry, or perceived shared physical traits with a distinct group of humans
2. Sex - Physical characteristics that identify an individual as male or female, as defined on their birth certificate
3. National origin - the nation an individual was born in
4. Disability - a physical or mental condition that limits a person's movements, senses, or activities
5. Sexual orientation - who an individual is sexually attracted to
6. Public employer - a governmental or quasi-governmental agency that employs individuals

§2 - Employment

1. It is illegal for public employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation.
2. If a public employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
3. It is illegal for private employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race (except if the job in and of itself requires a particular race, such as a character in the film industry), color, sex (except if the job in and of itself requires a particular sex, as in the film industry), religion, national origin, sexual orientation (except as defined in section 2e of this act).
4. If a private employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
5. The right of religious organizations to hire or dismiss individuals on the basis of their religion or sexual orientation shall be protected, if the religious organization has sufficient evidence to prove that these characteristics would interfere with the mission or values of the organization.
6. Mandates that public employers have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.
7. Encourages private employers to have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.

§3 - Education

1. It is illegal for public educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation, age, disability, or primary language.
2. It is illegal for private educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, religion, national origin, age, disability, or primary language.
3. Mandates that public higher educational institutions have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.
4. Encourages and affirms the right of private higher educational institutions to have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.

§4 - Enforcement

1. The Equal Employment Commission shall be the body that oversees the provisions of this Act with regards to employment. Individuals shall submit complaints and evidence that this act has been violated and employers shall submit evidence to the EEC. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEC shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
2. The Equal Education Board shall be the body that oversees the provisions of this Act with regards to education. Individuals shall submit complaints and evidence that this act has been violated and educational institutions shall submit evidence to the EEB. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEB shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
3. The Equal Employment Commission shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament, for three (3) month terms.
4. The Equal Education Board shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament for three (3) month terms.

[Pere Housh Alpha]

“Order. Business at hand shall continue. We will now begin reading of the presented bill for a minimum of 24 hours. Begin the reading.”

Employment and Education Non-Discrimination Act
Author: Salomon Kombila Berggren (SHAPC)
Sponsors: Anders Kaj Ehnström (SLP-R), James Penta (Green), James de Clairmont (SDP), Austin Miller (SHAPC)

---

---

A bill to prevent discrimination in employment and education

BE IT THEREFORE ENACTED, as follows:

---

---

§1 - Definitions

1. Race/Color - an individual's skin color, ancestry, or perceived shared physical traits with a distinct group of humans
2. Sex - Physical characteristics that identify an individual as male or female, as defined on their birth certificate
3. National origin - the nation an individual was born in
4. Disability - a physical or mental condition that limits a person's movements, senses, or activities
5. Sexual orientation - who an individual is sexually attracted to
6. Public employer - a governmental or quasi-governmental agency that employs individuals

§2 - Employment

1. It is illegal for public employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation.
2. If a public employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
3. It is illegal for private employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race (except if the job in and of itself requires a particular race, such as a character in the film industry), color, sex (except if the job in and of itself requires a particular sex, as in the film industry), religion, national origin, sexual orientation (except as defined in section 2e of this act).
4. If a private employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
5. The right of religious organizations to hire or dismiss individuals on the basis of their religion or sexual orientation shall be protected, if the religious organization has sufficient evidence to prove that these characteristics would interfere with the mission or values of the organization.
6. Mandates that public employers have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.
7. Encourages private employers to have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.

§3 - Education

1. It is illegal for public educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation, age, disability, or primary language.
2. It is illegal for private educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, religion, national origin, age, disability, or primary language.
3. Mandates that public higher educational institutions have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.
4. Encourages and affirms the right of private higher educational institutions to have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.

§4 - Enforcement

1. The Equal Employment Commission shall be the body that oversees the provisions of this Act with regards to employment. Individuals shall submit complaints and evidence that this act has been violated and employers shall submit evidence to the EEC. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEC shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
2. The Equal Education Board shall be the body that oversees the provisions of this Act with regards to education. Individuals shall submit complaints and evidence that this act has been violated and educational institutions shall submit evidence to the EEB. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEB shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
3. The Equal Employment Commission shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament, for three (3) month terms.
4. The Equal Education Board shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament for three (3) month terms.

Michael looks aver the bill finding nothing wrong, "I see nothing wrong with this bill so it has my support."

[Rebels and Saints]

“Order. Business at hand shall continue. We will now begin reading of the presented bill for a minimum of 24 hours. Begin the reading.”

Employment and Education Non-Discrimination Act
Author: Salomon Kombila Berggren (SHAPC)
Sponsors: Anders Kaj Ehnström (SLP-R), James Penta (Green), James de Clairmont (SDP), Austin Miller (SHAPC)

---

---

A bill to prevent discrimination in employment and education

BE IT THEREFORE ENACTED, as follows:

---

---

§1 - Definitions

1. Race/Color - an individual's skin color, ancestry, or perceived shared physical traits with a distinct group of humans
2. Sex - Physical characteristics that identify an individual as male or female, as defined on their birth certificate
3. National origin - the nation an individual was born in
4. Disability - a physical or mental condition that limits a person's movements, senses, or activities
5. Sexual orientation - who an individual is sexually attracted to
6. Public employer - a governmental or quasi-governmental agency that employs individuals

§2 - Employment

1. It is illegal for public employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation.
2. If a public employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
3. It is illegal for private employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race (except if the job in and of itself requires a particular race, such as a character in the film industry), color, sex (except if the job in and of itself requires a particular sex, as in the film industry), religion, national origin, sexual orientation (except as defined in section 2e of this act).
4. If a private employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
5. The right of religious organizations to hire or dismiss individuals on the basis of their religion or sexual orientation shall be protected, if the religious organization has sufficient evidence to prove that these characteristics would interfere with the mission or values of the organization.
6. Mandates that public employers have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.
7. Encourages private employers to have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.

§3 - Education

1. It is illegal for public educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation, age, disability, or primary language.
2. It is illegal for private educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, religion, national origin, age, disability, or primary language.
3. Mandates that public higher educational institutions have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.
4. Encourages and affirms the right of private higher educational institutions to have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.

§4 - Enforcement

1. The Equal Employment Commission shall be the body that oversees the provisions of this Act with regards to employment. Individuals shall submit complaints and evidence that this act has been violated and employers shall submit evidence to the EEC. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEC shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
2. The Equal Education Board shall be the body that oversees the provisions of this Act with regards to education. Individuals shall submit complaints and evidence that this act has been violated and educational institutions shall submit evidence to the EEB. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEB shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
3. The Equal Employment Commission shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament, for three (3) month terms.
4. The Equal Education Board shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament for three (3) month terms.

"Madame Speaker, a business ought to have the right to hire and serve whomever it wishes. Non-Discrimination laws are beginning to trample the freedoms of business owners. Certainly, the government must be non-discriminatory, but private businesses should be allowed to operate as they wish."

[Thermodolia]

“Order. Business at hand shall continue. We will now begin reading of the presented bill for a minimum of 24 hours. Begin the reading.”

Employment and Education Non-Discrimination Act
Author: Salomon Kombila Berggren (SHAPC)
Sponsors: Anders Kaj Ehnström (SLP-R), James Penta (Green), James de Clairmont (SDP), Austin Miller (SHAPC)

---

---

A bill to prevent discrimination in employment and education

BE IT THEREFORE ENACTED, as follows:

---

---

§1 - Definitions

1. Race/Color - an individual's skin color, ancestry, or perceived shared physical traits with a distinct group of humans
2. Sex - Physical characteristics that identify an individual as male or female, as defined on their birth certificate
3. National origin - the nation an individual was born in
4. Disability - a physical or mental condition that limits a person's movements, senses, or activities
5. Sexual orientation - who an individual is sexually attracted to
6. Public employer - a governmental or quasi-governmental agency that employs individuals

§2 - Employment

1. It is illegal for public employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation.
2. If a public employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
3. It is illegal for private employers to discriminate against applicants for employment in all cases on the basis of the following characteristics: race (except if the job in and of itself requires a particular race, such as a character in the film industry), color, sex (except if the job in and of itself requires a particular sex, as in the film industry), religion, national origin, sexual orientation (except as defined in section 2e of this act).
4. If a private employer determines that an individual's age, disability, or language proficiency would prevent them from completing the tasks associated with the job and has sufficient evidence to support this, then they may refuse to hire that individual. If there is no or not sufficient evidence, then the public employer may not use those characteristics as reason not to hire that individual.
5. The right of religious organizations to hire or dismiss individuals on the basis of their religion or sexual orientation shall be protected, if the religious organization has sufficient evidence to prove that these characteristics would interfere with the mission or values of the organization.
6. Mandates that public employers have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.
7. Encourages private employers to have and pursue a plan to ensure diversity in management or higher levels of employment on the basis of the following characteristics: race, color, sex, disability.

§3 - Education

1. It is illegal for public educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, sex, religion, national origin, sexual orientation, age, disability, or primary language.
2. It is illegal for private educational institutions to discriminate against applicants for admission in all cases on the basis of the following characteristics: race, color, religion, national origin, age, disability, or primary language.
3. Mandates that public higher educational institutions have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.
4. Encourages and affirms the right of private higher educational institutions to have and pursue a plan to ensure diversity in their undergraduate and graduate student body on the basis of the following characteristics: race, color, sex, disability.

§4 - Enforcement

1. The Equal Employment Commission shall be the body that oversees the provisions of this Act with regards to employment. Individuals shall submit complaints and evidence that this act has been violated and employers shall submit evidence to the EEC. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEC shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
2. The Equal Education Board shall be the body that oversees the provisions of this Act with regards to education. Individuals shall submit complaints and evidence that this act has been violated and educational institutions shall submit evidence to the EEB. The EEC shall have power to assess fines to employers for violation of this act and issue legal remedies and relief for individuals harmed under this act. The decisions of the EEB shall be determined to be final in regards to complaints under this Act unless otherwise specified by the courts.
3. The Equal Employment Commission shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament, for three (3) month terms.
4. The Equal Education Board shall consist of five (5) individuals, appointed by the Prime Minister and confirmed by a majority vote of parliament for three (3) month terms.

"Madame Speaker, a business ought to have the right to hire and serve whomever it wishes. Non-Discrimination laws are beginning to trample the freedoms of business owners. Certainly, the government must be non-discriminatory, but private businesses should be allowed to operate as they wish."

“Madame Speaker, business sever the public and as such should have no right to deny service on ethnicity, religion, or any other innate traits. If a business wishes to be a private club then they can be more discerning”

[Kowani]

"Madame Speaker, a business ought to have the right to hire and serve whomever it wishes. Non-Discrimination laws are beginning to trample the freedoms of business owners. Certainly, the government must be non-discriminatory, but private businesses should be allowed to operate as they wish."

“Madame Speaker, business sever the public and as such should have no right to deny service on ethnicity, religion, or any other innate traits. If a business wishes to be a private club then they can be more discerning”

Hear, hear!

[Van Hool Islands]

"Madame Speaker, a business ought to have the right to hire and serve whomever it wishes. Non-Discrimination laws are beginning to trample the freedoms of business owners. Certainly, the government must be non-discriminatory, but private businesses should be allowed to operate as they wish."

“Madame Speaker, business sever the public and as such should have no right to deny service on ethnicity, religion, or any other innate traits. If a business wishes to be a private club then they can be more discerning”

Hear!

Madame Speaker, I am in full support of this bill. Allowing businesses to discriminate on the basis of ethnicity, gender, and religion would result in a slippery slope towards segregation in the style of apartheid South Africa or the pre-civil rights American south.

[New Lindale]

Madame speaker, this mandate requiring a diversity plan is contradictory to the bill's mission, along with several other problems. Not only is it a form of discrimination, but also will create tensions that we are claiming to eliminate. As my previous experience in the private sector, I can assure you that businesses do not care about identity politics, or any other factors on employees, and on the basis of their abilities. This will only make relations is this regard worse, as now those who had reached these positions from hard work will be doubted since the assumption will be that they were only selected for the position because of a social program.
With this exception, I agree with my colleague in that this bill is exceptional. It is very thorough in which is what I have been advocating for; a thorough, objective, but not very complex.

[Kowani]

Madame speaker, this mandate requiring a diversity plan is contradictory to the bill's mission, along with several other problems. Not only is it a form of discrimination, but also will create tensions that we are claiming to eliminate. As my previous experience in the private sector, I can assure you that businesses do not care about identity politics, or any other factors on employees, and on the basis of their abilities. This will only make relations is this regard worse, as now those who had reached these positions from hard work will be doubted since the assumption will be that they were only selected for the position because of a social program.
With this exception, I agree with my colleague in that this bill is exceptional. It is very thorough in which is what I have been advocating for; a thorough, objective, but not very complex.

“Madam Speaker, while I appreciate the insinuation that our businesspeople are completely free from prejudice-I world ask him if he really believes us to be so superior that we are free of the bias that plagues the rest of humanity.”