H1495 — Gender Identity Employment Practices
Summary
Specifies employment policy of state relating to person's sex; provides applicability; prohibits employees & contractors of certain employers from being required to use certain pronouns or requiring such employer to use pronoun that does not correspond to employee's or contractor's sex; prohibits certain forms from offering specified options relating to applicant's sex; prohibits adverse personnel action on basis of deeply held religious, moral, conscious-based, or biology-based beliefs; provides administrative & civil remedies; provides reasonable attorney fees & costs; provides that it is unlawful employment practice for certain employers to require certain training, instruction, or activity as condition of employment.
Frequently Asked
- What does H1495 do?
- Specifies employment policy of state relating to person's sex; provides applicability; prohibits employees & contractors of certain employers from being required to use certain pronouns or requiring such employer to use pronoun that does not correspond to employee's or contractor's sex; prohibits certain forms from offering specified options relating to applicant's sex; prohibits adverse personnel action on basis of deeply held religious, moral, conscious-based, or biology-based beliefs; provides administrative & civil remedies; provides reasonable attorney fees & costs; provides that it is unlawful employment practice for certain employers to require certain training, instruction, or activity as condition of employment.
- What's the current status of H1495?
- H1495 is currently Failed. We track every roll-call vote.
- How did Pinellas County legislators vote on H1495?
- No roll-call votes have been recorded for H1495 yet — the bill may not have reached a floor vote.
Take action
H1495 is failed. Hold your reps accountable for how they voted.