HB 6113

Version: Committee+Bill
Author: Labor and Public Employees Committee

Created by BCL easyConverter SDK 5 (HTML Version)

Referred to Committee on LABOR AND PUBLIC EMPLOYEES

Introduced by: (LAB)

AN ACT PROHIBITING EMPLOYERS FROM INQUIRING ABOUT DATE OF BIRTH OR DATE OF GRADUATION ON EMPLOYMENT APPLICATIONS.

Be it enacted by the Senate and House of Representatives in General Assembly convened:

1Section 1. Section 46a-60 of the general statutes is repealed and the

2following is substituted in lieu thereof (Effective October 1, 2019):

3(a) As used in this section:

4(1) "Pregnancy" means pregnancy, childbirth or a related condition,

5including, but not limited to, lactation;

6(2) "Reasonable accommodation" means, but [shall not be] is limited

7to, being permitted to sit while working, more frequent or longer

8breaks, periodic rest, assistance with manual labor, job restructuring,

9light duty assignments, modified work schedules, temporary transfers

10 to less strenuous or hazardous work, time off to recover from

11childbirth or break time and appropriate facilities for expressing breast

12milk; and

13(3) "Undue hardship" means an action requiring significant

Committee Bill No. 6113

14difficulty or expense when considered in light of factors such as (A) the

15nature and cost of the accommodation; (B) the overall financial

16resources of the employer; (C) the overall size of the business of the

17employer with respect to the number of employees, and the number,

18type and location of its facilities; and (D) the effect on expenses and

19resources or the impact otherwise of such accommodation upon the

20operation of the employer.

21(b) It shall be a discriminatory practice in violation of this section:

22(1) For an employer, by the employer or the employer's agent,

23except in the case of a bona fide occupational qualification or need, to

24refuse to hire or employ or to bar or to discharge from employment

25any individual or to discriminate against [such] any individual in

26compensation or in terms, conditions or privileges of employment

27because of the individual's race, color, religious creed, age, sex, gender

28identity or expression, marital status, national origin, ancestry, present

29or past history of mental disability, intellectual disability, learning

30disability, physical disability, including, but not limited to, blindness

31or status as a veteran;

32(2) For any employment agency, except in the case of a bona fide

33occupational qualification or need, to fail or refuse to classify properly

34or refer for employment or otherwise to discriminate against any

35individual because of such individual's race, color, religious creed, age,

36sex, gender identity or expression, marital status, national origin,

37ancestry, present or past history of mental disability, intellectual

38disability, learning disability, physical disability, including, but not

39limited to, blindness or status as a veteran;

40(3) For a labor organization, because of the race, color, religious

41creed, age, sex, gender identity or expression, marital status, national

42 origin, ancestry, present or past history of mental disability,

43intellectual disability, learning disability, physical disability, including,

44but not limited to, blindness or status as a veteran of any individual to

45exclude from full membership rights or to expel from its membership

Committee Bill No. 6113

46such individual or to discriminate in any way against any of its

47members or against any employer or any individual employed by an

48employer, unless such action is based on a bona fide occupational

49qualification;

50(4) For any person, employer, labor organization or employment

51agency to discharge, expel or otherwise discriminate against any

52 person because such person has opposed any discriminatory

53employment practice or because such person has filed a complaint or

54testified or assisted in any proceeding under section 46a-82, 46a-83 or

5546a-84;

56(5) For any person, whether an employer or an employee or not, to

57aid, abet, incite, compel or coerce the doing of any act declared to be a

58discriminatory employment practice or to attempt to do so;

61qualification or need, to advertise employment opportunities in such a

62manner as to restrict such employment so as to discriminate against

63individuals because of their race, color, religious creed, age, sex,

64gender identity or expression, marital status, national origin, ancestry,

65present or past history of mental disability, intellectual disability,

66learning disability, physical disability, including, but not limited to,

67blindness or status as a veteran;

68(7) For an employer, by the employer or the employer's agent: (A)

69To terminate a woman's employment because of her pregnancy; (B) to

70refuse to grant to that employee a reasonable leave of absence for

71disability resulting from her pregnancy; (C) to deny to that employee,

72who is disabled as a result of pregnancy, any compensation to which

73she is entitled as a result of the accumulation of disability or leave

74benefits accrued pursuant to plans maintained by the employer; (D) to

75fail or refuse to reinstate the employee to her original job or to an

76equivalent position with equivalent pay and accumulated seniority,

77retirement, fringe benefits and other service credits upon her

Committee Bill No. 6113

78signifying her intent to return unless, in the case of a private employer,

79the employer's circumstances have so changed as to make it impossible

84pregnancy in the terms or conditions of her employment; (G) to fail or

85refuse to make a reasonable accommodation for an employee or person

86seeking employment due to her pregnancy, unless the employer can

87demonstrate that such accommodation would impose an undue

88hardship on such employer; (H) to deny employment opportunities to

89an employee or person seeking employment if such denial is due to the

90employee's request for a reasonable accommodation due to her

91pregnancy; (I) to force an employee or person seeking employment

92affected by pregnancy to accept a reasonable accommodation if such

93employee or person seeking employment (i) does not have a known

94 limitation related to her pregnancy, or (ii) does not require a

95reasonable accommodation to perform the essential duties related to

96her employment; (J) to require an employee to take a leave of absence

97if a reasonable accommodation can be provided in lieu of such leave;

98and (K) to retaliate against an employee in the terms, conditions or

99privileges of her employment based upon such employee's request for

100a reasonable accommodation;

101(8) For an employer, by the employer or the employer's agent, for an

102 employment agency, by itself or its agent, or for any labor

103organization, by itself or its agent, to harass any employee, person

104seeking employment or member on the basis of sex or gender identity

105or expression. "Sexual harassment" shall, for the purposes of this

106subdivision, be defined as any unwelcome sexual advances or requests

107for sexual favors or any conduct of a sexual nature when (A)

108submission to such conduct is made either explicitly or implicitly a

109term or condition of an individual's employment, (B) submission to or

110rejection of such conduct by an individual is used as the basis for

111employment decisions affecting such individual, or (C) such conduct

Committee Bill No. 6113

112 has the purpose or effect of substantially interfering with an

113individual's work performance or creating an intimidating, hostile or

114offensive working environment;

115(9) For an employer, by the employer or the employer's agent, for an

116 employment agency, by itself or its agent, or for any labor

117organization, by itself or its agent, to request or require information

118from an employee, person seeking employment or member relating to

119the individual's child-bearing age or plans, pregnancy, function of the

120individual's reproductive system, use of birth control methods, or the

121individual's familial responsibilities, unless such information is

122directly related to a bona fide occupational qualification or need,

123provided an employer, through a physician may request from an

124employee any such information which is directly related to workplace

125exposure to substances which may cause birth defects or constitute a

126hazard to an individual's reproductive system or to a fetus if the

127employer first informs the employee of the hazards involved in

128exposure to such substances;

129(10) For an employer, by the employer or the employer's agent, after

130informing an employee, pursuant to subdivision (9) of this subsection,

131of a workplace exposure to substances which may cause birth defects

132or constitute a hazard to an employee's reproductive system or to a

133fetus, to fail or refuse, upon the employee's request, to take reasonable

134measures to protect the employee from the exposure or hazard

135identified, or to fail or refuse to inform the employee that the measures

136taken may be the subject of a complaint filed under the provisions of

137this chapter. Nothing in this subdivision is intended to prohibit an

138employer from taking reasonable measures to protect an employee

139from exposure to such substances. For the purpose of this subdivision,

140"reasonable measures" shall be those measures which are consistent

141with business necessity and are least disruptive of the terms and

142conditions of the employee's employment;

143(11) For an employer, by the employer or the employer's agent, for

Committee Bill No. 6113

144an employment agency, by itself or its agent, or for any labor

145organization, by itself or its agent: (A) To request or require genetic

146information from an employee, person seeking employment or

147member, or (B) to discharge, expel or otherwise discriminate against

148any person on the basis of genetic information. For the purpose of this

149subdivision, "genetic information" means the information about genes,

150gene products or inherited characteristics that may derive from an

151individual or a family member;

152(12) For an employer, by the employer or the employer's agent,

153except in the case of a bona fide occupational qualification or need, to

154request or require a prospective employee's age, date of birth or date of

155graduation from an educational institution on an initial employment

156application.

157(c) (1) The provisions of this section concerning age shall not apply

158to: (A) The termination of employment of any person with a contract of

159unlimited tenure at an independent institution of higher education

160who is mandatorily retired, on or before July 1, 1993, after having

161attained the age of seventy; (B) the termination of employment of any

162person who has attained the age of sixty-five and who, for the two

163years immediately preceding such termination, is employed in a bona

164fide executive or a high policy-making position, if such person is

165entitled to an immediate nonforfeitable annual retirement benefit

166under a pension, profit-sharing, savings or deferred compensation

167plan, or any combination of such plans, from such person's employer,

168which equals, in aggregate, at least forty-four thousand dollars; (C) the

169termination of employment of persons in occupations, including police

170work and fire-fighting, in which age is a bona fide occupational

171qualification; (D) the operation of any bona fide apprenticeship system

172or plan; or (E) the observance of the terms of a bona fide seniority

173system or any bona fide employee benefit plan for retirement, pensions

174or insurance which is not adopted for the purpose of evading said

175provisions, except that no such plan may excuse the failure to hire any

176individual and no such system or plan may require or permit the

Committee Bill No. 6113

177termination of employment on the basis of age. No such plan which

178covers less than twenty employees may reduce the group hospital,

179surgical or medical insurance coverage provided under the plan to any

180employee who has reached the age of sixty-five and is eligible for

181Medicare benefits or any employee's spouse who has reached age

182sixty-five and is eligible for Medicare benefits except to the extent such

183coverage is provided by Medicare. The terms of any such plan which

184covers twenty or more employees shall entitle any employee who has

185attained the age of sixty-five and any employee's spouse who has

186attained the age of sixty-five to group hospital, surgical or medical

187insurance coverage under the same conditions as any covered

188employee or spouse who is under the age of sixty-five.

189(2) No employee retirement or pension plan may exclude any

190employee from membership in such plan or cease or reduce the

191employee's benefit accruals or allocations under such plan on the basis

192of age. The provisions of this subdivision shall be applicable to plan

193years beginning on or after January 1, 1988, except that for any

194collectively bargained plan this subdivision shall be applicable on the

195earlier of (A) January 1, 1990, or (B) the later of (i) the expiration date

196of the collective bargaining agreement, or (ii) January 1, 1988.

197(3) The provisions of this section concerning age shall not prohibit

198an employer from requiring medical examinations for employees for

199the purpose of determining such employees' physical qualification for

200continued employment.

201(4) Any employee who continues employment beyond the normal

202retirement age in the applicable retirement or pension plan shall give

203notice of intent to retire, in writing, to such employee's employer not

204less than thirty days prior to the date of such retirement.

205(d) (1) An employer shall provide written notice of the right to be

206free from discrimination in relation to pregnancy, childbirth and

207related conditions, including the right to a reasonable accommodation

208to the known limitations related to pregnancy pursuant to subdivision

Committee Bill No. 6113

209(7) of subsection (b) of this section to: (A) New employees at the

210commencement of employment; (B) existing employees within one

211hundred twenty days after the effective date of this section; and (C)

212any employee who notifies the employer of her pregnancy within ten

213days of such notification. An employer may comply with the

214provisions of this section by displaying a poster in a conspicuous

215place, accessible to employees, at the employer's place of business that

216contains the information required by this section in both English and

217Spanish. The Labor Commissioner may adopt regulations, in

218accordance with chapter 54, to establish additional requirements

219concerning the means by which employers shall provide such notice.

220(2) The Commission on Human Rights and Opportunities shall

221develop courses of instruction and conduct ongoing public education

222efforts as necessary to inform employers, employees, employment

223agencies and persons seeking employment about their rights and

224responsibilities under this section.

This act shall take effect as follows and shall amend the following sections:

Statement of Purpose:

To restrict employers from requiring an applicant's date of birth or date of graduation on an initial employment application.

[Proposed deletions are enclosed in brackets. Proposed additions are indicated by underline, except that when the entire text of a bill or resolution or a section of a bill or resolution is new, it is not underlined.]

Committee Bill No. 6113

REP. BORER, 115th Dist.; REP. LINEHAN, 103rd Dist. REP. ORANGE, 48th Dist.; REP. SERRA, 33rd Dist.

REP. DILLON, 92nd Dist.; REP. ALLIE-BRENNAN, 2nd Dist. REP. HORN, 64th Dist.; REP. MCGEE, 5th Dist.

REP. MICHEL, 146th Dist.

H.B. 6113

HB 6113

Version: Committee+Bill
Author: Labor and Public Employees Committee

Created by BCL easyConverter SDK 5 (HTML Version)

Referred to Committee on LABOR AND PUBLIC EMPLOYEES

Introduced by: (LAB)

AN ACT PROHIBITING EMPLOYERS FROM INQUIRING ABOUT DATE OF BIRTH OR DATE OF GRADUATION ON EMPLOYMENT APPLICATIONS.

Be it enacted by the Senate and House of Representatives in General Assembly convened:

1Section 1. Section 46a-60 of the general statutes is repealed and the

2following is substituted in lieu thereof (Effective October 1, 2019):

3(a) As used in this section:

4(1) "Pregnancy" means pregnancy, childbirth or a related condition,

5including, but not limited to, lactation;

6(2) "Reasonable accommodation" means, but [shall not be] is limited

7to, being permitted to sit while working, more frequent or longer

8breaks, periodic rest, assistance with manual labor, job restructuring,

9light duty assignments, modified work schedules, temporary transfers

10 to less strenuous or hazardous work, time off to recover from

11childbirth or break time and appropriate facilities for expressing breast

12milk; and

13(3) "Undue hardship" means an action requiring significant

Committee Bill No. 6113

14difficulty or expense when considered in light of factors such as (A) the

15nature and cost of the accommodation; (B) the overall financial

16resources of the employer; (C) the overall size of the business of the

17employer with respect to the number of employees, and the number,

18type and location of its facilities; and (D) the effect on expenses and

19resources or the impact otherwise of such accommodation upon the

20operation of the employer.

21(b) It shall be a discriminatory practice in violation of this section:

22(1) For an employer, by the employer or the employer's agent,

23except in the case of a bona fide occupational qualification or need, to

24refuse to hire or employ or to bar or to discharge from employment

25any individual or to discriminate against [such] any individual in

26compensation or in terms, conditions or privileges of employment

27because of the individual's race, color, religious creed, age, sex, gender

28identity or expression, marital status, national origin, ancestry, present

29or past history of mental disability, intellectual disability, learning

30disability, physical disability, including, but not limited to, blindness

31or status as a veteran;

32(2) For any employment agency, except in the case of a bona fide

33occupational qualification or need, to fail or refuse to classify properly

34or refer for employment or otherwise to discriminate against any

35individual because of such individual's race, color, religious creed, age,

36sex, gender identity or expression, marital status, national origin,

37ancestry, present or past history of mental disability, intellectual

38disability, learning disability, physical disability, including, but not

39limited to, blindness or status as a veteran;

40(3) For a labor organization, because of the race, color, religious

41creed, age, sex, gender identity or expression, marital status, national

42 origin, ancestry, present or past history of mental disability,

43intellectual disability, learning disability, physical disability, including,

44but not limited to, blindness or status as a veteran of any individual to

45exclude from full membership rights or to expel from its membership

Committee Bill No. 6113

46such individual or to discriminate in any way against any of its

47members or against any employer or any individual employed by an

48employer, unless such action is based on a bona fide occupational

49qualification;

50(4) For any person, employer, labor organization or employment

51agency to discharge, expel or otherwise discriminate against any

52 person because such person has opposed any discriminatory

53employment practice or because such person has filed a complaint or

54testified or assisted in any proceeding under section 46a-82, 46a-83 or

5546a-84;

56(5) For any person, whether an employer or an employee or not, to

57aid, abet, incite, compel or coerce the doing of any act declared to be a

58discriminatory employment practice or to attempt to do so;

61qualification or need, to advertise employment opportunities in such a

62manner as to restrict such employment so as to discriminate against

63individuals because of their race, color, religious creed, age, sex,

64gender identity or expression, marital status, national origin, ancestry,

65present or past history of mental disability, intellectual disability,

66learning disability, physical disability, including, but not limited to,

67blindness or status as a veteran;

68(7) For an employer, by the employer or the employer's agent: (A)

69To terminate a woman's employment because of her pregnancy; (B) to

70refuse to grant to that employee a reasonable leave of absence for

71disability resulting from her pregnancy; (C) to deny to that employee,

72who is disabled as a result of pregnancy, any compensation to which

73she is entitled as a result of the accumulation of disability or leave

74benefits accrued pursuant to plans maintained by the employer; (D) to

75fail or refuse to reinstate the employee to her original job or to an

76equivalent position with equivalent pay and accumulated seniority,

77retirement, fringe benefits and other service credits upon her

Committee Bill No. 6113

78signifying her intent to return unless, in the case of a private employer,

79the employer's circumstances have so changed as to make it impossible

84pregnancy in the terms or conditions of her employment; (G) to fail or

85refuse to make a reasonable accommodation for an employee or person

86seeking employment due to her pregnancy, unless the employer can

87demonstrate that such accommodation would impose an undue

88hardship on such employer; (H) to deny employment opportunities to

89an employee or person seeking employment if such denial is due to the

90employee's request for a reasonable accommodation due to her

91pregnancy; (I) to force an employee or person seeking employment

92affected by pregnancy to accept a reasonable accommodation if such

93employee or person seeking employment (i) does not have a known

94 limitation related to her pregnancy, or (ii) does not require a

95reasonable accommodation to perform the essential duties related to

96her employment; (J) to require an employee to take a leave of absence

97if a reasonable accommodation can be provided in lieu of such leave;

98and (K) to retaliate against an employee in the terms, conditions or

99privileges of her employment based upon such employee's request for

100a reasonable accommodation;

101(8) For an employer, by the employer or the employer's agent, for an

102 employment agency, by itself or its agent, or for any labor

103organization, by itself or its agent, to harass any employee, person

104seeking employment or member on the basis of sex or gender identity

105or expression. "Sexual harassment" shall, for the purposes of this

106subdivision, be defined as any unwelcome sexual advances or requests

107for sexual favors or any conduct of a sexual nature when (A)

108submission to such conduct is made either explicitly or implicitly a

109term or condition of an individual's employment, (B) submission to or

110rejection of such conduct by an individual is used as the basis for

111employment decisions affecting such individual, or (C) such conduct

Committee Bill No. 6113

112 has the purpose or effect of substantially interfering with an

113individual's work performance or creating an intimidating, hostile or

114offensive working environment;

115(9) For an employer, by the employer or the employer's agent, for an

116 employment agency, by itself or its agent, or for any labor

117organization, by itself or its agent, to request or require information

118from an employee, person seeking employment or member relating to

119the individual's child-bearing age or plans, pregnancy, function of the

120individual's reproductive system, use of birth control methods, or the

121individual's familial responsibilities, unless such information is

122directly related to a bona fide occupational qualification or need,

123provided an employer, through a physician may request from an

124employee any such information which is directly related to workplace

125exposure to substances which may cause birth defects or constitute a

126hazard to an individual's reproductive system or to a fetus if the

127employer first informs the employee of the hazards involved in

128exposure to such substances;

129(10) For an employer, by the employer or the employer's agent, after

130informing an employee, pursuant to subdivision (9) of this subsection,

131of a workplace exposure to substances which may cause birth defects

132or constitute a hazard to an employee's reproductive system or to a

133fetus, to fail or refuse, upon the employee's request, to take reasonable

134measures to protect the employee from the exposure or hazard

135identified, or to fail or refuse to inform the employee that the measures

136taken may be the subject of a complaint filed under the provisions of

137this chapter. Nothing in this subdivision is intended to prohibit an

138employer from taking reasonable measures to protect an employee

139from exposure to such substances. For the purpose of this subdivision,

140"reasonable measures" shall be those measures which are consistent

141with business necessity and are least disruptive of the terms and

142conditions of the employee's employment;

143(11) For an employer, by the employer or the employer's agent, for

Committee Bill No. 6113

144an employment agency, by itself or its agent, or for any labor

145organization, by itself or its agent: (A) To request or require genetic

146information from an employee, person seeking employment or

147member, or (B) to discharge, expel or otherwise discriminate against

148any person on the basis of genetic information. For the purpose of this

149subdivision, "genetic information" means the information about genes,

150gene products or inherited characteristics that may derive from an

151individual or a family member;

152(12) For an employer, by the employer or the employer's agent,

153except in the case of a bona fide occupational qualification or need, to

154request or require a prospective employee's age, date of birth or date of

155graduation from an educational institution on an initial employment

156application.

157(c) (1) The provisions of this section concerning age shall not apply

158to: (A) The termination of employment of any person with a contract of

159unlimited tenure at an independent institution of higher education

160who is mandatorily retired, on or before July 1, 1993, after having

161attained the age of seventy; (B) the termination of employment of any

162person who has attained the age of sixty-five and who, for the two

163years immediately preceding such termination, is employed in a bona

164fide executive or a high policy-making position, if such person is

165entitled to an immediate nonforfeitable annual retirement benefit

166under a pension, profit-sharing, savings or deferred compensation

167plan, or any combination of such plans, from such person's employer,

168which equals, in aggregate, at least forty-four thousand dollars; (C) the

169termination of employment of persons in occupations, including police

170work and fire-fighting, in which age is a bona fide occupational

171qualification; (D) the operation of any bona fide apprenticeship system

172or plan; or (E) the observance of the terms of a bona fide seniority

173system or any bona fide employee benefit plan for retirement, pensions

174or insurance which is not adopted for the purpose of evading said

175provisions, except that no such plan may excuse the failure to hire any

176individual and no such system or plan may require or permit the

Committee Bill No. 6113

177termination of employment on the basis of age. No such plan which

178covers less than twenty employees may reduce the group hospital,

179surgical or medical insurance coverage provided under the plan to any

180employee who has reached the age of sixty-five and is eligible for

181Medicare benefits or any employee's spouse who has reached age

182sixty-five and is eligible for Medicare benefits except to the extent such

183coverage is provided by Medicare. The terms of any such plan which

184covers twenty or more employees shall entitle any employee who has

185attained the age of sixty-five and any employee's spouse who has

186attained the age of sixty-five to group hospital, surgical or medical

187insurance coverage under the same conditions as any covered

188employee or spouse who is under the age of sixty-five.

189(2) No employee retirement or pension plan may exclude any

190employee from membership in such plan or cease or reduce the

191employee's benefit accruals or allocations under such plan on the basis

192of age. The provisions of this subdivision shall be applicable to plan

193years beginning on or after January 1, 1988, except that for any

194collectively bargained plan this subdivision shall be applicable on the

195earlier of (A) January 1, 1990, or (B) the later of (i) the expiration date

196of the collective bargaining agreement, or (ii) January 1, 1988.

197(3) The provisions of this section concerning age shall not prohibit

198an employer from requiring medical examinations for employees for

199the purpose of determining such employees' physical qualification for

200continued employment.

201(4) Any employee who continues employment beyond the normal

202retirement age in the applicable retirement or pension plan shall give

203notice of intent to retire, in writing, to such employee's employer not

204less than thirty days prior to the date of such retirement.

205(d) (1) An employer shall provide written notice of the right to be

206free from discrimination in relation to pregnancy, childbirth and

207related conditions, including the right to a reasonable accommodation

208to the known limitations related to pregnancy pursuant to subdivision

Committee Bill No. 6113

209(7) of subsection (b) of this section to: (A) New employees at the

210commencement of employment; (B) existing employees within one

211hundred twenty days after the effective date of this section; and (C)

212any employee who notifies the employer of her pregnancy within ten

213days of such notification. An employer may comply with the

214provisions of this section by displaying a poster in a conspicuous

215place, accessible to employees, at the employer's place of business that

216contains the information required by this section in both English and

217Spanish. The Labor Commissioner may adopt regulations, in

218accordance with chapter 54, to establish additional requirements

219concerning the means by which employers shall provide such notice.

220(2) The Commission on Human Rights and Opportunities shall

221develop courses of instruction and conduct ongoing public education

222efforts as necessary to inform employers, employees, employment

223agencies and persons seeking employment about their rights and

224responsibilities under this section.

This act shall take effect as follows and shall amend the following sections:

Statement of Purpose:

To restrict employers from requiring an applicant's date of birth or date of graduation on an initial employment application.

[Proposed deletions are enclosed in brackets. Proposed additions are indicated by underline, except that when the entire text of a bill or resolution or a section of a bill or resolution is new, it is not underlined.]

Committee Bill No. 6113

REP. BORER, 115th Dist.; REP. LINEHAN, 103rd Dist. REP. ORANGE, 48th Dist.; REP. SERRA, 33rd Dist.

REP. DILLON, 92nd Dist.; REP. ALLIE-BRENNAN, 2nd Dist. REP. HORN, 64th Dist.; REP. MCGEE, 5th Dist.

REP. MICHEL, 146th Dist.

H.B. 6113