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Home My WebLink AboutORDINANCE 5703ORDINANCE NO. 5703 AN ORDINANCE TO AMEND THE FAYETTEVILLE CODE BY ENACTING CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE WHEREAS, the City of Fayetteville seeks to protect and safeguard the right and opportunity of all persons to be free from unfair discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS, the City of Fayetteville seeks to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section 1. That the City Council of the City of Fayetteville, Arkansas enacts Chapter 119 Civil Rights Administration as shown on Exhibit "A" attached hereto. PASSED and APPROVED this 20`h day of August, 2014. TEST: 6. AvwtL SONDRA E. SMITH, City Clerk/Treasurer =v%1'ftYf�l7i:vll i i . = %ti � 9Sxnr3`�P ,,'��V u�iv��9`�,' Revised September 8, 2014 by City Attorney office EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a. disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer" means any person, business or organization which regularly employs five (5) or more individuals, not including the employer's parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer" is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender" means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or Widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. Revised September 8, 2014 by City Attorney office (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (C) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (D) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (E) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (F) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (G) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining"); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital Revised September 8, 2014 by City Attorney office status, socioeconomic background, religion, sexual orientation, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area In which the real property is located ("block -busting"); (J) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low-income, age over fifty-five (55) years or disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single-family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (L) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations It shall be unlawful for a business establishment or place of public accommodation for a discriminatory reason to deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall abide by this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the insfitution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving; (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. Revised September 8, 2014 by City Attorney office (H) Any age restrictions required by state or federal under this chapter. law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age (C) It is an unlawful discriminatory practice to cause or discrimination under this chapter. coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that (1) Nothing in this Chapter shall be construed to person from complying with the provisions of this require any religious or denominational institution chapter. or association to open its tax exempt property or place of worship to any individual or group for any 119.10 Preservation of Business Records ceremony or meeting, except for any activity or service that is supported in whole or part by public Where a complaint of discrimination has been filed funds. against a person under this ordinance, such person (J) Designating a facility as a gender -segregated shall preserve all records relevant to the complaint until space shall not be a violation of this chapter. a final disposition of the complaint. Nothing in this chapter shall be construed as 119.11 Administration and Enforcement allowing any person to enter any gender- segregated space for any unlawful purpose. (A) The Mayor shall designate the Civil Rights 119.08 Posting of Notices Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To Every employer or entity subject to this chapter shall be considered and administered by the Civil Rights post and keep posted in a conspicuous location where Administrator, complaints must be received in the business or activity is customarily conducted or Civil Rights Administrator's office no more than six negotiated, a notice, the language and form of which months after the alleged discriminatory action or, in has been prepared by the City of Fayetteville, setting the case of ongoing alleged discriminatory actions, forth excerpts from or summaries of the pertinent no more than six months after the most recent provisions of this chapter and information pertinent to incident of alleged discrimination. The Civil Rights the enforcement of rights hereunder. The notice shall Administrator shall prepare an easy to use be in both English and Spanish. If over ten percent of complaint form and make the form easily an employer's employees speak, as their native accessible to the public. language, a language other than English or Spanish, notices at that employer's place of business shall be (B) The Civil Rights Administrator should first attempt posted in that language. At the request of the employer to eliminate the unlawful practice or practices or entity, notices required by this section shall be through conciliation or mediation. In conciliating a provided by the City. Notices shall be posted within ten complaint, the administrator should try to achieve a days after receipt from the City. just resolution and obtain assurances that the respondent will satisfactorily remedy any violation 119.09 Retaliation Prohibited of the complainant's rights and take action to ensure the elimination of both present and future (A) It is an unlawful discriminatory practice to coerce, unlawful practices in compliance with this threaten, retaliate against, interfere with or chapter. If the Civil Rights Administrator discriminate against a person because that person determines that the complainant is not acting in has opposed any practice made unlawful by this good faith, the conciliation or mediation may be chapter, has made a non -frivolous charge or terminated and the complaint may be immediately complaint, or has testified truthfully, assisted or dismissed. If the respondent is not participating in participated in an investigation, proceeding or good faith, the complaint may be immediately hearing pursuant to this chapter. referred to the City Prosecutor's office. (C) After any attempted conciliation or mediation, the (B) It is unlawful discriminatory practice to require, Civil Rights Administrator will refer any unresolved request or suggest that person or entity retaliate es y complaint and complainant as needed to the City against, interfere with, intimidate or discriminate Prosecutors Office for appropriate further action, aper against a person because that person has opposed including prosecution. any practice made unlawful by this chapter, has made a non -frivolous charge or has testified (D) The filing of a complaint under this chapter does truthfully, assisted or participated in an not preclude any other state or federal remedies investigation, proceeding or hearing authorized i that may be available to a complainant. OFFICF. OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE TO: Mayor Jordan City Council CC: Sondra Smith, City Clerk/Treasurer FROM: Kit Williams, City Attorney DATE: September 8, 2014 RE: Further Correction to Civil Rights Administration Ordinance Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mullbrd Pamiegai City Clerk Sondra Smith has just informed me that Alderman Petty apparently did not present the final amendment he had provided to everyone at the Agenda Session during the City Council meeting when the ordinance was amended and passed. Sondra reports that her review of the meeting's video shows that Alderman Petty made the first two proposed minor amendments, but before he could make his third amendment other aldermen began to discuss another subject and he never officially made his third amendment which would have changed the ordinance language from: "(B) All contractors doing business with the City of Fayetteville shall abide by this ordinance." to "(B) All contractors doing business with the City of Fayetteville shall comply with this ordinance." I had thought all of Alderman Petty's proposed amendments had been moved for and adopted and so I changed "abide by" to "comply with" in Exhibit A. I do not believe there is any legal difference between "abide by" 1 and "comply with." However, I think that Sondra Smith is correct and so Exhibit A should use the "abide by" language rather than the "comply with" language that was mistakenly never properly placed within Alderman Petty's Motion to Amend. Would these minor, technical changes to the passed Chapter 119 Civil Rights Administration have any effect upon referendum petitions? I cannot be certain and so encourage all referendum petitions have the Chapter 119 Civil Rights Administration with the scrivener's error corrections which remove "physical characteristic" and change "comply with" to "abide by." It has long been the law that "to every petition for the referendum shall be attached a full and correct copy of the measure on which the referendum is ordered." Townsend v. McDonald, 184 Ark. 273, 42 S.W.2d 410, 412 (1931). However, that same Arkansas Supreme Court then held that there only had to be "substantial compliance with the requirement of the statute." More recent decisions of the Arkansas Supreme Court demonstrate an intent to interpret Amendment 7 liberally in favor of granting special elections. "Amendment 7 necessarily must be construed with some degree of liberality in order that its purposes may well be effectuated." Yarbrough v. Witty, 336 Ark. 479, 987 S.W.2d 257, 260 (1999). "(S)ince that residuum of power remains in the electors, their acts should not be thwarted by strict or technical construction." Leigh v. Hill, 232 Ark. 558, 339 S.W.2d 104,109 (1960). When reviewing the referendum petitions submitted to call a Special Election on the smoking ordinance, I stated the following regarding the petitioner's failure to use the forms provided by the Secretary of State. "Failure to use Secretary of State forms Although A.C.A. §7-9-105 states that petitions for order of referendum `shall be on forms provided by the Secretary of State and shall read as follows:', I believe only substantial compliance can be legally required. `We are firmly committed to a liberal construction of constitutional Amendment No. 7, bearing in mind the purpose of its adoption and the 2 object it sought to accomplish. This amendment provides a necessary and potent protection against ill-advised, oppressive or improvident legislative functions, and actions of the electors thereunder, in attempting to obtain relief, should not be thwarted by strict or technical construction.' Cochran v. Black, 240 Ark. 393, 400 S.W. 2d 280, 283 (1966). Although it is vitally important to a petition signer to have available the measure which is the subject of the referendum petition before signing the petition, it is of little importance that the petition is not on a "form provided by the Secretary of State" as long as its wording is substantially consistent with the statutory language. A.C.A. §7-9-105 (a). Providing recommended language for petitions and requiring substantial compliance would facilitate the petition process of Amendment 7. Disallowing a petition substantially using the required language because it was not on an official form would be hypertechnical, overly strict, and could impair or abridge the rights of the people pursuant to Amendment 7. `(R)ights guaranteed by Amendment No. 7 may be facilitated by Legislation, but not impaired or abridged.' Reynolds v. Hall, 222 Ark. 478, 261 S.W. 2d 405, 407 (1953)." My position is that the original version of Chapter 119 Civil Rights Administration provided to attorneys for a referendum is so substantially correct that it meets the statutory and constitutional tests for a referendum. Its only differences with the final version attached to this memo are scrivener's errors which make no substantive change to the meaning and import of the ordinance. If a person opposing certification of the referendum petition legally challenges the referendum petitions because of these very minor scrivener's errors, I will be prepared to defend our citizens' rights pursuant to Amendment 7 of the Arkansas Constitution to review the decision of the City Council to pass this ordinance. I believe that an attack because of these minor corrections (which are in no way the responsibility or fault of those seeking the referendum) would be rejected as hypercritical and technical by the Courts. e Revised September 8, 2014 by City Attorney office EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapters purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer' means any person, business or organization which regularly employs five (5) or more individuals, not including the employers parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer" is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. Revised September 8, 2014 by City Attorney office (M) "Sexual orientation' means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (C) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (D) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (E) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (F) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (G) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining"); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital Revised September S, 2014 by City Attorney office status, socioeconomic background, religion, sexual orientation, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block -busting'); (J) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low-income, age over fifty-five (55) years or disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single-family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (L) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations It shall be unlawful for a business establishment or place of public accommodation for a discriminatory reason to deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall abide by this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. Revised September 8, 2014 by City Attorney office (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age discrimination under this chapter. (1) Nothing in this Chapter shall be construed to require any religious or denominational institution or association to open its tax exempt property or place of worship to any individual or group for any ceremony or meeting, except for any activity or service that is supported in whole or part by public funds. (J) Designating a facility as a gender -segregated space shall not be a violation of this chapter. Nothing in this chapter shall be construed as allowing any person to enter any gender - segregated space for any unlawful purpose. 119.08 Posting of Notices Every employer or entity subject to this chapter shall post and keep posted in a conspicuous location where business or activity is customarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer's employees speak, as their native language, a language other than English or Spanish, notices at that employer's place of business shall be posted in that language. At the request of the employer or entity, notices required by this section shall be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter. (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records Where a complaint of discrimination has been filed against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If the Civil Rights Administrator determines that the complainant is not acting in good faith, the conciliation or mediation may be terminated and the complaint may be immediately dismissed. If the respondent is not participating in good faith, the complaint may be immediately referred to the City Prosecutor's office. (C) After any attempted conciliation or mediation, the Civil Rights Administrator will refer any unresolved complaint and complainant as needed to the City Prosecutor's Office for appropriate further action, including prosecution. (D) The filing of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant. OFFICE OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE TO: Mayor Jordan City Council Sondra Smith, City Clerk/Treasurer FROM: Kit Williams, City Attorney DATE: September 5, 2014 RE: Scrivener's Error Civil Rights Administration Ordinance Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mulford Paralegal Because I was concerned that "physical characteristic' was too vague and uncertain a term for the Civil Rights Administration Ordinance, I requested that Alderman Petty agree to its removal from the Human Rights Campaigns draft ordinance. After discussing this on a conference call with the Human Rights Campaigns attorneys, we agreed to remove "physical characteristic' from the ordinance. We did remove this definition from § 119.02 Definitions and also from the definition of "Discriminate, Discrimination or Discriminatory." Unfortunately, we did not realize "physical characteristic" was also in § 119.04 (I). This oversight is what is termed a scrivener's error or clerical error which Black's Law Dictionary defines as "An error resulting from a minor mistake or inadvertence, esp. in writing or copying something...." We have uniformly corrected such past scrivener's errors in ordinances to ensure the City Council's intent is made clear. There is no need for a formal amendment to be passed by the City Council to clear up or fix a scrivener's error. I am glad attorney Mark Martin discovered this mistake before the ordinance was actually enacted into the Fayetteville City Code. I have prepared and provided to City Clerk Sondra Smith a corrected Chapter 119 with "physical characteristic" removed everywhere including § 119.04 (1). 1 Revised by City Attorney Septemeber 5, 2014 EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapters purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer" means any person, business or organization which regularly employs five (5) or more individuals, not including the employers parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer' is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. Revised by City Attorney Septemeber 5, 2014 (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (C) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (D) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (E) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (F) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (G) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining"); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital Revised by City Attorney Septemeber 5, 2014 status, socioeconomic background, religion, sexual orientation, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block -busting"); (J) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low-income, age over fifty-five (55) years or disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single-family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (L) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations It shall be unlawful for a business establishment or place of public accommodation for a discriminatory reason to deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a -bona fide -condition -,and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. Revised by City Attorney Septemeber S, 2014 (H) Any age restrictions required by state or federal under this chapter. law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age (C) It is an unlawful discriminatory practice to cause or discrimination under this chapter, coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that (1) Nothing in this Chapter shall be construed to person from complying with the provisions of this require any religious or denominational institution chapter. or association to open its tax exempt property or place of worship to any individual or group for any 119.10 Preservation of Business Records ceremony or meeting, except for any activity or service that is supported in whole or part by public funds. Where a complaint of discrimination has been filed against a person under this ordinance, such person (J) Designating a facility as a gender -segregated shall preserve all records relevant to the complaint until space shall not be a violation of this chapter. a final disposition of the complaint. Nothing in this chapter shall be construed as allowing any person to enter any gender- 119.11 Administration and Enforcement segregated space for any unlawful purpose. (A) The Mayor shall designate the Civil Rights 119.08 Posting of Notices Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To Every employer or entity subject to this chapter shall considered and administered by the Civil Rights post and keep posted in a conspicuous location where Administrator, complaints must be received in the Ad business or activity is customarily conducted or Civil Rights Administrator's office no more than six negotiated, a notice, the language and form of which months after the alleged discriminatory action or, in has been prepared by the City of Fayetteville, setting the case of ongoing alleged discriminatory actions, forth excerpts from or summaries of the pertinent more than six months after the most recent provisions of this chapter and information pertinent to iincident alleged discrimination. The Civil Rights n the enforcement of rights hereunder. The notice shall tor shall prepare an easy to use Administrator be in both English and Spanish. If over ten percent of complaint form and make the form easily an employers employees speak, as their native accessible to the public. language, a language other than English or Spanish, notices at that employer's place of business shall be (B) The Civil Rights Administrator should first attempt posted in that language. At the request of the employer to eliminate the unlawful practice or practices or entity, notices required by this section shall be through conciliation or mediation. In conciliating a provided by the City. Notices shall be posted within ten complaint, the administrator should try to achieve a days after receipt from the City. just resolution and obtain assurances that the respondent will satisfactorily remedy any violation 119.09 Retaliation Prohibited of the complainant's rights and take action to ensure the elimination of both present and future (A) It is an unlawful discriminatory practice to coerce, unlawful practices in compliance with this threaten, retaliate against, interfere with or chapter. If the Civil Rights Administrator discriminate against a person because that person determines that the complainant is not acting in has opposed any practice made unlawful by this good faith, the conciliation or mediation may be chapter, has made a non -frivolous charge or terminated and the complaint may be immediately complaint, or has testified truthfully, assisted or dismissed. If the respondent is not participating in participated in an investigation, proceeding or good faith, the complaint may be immediately hearing pursuant to this chapter. referred to the City Prosecutor's office. (B) It is an unlawful discriminatory practice to require, (C) After any attempted conciliation or mediation, the request or suggest that a person or entity retaliate Civil Rights Administrator will refer any unresolved against, interfere with, intimidate or discriminate complaint and complainant as needed to the City against a person because that person has opposed Prosecutor's Office for appropriate further action, any practice made unlawful by this chapter, has including prosecution. made a non -frivolous charge or has testified (D) The filing of a complaint under this chapter does truthfully, assisted or participated in an investigation, proceeding or hearing authorized not preclude any other state or federal remedies that may be available to a complainant. ORDINANCE NO. 5703 AN ORDINANCE TO AMEND THE FAYETTEVILLE CODE BY ENACTING CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE WHEREAS, the City of Fayetteville seeks to protect and safeguard the right and opportunity of all persons to be free from unfair discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS, the City of Fayetteville seeks to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section 1. That the City Council of the City of Fayetteville, Arkansas enacts Chapter 119 Civil Rights Administration as shown on Exhibit "A" attached hereto. PASSED and APPROVED this 20'" day of August, 2014. TEST: 0o6. AtL SONDRA E. SMITH, City Clerk/Treasurer Y aF fAY-TTr l.c: ,;�:RKANSP J Original Exhibit passed on August 20, 2014. Final revision was September 8, 2014. EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions 41 (A) "Business Establishment" means any entity, however organic, ed r 1i furnishes goods servigces,or accommodations to the general public. An otherwise qualifying establishrpent whi .has membership requiren4s is considered to furnish services to the general public if its membershiµ equire-menfs tp rs(st only of payment o - ees or consist only of requirements under which a substantial portion of the residents of the-cit�uld qualify. ,& .w .. (B) "Civil Rights Administrator' means the person design by the Mayors -f ceive roves agate and conciliate complaints brought under this chapter. �� (C) "Disability" or "Disabled" means wit F e��#�a. n individual a' a y&icaI or mental i ent a record of such an impairment, or being perceived orr garde ashaat r uch impaifif e�Jt For purposes o this chapter, discrimination on the basis of disabilitymeans that no covered enit i discnmin �e amst a qualified individual with a disability because of that individual s disabi ity. The term quahfi 91 vidual wits disabi" shall mean an individual with a disability who, with or without reasonable accommoda�it3Er n perform a easenhal functions of the employment positions that the individual hold r desires. 9 (D) "Discriminate, Discnrn;ation orad cr'minatory" means any a policy or practice that has the effect of subjecting any person to di fete I treatmentza result of that person s real or perceived race, ethnicity, national origin, age (if 18 years of age A older) gehdgr�, gender identity, g'nder expression, familial status, marital status, NR socioeconomic background, religion, sextaolentation, disabdikj'r'or veteran status. (E) "Empt Vyte" means any (F) "Employny persorbusiness or organization which regularly employs five (5) or more individuals, not including theerndloygr s parents spouse or children. For purposes of this chapter an employer "regularly" employs l s.r five (5) individuals wa t1 - empmer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks t ffie cu r"etrt or previous calendar year. For purposes of this chapter an "employer" is also - any person or entity acting dn.'t halfpf an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individu4s'status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender -related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or laborroganrzation engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensati terms, conditions or privileges of employment, including promotion. Nothing in this section shall be strued to req irte any employer to provtaeybenefits, such as insurance, to individuals not employed by the empl+er, 01 ore (C) To limit, segregate or classify employees in any way '.would depriverR emend to deprue any employee of employment opportunities, or which would otherwise tend to t3uergely affect his herstatus=as an employee; (D) To fail or refuse to refer for em�l�,gyment an r� jdual in sucltamanner that w��uld deprive an individual of employment opportunities that uld hmd an trj wA al s emp'rry A opportunffies or that would otherwise adversely affect an individuals status as a prospectrve� jm"loyee oras lj pplicant for employment; (E) To discriminate against an ind ual in admission to,aployment it any program established to provide apprenticeship or otherjob train] ncluding on-the-job traifiln �Orograms,7 (F) To print or publrcause to ; ted or published, an (F) notice or advertisement relating to employment. This subsection shalt') construed so as to ose the person who prints or publishes the notice or advertisement, such Ab newspaper lgatability; (G) To dis'�lininate in referring an individual foY p1'"e" 'hether the referral is by an employment agency, labor org ]zafon_or any other person. 119.04 Pr i i d Acts of Discrimination - Housing and Real Estate Transactions With regard to housing andlea eY satt ansactions, which include both sales and leases, it shall be unlawful to engage 4 .. in any of the following acts wholly or,�artia ly for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining"); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteris ic$ ,isability or veteran status of the Hs` r x. ,: owners or occupants in the block, neighborhood or area in which the re?Iperty�sJted or to represent that this change will or may result in the lowering of property values, anj,crease in chi ip R antisocial behavior or a decline in the quality of schools in the block, neighborhood or "a in which themeaL y is located ("block - busting"); OV (J) Notwithstanding the provisions of subsections (A) through (1) it sh 't>be an unlawful discri tory practice for an owner to limit occupancy on the basis of a person'slow-income er fifty-five (55) years disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (Ahrougi&(I' t shall not be an,Pyyn�lawful discrin a ory practice for an owner, lessor or renter to refuse to rent, lease or subleatd ion of a sin illy dwelling nit to a person as a tenant, roomer or boarder where it is anticipated that the owrLer�%esssor or renterw Jl b"e occupying any portion of the single-family dwelling or to refuse tc n,M_ i' sublease w e is anticipated f iat`= a owner, lessor or renter will be sharing either a kitchen or ..Niroom w .- h Want ro'o boarder. or (L) Notwithstanding any other provis on of this chapter it = n unlawto , I story practice to apply or enforce the definition of "family" for zong purposes pursuant to 1 1 of the 177�>fre evelopment Code. 119.05 Prohibited Acts of Disc imination - BusinesNstablishments or Public It shall be unlawful for a buellxtess establistr e"tremor place of pubhcccommodation for a discriminatory reason to deny, directly or indirectly, any person the full eh�lay nt of the ggbds, services, facilities, privileges, advantages and accommod tions of any busine�establishinViR. rc accommodation, unless required by state or federal law. 119.05 CityS Carr Facts, Transactions and Contracts (A) The City of Fayettevi eal employees are bound by the provisions of this chapter to the same extent as private individuals and busill s' ,} (B) All contractors doing business with the'City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified gkgq,peynissible bona fide occupational qualification or a permissible bona fide physical requirement, that party sit#Wfia_�e 1 tx gen of proving: AWI (1) That the discrimination is in fact a necessary result of such a b ha fide condition an (2) That there exists no less discriminatory means of satisLytng3h bgna fide requirement. 17 (G) If a party asserts that an otherwise unlawful price is lusti itty.a permissible bo aide religious or denominational preference, that party shall have th6 4, of proving th tut a discrimination rein fact a necessary result of such a bona fide condition. �' (H) Any age restrictions required by state or federal law or reg aeons, including.,- the sale, delivery of alcoholic beverages, are not improper age discnmiq t,under this chapter k ,'�-��ter„ (1) Nothing in this Chapter shall beconstrued to'feq r�a rehgrousgddenominatwr(a) institution or association to open its tax exempt property orypf oe of worship to an (djurdual or g fb p for any ceremony or meeting, except for any activity or service that is sup pried in whole or part tQ tpb1.blic funds" WE (J) Designating a facility as a gendt segregated space shall rib tj a violati?p this chapter. Nothing in this chapter shall be construed asallowing aoy-Berson to enter any genda regated�space for any unlawful purpose 119.08 Posting of Noires g Every employer or entity sub'Mto this c*halEl��I,�& post and ked p sted in a conspicuous location where business or activity is c- tomarily conductd Ulp negotiate a o f h Wage and form of which has been prepared by the City of Fayetteeyilfesetting forth ex'cedpts from or sumofhe pertinent provisions of this chapter and information pertini tQ or merit of njpts hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer`s ees speaks their native language, a language other than English or Spanish, notices at that employers place ofbu hall t3a, osted in that language. At the request of the employer or entity, notices required by this section shallbe prod( 1 bey theCity. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter. (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records Where a complaint of discrimination has been filed against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public_, (B) The Civil Rights Administrator should first attempt to eliminate the or mediation. In conciliating a complaint, the administrator sh assurances that the respondent will satisfactorily remedy any v!Ql ensure the elimination of both present and future unlawful ptacl Rights Administrator determines that the complainant is noa lfi terminated and the complaint may be immediately dismissed. If tt complaint maybe immediately referred to the City Prs¢cutors off (C) After any attempted conciliation or mediation, thI is Adr complainant as needed to the City Prosecutors office foopri of the complair in compliance od faith, the cc mondent is not other :r any uni including m through conciliation resolution and obtain hts and take action to .,Shapter. If the Civil C mediation may be fmg,in good faith, the complaint and that may be Legistar ID No.: -201 q 0,X 0.3 AGENDA REQUEST FOR: COUNCIL MEETING OF July 15, 2014 FROM: CITY COUNCIL MEMBER Matthew Petty ORDINANCE OR RESOLUTION TITLE AND SUBJECT: AN ORDINANCE TO AMEND THE FAYETTEVILLE CODE BY ENACTING CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE APPROVED FOR AGENDA: CittCouncil Member Matthew Petty Assistant City Attorney Blake Pennington (as to form) 20� Date -�-/zl lei Date Pennington, Blake From: matt@matthewpetty.org on behalf of Matthew Petty - Fayetteville Ward 2 <citycounci I@matthewpetty.o rg> Sent: Thursday, May 15, 2014 3:09 PM To: Williams, Kit Cc: Pennington, Blake; James Rector Subject: Anti -Discrimination Ordinance Attachments: Fayetteville HRO 5.15.2014.docx Hi Kit, Attached is a draft Anti -Discrimination Ordinance that I would like to get passed in Fayetteville. It targets discrimination in housing transactions and employment decisions. I want to introduce it at the first meeting in July. Can you guys take a look at it and think about how it might need to be adapted for consistency with Arkansas and municipal code? I'd like to have a first meeting on it the week of the 26th (or I can do late next week). Thanks for your help, M ORDINANCE NO. AN ORDINANCE TO AMEND THE FAYETTEVILLE CODE BY ENACTING CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE WHEREAS, the City of Fayetteville seeks to protect and safeguard the right and opportunity of all persons to be free from unfair discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS, the City of Fayetteville seeks to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section 1. That the City Council of the City of Fayetteville, Arkansas enacts Chapter 119 Civil Rights Administration as shown on Exhibit "A" attached hereto. PASSED and APPROVED this Wo 91161TA a 13 day of 2014. ATTEST: By: By: LIONELD JORDAN, Mayor SONDRA E. SMITH, City Clerk/Treasurer EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer' means any person, business or organization which regularly employs five (5) or more individuals, not including the employer's parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer" is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. (M) "Sexual orientation' means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (C) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (D) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (E) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs, (F) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (G) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining'); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteristic, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block -busting"); (J) Notwithstanding the provisions of subsections (A) through (H), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low-income, age over fifty-five (55) years or disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (A) through (H), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single-family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (L) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations It shall be unlawful for a business establishment or place of public accommodation for a discriminatory reason to deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age discrimination under this chapter. (1) Nothing contained in this chapter shall be deemed to require any religious or denominational institution or association to open its sanctuary or chapel to any individual or group for any ceremony including, but not limited to, weddings, funerals, confirmations, or baptisms. 119.08 Posting of Notices Every employer or entity subject to this chapter shall post and keep posted in a conspicuous location where business or activity is customarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employers employees speak, as their native language, a language other than English or Spanish, notices at that employer's place of business shall be posted in that language. At the request of the employer or entity, notices required by this section shall be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter. (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records Where a complaint of discrimination has been filed against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If the Civil Rights Administrator determines that the complainant is not acting in good faith, the conciliation or mediation may be terminated and the complaint may be immediately dismissed. If the respondent is not participating in good faith, the complaint may be immediately referred to the City Prosecutor's office. (C) After any attempted conciliation or mediation, the Civil Rights Administrator will refer any unresolved complaint and complainant as needed to the City Prosecutor's Office for appropriate further action, including prosecution. (D) The fling of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant. DEPARTMENTAL CORRESPONDENCE mt OFFICE OF THE CITY ATTORNEY TO: Mayor Jordan City Council CC: Kit Williams, City Attorney FROM: Blake Pennington, Assistant City Attorney DATE: July 17, 2014 RE: Civil Rights Ordinance Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mulford Paralegal While there is no specific Arkansas statute expressly authorizing a municipality to enact an anti -discrimination ordinance, the state legislature has authorized municipalities to legislate pursuant to their police powers under a number of statutes. Generally, "a municipality is authorized to perform any function and exercise full legislative power in any and all matters of whatsoever nature pertaining to its municipal affairs' and may even legislate on issues designated as "state affairs" as long as the regulation is not in conflict with or contrary to state law. A.C.A. § 14-43-601 -14-43-602. More specifically, a city has "the power to make and publish bylaws and ordinances, not inconsistent with the laws of this state, which, as to them, shall seem necessary to provide for the safety, preserve the health, promote the prosperity, and improve the morals, order, comfort, and convenience of such corporations and the inhabitants thereof." A.C.A. § 14-55-102. Cities have the power to "prevent injury or annoyance within the limits of the municipal corporation from anything dangerous, offensive, or unhealthy []." A.C.A. § 14-54-103(1). Cities may also "prevent or regulate the carrying on of any trade, business, or vocation of a tendency dangerous to morals, health, or safety []." A.C.A. § 14-54- 104(3)(C). In fact, the Arkansas Supreme Court has held that "the mere possibility of a public harm is sufficient basis for the municipality to regulate under its police power. Phillips v. Town of Oak Grove, 333 Ark. 183 (1998). Thus, this grant of power provides the basis for the City Council to enact a civil rights ordinance for the City of Fayetteville in order to protect residents and visitors of Fayetteville from unlawful discrimination in employment, public accommodation, business transactions, housing and real estate transaction, and the use of city services. Amendments to Civil Rights Ordinance Proposed by Alderman Matthew Petty AMEND 119.02 — DEFINITIONS (E) "Employee" means any individual employed by a co4ered employer. AMEND 119.06 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees -are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. AMEND 119.07 — NEW SUBSECTION (I) (1) Nothing contained in this chapter shall be deemed to. require any religious or denominational institution to open its sanctuary or chapel to any individual or group for any ceremony including, but not -limited to, weddings, funerals, confirmations, or baptisms; that do.not align with that religious or denominational institution's statement.of faith or beliefs. y, I IJ, 'f ,W'!tI f.; LI DEPARTMENTAL CORRESPONDENCE OFFICE OF THE CAT), A,FTORNFY TO: Mayor Jordan City Council CC: Kit Williams, City Attorney FROM: Blake Pennington, Assistant City Attorney DATE: July 24, 2014 Kit Williams City Attorney Blake Pennington Assisfant City Attorney Patti Multord Paralegal RE: Alderman Petty's Proposed Amendments to Civil Rights Ordinance Alderman Petty will be proposing the following amendments to the civil rights ordinance. I am attaching a copy of the full ordinance with these changes incorporated for your reference: AMEND 119.02 - DEFINITIONS (E) "Employee' means any individual employed or seeking ernPIGYMORt fFGFA by a covered employer. AMEND 119.06 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville shall be and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall abide by comply with this ordinance. EXHIBIT A CHAPTER 119: CIVIL-RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapters purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory' means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer" means any person, business or organization which regularly employs five (5) or more individuals, not including the employers parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer' is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression' means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status' means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private, (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. - (N) "Veteran status' means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment (A) With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To fail to hire, refuse to hire or discharge an individual; (2) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (3) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (4) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (5) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (6) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (7) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions (A) With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (2) To discriminate by imposing different terms on a real estate transaction; (3) To represent falsely that an interest in real estate is not available for transaction; (4) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (5) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (6) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (7) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (8) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non- residential ("red -lining"); (9) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteristic, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block - busting"); (10)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low- income, age over fifty-five (55) years or disability status in accordance with federal or state law; (11)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single- family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder, (12) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations (A) It shall be unlawful for a business establishment or place of public accommodation to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law; (2) To print, publish, circulate, post or mail, directly or indirectly, a statement, advertisement or sign which indicates that the full and equal enjoyment of the goods, services, facilities, privileges, advantages and accommodations of a business establishment or place of public accommodation will be unlawfully refused, withheld from or denied an individual, or which indicates that an individual's patronage of, or presence at, the business establishment or place of public accommodation is objectionable, unwelcome, unacceptable or undesirable, unless the denial of the goods or services is required by slate or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action - plan -as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age discrimination under this chapter. 119.08 Posting of Notices (A) Every employer or entity subject to this chapter shall post and keep posted in a conspicuous location where business or activity is customarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer's employees speak, as their native language, a language other than English or Spanish, notices at that employers place of business shall be posted in that language. At the request of the employer or entity, notices required by this section shall be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter. (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or _ indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records (A) Where a complaint of discrimination has been fled against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints fled under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If the Civil Rights Administrator (C) After any attempted conciliation or mediation, the determines that the complainant is not acting in Civil Rights Administrator will refer any unresolved good faith, the conciliation or mediation may be complaint and complainant as needed to the City terminated and the complaint may be immediately Prosecutors Office for appropriate further action, dismissed. If the respondent is not participating in including prosecution. good faith, the complaint may be immediately referred to the City Prosecutors office. (D) The filing of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant. OFFICE OF THE CITY ATTORNEY 1 THRU: FROM: DATE: RE: DEPARTMENTAL CORRESPONDENCE Mayor Jordan City Council Kit Williams, City Attorney Blake Pennington, Assistant City August 5, 2014 Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mulford Paralegal Civil Rights Ordinance - Response to Letter from Attorney Stephanie Nichols Recently, an attorney in Jonesboro sent a letter to the City Council regarding some concerns she was expressing on behalf of a client who is a resident of Fayetteville. Our office's responses to the issues she has raised are below: 1. If a church does not allow anyone outside of its faith to hold ceremonies (weddings, etc.) in its sanctuary or chapel, this ordinance will not force that church to be open to the public or to "subsidize' a ceremony involving beliefs contrary to its own. If the City Council wishes to strengthen this existing legal exemption, the following language could be adopted as a new subsection within § 199.07 General Exceptions: Nothing contained in this chapter shall be deemed to require any religious or denominational institution to open its sanctuary or chapel to any individual or group for any ceremony including, but not limited to, weddings, funerals, confirmations, or baptisms, that do not align with that religious or denominational institution's statement of faith or beliefs. However, if a church allows outside groups to rent space in a fellowship hall or classroom, then this ordinance would prohibit discrimination in the rental of the classroom against any protected class defined by the ordinance. Page Two Civil Rights Ordinance In response to the example given by Ms. Nichols, if a church hosts a Girl Scout troop's meetings, it could not bar an LGBT identified member, parent or leader from attending or participating. Furthermore, the Girl Scouts of America's "Inclusion and Non -Discrimination Policy" appears to be aligned with the intent of this ordinance: Girl Scouts value inclusiveness and do not discriminate or recruit on the basis of race, religion, ethnicity, sexual orientation, socioeconomic status, national origin, or physical or developmental disability. 2. Ms. Nichols misunderstands or misstates the law when she writes that "'non - secular' positions... may be interpreted to be limited to clergy." The Supreme Court has clearly ruled that "non -secular" positions are NOT limited to clergy. Churches and even private religiously affiliated schools have wide discretion about who serves in ministerial positions and may choose to hire members of their own faith as long as the work they are hired to perform is related to the organization's religious activities. For example, in Hosanna -Tabor Lutheran Church and School vs. EEOC, 132 S.Ct. 694 (2012), the United States Supreme Court held that a teaching position, which required the teaching of both secular and religious instruction and leading prayers in class, could be classified as a ministerial because the religious instruction was related to the church/school's religious activities. However, a church could not unlawfully discriminate against a person serving in a purely secular position, such as a receptionist with no ministerial duties at all. Nothing, of course, prevents a church from establishing dress codes or grooming standards. 3. In her third section, Ms. Nichols provides three examples and claims that each would violate the religious liberty of the person providing the service: In response to the first example, the ordinance provides an exception for a landlord when a tenant is sharing a room in the same house or if the landlord and tenant are to share kitchen or bathroom space. When that landlord has opened an apartment or house for rent to the general public, the ordinance would certainly prevent discrimination on the basis of any of the protected classes within the ordinance. In response to the second and third examples, those who choose to advertise to and provide a service to the general public cannot discriminatorily pick and choose which segments of the public they wish to serve under this ordinance. The Arkansas Civil Rights Act, Ark. Code Ann. § 16-123-101, et seq. already protects people from discrimination on the basis of religion and race. For example, a Page Three Civil Rights Ordinance Christian florist could not refuse to provide flowers for a Hindu wedding ceremony or for an interracial couple even if that florist believed those situations to be a violation of his or her sincerely held religious beliefs. This ordinance merely extends that protection to other groups not already protected by state or federal law. 4. The claim that this ordinance would provide predators with access to women's restrooms in order to assault or leer at girls or women is nothing more than fear - mongering. This ordinance does allow transgender people to use the bathroom in which they feel most comfortable and physically safe. Transgender people - who are far more likely to be the victims of harassment and violence if forced to use a bathroom that is inconsistent with their gender identity or expression - deserve to have the ability to use the bathroom in peace and safety. Using the bathroom is a basic human function and denying that to a person is inhumane. This ordinance has nothing to do with the concerns and examples Ms. Nichols provided - the acts perpetrated by the criminals in those stories will continue to be criminal acts. 5. Public educational institutions were exempted from this ordinance because they are on an equal governmental footing with the City of Fayetteville. The University of Arkansas and Fayetteville Public Schools have their own independent boards of directors and are regulated by state law. This is also the reason county, state and federal institutions are exempted. We cannot control the actions of independent governmental institutions. 6. There has been no notable increase in litigation in other cities that have adopted similar non-discrimination ordinances. As already discussed in the memo that was sent to you on July 18, there is a basis in state law for this ordinance and similar ordinances have been upheld around the country. There is no reason to suspect that we will receive a flood of complaints or that the Civil Rights Administrator or City Prosecutor will violate anyone's civil rights in enforcing the ordinance. 7. A referral to the City Prosecutor does not necessarily translate into a prosecution for violation of the ordinance. Please keep in mind that the Civil Rights Administrator's primary goal is to gather information and work out a solution. Secondarily, the Civil Rights Administrator can refer a case to the City Prosecutor to determine if the case should be filed in Fayetteville District Court. There, the burden is very high - even higher than a civil discrimination case - and violations must be proven beyond a reasonable doubt. Because of this high burden of proof, only the most serious and clear cases of discrimination will be prosecuted. OFFICE OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE Kit Williams City Attorney Blake Pennington Assistant City Attorney TO: Mayor Jordan Patti Multonl City Council Paralegal FROM: Kit Williams, City Attorney �� — I DATE: August 15, 2014 RE: Concerns about opposite sex use of public bathrooms or locker rooms I have been informed that there are some incorrect reports circulating on the internet that I have stated that the Civil Rights ordinance should be stopped because it will prevent business managers from preventing men from using women's public restrooms. This is not correct. State law always trumps or controls over any City ordinance. The proposed Civil Rights Administration Ordinance states that a business establishment may not "for a discriminatory reason" deny "any person the full enjoyment of the... facilities... and accommodations of any business establishment or place of public accommodations, unless required by state or federal law." § 119.05. Would this section prohibit a business from preventing a person with all the outward appearances of a man from using the women s bathroom? I think the clear answer is "No". First, the business owner's purpose would be to ensure the peace of mind and safety of the female customers who were using or might use the bathroom rather than for a "discriminatory reason" against a person who appeared to be a man even if that person claimed to be a woman on the 1 inside (transgender). Thus, there would be no "discriminatory reason", but a public convenience and safety reason to limit bathroom use to those whose outward appearance coincides with the gender for the bathroom. Secondly, the state criminal statutes could very well apply to such a situation. Indecent Exposure can occur if a person "exposes his or her sex organs ... under circumstances in which the person knows the conduct is likely to cause affront or alarm." A.C.A. § 5-14-112. In addition, Disorderly Conduct can occur if a person "recklessly (creates) a risk of public inconvenience, annoyance or alarm, he or she... in a public place, exposes his or her private parts." A.C.A. § 5-71-207. Public bathrooms have been held to be "public places" for purposes of these types of criminal statutes. United States v. Lemons, 697 F.2d 832 (81h Cir. 1983). Violations of Indecent Exposure and Disorderly Conduct will continue to occur whether or not the Civil Rights Administrative Ordinance is passed. However, I do not believe this ordinance could ever be used as a successful defense to these criminal charges. To further reduce any fear of misapplication of the ordinance, the City Council could enact a further exception under § 119.07 that could say that business owners had the right to limit the use of their public bathrooms and locker rooms to persons with the outward appearance of the gender designated for the bathroom or locker room. I think that is already their right which would not be changed by the Civil Rights Administration Ordinance, but an express exception would clarify any possible ambiguity. 2 OFFICE OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE TO: Mayor Jordan City Council FROM: Kit Williams, City Attorney DATE: August 15, 2014 Kit Williams City Attorney Blake Pennington Assistant CBy Attorney Patti Mulford Paralegal RE: Possible referral of proposed Civil Rights Administration ordinance to Fayetteville voters Aldermen Tennant and Schoppmeyer have asked that I draft a possible amendment to the enacting ordinance of the proposed Chapter 119 Civil Rights Administration for the Fayetteville Code that would refer this ordinance to the vote of the Fayetteville citizens. This issue came up most recently in 2011 when a possible referral of an amendment to the Smoking Ordinance to the voters was considered, but not approved. Attached is my memo of May 3, 2011 discussing statutory procedures for referring proposed legislation to the voters. If the City Council wishes to refer this proposed ordinance to the voters, you should amend the enacting ordinance to make it a referral ordinance. I drafted such a possible referral ordinance option as requested by Aldermen Tennant and Schoppmeyer and have attached it to this memo. If the referral ordinance would be passed on August 19, the election for this ordinance would be conducted during the general election of November 4, 2014. If there was no final vote by the City Council on August 19th, I believe it may not be possible to meet the time requirements for the general election. 1 "A special election shall be held not less than seventy (70) days following the date that the proclamation, ordinance, resolution, order, or other authorized document is filed with the county clerk when the special election is to be held on the date of the preferential primary election or general election." A.C.A. § 7- 11-205 (b)(1). By my determination, August 19this about 77 days before the general election on November 4t". The next regular City Council meeting is September 2 or 63 days before the general election. 63 days is "less than seventy (70) days" and therefore outside the 70 day window to authorize the referendum election to be held at the general election date. 4 ORDINANCE NO. AN ORDINANCE TO REFER THE PROPOSED CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO FAYETTEVILLE VOTERS FOR THEIR DETERMINATION WHETHER TO ENACT CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE WHEREAS, the City of Fayetteville seeks to protect and safeguard the right and opportunity of all persons to be free from unfair discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS, the City of Fayetteville seeks to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations; and WHEREAS, the Fayetteville City Council has determined that the Fayetteville voters should have an opportunity to vote to decide whether or not the proposed Civil Rights Administration Chapter should be enacted into the Fayetteville Code. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section 1. That the City Council of the City of Fayetteville, Arkansas hereby refers Chapter 119 Civil Rights Administration of the Fayetteville Code as shown in Exhibit "A" of this ordinance to the Fayetteville voters in the general election to be held on November 4, 2014. Section 2. That the City Council of the City of Fayetteville, Arkansas hereby determines that if the voters fail to approve the referendum called by this ordinance, the proposed Chapter 119 Civil Rights Administration will not be enacted into the Fayetteville Code, but if the voters approve the referendum, then Chapter 119 Civil Rights Administration shall be enacted into the Fayetteville Code and will become effective sixty (60) days after the approving election. Page 2 Ordinance No. PASSED and APPROVED this 1911 day of August, 2014. APPROVED: By: LIONELD JORDAN, Mayor M11-1111*19 By: SONDRA E. SMITH, City Clerk/Treasurer Departmental Correspondence dL Kit Williams City Attorney TO: Mayor Jordan Jason B. Kelley Assistant UyAtroraey City Council �� FROM: Kit Williams, City Attorne} ---- DATE: May 3, 2011 RE: Possible referral of ordinance to the Fayetteville voters Assuming one or more aldermen may wish the City Council to consider referring this proposed amendment to the voters rather than directly enacting an amendment to §95.05, I have prepared such -a referral ordinance and attached it to this memo. If an alderman wishes to go the referral to the voters route, the alderman would need to move to amend the ordinance proposed by Aldermen Gray and Petty. Such amendment would need to be passed prior to the passage of the Smoking Ordinance amendment ordinance. The City Council can refer an ordinance to the voters for a referendum even after an ordinance is passed (within 30 days of its passage). However that independent referral ordinance would require six (6) affirmative votes for passage. State law provides that "Municipal referendum petition measures shall be submitted to the electors at a regular general election unless the petition expressly calls for a special election." A.C.A. §7-9-111(h). I would interpret this to mean that unless the City Council Referral Ordinance calls for a special election, the referendum of the proposed amendment of the Smoking Ordinance would not occur until November of 2012. If you prefer to call for a special election in the ordinance, the "special election shall be set in accordance with §7-11-201 et seq. but in no event more than one hundred twenty (120) calendar days after the date of certification of sufficiency by the municipal clerk." A.C.A. §7-9-111(h). I would interpret that to mean within 120 days of the date of passage of the ordinance referring the ordinance to the voters as a referendum. CityClerk From: Alexis Acello <aacello@email.uark.edu> Sent: Thursday, August 07, 2014 1:59 PM To: City -Clerk -old Subject: Anti -Discrimination Ordinance -For Council Members Categories: Completed, Responded, Forwarded Dear Council members, My name is Alexis Acello. I'm a preschool teacher and resident of Fayetteville and have been for going on four years. I came here originally to attend the University of Arkansas but I know I'll stay long after my graduation date. I live on West Ave, just off of Dickson in a wonderful small apartment very close to our amazing library. I could go on and on about why I'm glad I live here. I think this town is fantastic! One of the reasons I fell love with this town was its amazing sense of community and equality. I have never doubted, up until now, this town's commitment to the fair and respectful treatment of every unique member that composes this city. Tuesday's hearing of the anti -discrimination ordinance honestly made me feel as if the town had been falsely represented. I strongly feel like more residents of Fayetteville would favor this proposal rather than oppose it, but it didn't appear that way Tuesday night. I do think it's worth noting that several of those opposing the measure were from Goshen, Springdale, and Elkins. They weren't all necessarily representing the view points or ideals held by Fayetteville residents. I think it's incredibly important that this legislation pass. I feel like it's imperative that everyone in our community feel protected, represented, and respected and that we wouldn't be such an amazing town if we didn't go out of our way to make everyone feel that way. The idea that no one in this town ever feels discriminated against is plainly untrue. To quote a recent study outlined in the Fayettevile Flyer summary of Tuesday's meeting: "The Human Rights Campaign released the findings of a survey of 979 lesbian, gay, bisexual and transgender Arkansans in which 25 percent of all respondents said they have experienced employment discrimination." Even if it had only been 10% reporting discrimination, that 10% are worth standing with and no employer or housing authority should get away with treating them unjustly. We should be proud to be a leader of equality and fairness in Arkansas. I thank you sincerely for taking the time to read and consider my view point. 1 know this is a heated decision and that you are all working hard to make the vote that's best for this town. I thank you all for your commitment and service, Alexis Acello Cit Clerk From: Sam & Hazel Kitchens <skitchens2@cox.net> Sent: Monday, August 11, 2014 3:01 PM To: CityClerk Subject: Proposed Chapter 119: The Civil Rights Administration Please forward this e-mail to all members of the City Council. I would like make known my opposition to the Proposed Chapter 119. Do you understand that this would open churches to criminal prosecution if they refuse to let same-sex couples use their fellowship halls for "wedding" receptions: Open Christian photographers, bakers, and florists to criminal prosecution if they refuse to take part is the same-sex "weddings"- the same way we have seen in states like New Mexico, Colorado, Oregon, and Washington. The most DISGUSTING OF ALL! It will REQUIRE BUSINESSES AND PUBLIC VENUES E.G. GYMS, PARKS, PUBLIC POOLS, ETC. to let men who claim to be female to use the women's restrooms , showers, and locker rooms: and Expand government by creating a Civil Rights Administrator's office in Fayetteville and increasing the City Prosecutor's caseload. This will take away the right of people who should be allowed to stand up for their beliefs, with being threatened by a lawsuit. You are taking away their right to say NO! We have not been taken over by the ISIS State yet, or have we? You ask, why should I care, I do not live in your city? I shop, eat out, go to the movies, I will soon be using the walking trails in Fayetteville. This will all stop if this Bill is passed. I will go North for all of my business and pleasure. Every day when I pick up the paper I see so many charges of rape, child pornography, how safe do you think this make our children? Hazel Kitchens 3979 Silver Fox ST Springdale, AR 72762 Smith, Sondra From: Gray, Adella Sent:. Monday, August 11, 2014 5:35 PM To: Smith, Sondra Subject: FW: Please vote YES on the Anti -Discrimination Ordinance. Sondra, please send to all aldermen. Thanks, Adella I'll be sending several more. Thanks. -----Original Message ----- From: Human Rights Campaign [mailto:hrc@hrc.orgj Sent: Monday, August 11, 2014 1:24 PM To: Gray, Adella Subject: Please vote YES on the Anti -Discrimination Ordinance. Aug 11, 2014 Alderman Adella Gray Fayetteville, AR Dear Alderman Gray, As a resident of Fayetteville, I am writing to urge you to support the Anti -Discrimination Ordinance. No one should be fired or refused housing or service in a restaurant for who they are. I join many other business owners, tourists, people of faith and residents in supporting a comprehensive Anti -Discrimination Ordinance for Fayetteville, which includes protections based on sexual orientation and gender identity or expression. Let's be on the right side of history and be leaders on a major civil rights issue of our time. Please vote YES on the Anti -Discrimination Ordinance. Thank you, Dr. Barbara Lavery 590 N Rockcliff Rd Fayetteville, AR 72701-3808 Smith, Sondra From: Gray, Adella Sent: Monday, August 11, 2014 5:39 PM To: Smith, Sondra Subject: FW: Please vote YES on the Anti -Discrimination Ordinance. -----Original Message ----- From: Human Rights Campaign [mailto:hrc@hrc.org] Sent: Monday, August 11, 2014 1:24 PM To: Gray, Adella Subject: Please vote YES on the Anti -Discrimination Ordinance. Aug 11, 2014 Alderman Adella Gray Fayetteville, AR Dear Alderman Gray, As a resident of Fayetteville, I am writing to urge you to support the Anti -Discrimination Ordinance. No one should be fired or refused housing or service in a restaurant for who they are. I join many other business owners, tourists, people of faith and residents in supporting a comprehensive Anti -Discrimination Ordinance for Fayetteville, which includes protections based on sexual orientation and gender identity or expression. Please vote YES on the Anti -Discrimination Ordinance. Thank you, Mrs. Nancy Holland 1692 S Hunt Ln Fayetteville, AR 72701-8029 Smith, Sondra From: Gray, Adella Sent: Monday, August 11, 2014 5:42 PM To: Smith, Sondra Subject: FW: Please vote YES on the Anti -Discrimination Ordinance. -----Original Message ----- From: Human Rights Campaign [mailto:hrc@hrc.org] Sent: Monday, August 11, 2014 1:24 PM To: Gray, Adella Subject: Please vote YES on the Anti -Discrimination Ordinance. Aug 11, 2014 Alderman Adella Gray Fayetteville, AR Dear Alderman Gray, As a resident of Fayetteville, I am writing to urge you to support the Anti -Discrimination Ordinance. No one should be fired or refused housing or service in a restaurant for who they are. I join many other business owners, tourists, people of faith and residents in supporting a comprehensive Anti -Discrimination Ordinance for Fayetteville, which includes protections based on sexual orientation and gender identity or expression. Please vote YES on the Anti -Discrimination Ordinance. Thank you, Ms. Alice Beetz 512 S East Ave Fayetteville, AR 72701-6048 RECEIVED AIJ6 12 2014 CITY CLERKS OFFICE Dear Members of the Fayetteville City Council: Please vote against Chapter 119: Civil Rights Administration. This is an unnecessary ordinance. It will negatively impact Fayetteville residents—especially commercial businesses, people of faith, churches ,and private schools.. Thank you for your service to the People of Fayetteville. CityClerk From: Longward4@gmail.com <longward4@gmail.com> Sent: Thursday, August 14, 2014 9:01 PM To: City -Clerk -old Subject: Fwd: Proposed Ordinance I Chapter 119 Sondra, Will you forward this to the council members? Sincerely, Alan T Long City of Fayetteville, AR City Council Member -ward 4 Begin forwarded message: From: Andrew Clark <andrew clark@me.com> Date: August 14, 2014 at 9:46:04 PM EDT To: "Lon wag rd4@gmail.com" <lon ward4 gmail.com> Subject: Re: Proposed Ordinance I Chapter 119 Alan, Thank you for your response We have had a very knowledgable attorney look over the proposed ordinance and we have been told this is the most dangerous piece of legislation that has ever passed over their desk. As you can imagine, I am outraged over this ordinance, but I did not mean for my last email to sound like a threat. I appreciate your encouragement to give input and advise to be proactive. Over and above the ordinance itself, what I am most concerned about is the aldermen who have already made up their minds to pass this ordinance no matter the input they receive from the public debate. That kind of blind agenda pushing flies in the face of our constitution and all the freedoms we hold dear. And there are numerous freedoms that will be trampled under foot by this legislation. Thank you for your consideration. Andrew On Aug 14, 2014, at 8:36 PM, Longward4@gmail.com <longward4@gmail.com> wrote: Andrew, I think the most valuable way to spend your time in this political process is to give input. I doubt any council member would be swayed by talk of having them "recalled". That is an arduous political undertaking and requires serious reasons. Voting for or against does not rise to this level. I encourage you to give input, but as someone who has been very vocal both on and off the council, I offer you the advise that participating in a proactive manor is more effective than telling someone that you will try to remove them from office. That is just my opinion and I offer it as friendly advise. I'm not sure what you are hearing from other council members (and please do not tell me), but what I have said is that I am giving this ordinance every measure of consideration that a council member should when they are hearing so much public input on both sides of an issue. I hope you are well and that you join the process to impact the change you would like to see happen. A good argument and persuasive speech is the best way to politically "get what you want", not emotional (almost threatening) words. Again, I say this with respect in hopes of it being possible to have a successful, open dialogue. Sincerely, Alan T Long City of Fayetteville, AR City Council Member -ward 4 ward4 Lio52L7)faveltevllle-ar.eov On Aug 14, 2014, at 8:59 PM, "Andrew Clark" <andrew_clarkgme.com> wrote: As you already know, mayors and city council members are among the few elected officials who can be recalled. They must be in office for at least 6 months. They can be recalled for any reason if citizens gather signatures from at least 35% of legal voters. Obviously, there's more to it than that, but those are the main points. People are not only considering a petition drive to repeal the ordinance if it passes, but that that same network would be used to recall the people on the council who supported the measure. There will be enough outrage about the ordinance that some members in some wards will be vulnerable to recall. If you're vote can be swayed, I leave it to you all to decide if passing this ordinance is more important to you than your seat on the city council. Thank you, Andrew Clark 5125 W Waverly Rd, Fayetteville AR CitvClerk From: Mast, Richard L <rlmast@liberty.edu> Sent: Monday, August 18, 2014 10:41 PM To: Jordan, Lioneld Cc: RHONDA@ADAMSWARD4.COM; Gray, Adella; Kinion, Mark; City_Clerk-old; City -Clerk - old; CITYCOU NCIL@ MATH EWP ETTY.ORG; City_Clerk-old; Tennant, Justin; City_Attorney; Williams, Kit Subject: Proposed Civil Rights Ordinance adding "sexual orientation" and "gender identity" Attachments: Ltr - to Fayetteville City Council re Civil Rights Ordinance.pdf Categories: Printed, Forwarded Dear Mayor Jordan Please see attached letter discussing Fayetteville's proposed Civil Rights Ordinance adding "sexual orientation" and "gender identity," along with its attachments - police report, letter to Thurston County, WA prosecutor, and picture of Clay Scott Francis. To date, Mr. Francis' situation is the most widely -reported specific example of a cross -dresser intentionally exposing himself in a locker room/sauna/restroom situation, but there are hundreds of reports of other predators either claiming the same protections, or being arrested where it is still against the law for them to do so. The City Attorney's assertion that numerous assaults and other incidents involving cross-dressing males in women's restrooms is only "fearmongering" is refuted by the media reports at the links below. The Gendertrender blog has an excellent compilation of the risks created by allowing men dressed as women to enter women's spaces. While Liberty Counsel may not agree with all of the ideology espoused by the following blog hosts, we do agree with the concerns over women and children's safety that are raised there. 2011-2012 compilation of reported bathroom incidents: http:l/gendertrender.wordpress.com/201 1/05128/men-love-the-lad ies-restroom-tra nsciende r -ed itionI There are numerous other reported incidents (assaults on women and children, indecent exposure, public masturbation, covert photography etc.) by disordered men claiming to be "transgender" (hftps://outofmypantiesnow.wordpress.com/2013/10/28/when-is-90-not-substantially- lllo; there are over 250 media reported stories at this link alone. From that link: 88% of the transgender population, those people who are protected by gender identity and gender expression laws, are, as reported by their own advocacy organizations, males with a psychosexual disorder. (1) Many men with psychosexual disorders practice their fetish in the privacy of their own homes. But as many as 13,946,348 of them in the US, at the time of this writing, will be free to practice their fetish in public, in front of your children, in women's locker rooms, in the girls bathroom at school. (2) This will be enabled by current and pending transgender legislation throughout the US. (3) Transgender fetish is the largest sexual disorder reported in convicted sex offenders.(4) Almost 100% of convicted sex offenders have a documented history of transvestism, crossciressing, free -dressing, Autogynephilia, transsexualism — in other words: TRANSGENDER. 60% of convicted sex offenders have transgender fetish as their primary paraphillia (a parapillia is a psychological sex disorder). Of the remaining fetishists, such as pedophiles, rapists, etc., 60% of those sex offenders have transgender fetish as their secondary parapillia, in addition to their primary disorder. Finally, 40% of convicted sex offenders have transgender fetish as their tertiary (3rd) fetish among multiple disorders. Transgender sex disorders are the leading indicator of criminal sexual behavior. This is what transgender does: rape and kill 6 year old girls http://maleviolence.files.wordr)ress.com/2013/10/alanna- alla her -was -smothered -with- lastic-ba s -and -had -her -watch -stolen -b -nei hbor-17- who-raped-and-killed-her-mai I -online. pdf are sexual predators http://nametheproblem.com/2013/10/06/levandus-gacutan/ and htt ://maleviolence.fites.word ress.com/2013/10/man-dressed-as-woman-char ed-with- sexually-assaulting-of-boy-nbc-10-philadelphia.pdf T. rape women http://www.manchestereveningnews.co.uk/news/local- news/crossd resser-cabbie-convicted-of-rape-958087 TW rape women hftp://www.nzherald.co.nzlnz/news/article.ofm?c id=1&obiectid=10661305 TW rape women http://www.cable-manufacturer.net/disnews.aspx?id=239 TW rape women http://www.cambridge-news.co.uk/CambridgefFhe-Cambridge-Rapist- is-dead.htm There are hundreds more instances reported, and I encourage all of the Fayetteville City Council members to investigate them for themselves before voting to give legal protections to such disordered individuals. Dallas: Convicted serial child rapist Paul Ray Witherspoon was reported to law enforcement by a woman who was frightened by him in a hospital restroom designated for use by women and girls. Witherspoon was wearing earrings and a skirt and a large bulky ankle GPS device worn by paroled felons deemed likely to re -offend. His parole had been previously revoked at least twice: in 2007 when Witherspoon was charged with assault and returned to prison until 2010, and again when he was arrested in 2011 for sending out pornographic photos of himself over the internet. http: //www. n bcdfw. com/news/local/Transgender_-Woman-Convictions-I rrelevant-to-Citation- 149923975.html htt :/! endertrender.word ress.com12013/07/20/shame-on-da I las-voice-news-ed itor-a nna- waugh /07/20/shame-on-daIlas-voice-news-editor-anna- waugh http: //gendertrender.wordpress. com/2012/05/04/child-sex-predator-paul-rav-witherspoon- ticketed-for-usi no-fem a le -restroom -uses -gender -identity -defense! California: Male rapist claiming "transgender" status placed in CA women's prison: htto://ciendertrender.wordi)ress. com/2012/07/20/ccwf-stop-m ale-inmate-richard-masbruch-from- being-housed-i n-a-womens-facility! http:/Iwww. dailykos. com/story/2012107/2311112262/--Male-rapist-put-i nto-women-s-prison# David Megarry ("Sandy Jo Battista"), a convicted sex offender who has molested girls, expects tax payers to pay for his feminizing hormones. htti):Hpacer. mad. uscourts. aov/dc/ca i- bi n/recentops, r)l?filename=woodlocklpdflbattista071111.pdf Kenneth Hunt ("Katheena Soneeya"), who was trying to get the State of Massachusetts to pay for hair removal and sex reassignment surgery was convicted of murdering two women. htt- facer.mad.uscourts.gov/dc/cgi- bin/recentops. p{?filename=taurolodf/soneeva%20v%20spencer%20et%20a1%20memo.pdf Robert Kosilek ("Michelle Lynn" Kosilek), then 39, was already transitioning when he killed his wife, Cheryl McCaul, during an argument. He strangled her to death, nearly decapitating her in the Mansfield, Massachusetts home they still shared. http://www.truty com/library[crime/blog/article/the-transgender-prisoner-and-the-eiahth- am ne dment/index.html Other "transgender" males presenting as women claiming access to women's restrooms: httr)://www. kboi2. com/news/local/Ally-Alberto-Robledo-Idaho-202775861. html http: //www. wfIa. com/stony/22798925/tran saender-student-at-odds-over-restroom-use On behalf of concerned citizens of Fayetteville, I would appreciate your consideration of these sources prior to voting on this proposed CRO. Richard L. Mast, Jr., Esq. Litigation Counsel Liberty Counsel 800-671-1776 phone 434-592-7700 fax www.LC.ore • RichardgLC.org 4t.Ly y46*lJ Post Office Box 540774 122 C St. N.W., Ste. 640 Post Office Box 11108 Orlando, FL 32854-0774 Washington, DC 20005 Lynchburg, VA 24506-1108 Telephone: 800.671.1776 Telephone: 202.289.1776 Telephone: 434.592.7000 Facsimile: 407.875.0770 Facsimile: 202.216.9656 Facsimile: 434.592.7700 www.LC.org liberty@LC.org Reply to: Virginia August 18, 2014 Via Email - LJORDANCa2FAYETTEVILLE-AR.GOV Mayor Lioneld Jordan City of Fayetteville 113 West Mountain Street Fayetteville, Arkansas 72701 RE: Proposed Civil Rights Ordinance adding "sexual orientation" and "gender identity or expression" as protected classes Dear Mayor Jordan, By way of brief introduction, Liberty Counsel is a non-profit litigation, education, and policy organization with an emphasis on religious liberties issues. We have offices in Orlando, Florida; Lynchburg, Virginia; Washington D.C., and Jerusalem, Israel. We have hundreds of affiliated attorneys around the world and the nation, including Arkansas. Liberty Counsel writes on behalf of concerned Fayetteville churches and citizens regarding the proposed new mandates relating to "sexual orientation" and "gender identity or expression" as part of proposed revisions to the City of Fayetteville's "Civil Rights Ordinance" ("CRO"). Despite representations of "religious exemptions," the CRO guts the Free Exercise of Religion rights of churches and individual business and rental property owners; exposes women and girls to danger in public restrooms; and will in turn expose the City of Fayetteville to litigation and liability if enacted. The hubris in the City Attorney's August 5, 2014 memo' ("Memo") to the Council is breathtaking in its discussion of how City authorities plan to enforce this ordinance. The Memo (as well as the similar Hutchinson, KS FAQ's interpretation of the effects of the similar Hutchinson gender identity/expression proposal) unmasks the intolerant intent behind ordinances of this nature. We urge the City Council to reject this CRO for these reasons, in addition to those set forth below. ' http://posting.arktimes.com/media/pdf/8.5.14 - memo _re_ letter _ from _s._nichols_on_civil_rights_ordinance.pdf z http://www.hutchgov.com/egov/docs/1332537777_170654.pdf Fayetteville City Council August 18, 2014 Pg. 2 First, equating "gender identity/expression" with skin color, and adding it to protections against discrimination based on color and other categories such as those contained in the 1964 Civil Rights Act is not about fighting discrimination. It is an attack upon the religious and privacy rights of all Americans, of all colors, and both sexes, but it is particularly insulting to African-Americans and to women. The color of one's skin is a genetic unchangeable. One's biological sex is a genetic unchangeable. "Sexual Orientation' and "Gender Identity/Expression" (as used in the proposed ordinance) are euphemisms for homosexuality and cross-dressing, which are fluid. Second, contrary to any assertions in the CRO's recitals, there simply is no legitimate data showing that "discrimination" on the basis of "sexual orientation" or "gender identity or expression" is occurring in Fayetteville, nor of the necessity of their inclusion in the proposal, beyond a desire to force normalization of harmful behavior, and to punish those who speak out against it. As you know, neither of those categories are recognized as legitimate protected classes under Arkansas state law or under United States constitutional law or federal statutes, and for good reason: they are subjective changeable behavior- based categories subject to moral choice, and are not immutable characteristics such as race, sex, skin color or ethnicity, or fundamental rights such as religious belief. Third, the CRO severely infringes upon the religious Free Exercise rights of churches. Regardless of disingenuous rhetoric such as the Memo's discussion of a purported religious exemption for churches, the actual text of CRO Section 119.07(F) states that "Nothing contained in this chapter shall be deemed to prohibit a religious... institution from selecting or rejecting applicants and employees for non-secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles." (Emphasis added). As such, churches would be forced to violate their own teachings when hiring employees for so called "secular positions" such as janitorial or maintenance staff. Moreover, Section 119.07 (F) goes on to state that if the church engages in an "otherwise unlawful practice" (i.e., refusing to hire a person engaging in unrepentant sin, such as homosexuality, adultery, fornication, or cross-dressing), the church "shall have the burden of proving" that it has "bona fide" reasons for the "otherwise unlawful practice." This puts churches in a very precarious legal position. In addition, Sec. 119.07 (1) allows a church to use ONLY its "sanctuary or chapel" consistent with its religious beliefs. The CRO as written (and the City Attorney's office) confirms that all other church property such as "a fellowship hall or classroom" must be made available to homosexual groups or other groups with a message contrary to the church's sincerely held religious beliefs, "if a church allows outside groups to rent space...". See City Attorney Memo, August 5, 2014 Civil Rights Ordinance - Response. to Letter from Attorney Stephanie Nichols, Paragraph 1. It is now axiomatic that the First Amendment "gives special solicitude to the rights of religious organizations." Given that undeniable fact, attempting to impose employment regulations on churches and religious organizations whose doctrines and sincere religious convictions forbid such affiliation and employment is flatly unconstitutional. The City is Fayetteville City Council August 18, 2014 Pg. 3 without authority to force churches to employ individuals engaged in conduct expressly forbidden by the teachings of the church. This is true regardless of the particular position that the employee holds in the churches of Fayetteville, because all positions in those churches carry out the ministry and mission of the church. As such, their behaviors must conform to the teachings of the church. Indeed, in Hosanna -Tabor Evangelical Lutheran Church & Sch. v. E.E. O. C., 132 S.Ct. 694 (2012), the Supreme Court squarely rejected the idea that churches and religious organizations can only be immune from employment regulations in the selection of those employees who perform exclusively religious tasks. Id. at 708-09. Specifically, the Court noted that it "cannot accept that view. Indeed, we are unsure whether any such employees exist. The heads of congregations themselves often have a mix of duties, including secular ones." Id. at 709 (emphasis added). As such, it is indisputable that Fayetteville would be grossly overstepping its authority by adopting such a provision. It should be rejected Fourth, the CRO violates the religious Free Exercise rights of property and business owners, confirmed by Memo Paragraph 3. The Memo invents imaginative hypothetical situations regarding "Christian florists" refusing to provide flowers for a "Hindu wedding" or an "interracial couple." The CRO and the City Attorney's office envision enforcing this ordinance against individual business owners holding religious convictions against homosexual unions, or against cross -dressers in women's restrooms. It is record fact that business owners in other localities (who would not fall into any "religious exemption" under the proposed Fayetteville CRO) such as sign makers, graphic designers, photographers3, cake bakers", and florists5 have all been forced by threat of criminal or civil punishment to participate in promoting same-sex unions in violation of their religious convictions. Those who are employed in these professions in Fayetteville would be subjected by the CRO to penalties merely for living according to their religious convictions, in violation of their right to the free exercise of religion, and in violation of their right to freedom of association. However, as the Supreme Court recently recognized, religious businesses Oust like their individual owners) retain the right to exercise religion and to operate consistently with the sincerely held religious beliefs of those who own and control the company. Burwell v. Hobby Lobby Stores, Inc., 134 S. Ct. 2751 (June 30, 2014). "A corporation is simply a form of organization used by humans to achieve desired ends. . . . When rights, whether constitutional or statutory, are extended to corporations, the purpose is to protect the rights of these people." Id. at 2768. As such, "protecting the free -exercise rights of corporations . . . protects the religious liberty of the humans who own and control those companies." Id. (emphasis added). There can be no doubt that corporations in Fayetteville have the right to exercise their sincerely held religious beliefs, and that this right is trampled upon by this CRO. 3 http://blog.heritage.oFg/2013/08/22/same-sex-marriage-trumps-religious-liberty-in-new-mexico/ 4 http://blog.heritage.org/2013/12/18/colorado-baker-faces-fines-religious-beliefs/ 5 http://blog.heritage.org/2013/04/17/penalizing-religious-belief-no-bed-of-roses/ Fayetteville City Council August 18, 2014 Pg. 4 Just as the Supreme Court recognized the fundamental rights of the owners of a for- profit corporation to religiously object to statutes mandating action violative of their religious beliefs, id. at 2772, so, too, are Fayetteville businesses entitled to object to participating in or facilitating events or engaging in conduct that violates their sincerely held religious beliefs. Indeed, as the Supreme Court has recognized since time immemorial, "the free exercise of religion involves not only belief and profession, but the performance of (or abstention from) physical acts .... Business practices that are compelled or limited by the tenets of a religious doctrine fall comfortably within that definition." Id. at 2770 (emphasis added). This CRO traverses the line between permissible regulation and impermissible burden on the rights of religious business owners throughout the City. The CRO mandates compliance with certain hiring and employment practices, which go against the sincerely held religious beliefs of many business owners. Indeed, the CRO would force churches and other religious entities to permit individuals with a "perceived gender identity' contrary to the biological reality of their birth to use the restroom of whatever gender they identify with on a given day. See CRO Section 119.05. There is nothing in the CRO that would permit a religious business owner (or any owner for that matter) to protect the women and children patronizing his establishment from the gross intrusion of privacy and danger of a pedophile or fetishist man claiming he is perceiving himself as a woman that day). This type of mandated compliance is a blatant attempt to force agreement with a notion that biological reality can somehow be changed based on the way an individual perceives himself or herself on a given day. This compliance comes at the expense of one of the oldest fundamental freedoms enjoyed by the citizens of Fayetteville—the right to the free exercise and enjoyment of one's religion. The CRO is simply unconstitutional. Fifth, in addition to trampling the rights of religious business owners and churches, Section 119.02(1) of the CRO tramples reality with its definition of "Gender Identity" as "a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth." (Emphasis added). This definition is ludicrous, enshrining into law the insanity that biological sex and gender congruence/wholeness corresponding with biological sex is somehow an arbitrary "assignment" at birth by others, and not an innate biological fact. Moreover, the definition itself is hopelessly subjective, and is incapable of objective interpretation by the public affected by it. Law is meant to promote order, and this definition promotes anarchy. Finally, in Memo Paragraph 4, the City Attorney blithely dismisses as "fearmongering" documented safety concerns about the known danger of lewd exhibitionists in women's restrooms,6 locker rooms and showers in "places of public accommodation." The City Attorney ignores record fact that in jurisdictions where "gender identity" has been added as a protected class for purposes of public accommodation laws, women and girls 6 http://gendertrender.wordpress.com/2011/05/28/men-love-the-ladies-restroom-transgender-edition/ Fayetteville City Council August 18, 2014 Pg. 5 are exposed to harm from lewd exhibitionist cross -dressers. See also the all -too -real story of Clay Scott Francis in the attached police report and November 2, 2012 letter to the Thurston County, WA prosecutor's office. As you may recall, Mr. Francis used the Washington state "sexual orientation/gender identity expression" nondiscrimination provision to engage in "sitting with h[is] legs open with h[is] male genitalia showing" in the Evergreen State College women's locker room in front of women and girls. His interpretation of the law and policy was adopted by Evergreen State College, as well as the Thurston County prosecutor's office. He remains free to continue this lewd and demented practice today, under the full protection of the law. Fayetteville's proposed CRO would allow this or a similarly -deranged individual to inflict the same harms on Fayetteville's residents, with impunity. If the CRO passes, lewd exhibitionist cross -dressers in Fayetteville, like Mr. Francis, will be free to engage in their offensive and dangerous conduct. This is not "fearmongering," but objective reality based on irrefutable fact. Thus, the City Council should reject this CRO, because it violates the First Amendment religious free -exercise rights of churches, business owners, property owners, employees, and others, and because it permits men to violate the privacy rights and safety of girls and women in restrooms, locker rooms and other public facilities. . If the City Council does enact this indefensible CRO, Liberty Counsel will vigorously litigate to protect its many local constituents against these harms. The City Attorney's unsupported prediction in Memo Paragraph 6 that the CRO will lead to "no notable increase in litigation" is pie -in -the sky and head -in -the -sand wishful thinking, which will swiftly prove to be wrong. Sincerely, RLM/jml Attachment CC Via Email t Licensed in Florida and the District of Columbia tt Licensed in Virginia I I Richard L. Mast Fayetteville City Council August 18, 2014 Pg. 6 Fayetteville City Council Rhonda Adams: Adella Gray: Mark Kinion: Alan Long: Sarah Marsh: Matthew Petty: Martin Schoppmeyer: Justin Tennent: City Attorney Kit Williams: Assistant City Attorney Blake Pennington: RHONDA@ADAMSWARD4.COM WARD1_POS1 @FAYETTEVILLE-AR.GOV WARD2_POS1 @FAYETTEVILLE-AR.GOV CITY_CLERK@FAYETTEVI LLE-AR.GOV CITY _CLERK@FAYETTEVI LLE-AR.GOV CITYCOUNCIL@MATHEWPETTY.ORG CITY _CLERK@FAYETTEVI LLE -AR. GOV WARD3_POS1 @FAYETTEVILLE-AR.GOV KWILLIAMS@FAYETTEVI LLE -AR. GOV CITY_ATTORNEY@FAYETTEVILLE-AR.GOV EVERGREEN STATE COLLEGE POLICE SERVICES 2700EVERGREENI'MY1W OLYMPLA.WAM05 caw4" vvMUW`- ,t -i-_' SUSPICIOUS CIRCUMSTANCES Disposition: REPORT REPORT ONLY - LNTORNIATIO.-N ONLY - INFORMATION INDECENT EXPOSURE Disposition: REPORT ONLY - INFORAIATIOIN it 53079 CMEF ED SORGER 9!2620121712 to 9W2012 VU9 9127.12012 11.40 CRC CRC -2745 NICCOLNIN PLAZA NIV CRC woNrE\--ss-kL,-,NAILOCICERROONI pm7mmuf M 45 F W REFORTING PERSON In " -W xts NO NO A00144460 N ,-0 NO hinted At: 10;112012 10:58:50AM Page 1 of 3 Report Exec c(2012) CascNiunber: = j LULOY/JACY/J NNITNESS S NA NO WAWORP4 RIP b V -44P., TROTTERMOSMA 51*1 11STS9 UXg, No NO ESC ASST. COAC 14 NO NO New RIMT-,i,�,!�If;e7q- !*�-_5�, MITNESS 4-1 NP, YU . . . . . . . . . . . NO NO' IMWION"Mice On'Mursday, September 27th at 11:50 am I was contacted in person by� who is ®here at the Evergreen State College and mother ofjR.who is a 17 year old student in the swim . 't club at Capital High School She reported her daughter % upset cause she observed a person at the women's locker room naked and displaying male genitalia. =felt her daughter shouldn't have been victim to 4,11, CHIEFED SORGER 9 2812012=10:03:45 CHIEF ED SOROER 9128P.012 Printed rkt: 10/11201-110:58:50ANI Page 2 of 3 Report Excz c(2012) Case 1VUrlltlel: f ,' lL Y,rAV t ttus type of situation and wanted sometlung done about it. 1 advised net' 1 would be 10110wm9 up on. complaint and asked her to have her daughter forward a Statement in reference to what she observed. NOTE: The day prior on Wednesday, September 26th at 1712 hours. Officers Brewster and Koppeidnver responded to the Campus Recreation Center (CRC) on a report of a man in the women's locker room. The person who called Police Services was a Joshua Trotter (coach with the Evergreen Swan Club - not affiliated with Evergreen College) When the officers arrived they were advised the individual in question was tans -gender and the CRC was handling the situation and misunderstanding. Apparently Colleen Francis's (taus -gender person) friend Lacy Malloy had a conversation with someone at the CRC and was Upset with Colleen's identity being questioned. It's unknown at the time of this report who the conversation was with, Tiffany Wright, who is a swum coach for Evergreen Swint Club (no affiliation to Evergreen College), called trip on Friday. September 28th to advise she was the one who confronted Colleen in the sauna. Because while she was at the pool, a female high school swim student came up to her and stated there was a man in the sauna. The lifeguard (Justin) requested Tiffany to go to the sauna and check it out and she did at which time she observed Colleen sitting with her legs open with her male genitalia showing and Tiffany said to her. "you need to leave." Tiffany then went to the front desk and asked the person there to call police. She subsequently forwarded an email statement to me. wbich is attached to this report. In this email site states she apologized to Colleen for for questioning her but she also explained there were girls 6 to 18 years of age and they were not use to seeing individuals in situations like this. I contacted Joe wheeler at the Thurston County Prosecutor's Office and advised hila of the situation and asked him if we had enough information for a possible indecent exposure or any other charges based on the complaint from the and he advised he would get back to me shortly. I then received a call back and Joe advised be met with other colleagues to confer and lie stated the criminal law is very value in this area and it would be unlikely they could pin -sue charges. I then advised -of this information and also explained to her the college is taking this seriously and looking into some avenues to minimize this type of thing from occurring in the future. CniFF•ED SORGM 1 942V2012 at 10;03:4$ 1 1 CHIEF EO SORUER Painted At; IV] V2012 10:55:50AM Page 3 of 3 Report Exec c(2012) 1015 Fifteenth St. N.W., Ste, 1100 Post Office Box 11108 Post Office Box 540774 Washington, DC 20005 Lynchburg, VA 24506-1108 Orlando, FL 32854-0774 Telephone: 202.289.1776 Telephone: 434.5927000 Telephone: 800.671.1776 Facsimile: 202-216-9666 Facsimile: 434.592.7700 Facsimile: 407.875.0770 liberty@LC.org www.LC.org Reply to: Virginia November 2, 2012 Via U.S. Mail and Facsimile (360) 754-3358 Joe Wheeler, Assistant Prosecutor Thurston County Prosecutor's Office 2000 Lakeridge Dr S.W., Building 2 Olympia, WA 98502 RE: Failure to prosecute indecent exposure of Clay Scott Francis aka "Colleen Francis' Dear Assistant Prosecutor Wheeler, Liberty Counsel writes on behalf of concerned parents regarding your office's failure to prosecute cross -dresser Clay Scott Francis, also known as "Colleen Francis," for indecent exposure of his genitals to women and under -age girls in the Evergreen State College women's locker room. By way of introduction, Liberty Counsel is a non-profit litigation, education, and policy organization with an emphasis on religious liberties issues. We have offices in Florida, Virginia, Washington D.C., and Jerusalem, Israel. We have hundreds of affiliated attorneys around the world and across the nation, including Washington. I understand that Clay Scott Francis, AKA "Colleen Francis" has frequented the women's restroom and locker rooms at Evergreen State College. As you know, these facilities are made available to the local high school swim team, as well as elementary - age students who take swimming lessons. On September 28, 2012, a police report was filed in which Mr. Francis was observed "sitting with h(is] legs open with h[is] male genitalia showing" in the presence of and while staring at minor girls. As reported online Thurston County Prosecutor's Office November 2, 2012 Pg. 2 and in his internet postings,' Mr. Francis is a 45 year old man who retired from the US Army after 20 years as a supply sergeant. Married three times, he has three adult children and two daughters aged 7 and 5. His cross -sex hormones are provided by the Veterans' Administration and he is reportedly on a cocktail of psychiatric meds, lithium and antabuse prescribed for a troubling history that he details at length on a blog at the "Transgender Lesbian Space" of the "puddygirl" dating site for women.2 He says he is known as "Fee Raven" (not to be confused with the UK fetish model of the same name) in the "BDSM Community" and is a self -described pervert, as he sets forth in his profile on "okeupid.com": There's no one "type" of woman that I am attracted to, really. I love women and find all kinds of women attractive. I must admit that 1 have a special affinity for "curvy" girls and those who some might call "natural" girls. 1 have a thing for "hippie chicks," I have to say! They REALLY get me going! If you're one of those awesome women who long ago gave up getting rid of your beautiful body hair, I'll probably fall down in adoration at your feet. Did I mention 1 just love and adore women? Their touch, feel, scent, taste. ... are all intoxicating to me! :) I am a very attentive sexual partner and love to please whomever I am with. It is extremely important to me. I consider myself a switch and can be very, very submissive, but have a little dominant streak that comes out sometimes as well. Most of all I think that sex should be fun! I am a hedonist, and very sensual... am not looking for men. It's that simple. love women. The female body and spirit are perhaps the most beautiful of the Goddess' creations and I am a devout worshipper. I love exploring all parts of both the body and spirit. Finding those special places within both that bring pleasure and meaning to life. [Y]ou already know I'm kinky, that I identify as a woman, that I am a recovering alcoholic, a retired Soldier, a Witch, and that I believe in my capacity for infinite Love and relationships. If you want to know anything � httn:l/eendertrender.wordpress.cum/tae/colleen-Francis/ Z }Ott}r//�,�pdcrtrendcr.�iard�n•ess.cocn/taL/colleen-frarscis/ Thurston County Prosecutor's Office November 2, 2012 Pg. 3 else, just ask, and I guarantee you're going to get a straightforward answer! I'm looking for • Girls who like girls • Ages 18-80 • Near me • For new friends, long-term dating, short-term dating, activity partners, casual sex On the website "mywholesexlife", Mr. Francis gives an interview on his depraved sexuality. The article states, "[Francis] still has a penis and as [he] says, "I use my c --k cuz I have one (sic)." The author of the article "was kind of surprised to discover that most trans folk still have original plumbing because I would not have guessed from outward appearances. Gender really is about what's inside and how you present to the world .,,3 Emphasis added, As the police report and Mr. Francis' own words and actions attest, "sitting with hfis] legs open with h[is] male genitalia showing" in the women's locker room in front of women and girls certainly is one way of showing "what's inside and how you present to the world." Mr. Francis clearly is a safety and security risk to the women and girls that use the locker rooms at Evergreen State College. Indecent exposure is not a civil right. You have been notified of this situation, but the 9/28/12 police report for this incident states that the Evergreen State College campus police officer contacted Joe Wheeler at the Thurston County Prosecutor's Office and advised him of the situation and asked him if we had enough information for a possible indecent exposure or any other charges based on the complaint from the [witnesses] and he advised he would get back to me shortly. I then received a call back and Joe advised he met with other colleagues to confer and he stated the criminal law is very vague in this area and it would be unlikely they could pursue charges. I then advised [the witnesses] of this information and also explained to her the college is taking this seriously and looking into some avenues to minimize this type of thing from occurring in the future. In fact, the criminal law is not vague on this issue. According to RCW 9A.88.010 (1), "A person is guilty of indecent exposure if he or she intentionally makes any open or obscene exposure of his or her person... knowing that such conduct is likely to cause reasonable affront or alarm." "It is a gross misdemeanor on the first offense if the person 3littp://wboicsexlife.com/2011/07/gender-presentation-series-colleen/ Thurston County Prosecutor's Office November 2, 2012 Pg. 4 exposes himself or herself to a person under the age of fourteen years." RCW 9A.88.010(2)(b). Furthermore, a person is guilty of voyeurism (A class C felony) according to RCW 9A.44.115 if, "for the purpose of arousing or gratifying the sexual desire of any person, he or she knowingly views..." (a) Another person without that person's knowledge and consent while the person being viewed ... Is in a place where he or she would have a reasonable expectation of privacy; or (b) The intimate areas of another person without that person's knowledge and consent and under circumstances where the person has a reasonable expectation of privacy, whether in a public or private place. Even if women and minor girls know of Mr. Francis' presence, he commits the crime of voyeurism if they have not consented to his presence. He commits the crime if even one woman or girl objects. Furthermore, minors cannot give consent to adult males gratifying their sexual desire through lounging naked in the sauna while leering at them, within the meaning of the above statute. Women and girls have a reasonable expectation of privacy in the women's locker room, to be free from lewd exhibition and observation by adult cross-dressing males with intact male genitalia (or any males, for that matter). Finally, the requirements of non-discrimination based upon sexual orientation or gender identity and expression in provision of public accommodations as set forth in RCW 49.60.040 et seq. would not apply to this situation for a number of reasons, including Mr. Francis' own words about how he obtains sexual gratification. A rule of statutory construction is that statues may not be read to achieve an absurd result. Construing protections in public accommodation laws to prevent prosecution for indecent exposure and voyeurism would be an absurd result. Your inaction and refusal to enforce the law have unnecessarily exposed the public to the dangers presented by this sexual deviant. You have also increased the likelihood of an incident requiring the use of force against Mr. Francis by a member of the public or a parent in defense of the innocent women and girls who are entitled to use the locker rooms without fear of confronting a cross-dressing male exposing himself in public. Certainly, a father or male passerby would be privileged to enter the women's locker room if a woman or girl were in reasonable fear of sexual assault, or if Mr. Francis were indecently exposing himself to them. As you also know, the "use, attempt, or offer to use force upon or toward the person of another is not unlawful"... "whenever necessarily used by a person arresting one who has committed a felony and delivering him or her to a public officer competent to receive him or her into custody." RCW 9A.16.020(2). The use of force is also permissible "Whenever used by any person to prevent a mentally ill, mentally incompetent, or mentally disabled person from Thurston County Prosecutor's Office November 2, 2012 Pg. 5 committing an act dangerous to any person, or in enforcing necessary restraint for the protection or restoration to health of the person, during such period only as is necessary to obtain legal authority for the restraint or custody of the person." Clearly, as evidenced by his own words and actions, Mr. Francis derives sexual pleasure from the lewd exhibition of his genitals in the presence of underage girls and women. "Voyeurism" as engaged in by Mr. Francis is a Class C Felony. All citizens are entitled to stop a felony in process utilizing as much force as is reasonably necessary under the circumstances, particularly where they owe a duty of protection to the minor children. Thus, any parent or group of parents who is called to the scene of future incidents will be entitled to protect their children from the danger presented by Mr. Francis utilizing such force as is reasonably necessary, because of your office's failure to secure the public safety. Based on the legal authorities discussed in this letter, we ask that your office reconsider its ill-conceived advice to Evergreen Campus Police Chief Ed Sorger, and proceed with filing charges against Mr. Francis. If you fail to do so, by your continued indifference, members of the public may conclude that the danger presented by Mr. Francis is not a concern of your office, and they may take all appropriate and legal actions necessary to protect their minor children. I appreciate your immediate attention to this matter, and I would request the courtesy of a response by November 16, 2012.. 11, f ,% Richard L. Mast, Jr., Esq.1 RLMljml CC Via Email John Tunheim, Prosecutor prosecutorsofficea co.thurston.wa.us Dick Cvitanich, Superintendent, Olympia School District dcvita nichna.osd.wed net.ed u 1 Licensed in Virginia http://gendertrender.files.wordpmss,com/2012/10/colleen-francis.jpegf l 1/2/2012 3:43:45 PM] CityClerk From: Joy Williams <williamsjoym@gmail.com> Sent: Tuesday, August 19, 2014 1:43 PM To: City -Clerk -old Subject: Anti -discrimination ordinance Categories: Forwarded This message is intended for my council member, Alan Long. The address above was obtained from the city website directory and it does not appear to be correct. If it is not Alan's address would you kindly forward? I support the anti -discrimination ordinance. Joy Williams 924 N. Hall Fayetteville, AR 72701 "If you understand, things are just as they are; if you do not understand, things are just as they are." Zen proverb Cit Clerk From: danwwebb@cox.net Sent: Tuesday, August 19, 2014 5:05 PM To: CityClerk Subject: Proposed Civil Rights Administration Please distribute a copy of this e-mail to each council member. Dear Council Member, I am concerned about the "unintended consequences" of the Civil Rights proposal and the affect on our individual freedoms. I do not consider it a question of civil rights, since it is choice of individuals to practice homosexuality. As it is not a civil right to be a drug or alcohol abuser. Please do not vote for an issue that impacts my rights as a citizen for choice of association. Respectfully, Dan W. Webb 3138 E. Crestline Place Fayetteville Sent from Windows Mail I \ EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose orientation, disabilityor veteran status. i The purpose of this, chapter is to protect and safeguard (E) "Employee" moans any individual employed or the right and oppor[Upity of all persons to be free from seeking employment from an employer. discrimination based ,,on real or perceived race, ethnicity, national origin; age, gender, gender identity, (F) "Employee" means any person, business or gender expression, familial status, marital status, organization which regularly employs five (5) or socioeconomic background, religion, sexual orientation, more individuals, not including the employers disability and veteran status. This chapter's purpose is parents, spouse or children. For purposes of this also to promote the public health and welfare of all chapter an employer "regularly" employs five (5) persons who live or work in the City of Fayetteville and individuals when the employer employs five (5) or to ensure that all persons within the City have equal .,more individuals for each working day in any access to employment, housing, and public twenty (20) or more calendar weeks in the current accommodations. or previous calendar year. For purposes of this chapter an "employer' is also any person or entity 119.02 Definitions acting on behalf of an employer, directly or indirectly, or any employment agency. (A) "Business Establishment" means any, entity, however organized, which furnishes goods,, (G) "Familial status" means aindividual's status as services or accommodations to the general public, parent or legal guardian to s a child or children below An otherwise qualifying establishment which has the age of eighteen (18) who may or may not membership requirements is considered to furnish' reside with that individual. services to the general public if its membership "Gender' requirements consist only of payment of.'fees or (H) means actual or perceived sex. consist only of requirements under Which a substantial portion of the residents ofth city could (t) "Gender Identity" means a person's gender-related qualify. identity, whether or not that identity is or is perceived to be different from that traditionally (B) "Civil Rights Administrator' meatts the person ` fit associated with the sex assigned to that individual designated by the Mayor to receive, investigate .,birth. and conciliate complaints br4ght under this 0) "d6oder Expression' means a person's gender- chapter. f relate=d appearance and behavior whether or not that gender expression is or is perceived to be (C) "Disability or "Disabled" mo ns, with respect to an different from that traditionally associated with the individual, a physical ori mental impairment, a person's assigned sex at birth. record of such an impairilrent, or being perceived or regarded as havi such impairment. For (K) "Marital statas" means an individual's status as purposes of this chi ter, discrimination on the single, married *domestically partnered, divorced or basis of disability n)6ans that no covered entity widowed. shall discriminate a ainst a qualified individual with a disability becauof that individual's disability. The term "qualified individual with a disability" shall L "Place of means inns, () public mestau mean an individual with a disability who, with or a taverns, hotels, motels, restaurants, wholesale motels, without reasoryable accommodation, can perform outlets, retail outlets, banks, savings and loan the essential functions of the employment positions associations, other financial institutions, credit that the indi)fidual holds or desires. information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, i (D) 'Discriminate, Discrimination or Discriminatory" iny recreational parks and facilities, trailer camps, garages, public halls, and all other establishments means act, policy or practice that has the within the City which offer goods, services, effect of subjecting any person to differential accommodations and entertainment to the public. treatment as a result of that person's real or A place of public accommodation does not include perceived race, ethnicity, national origin, age (if 18 any institution, club or other place of years of age or older), gender, gender identity, accommodation, which by its nature is distinctly gender expression, familial status, marital status, private. socioeconomic background, religion, sexual (Ml .."Sexual orientation" means actual or perceived hQterosexuality, homosexuality or bisexuality. (N) "Veteean status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited'Acts of Discrimination - Employment (A) With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To fail to hire, refuse to hire 6r.discharge an individual; (2) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promb�ion. Nothing in this section shall be constru2d to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (3) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise lend to adversely affect his or her status as an employee; (4) To fail or refuse to refer?or employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or 'that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; , (5) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (6) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (7) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions (A) With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (2) To discriminate by imposing different terms on a real estate transaction; (3) To represent falsely that an interest in real estate is not available for transaction; (4) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (5) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; Fra property manager to discriminate by refl{sing to provide equal treatment of, or servtges to, occupants of any real estate which he or she manages; (7) To make,. print or publish, or cause to be made, printed, or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohib&.advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention .the existence or absence of housing accommodations or services for the physically disabled or elderly; (8) To discriminate in any financialtransaction involving real estate on account of the location of the real estate, be it residential or non- residential ("red -lining'); (9) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, inarilal status, socioeconomic background, reli`g'ion, sexual orientation, physical characteristic, disability or veteran status of the ci, nRers or occupants in the block, neighborhood or area in which the real property is,lpcaled or to represent that this change will dr, may result in the lowering of property values an increase in criminal or antisocial behavior; or a decline in the quality of schools in the block, neighborhood or area in which the real prodgrty is located ("block - busting"); (10)Notwithstanding the provistgqns of subsections (a) through (h), it shall nof� be an unlawful discriminatory practice for an`Qwrier to limit occupancy on the basis of a Serson's low- income, age over fifty-five (55)1,years or disability status in accordance with federal or state law; (11)Notwithstanding the provisions of subsects (a) through (h), it shall not be an unlawful,' discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling,. nit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion'of the single- family dwelling or to refuse.to rent, lease or sublease where it is anticipated that the owner, lessor or renter wpr be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (12) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations (A) It shall be unlawful for a business establishment or place of public accommodation to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment;,/Or place of public accommodation, unless required by state or federal law; (2) To print, publish, circulate, post or mail, directly or indirectly, a statement, advertisement or sign which indicates that the full and equal enjoyment of the goods, services, facilities„/privileges, advantages and accommodationof a business establishment or place of ,public accommodation will be unlawfully refused, withheld from or denied an individual / or which indicates that an individuals patronage of, or presence at, the businp5s establishment or place of public accefnmodation is objectionable, unwelcome, unacceptable or undesirable, unless the denial of the goods or services is required by state or i federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville shall be bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall abide by this ordinance. ti 119.07 General Exceptions � A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be `established that the practice is not intentionally &yised to contravene the prohibitions of this chapter and there exists no less discriminatory meant of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwis9, prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional agtivities such as senior citizen discounts and other 'Similar practices designed primarily to encourage p8_rticipation by a protected group. i (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter.': (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action 119.09 Retaliation Prohibited \ plan as required by state or federal law, or by court order. � A It is an unlawful discriminatory O practice to coerce, (F) Nothing contained in this chapter shall be deemed threaten, retaliate against, interfere with or discriminate against a person because that person to prohibit selection or rejection based solely upon has opposed any practice; made unlawful by this a bona fide occupational qualification or a bona chapter, has made a hon -frivolous charge or fide phjsical requirement. Nothing contained in this complaint, or has testified truthfully, assisted or chapter $hail be deemed to prohibit a religious or participated in an. investigation, proceeding or denominatlonal institution from selecting or rejecting applicants and employees for non -secular hearing pursuant toithis chapter. positions on ftte basis of the applicant's or employee's conformance with the institution's (g) It is an unlav�f(il discriminatory practice to require, religious or denominational principles. If a party request or Suggest that a person or entity retaliate against, jrlterfere with, intimidate or discriminate asserts that an otherwise unlawful practice is justified as a permissibJe bona fide occupational again$ a person because that person has opposed i qualification or a permissible bona fide physical any pfactice made unlawful this chapter, has requirement, that party shall have the burden of made a non -frivolous chargea or has testified truthfully, in proving: \ assisted or participated an investigation, proceeding or hearing authorized (1) That the discrimination is i\ h�fact a necessary under this chapter. result of such a bona fide condition; and C It is an unlawful discriminatory ry practice to cause or (2) That there exists no less discrimirn�tory means coerce, or attempt to cause or coerce, directly or indirectly, of satisfying the bona fide requirement. any person in order to prevent that person from complying with the provisions of this chapter. (G) If a party asserts that an otherwise unlawfuE practice is justified as a permissible bona'•(de 119.10 Preservation of Business Records religious or denominational preference, that' patty shall have the burden of proving that the, discrimination is in fact a necessary result of such ' (A) Where a complaint of discrimination has been filed a bona fide condition. against a person under this ordinance, such person shall preserve all records relevant to the complaint (H) Any age restrictions required by state or federal until a final disposition of the complaint. law or regulations, including for the sale or delivery of alcoholic beverages, are .not improper age 1 1y.11 Administration and Enforcement discrimination under this chapter. (A) The Mayor shall designate the Civil Rights 119.08 Posting of Notices Administrator, who shall administer this chapter and be responsible for receiving, investigating and (A) Every employer or entity subject to this chapter conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights shall post and keep posted in a conspicuous location Administraor, complaints must be received in the where business or activity is customarily Civil Rights�Administrator's office no more than six conducted or negotiated, a notice, the language months afterlhe alleged discriminatory action or, in and form of which has been prepared by the City of the case of ongoing alleged discriminatory actions, Fayetteville, setting forth excerpts from or no more than six months after the most recent summaries , of the pertinent provisions of this incident of alleged'discrimination. The Civil Rights chapter and information pertinent to the enforcement of rights hereunder. The notice shall Administrator shall ,prepare an easy to use be in both English and Spanish. If over ten percent complaint form and make the form easily accessible to the public. of an employer's employees speak, as their native language, a language other than English or (g) The Civil Rights Administrator should first attempt Spanish, notices at that employer's place of business shall be posted in that language. At the to eliminate the unlawful practice or practices request of the employer or entity, notices required through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a by this section shall be provided by the City. Notices shall be posted within ten days after just resolution and obtain assurances that the receipt from the City. respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If the Civil Rights Administrator (C) After any attempted conciliation or mediation, the betermines that the complainant is not acting in Civil Rights Administrator will refer any unresolved goon faith, the conciliation or mediation may be complaint and complainant as needed to the City terminated and the complaint may be immediately Prosecutors Office for appropriate further action, dismissed. If the respondent is not participating in including prosecution. good faith, the complaint may be immediately referred to` the City Prosecutor's office. (D) The filing of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant. EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01, Purpose The purpose of this chapter is to protect and safeguard the right anb\opportunity of all persons to be free from discriminations based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expresslon, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veterair status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work\in the City of Fayetteville and to ensure that all persons%.within the City have equal access to employment,' '\ housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnlshes goods, services or accommodations to the general public. An otherwise qualifying establishmentwhich has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability' shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee' means any individual employed by a covered employer. (F) "Employer" means any person, business or organization which regularly employs five (5) or more individuals, not including the employers parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer' is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. `,,.(J) "Gender Expression" means a person's gender - related appearance and behavior whether or not ' that gender expression is or is perceived to be `different from that traditionally associated with the p'erson's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed., (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other, financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private. (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment (A) With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To fail to hire, refuse to hire or discharge an individual; (2) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (3) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (4) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (5) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (6) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subs7ction shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (7) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions (A) With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (2) To discriminate by imposing different terms on a real estate transaction; (3) To represent falsely that an interest in real estate is not available for transaction; (4) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (5) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (6) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (7) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (8) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non- residential ("red -lining'); (9) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteristic, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block - busting"); (10)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low- income, age over fifty-five (55) 'years or disability status in accordance with federal or state law; (11)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single- family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder. (12) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family" for zoning purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - acsiness Establishments or Public ccommodations (A) it shall be unlawful for a business establishment or pl ace of public accommodation to engage in any of tie following acts wholly or partially for a discriminatory reason: (1) To deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law; (2) To print, publish, circulate, post or mail, directly or indirectly, a statement, advertisement or sign which indicates that the full and equal enjoyment of the goods, services, facilities, privileges, advantages and accommodations of a business establishment or place of public accommodation will be unlawfully refused, withheld from or denied an Individual, or which indicates that an individual's patronage of, or presence at, the business establishment or place of public -accommodation is objectionable, unwelcome, unacceptable or undesirable, unless the denial of the goods or services is required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this, chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement. Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition: and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. language, a language other than English or Spanish, notices at that employer's place of business shall be posted in that language. At the request of the employer or entity, notices required by this section shall be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter. (B) (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the (C) discrimination is in fact a necessary result of such a bona fide condition. (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, are 'hot improper age discrimination under this chapter. (1) Nothing contained in this chapter shall be deemed to require any religious or denominational institution to open its sanctuary or chapel to any individual or group for any ceremony including, but not limited to, weddings, funerals, confirmations, or baptisms, that do not align with that religious or denominational institution's statement of faith or beliefs. 119.08 Posting of Notices (A) Every employer or entity subject to this chapter shall post and keep posted in a conspicuous Iodation where business or activity is customarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer's employees speak, as their native It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records (A) Where a complaint of discrimination has been filed against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints fled under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If' the Civil Rights Administrator determines that ,the complainant is not acting in good faith, the conciliation or mediation may be terminated and the complaint may be immediately dismissed. If the respondent is nol participating in good faith, the complaint may be immediately referred to the City Prosecutors office. (C) After any attempted conciliation or mediation, the Civil Rights Administrator will refer any unresolved complaint and complainant as needed to the City Prosecutors Office for appropriate further action, including prosecyt{on. J (D) The filing of, a complaint under this chapter does not preclude any other state or federal remedies that maybe available to a complainant. f' If !f r EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discriminatiop based on real or perceived race, ethnicity, natio al origin, age, gender, gender identity, gender express ion, familial status, marital status, socioeconomic 6 �kground, religion, sexual orientation, disability and veteran status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persohs within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishi ent which has membership requirements is consid fed to furnish services to the general public if its'Tembership requirements consist only of payment ,of fees or consist only of requirements under ',which a . substantial portion of the residents of the city could; qualify. \ (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought unifier this', chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate againsYa qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual"with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individ0al holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect ppf subjecting any person to differential Ireatm4nt as a result of that person's real or percpIved race, ethnicity, national origin, age (if 18 yegrs of age or older), gender, gender identity, p rider expression, familial status, marital status, /socioeconomic background, religion, sexual orientation, disability or veteran status. (E) "Employee" means any individual employed by a covered employer. (F) "Employer" means any person, business or organization which regularly employs five (5) or more individuals, not ,including the employer's parents, spouse or children. For purposes of this chapter an employef "regularly" employs five (5) individuals when ttie employer employs five (5) or more individuals for each working day in any twenty (20) or'more calendar weeks in the current or previouvcalendar year. For purposes of this chapter afi "employer" is also any person or entity acting ,ion behalf of an employer, directly or indirectly, or any employment agency. (G) ';Familial status" means an individual's status as ,,parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender" means actual or perceived sex. (I) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K), "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, tavern's, hotels, motels, restaurants, wholesale outlets, `retail outlets, banks, savings and loan associations, other financial institutions, credit information , bureaus, insurance companies, dispensaries,', clinics, hospitals, theaters, recreational p8(ks and facilities, trailer camps, garages, public he and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club •. or other place of accommodation, which by, its nature is distinctly private. (M) "Sexual orientation' means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under �diucris other than dishonorable. 779.03Prohib* d Acts of Discrimination - Employment (A) With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (1) To fail to hire, refuse to 'hire or discharge an individual; (2) To discriminate against any']ndividual with respect to compensation, terms,' conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; i (3) To limit, segregate or classify employees in any way which would deprive or tend to,-' deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status is an employee; 11 (4) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (5) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, 'including on-the-job training programs; (6) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (7) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person. 779.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions (A) With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful do engage in any of the following acts wholly,6r partially for a discriminatory reason: i i (1) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; i' (2) Tq discriminate by imposing different terms on areal estate transaction; ($j To represent falsely that an interest in real estate is not available for transaction; (4) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (5) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (6) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which \\ he or she manages; (7) . To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating. thereto. This subsection shall not be construed to prohibit advertising directed to physicallydisabled persons or persons over the age of'ffty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (8) To discriminate in any financial transaction involving real estate or`account of the location of the real estate, be it, residential or non- residential ("red -lining'); (9) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteristic, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is tocated or to represent that this change will or May result in the lowering of property values, an increase in criminal or antisocial behavior or, a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block - busting"); (10)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low- income, age over fifty-five (55) •years or disability status in accordance with federal or state law; (11)Notwithstanding the provisions of subsections (a) through (h), it shall not be an unlawful., discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease�a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor/6r renter will be occupying any portion of/the single- family dwelling or to refuse to ,,reent, lease or sublease where it is anticipated that the owner, lessor or renter will b 'sharing either a kitchen or a bathroom with/the tenant, roomer or boarder. (12) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply,or enforce the definition of "family" for zoging purposes pursuant to § 151.01 of the Unified Development Code. 119.05 Prohibited Acts of Discrimination - Business Establishments or Public It shall be/6nlawful for a business establishment or place of Oublic accommodation for a discriminatory reason to'deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law. 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which'has a discriminatory effect and which would otherwise be prohibited by this chapter shall dot be deemed unlawful if it can be established, that the practice is not intentionally devised Id contravene the prohibitions of this chapter, -and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or /county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter. (E) It, shall not be an unlawful discriminatory practice foi-. any person to carry out an affirmative action plan.,as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibitselection or rejection based solely upon a bona fide-. occupational qualification or a bona fide physical ?equirement. Nothing contained in this chapter shall OR deemed to prohibit a religious or denominational "institution from selecting or rejecting applicants, and employees for non -secular positions on the --basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice Is justified as a permissible'bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice isjust'(ied as a permissible bona fide religious or dendinationaf preference, that pang shall have the ,burden of proving that the discrimination is in'fact a necessary result of such a bona fide condition'., (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, \are not improper age discrimination under this chapter. (1) Nothing contained in this chapter shall be deemed to require any religious or. denominational institution or association to open .its sanctuary or chapel to any individual or group for any ceremony including, but not limited to, weddings, funerals, confirmations, or baptisms. 119.08 Posting of Notices (A) Every employer or entity subject to this chapter shall post and keep posted in a conspicuous location where business or activity is custorgarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts ;from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer's employees speak, as their native language, a language other than English or Spanish, notices at that employers place of business shall be posted in that language. At the request of the employer prr entity, notices required by this section shall .be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unla I discriminatory practice to coerce, threaten, fetaute against, interfere with or discrimin a against a person because that person has op sed any practice made unlawful by this chaps§ , has made a non -frivolous charge or com faint, or has testified truthfully, assisted or p�rficiparled in an investigation, proceeding or tearing pursuant to this chapter. (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to 'cause or coerce, directly or indirectly, any person in order to prevent that person from cornslying with the provisions of this chapter. 119.10 Preservation of Business Records (A) Where`a complaint of discrimination has been filed against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights J Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a \complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation oi\the complainant's rights and take action to enst(re the elimination of both present and future unla*,ful practices in compliance with this chaptor. If the Civil Rights Administrator determines that the complainant is not acting in good faith, the conciliation or mediation may be terminatechand the complaint may be immediately dismissed, if the respondent is not participating in good faith, the complaint may be immediately referred to the City Prosecutors office - (C) After any attempted conciliation or mediation, the Civil Rights Administrator will refer any unresolved complaint and complainant as needed to the City Prosecutor's Office for appropriate further action, including prosecution. (D) The filing of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant. Cit Clerk From: Danielle DeLille <ddjesusfreak@hotmail.com> Sent: Tuesday, August 19, 2014 4:23 PM To: CityClerk Subject: Chapter 119 Civil Rights Administration ordinance proposal To Whom it may concern, Hi, my name is Danielle DeLille and I am writing to voice my opinion regarding the Chapter 119 city ordinance proposal. I currently live within a quarter of a mile from the Fayetteville City limits, just inside Johnson City Limits. I work in Fayetteville, at the Washington County Sheriff's Office, I shop in Fayetteville at the Wal -mart by my house and the one on Martin Luther King Blvd. I take my family out to eat at Restaurants in Fayetteville. I worship in Fayetteville. I have my car serviced in Fayetteville and I spend nearly all my extra money in Fayetteville rather it be on gas, clothes, food, car maintenance, facility fees, etc. The Chapter 119 proposal terrifies me. I have read the entire proposal and I do not see why this is necessary. I see this proposal as a chance for pedophiles, rapist, drug dealers and a montage of others individuals who would currently have a hard time praying on my small children, to have easier access. I feel this ordinance is an open door for them. Do not misunderstand me, I am a very good mother and a bit over protective. However, I have 6 year old boy/girl twins and they are just now to the age where they want to go to the bathroom by themselves. So, for example, at Wal -mart, I will send both into their respected restrooms and I wait in between the two, if they don't come back out in a few minutes, I call for them, if they don't answer, I go in the restroom, regardless of what gender the restroom it was made for. I have seen and heard horror stories of children abducted, killed, molested, raped, and otherwise hurt or injured in city restrooms by adults who have no good motives in mind. I will do whatever it takes to protect and defend my babies. They are Gods gift to me and he is trusting me to raise them, I am going to do whatever it takes to make sure I do a very good job. My fear with this ordinance is that my children along with thousands of others are being put at a heightened risk of significant injury or exposure to things they have no business seeing or hearing about for many years to come, in order to accommodate the few individuals who can not figure out their identity or their sexual preference. Please don't misunderstand me, I am in no way saying that all people who are sexually confused are pedophiles or anything of the sort, but maybe instead of changing all of society in order to appease the minority, why don't you propose to organizations to add to their facilities, a "gender neutral" restroom so that those who do not care about these issues can use that restroom. I understand that this might seem like a really silly proposal but it can be any sillier than proposing that an entire city give up their first amendment rights in order to appease the minority. Everyone is preaching separation of Church and State but yet with this ordinance, the City would be attempting to control the Church. With the passing of this Ordinance, churches would be subject to having to allow their facilities to be used for things of which they do not approve (i.e. same sex marriages, meetings of other religious groups, meetings involving contrary view on human sexuality) if they allow the general public to use their facilities. This ordinance would most likely result in churches only allowing the facilities to be used for church related events and only by church members which would displace countless organizations who use church facilities for meetings and other outings such as the boy scouts. Additionally, this would force pastors and other clergy to perform ceremonies for same sex couples which is against any Bible based faith. Forcing a pastor to deliberately disobey a command from God is really not a city's place. These pastors get their calling from God, it is not a council members place or a mayors place or anyone else place to make them perform an act that is deliberately disobeying God. Additionally, it will cause heartache and strife within the church which would only result in a more chaotic city and a lot more underground churches. A CITY'S ALDERMANS SHOULD NOT TRY TO OVERRULE GODI I I It is not your place and I think its a bad idea. Lastly, I truly feel that this ordinance would only hinder the city. Yeah, you might make a few hundred people happy, but you will upset the majority and I know this will directly affect the city's livelihood. People will move to other cities who do not have this kind of ridiculousness in place and where they feel safer. People will go to other cities to spend their money and everywhere but Fayetteville will prosper from this decision. Please do not pass this ordinance. Lets protect our children, our right to practice our faith, and our city. Sincerely, Danielle DeLille 870-321-4956 "Everything uncertain is certainly a possibiHty!'U 14 _&a -d a VL Resolution No. 14-4 American Federation of State, County, and Municipal Employees (AFSCME) Local 965 P.O. Box 2459 Fayetteville, AR 72702 Fayetteville Non -Discrimination Ordinance WHEREAS: Rooted in a history that uplifts the dignity of all work and every worker, AFSCME has been a leader among unions in supporting legal safeguards to protect the right and opportunity of all persons to be free from all discrimination, including discrimination based on race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS: AFSCME is committed to diversity and full participation, both within the union and in society as a whole. AFSCME specifically has supported the Civil Rights Act, the Voting Rights Act, the Equal Rights Amendment, the Americans with Disabilities Act, the Employment Non -Discrimination Act, and legislation at all levels of government to guarantee the rights of all persons to public and private employment, housing, credit, public accommodations and public services; and WHEREAS: Non -Discrimination policies are good for economic development and the bottom line, creating more and better jobs. A June 2014 Williams Institute (UCLA School of Law) study found that 98% of the Top 50 Fortune companies have comprehensive non-discrimination policies, and in a 2011 study 92% mentioned the economic benefits of those policies on recruitment and retention of the best talent, generating the best ideas and innovations from a diverse workforce, attracting a more diverse customer base, increasing productivity by making employees feel valued and comfortable at work, and maintaining positive employee morale; and WHEREAS: Alderman Matthew Petty has introduced the Non -Discrimination Ordinance to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations; and WHEREAS: AFSCME Local 965 remains dedicated to achieving the fullest exercise of civil, political, and economic rights for all residents of Fayetteville, regardless of real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS: Fayetteville is an open and compassionate city, and this ordinance will help assure that there are no second class citizens in our community. NOW, THEREFORE, BE IT RESOLVED: That the members of AFSCME Local 965 support the proposed Fayetteville Non -Discrimination Ordinance and urge the Mayor and City Council to amend the Fayetteville Code by enacting Chapter 119 Civil Rights Administration to protect the Civil Rights of Fayetteville citizens and visitors; and BE IT FURTHER RESOLVED: That a copy of this Resolution be delivered to the Mayor and members of the Fayetteville City Council for their consideration of our views and support for the proposed Fayetteville Non -Discrimination Ordinance. Adopted this 18`h day of August 2014. Betty Martin, President Maok,w'-f AmenafA& fo 0)� cAA DUB (�A AtiI� �,/ jc4l K-� C-aAACI i �WZtW� Amendments Proposed by Alderman Petty 119.07 Exemptions: Strike (1) and replace as follows: (I) Nothing in this Chapter shall be construed to require any religious or denominational institution or association to open its tax exempt property or place of worship to any individual or group for any ceremony or meeting, except for any activity or service that is supported in whole or pail by public funds, Adopt a new (J) (7) Designating a facility as a gender -segregated space shall not be a violation of this chapter. Nothing in this chapter shall be construed as allowing any person to enter any gender -segregated space for any unlawful purpose. Ek; ( ", t4 9.0 �,J-� `6 .( U e -r e-�4 C66 Cov"Ca nett., J . EXHIBIT A CHAPTER 119: CIVIL RIGHTS ADMINISTRATION 119.01 Purpose The purpose of this chapter is to protect and safeguard the right and opportunity of all persons to be free from discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status. This chapter's purpose is also to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. 119.02 Definitions (A) "Business Establishment" means any entity, however organized, which furnishes goods, services or accommodations to the general public. An otherwise qualifying establishment which has membership requirements is considered to furnish services to the general public if its membership requirements consist only of payment of fees or consist only of requirements under which a substantial portion of the residents of the city could qualify. (B) "Civil Rights Administrator" means the person designated by the Mayor to receive, investigate and conciliate complaints brought under this chapter. (C) "Disability" or "Disabled" means, with respect to an individual, a physical or mental impairment, a record of such an impairment, or being perceived or regarded as having such impairment. For purposes of this chapter, discrimination on the basis of disability means that no covered entity shall discriminate against a qualified individual with a disability because of that individual's disability. The term "qualified individual with a disability" shall mean an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment positions that the individual holds or desires. (D) "Discriminate, Discrimination or Discriminatory" means any act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that person's real or perceived race, ethnicity, national origin, age (if 18 years of age or older), gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status (E) "Employee' means any individual employed by a covered employer. (F) "Employer' means any person, business or organization which regularly employs five (5) or more individuals, not including the employer's parents, spouse or children. For purposes of this chapter an employer "regularly" employs five (5) individuals when the employer employs five (5) or more individuals for each working day in any twenty (20) or more calendar weeks in the current or previous calendar year. For purposes of this chapter an "employer' is also any person or entity acting on behalf of an employer, directly or indirectly, or any employment agency. (G) "Familial status" means an individual's status as parent or legal guardian to a child or children below the age of eighteen (18) who may or may not reside with that individual. (H) "Gender' means actual or perceived sex. (1) "Gender Identity" means a person's gender -related identity, whether or not that identity is or is perceived to be different from that traditionally associated with the sex assigned to that individual at birth. (J) "Gender Expression" means a person's gender - related appearance and behavior whether or not that gender expression is or is perceived to be different from that traditionally associated with the person's assigned sex at birth. (K) "Marital status" means an individual's status as single, married, domestically partnered, divorced or widowed. (L) "Place of public accommodation" means inns, taverns, hotels, motels, restaurants, wholesale outlets, retail outlets, banks, savings and loan associations, other financial institutions, credit information bureaus, insurance companies, dispensaries, clinics, hospitals, theaters, recreational parks and facilities, trailer camps, garages, public halls, and all other establishments within the City which offer goods, services, accommodations and entertainment to the public. A place of public accommodation does not include any institution, club or other place of accommodation, which by its nature is distinctly private (M) "Sexual orientation" means actual or perceived heterosexuality, homosexuality or bisexuality. (N) "Veteran status" means an individual's status as one who served in the active military, naval or air service, and who was discharged or released under conditions other than dishonorable. 119.03 Prohibited Acts of Discrimination - Employment With regard to employment, it shall be unlawful for any employer or labor organization to engage in any of the following acts wholly or partially for a discriminatory reason: (A) To fail to hire, refuse to hire or discharge an individual; (B) To discriminate against any individual with respect to compensation, terms, conditions or privileges of employment, including promotion. Nothing in this section shall be construed to require any employer to provide benefits, such as insurance, to individuals not employed by the employer; (C) To limit, segregate or classify employees in any way which would deprive or tend to deprive any employee of employment opportunities, or which would otherwise tend to adversely affect his or her status as an employee; (D) To fail or refuse to refer for employment any individual in such a manner that would deprive an individual of employment opportunities, that would limit an individual's employment opportunities or that would otherwise adversely affect an individual's status as a prospective employee or as an applicant for employment; (E) To discriminate against an individual in admission to, or employment in, any program established to provide apprenticeship or other job training, including on-the-job training programs; (F) To print or publish, or cause to be printed or published, any discriminatory notice or advertisement relating to employment. This subsection shall not be construed so as to expose the person who prints or publishes the notice or advertisement, such as a newspaper, to liability; (G) To discriminate in referring an individual for employment whether the referral is by an employment agency, labor organization or any other person, 119.04 Prohibited Acts of Discrimination - Housing and Real Estate Transactions With regard to housing and real estate transactions, which include both sales and leases, it shall be unlawful to engage in any of the following ads wholly or partially for a discriminatory reason: (A) To discriminate by impeding, delaying, discouraging or otherwise limiting or restricting any transaction in real estate; (B) To discriminate by imposing different terms on a real estate transaction; (C) To represent falsely that an interest in real estate is not available for transaction; (D) To include in the terms or conditions of a real estate transaction any discriminatory clause, condition or restriction; (E) To discriminate in performing, or refusing to perform, any act necessary to determine an individual's financial ability to engage in a real estate transaction; (F) For a property manager to discriminate by refusing to provide equal treatment of, or services to, occupants of any real estate which he or she manages; (G) To make, print or publish, or cause to be made, printed or published, any discriminatory notice, statement or advertisement with respect to a real estate transaction or proposed real estate transaction, or financing relating thereto. This subsection shall not be construed to prohibit advertising directed to physically disabled persons or persons over the age of fifty- five (55) for the purpose of calling to their attention the existence or absence of housing accommodations or services for the physically disabled or elderly; (H) To discriminate in any financial transaction involving real estate on account of the location of the real estate, be it residential or non-residential ("red -lining'); (1) For a real estate operator, a real estate broker, a real estate salesperson, a financial institution, an employee of any of these or any other person, for the purposes of inducing a real estate transaction from which such person may benefit financially, to represent that a change has occurred or will or may occur in the composition with respect to the race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, physical characteristic, disability or veteran status of the owners or occupants in the block, neighborhood or area in which the real property is located or to represent that this change will or may result in the lowering of property values, an increase in criminal or antisocial behavior or a decline in the quality of schools in the block, neighborhood or area in which the real property is located ("block -busting'); (J) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner to limit occupancy on the basis of a person's low-income, age over fifty-five (55) years or disability status in accordance with federal or state law; (K) Notwithstanding the provisions of subsections (A) through (1), it shall not be an unlawful discriminatory practice for an owner, lessor or renter to refuse to rent, lease or sublease a portion of a single family dwelling unit to a person as a tenant, roomer or boarder where it is anticipated that the owner, lessor or renter will be occupying any portion of the single-family dwelling or to refuse to rent, lease or sublease where it is anticipated that the owner, lessor or renter will be sharing either a kitchen or a bathroom with the tenant, roomer or boarder (L) Notwithstanding any other provision of this chapter, it is not an unlawful discriminatory practice to apply or enforce the definition of "family' for zoning purposes pursuant to § 151.01 of the Unified Development Code, 119.05 Prohibited Acts of Discrimination - Business Establishments or Public Accommodations It shall be unlawful for a business establishment or place of public accommodation for a discriminatory reason to deny, directly or indirectly, any person the full enjoyment of the goods, services, facilities, privileges, advantages and accommodations of any business establishment or place of public accommodation, unless required by state or federal law 119.06 City Services, Facilities, Transactions and Contracts (A) The City of Fayetteville and all of its employees are bound by the provisions of this chapter to the same extent as private individuals and businesses. (B) All contractors doing business with the City of Fayetteville shall comply with this ordinance. 119.07 General Exceptions (A) Any practice which has a discriminatory effect and which would otherwise be prohibited by this chapter shall not be deemed unlawful if it can be established that the practice is not intentionally devised to contravene the prohibitions of this chapter and there exists no less discriminatory means of satisfying a business purpose. (B) This chapter shall not apply to any federal, state or county government office or official, or any public educational institution within the City. (C) Unless otherwise prohibited by law, nothing contained in this chapter shall be construed to prohibit promotional activities such as senior citizen discounts and other similar practices designed primarily to encourage participation by a protected group. (D) It shall not be an unlawful discriminatory practice for an employer to observe the conditions of a bona fide seniority system or a bona fide employee benefit system such as a retirement, pension or insurance plan which is not a subterfuge or pretext to evade the purposes of this chapter (E) It shall not be an unlawful discriminatory practice for any person to carry out an affirmative action plan as required by state or federal law, or by court order. (F) Nothing contained in this chapter shall be deemed to prohibit selection or rejection based solely upon a bona fide occupational qualification or a bona fide physical requirement, Nothing contained in this chapter shall be deemed to prohibit a religious or denominational institution from selecting or rejecting applicants and employees for non -secular positions on the basis of the applicant's or employee's conformance with the institution's religious or denominational principles. If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide occupational qualification or a permissible bona fide physical requirement, that party shall have the burden of proving: (1) That the discrimination is in fact a necessary result of such a bona fide condition; and (2) That there exists no less discriminatory means of satisfying the bona fide requirement. (G) If a party asserts that an otherwise unlawful practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition. (H) Any age restrictions required by state or federal law or regulations, including for the sale or delivery of alcoholic beverages, are not improper age discrimination under this chapter. (1) Nothing in this Chapter shall be construed to require any religious or denominational institution or association to open its tax exempt property or place of worship to any individual or group for any ceremony or meeting, except for any activity or service that is supported in whole or part by public funds. (J) Designating a facility as a gender -segregated space shall not be a violation of this chapter. Nothing in this chapter shall be construed as allowing any person to enter any gender - segregated space for any unlawful purpose 119.08 Posting of Notices Every employer or entity subject to this chapter shall post and keep posted in a conspicuous location where business or activity is customarily conducted or negotiated, a notice, the language and form of which has been prepared by the City of Fayetteville, setting forth excerpts from or summaries of the pertinent provisions of this chapter and information pertinent to the enforcement of rights hereunder. The notice shall be in both English and Spanish. If over ten percent of an employer's employees speak, as their native language, a language other than English or Spanish, notices at that employers place of business shall be posted in that language. At the request of the employer or entity, notices required by this section shall be provided by the City. Notices shall be posted within ten days after receipt from the City. 119.09 Retaliation Prohibited (A) It is an unlawful discriminatory practice to coerce, threaten, retaliate against, interfere with or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or complaint, or has testified truthfully, assisted or participated in an investigation, proceeding or hearing pursuant to this chapter (B) It is an unlawful discriminatory practice to require, request or suggest that a person or entity retaliate against, interfere with, intimidate or discriminate against a person because that person has opposed any practice made unlawful by this chapter, has made a non -frivolous charge or has testified truthfully, assisted or participated in an investigation, proceeding or hearing authorized under this chapter. (C) It is an unlawful discriminatory practice to cause or coerce, or attempt to cause or coerce, directly or indirectly, any person in order to prevent that person from complying with the provisions of this chapter. 119.10 Preservation of Business Records Where a complaint of discrimination has been fled against a person under this ordinance, such person shall preserve all records relevant to the complaint until a final disposition of the complaint. 119.11 Administration and Enforcement (A) The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints filed under this chapter. To be considered and administered by the Civil Rights Administrator, complaints must be received in the Civil Rights Administrator's office no more than six months after the alleged discriminatory action or, in the case of ongoing alleged discriminatory actions, no more than six months after the most recent incident of alleged discrimination. The Civil Rights Administrator shall prepare an easy to use complaint form and make the form easily accessible to the public. (B) The Civil Rights Administrator should first attempt to eliminate the unlawful practice or practices through conciliation or mediation. In conciliating a complaint, the administrator should try to achieve a just resolution and obtain assurances that the respondent will satisfactorily remedy any violation of the complainant's rights and take action to ensure the elimination of both present and future unlawful practices in compliance with this chapter. If the Civil Rights Administrator determines that the complainant is not acting in good faith, the conciliation or mediation may be terminated and the complaint may be immediately dismissed. If the respondent is not participating in good faith, the complaint may be immediately referred to the City Prosecutor's office. (C) After any attempted conciliation or mediation, the Civil Rights Administrator will refer any unresolved complaint and complainant as needed to the City Prosecutor's Office for appropriate further action, including prosecution. (D) The filing of a complaint under this chapter does not preclude any other state or federal remedies that may be available to a complainant I David Williams Co- Chair 479-443-2096 2 Rev. Lowell Grisham St. Paul's Church 479-387-1917 3 Anne Shelley NWA Rape Crisis Center 479-283-4920 4 Phylis Rengier Citizen/ Business Owner 479-466-9368 5 D'Andre Jones Chair of Washington Co. Dems Black Caucus (479) 799-2398 6 Hannah Withers Business Owner- Block Street 479 - 287-4396 7 Mireya Rieth ED, Arkansas United Community Coalition 479-871-2168 8 Terrah Baker Veteran 479-595-2894 9 Justine Turnage Transgender Advocate 479-283-1616 10 James Rector NWA Center for Equality 479-790-4235 11 Sonia Davis Gutierrez Designer/ New Design School Director 479-409-5064 12 Michael Holloman Psychiatrist 479-530-2516 13 Cathy Campbell Mother of Transgender Son 479-236-7676 14 Kate Bartow Transgender Advoacate 479-283-1616 15 Anita Schnee Lawyer 479-587-0262 16 Pattie Williams Co- Chair 479-530-7976 E FAYETTEVILLE fairness coalition Faith Sign On Edwin Williams Unity Minister Ministerial and Pastoral Can: Services Dian Williams Unity Minister Ministerial and Pastoral Care Services Rev. Mark Williams Spirit of Peace Rev. Roy Lennington Spirit of Peace M. Rev. Raymond L. Niblock Old Catholic Diocese of the Uniformed Services and the Parish of St.Michael the Archangel Rev. Lowell Grisham St. Paul's Episcopal Church Cathy Campbell St. Paul's Episcopal Church Noah Meeks St. Paul's Episcopal Church Rev. Jan Huneycutt Lightner Sacred Fields of Possibility Pastor Abigail Lightner GPS Faith Community -Good Shepherd Lutheran, ELCA Pastor Clint Schnekloth Good Shepherd Lutheran, ELCA Michael Beaver Good Shepherd Lutheran Church Morgan -Ruth Harrell President of Our Hands Good Shepard Lutheran Church Zod Rom Student Good Shepard Lutheran Church Lora Walsh Program Director/Pastor St. Paul's Episcopal Church Halvor Halvorson Graduate Assistant Good Shepherd Lutheran Church Dr. Anna Lindquist Good Shepherd Lutheran Church Rev. Jim Parrish Unitarian Universalist Laura Phillips Ordained Minister through Universal Life Church Unitarian Universalist Rev. Terry Gosnell Trinity United Methodist Mary Cochran NWA Quakers Annette Olsen Unity Fayettevillle Pastor Steve Shealy Rolling Hills Baptist Church Rev. Dr. Leslie Frances Smith Belden, Ph.D. Parish Associate, First United Presbyterian Church Johnnie Chamberlin Secular Humanist Rev. Terry Gosnell United Methodist Church Business Sign On Sonia Davis Gutierrez New Design School Sonia Davis Gutierrez 3c21 Design Mike Davis, Sculptor Kirk Lanier Photographer at Fayetteville Underground Hannah Withers Maxine's Tap Room Hanna Wlther's Little Bread Company Todd and Nickki Golden Mermaid's Seafood Restaurant Maudie Schmidt Cafe Rue Orleans Jason, Robin, Keith Four Legged Bird Pattie Williams Soul Matters Phyllis Rengier Healing Hearts Chiropractic Brian Bailey The Mustache: Goods and Wears Sammy Allen Townsend Vince Pianalto Justin Calvert Buchee Bistro Andi Wise Mayapple Salon Organizations NWA Center for Equality Arkansas Transgender Coalition Center for Artistic Revolution OMNI Center for peace, justice, and ecology Arkansas Support Network Washington Co. Dems Washington Co. Dems - Black Caucus Washington Co. Dems - Hispanic Caucus Hispanic Women's Organization of Arkansas Arkansas United Community Coalition PFLAG of NWA Northwest Arkansas Humanist Association Compassion Fayetteville Ministerial and Pastoral Services Fayetteville Fairness Coalition Speakers: David Williams - Co Chair FFC Rev. Lowell Grisham - Faith Leader St. Pauls D'Andre Jones - NWA Democratic Black Caucus Cathy Campbell - Mother of Trans Son Kate Bartow - Transgender Advocate Terrah Baker -Veteran Hannah Withers - Business Owner James Rector - NWA Center for Equaltiy Michael Holloman -Psychyatrist Anita Schnee - Lawyer Phyllis Rengier - Business Owner/ Citizen Pattie Williams - Co- Chari FFC Mireya Rieth - ED, Arkansas United Community Coalition Maria Bae Di Hicks Jodi Nimmo Mike Emery Dr. Lisa Corrigan Todd Elkins Lee Ann Kindrick Justine Turnage State Rep. David Whitaker Jessica Richards Jeremy Woody Mary Cochran David Garcia Kyle Smith Gladys Tiffany Camille Richoux Bernard Sulliban Danielle Stoddard Jason Banthon Wade Cunningham Danielle Weatherby Janis Walters Laura Gasparotto Laura Phillips Dale Manning Sally Baker Williams Lisa Suart Laura Hampton Georgia Lance Abigail Letsinger Samantha Sigmon KEEPING FAYETTEVILLE FAIR: GENERAL TALKING POINTS Fayetteville, Arkansas has a lot it can teach the rest of the country. Home to one of the country's most prominent public universities, a thriving business climate, and several of the nation's leading corporate philanthropists, Fayetteville has been named one of the best places to retire and one of the best cities for business and careers in the country. Values like fairness and inclusion have helped make Fayetteville the city it is today. In fact, the University of Arkansas at Fayetteville, the city's top employer, already has a fully -inclusive non-discrimination policy. Now, business leaders, faith leaders and everyday folks in the community—with the help of members of the Fayetteville City Council—want to bring a similar policy city-wide. The proposed ordinance would protect the residents of Fayetteville from discrimination on the basis of race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status in employment, housing and places of public accommodation. This is the right thing to do for a city like Fayetteville. Beginning with an ordinance passed in Minneapolis in 1975, 18 states, the District of Columbia, and more than 200 cities and counties have enacted inclusive laws prohibiting discrimination. More than 500 private businesses across the United States, including 61% of Fortune 500 companies, have voluntarily adopted comprehensive policies that prohibit discrimination, and 49 of the 50 Fortune 500 companies in the U.S. have similar protections. WIN ARE THESE LAWS AND POLICIES NEEDED? First of all, this law is a reflection of our shared values. A welcoming climate has drawn Americans from across the countryas well as some of the nation's leading businesses—to make their home in Northwest Arkansas. Passing this ordinance sends a message that Fayetteville treats all people fairly. That says something very important about who we are. The legal motivation behind laws like this one is simple, but powerful: the goal is to protect people from arbitrary discrimination in employment, housing, and public accommodations. A person's race, religion, sexual orientation or gender identity has nothing to do with their job performance, or their qualifications as a good renter, or their right to receive service at a business open to the public. People should be judged on their merits and not be denied opportunities because of prejudice. Discrimination is a very real problem for LGBT Arkansans. According to a recent survey of LGBT people in Arkansas, 25 percent of respondents reported experiencing employment discrimination and 37 percent have experienced harassment at work. It's important to note that laws against discrimination do not prevent employers from firing incompetent employees and do not prevent landlords from turning down unqualified renters. These laws simply make sure that all employees get a fair chance at working hard to get ahead without being singled out or judged based on factors irrelevant to their ability to work or pay their bills. KEEPING FAYETTEVILLE FAIR: GENERAL TALKING POINTS RESPONDING TO COMMON COUNTERARGUMENTS Special Rights. Anti -discrimination laws do not create "special rights" for certain Arkansans and not others. The right to work, rent a home, or shop for groceries is not a "special" right, and that is why we already have civil rights laws protecting against many forms of discrimination at the federal law. An inclusive non-discrimination law simply puts all Arkansas on equal footing. Flood of Litigation. An anti -discrimination law will not create a flood of litigation or harm small businesses. Similar laws in other states and municipalities have led to no notable increase in litigation. Redundant Protections. The Employment Non -Discrimination Act would add discrimination on the basis of sexual orientation and gender identity into federal law, but even if ENDA becomes law it only deals with employment discrimination. A recent decision by the EEOC that forbids gender identity discrimination in federal employment is an important, but similarly limited, development. 29 states do not prohibit discrimination on the basis of sexual orientatior and 32 do not prohibit discrimination on the basis of gender identity. Bathroom Concerns. Under this ordinance, it will still be a criminal offense to assault or harass someone in a bathroom. The claim that these laws provide men access to women's rooms in order to assault women and girls is fear -mongering and fundamentally untrue. Assault is and continues to be illegal, no matter who is perpetrating it or where it occurs. LGBT people deserve the ability to be able to use bathrooms in peace and safety, and the truth is that they are far more likely to be the victims of harassment and violence in bathrooms then they are to be the perpetrators. Religious Organizations. Religious organizations can choose to hire members of their own faith and exclude applicants based on virtually any reason, so long as the work those people are hired to perform is related to the organization's religious activities. Those rights are not affected by a non-discrimination ordinance that includes protections for LGBT people. Religious Individuals. Existing non-discrimination laws at the state and local level obligate business owners to serve people of all faiths and races even when doing so challenges the religious views of the business owner. For example, the Christian owner of a florist shop may not refuse to provide flowers for the wedding of an interfaith couple, nor would it for an inter -racial couple. Businesses engaged in public commerce should be held to this same standard in relation to LGBT people FAYETTEVILLE FAIRNESS COALITION 2014 -Fayetteville Ordinance 119 - Civil Rights Administrator -Petition of Support SIGNATURE Melissa Thomey Joseph M. Porter Wade Cunningham Chloe Undernehr Joyce Terrell Blanca Luna Lori May Sugar Ellis Nichole Gutierrez Laura Phillips Cynthia Grimes Michael Walsh Kerry Crawford Larry King Mrs. Kathleen Wright William Clifton Joshua Anderson Mrs. Teri Dawn Wright Kathy Layne Jess Goodwin Georgia Lance Debbie Morgan Kathy Benton Joanna Sites Todd Elkins Grace Henderson Rick Mccormick Emily Mcnair Johnia Sharp Kirk Guthrie Mr. David Larson Jr. James Van Horn Hannah Moon Olivia Barraza David Embree CITY Fayetteville Fayetteville Fayetteville Fayetteville Prairie Grove Fayetteville Fayetteville Rogers Fayetteville Fayetteville centerton Eureka Springs Fayetteville Bella Vista West Fork Springdale Springdale West Fork Mansfield West Fork Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Prairie Grove Fayetteville Fayetteville Fayetteville Bentonville Fayetteville Fayetteville Rogers Fayetteville SIGNATURE Alyssa Andres Jessica Schermacher Kristen Speer Kerri Williams Christopher Starritt Jeremy Whisenhunt Tonya Wright Adrienne Bush Jonathan webb Mike Halterman Jeremy Stuthard Michael Andrews Sara Lafargue Jamey McGaugh Tyler Rhodes Jessica Rogers Shelby Hanson Peter M. LaBrie David Whitaker Judith Levine Lindsey Stotts Stephanie Alice Fox Laura Wood Lee Ann Kendrick Michelle Bell Haley Smith Kiley Hinsch Danielle Post -Reid Abigail Epley Janelle Ezell Don Marr Brett Sterling John Phillips lydia nelson Kelly Zega Springdale Fayetteville Elkins Little Flock Fayetteville Fayetteville Fayetteville Fayetteville Tampa Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Harrison Fayetteville Fayetteville Springdale Fayetteville fayetteville Springdale SIGNATURE CITY SIGNATURE CITY Andrew Bowlan Rogers Lamont Richie Sarah Craig Fayetteville Naomi A. Fayetteville Peggy Way Eureka Springs Brian Owens Springdale Kim Stryker Eureka Springs Robyn Riggin Fayetteville Gregory Hein Berryville Jo-Rita Dewey Eureka Springs Jill Collins Eureka Springs James Brooks fayetteville Neta Stamps Berryville Andria Jandak Newport Sandra Dunn Holiday Island Zeek Taylor Eureka Springs Trina Swadley Bentonville Cheryl Maples Heber Springs Tim Collins Eureka Springs Nicole Humphrey Joplin Nature Levon Fayetteville William Heidemann Bentonville Emma Turner Fayette Amanda Pearson Springdale Grace Richardson Fayetteville Amanda Hoover Josh Williams Fayetteville Calvin Cotton Eureka Springs Suzan Bell Eureka Springs Sarah Horton Florence Stephanie Frazzitta Daniel Scott Fayetteville Ms. Katelyn Bartow Fayetteville Joe Hill Eureka Springs Michelle Betzner Fayetteville Susan Gilliland Tulsa Abby McCain Fayetteville Michael McGinnis Houston Gordon Hallford Red Bluff Dorothy Davenport Tulsa Ethan Fowler Fayetteville Deborah Green Fayetteville Robyn Bailey Bentonville Julie Quinn Brandon Parks Fort Smith Michelle Churchill Berryville Carrie Waller Siloam Springs Zara Raezer Fayetteville Olivia DeMille Fayetteville Rachelle Cagle Fayetteville DeAnna Pellerin San Antonio Vittoria Catanzariti Fayetteville Cal Ingram Springfield Monique Beilby Fayetteville Jamie Cooke Springdale Diana Barrera Fayetteville Glenn Brown Eureka Springs Zac Slade Fayetteville Ronny Stoddard Eucha Mark Wetzel Eureka Springs Pamela Boese Bentonville Angela Lowe Roland Betsy Warren Summit Teresa Gardner-Borders Republic Tony Wojnar Berryville LaNeece White Siloam Springs Summer Trottier Sara Sawyer Fayetteville Sara .gnmigr FavAttAvillA DATE—SUBMITTED IAST_NAME FIRST—NAME HOME_STREET3 8/3/141:245mith Osbourn. 1106 W Maple St 7/29/14 12:37Keahey Jessica 1768 N Woolsey Ave 7/28/1415:02White Sara 363 EMimosa Ln 8/12114829buonawto shelley, 13866 Pin Oak Rd 7/29/1415:0 W.an Kasey 701 E. Edna 7/2911412:31Webb Sarah 545N Ruth Ave 8/15/142:09Jacques Winnona 1850 N Scull Creek Dr 7/29/14 21:26Anadell Joel 2915 North Raven Lane 7/28/1415:09Pribbernow Michelle 575 E Village Dr 7/31/14 18a3Rigsby Charles A. 1661 N. Boston Place 8/14/14 3:09Gulas Carol 16735 Wooded N 8/12/1414:OBDavis Donnie 128 E. Davidson Street 8/I111413:39Tucker Janet 108 A. hartman ay. 7/28/1415:1711yan Christine 2062 E STUBBLEFIELD RD 8/1/1414:09TIffany Gladys 105 N. Willow 8/12/14 0:32Lard Allyn 433 E Prospect 5t 7/2B/1414:43Oark Charles 1625 N oakhaven PI. 7/29/14 2:235ealy Ramsey 1356 N Stephens Ave 7/213/1419:15Fedele David 4245 NE Meadow Creek Cir Apt 304 7/29/140:055cherer Suzanne 2704 N VILLA BLVD 8/12/14 11:325hafer Ton] 775Trout 7/29/1421:12Thomas Margaret 409 N. West Ave. 7/28/34 18:118alley Brad 1793 Janice Ave. 8/11/14 14:081,1alland Nancy 1692 S. Hunt Lane 7/29/14 18:375uth.dand Tom 701 Back Drive 8/13/1423:25DeCArvalho Lauren 1795 W Crowne Dr Apt 207 7/29/14 15:24Wilhite Erika 33 e4 st 8/2/1420:29D'Allsera JoAnn 1787 N. Hunters Ridge 8/11/14 23:564lexander Fran 2946 Fox Hunter Rd. 8/11/1414:39Gonzalez Val 12094 Hazel Valley Rd 7/3W1422:23Miesse Michelle 701 W Sycamore St Apt 69 7/29/14 11:48Larson David 2453 W Valley Dr 8/13/140:43BIanchard Sharon 1900 N. Garland Apt 23 8/5/14 ISASAnderson Meghan 3095. Universlty Ave. 8/12/1411:41Hejtmanek Edward 1622 Markham Road 8/11/1414:08Lavery Barbara 590n rockcliff rd 8/1/1416:08Cadell Felix 13632 White Oak lane 7/28/1415:52Weeks Tammy 1265 Locust #3 7/28/1415:37Gibbs Marta 24 N Olive Ave 7/29/14 12:50Miller Kelly 4D80 N Cadillac Or Apt 9 7/28/1415:006allew Alyson 1828 N Cambridge Rd 8/11/14 12:Nldlet Susan 526 S Washington Ave 7/28/1421:225ayre Becky 416 W Wren Circle 8/13/14 6:08Barker Chelsea 4335 W Beaver 8/11/1420:14Webb Sarah 545N Roth Ave 7/29/14 12:24Welborn Kennedy 300 South Donaghey Ave 9/12/1411:181-ill Amanda 1171 E CAIN DR 7/29/147:13Hwren Matthew 4245 NE Meadow Creek 0r Apt 304 8/11/14 13:59Mesrablan Ann 19 West Pike St 7/28/14 14:04Hawkins Lauren 1101 S. Duncan Ave. 8/6/14 1970816chards lessi 14821 Peterson rd 7/28/1415:558ennett Barry I N School Ave.4509 7/28/14 15:560een Steve 515 N Park Ave 8/11/1412:00Ada nson, SFCC Claudia 2961 North John Wayne Drive 8/12/1415:17Veloz Fredrico 1965 spinal link 8/12/1410:53Adderholt Hannah 3255 Gregg Ave HOME_SEREET2 HOME CITY Fayetteville Fayetteville Apt 708 Apt, 3 Fox Run 4G3 Fayetteville Fayetteville fayetteyile Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville Conway FAYETTEVILLE Fayetteville Fayetteville Fayetteville Bentonville Fayetteville Fayetteville Fayetteville Fayetteville Fayetteville HOME STATEPROV HOME ZIP PRIMARY EMAIL AR 72701-3308 ozy16_OB@hotmaiLcom AR 72703-2555 steelcutcoffee@yahoo.co.uk AR 72703-3969 serrabellum@gmall.com AR 72704-8135 goodhelp@rybermesa.com AR 72703-2722 hlpplekasey@gmall.com AR 72701-3771 1mayl973@yahoo.com All 72703-2316 aliceofwander@gmalLcom All 72704-6613 joel.anadell@gmall.cOm AR 72703.4050 mpribbernow@gmall.mm AR 72703-3DO1 c273@aol.com AR 72704-8537 caliga150@yah0o.com AR 72701-3412 davlsbg@cox.net AR 727014812 Jtucker@uark.edu AR 72703-6200 jryan@uark.edu AR 727014360 gladystdfany@yahoo.cum AR 72701-2136 rhm@arkmola.net AR 72704-6169 chuckdfw@aol.com AR 72703-1534 ramsesihethird@hmmalLmm AR 72703-6353 fedele.david@gmaiLcom AR 72703-3332 (stetradiu@yahoo.com AR 72703-1695 tonishafer@hotmaiLcom AR 727014169 margaretthomas66@yahoo.com AR 72703-2137 james.pettypool@cox.net AR 72701-8029 alllblue@hotmall.com AR 72703-2564 tomacook@yahoo.mm AR 72701-7825 laurendecarvalho@gmall.com AR 72701-6002 erlkawllhite@gmalLcom AR 72701-2772)nndisr@gmail.cum AR 72701-2963 fran@deane-alexander.com AR 72701-3775 valgonzalez@ymall.com AR 72703-6054 mmiessel@gmail.com AR 72703-1122 jdlmlglsts@gmaiLcom AR 72703-2115 roseofsheryn@hotmall.com AR 72701-5836 sunnydaylove22@yahoo.com AR 72701-3921 ehe)tmanekl949@msn.com AR 72701-3808 plevery@swbell.net AR 72704-83121-got-th -key@hotmall.com AR 72701-5940 tommyzooloo@yahoo.com AR 72701.4354 jwayesGO@gmall.com AR 72703-4885 kmeeann@gmalLcom All 72701-2714 ballewal@hotmaiLcom AR 72701-6163 susaNElet@gmall.com AR 72704-5312 rlvka2003@yahoo.com AR 72704-5538 cbarker2613@gmall.com AR 72701.3773 swebb197710@yahoo.com AR 72034-6815 rogerssoftball30@gmalLcom All 72703-2044 aasams@gmaiLcom AR 727036353 matthewherren@alLnet AR 72701-2032 mesrobiana@gmalLcom All 72701-6365 ldhdesign@hotmall.com AR 72712-9591 jrrnrtwisi8l@yahoo.com AR 72701-5124 hllltower12@yahoo.mm AR ,72701-3434 sdeenark@yahoo.co.uk AR 72703-3958 claudlaadamson@sbcglobal.net All 72701-7702 fveloz@uark.edu AR 72701-5816 hadderholt@gmall.com HOME PHONE MEMBER ID QUESTION 1 479466-6694 (479)575-7943 2021043' (505)995-9886 1587255479 4456567 (494)662-1090 1923864 2220945 (870)972-0733 3761645 3801339 479-409-5679 1326678479-009-5679 (501)472-8270 1121353 (479)521-6481 2061836 2114353 2343740 (479)443-1302 1489534' (479)966-4739 710290 (479)443-2154 401987 (000)000-0000 2481132 (941929-6328 (494)662-1090 4762200 4898947 479-287-2288 4792003173,. 4793812868: 5013187320 5016209481, 8/3/1431:45Patterson Saundra 3366 w oak0eldA fayetteville AR 72704-6766 saundyp5l@yahw.com 7/29/1422:02Gemmato Phillip 609 W Dickson St Unit 608 Fayetteville AR 72701.5093 Phil gemmato@gmail.cam e/11/1413:146arnett Bryan 474 N Coral Canyon Loop Apt 429 Fayetteville AR 72704.6288 bryanmbarnettl@yahoo.com 7/29/1422:2113rown Brian P.O. Box 881 Fayetteville AR 72702-0881 brinchrsgin@gmail.com 7/29/1411:52Lyan Matthew 1055 West Ave Fayetteville AR 72701-SB43 lyon.matthew@gmail.wm 7/28/1414:430smer Alan 312 south block Fayetteville AR 72701-6026 alan.astner@yahoo.com 8/11/1423:3914Immo Susan 3995 Rlverrldge Drive Fayetteville AR 72704cindynimmo@yahoo.com 7/29/1413:20WIlllams Amy 11732 N Clubhouse Pkwy Farmington AR 72730-8824 hawksloulou20@yahoo.com 7/29/1418:572ahn Geoffrey 320 s Washington ave Fayetteville AR 72701-6161 geoff.gone@gmali.com 7/28/1415:03Nardttrom Jason 2313 E Kantz Cv Fayetteville AR 72703-3105 Jason.nordstrom@gmaiLcom 7/28/1415:56Cale Jennifer Jennlferule@yahoo.com Fayetteville AR 72703Jennifemale@yahoo.com 7/28/1422:0211obson Charity 1803 Preservation Dr Apt 2 Fayetteville AR 72703-1388 hobwn033@yahw.com 7/2811418:56Pronger Debra 2624 a Country Way Fayetteville AR 727034304 dspranger54@aol.com 7/29/149:58SPEARS LEAH 800 E CALVIN FAYEffEVIM AR 72703-20131m100676@gmall.com 7/23/1414:180ornell Natasha 532 South Sang Avenue Fayetteville At 72701-6270 natwha.corneil@ymail.com 8/11/1412:48Green Nicole 1010 N. Molly CL Fayetteville AR 72701-1921 nicole r green@yahoo.com 7/31/1412:571ance Georgia 1309 South Washington 83 Fayetteville AR 72701-6663 georglalance@yahoo.com 7/28/1414:371(ruth Amber 3233 E Navajo Court Fayetteville AR 72701-2813 akruth@nwaonline.com 7/28/1420:4814ernandez Jeremy 250 w MILK blvd fayetteville AR 72701-6507 jeremyhemandez8l@gmall.wm 8/23/1419:055m1th Kyle 2801 W Dore Dr Fayetteville AR 72704kylesmkh@projectgalllw.net 7/29/1413:04NImmo Jodi 12355 West Ave Fayetteville AR 77701-6425 Jgrogoh@uark.edu 7128/1417:14howard tom 2251 mission blvd. Fayetteville AR 72703-3137 Wm.Wl@cox.net 7/29/141620Watson Kyler 3290 Glenbrook bop Springdale AR 72764-7861 kbwatson@uark.edu 8/3/1422:36Anonymous Marie SLClalre 3358 Harvard St fayeltevllle AR 72704-S747 fysexeducation@gmaiLcom 7/28/1415:498rown Dee 1582 East 50, Street Fayetteville AR 727014501 deel582@yaho0.com 7/29/1413:18AIlee Kaleb 4548 W. Lofty wood Dr Fayetteville All 72704-7520 kaleb.allee@gmalLcom 7/28/1415:32(1 Brandon 413 North West street Fayetteville AR 727014591 mbrgraham@gmall.com 7/29/1415:00taylor teesha 303 w spring st fayetteville AR 72701-5138 teeshabethany@gmalLcom 8/12/1410A4Curry Caplin 1500 N Leverett Ave Apt 102 Fayetteville AR 72703-6030 crcurry@uark.edu 7/30/1411:54Davls Shannon 118 North Duncan Ave Bid D 104 Fayetteville AR 727014939 sed030@emall.uark.edu 8/4/1431:50Wright Kathleen 15077 Woolsey Rd West Fark AR 72774-9503 kgwright73@gmalLcom 7/29/1412:2SCunningham Wade 4387 Beaver Lane Fayetteville AR 72704-5538 wcunningh@gmall.com 7/28/1414:27Lehman Kathleen 318 S Combs Ave Fayetteville AR 72701-6117 klehman511@yahco.com 8/11/1413:SSBeetz Alice 5125 East Ave Fayetteville AR 72701-6048 a1ke.beeta@gmalLcom 7/28/1420:25Cralg Mark 3940 N Park Oaks Dr Apt 12 Fayetteville AR 72703-7097 markcrag1085@gmalLcom 7/28/1416:14Brown Garrett Addison 2084 n chestnut apt 14 Fayetteville AR 72703-2242 addlsonbrown1985@gmall.com 7/28/1415:5211artman Charles 2416 Sara Alice Court Fayetteville AR 72701-0456 hartmancharles40@gmalLcom 7/2R/1414:135tnddard Danielle 122 N Aqua Crossing Apt 9 Fayetteville AR 72701-7601 ncoddaN@outI0ok.com 7/28/1418:04Mahanay Lela 2720 Mt. Comfort Rd Fayetteville AR 72704-5715 lmhn009@gmalLcom 7128/1415:16goat Brooks 1712 Is chestnut ave Fayetteville All 72703-2278 baboaz@email.uark.edu 7/28/1414:07Mwcer Chelsea 3349 W Fairfax St Fayetteville AR 72704-5371 cmercer3373@alm.com 7/28/1414:24Green Nicole 1010 N. Molly Ct. Fayetteville AR 72701-1921 nrgreen@uark.edu 7/29/1418:13011oreto lames 1385 E. Century Drive Fayetteville All 72703-3743 dlloreto@uark.edu 7/31/1417:34Weatherford Rachel 39015W Gibson Ave. Bentonville All 72712-5198 racheleweatheiford@gmall.com 7/28/1414:09Amos Garron 658 Melbourne Or Fayetteville AR 72701-8944 Samos@uark.edu 7/28/1415:17Hodges Jeremy 3242 N. Warwick Dr. Fayetteville AR 72703-6517 Jeremymhotlges@gmall.com 7/30/1418:50Adams Destiny 3923 Webster Branch rd Van Buren AR 72956-6811 muskaldadams@yahoo.com 7/28/1414:09Anabal-Walker Allson 1504 N. Oakland Ave. Fayetteville AR 72703-1742 energymedkine@gllanet.com 7128/1417:14Hobbs Cougan 2530 E Kant, Apt R 3 Fayetteville AR 72703-3222 couganhubbs@gmail.com 7/29/1416:03erlksen kate 2054 n garland ave 45 Fayetteville AR 72703-2132 katenbaby@yahoo.wm 7/29/149A36ray Candice 2288 hidden creek Fayetteville AR 72704-6355 cevansgray@gmall.com 7/30/2419:32Cuman Michael 848 N Storer Ave Fayetteville AR 727014830 curnn.mkM4llev.gmNl.xem 7/28/1422:59MCHan Kyle 2309 E Flint Creek Fayetteville Aft 727034437 kyle.mchan@gmall.com 7/28/1414:25wyatt kristal 425 Stonebridge rd fayettevllle AR 727014667 kfwyatt7@rocketmalLcom 8/4/140:268artow Kateiyn 1390 W Wedington Dr, Apt 7 Fayetteville AR 72701-1752 katehnbartow@gmall.com 8/12/14 6:SiBemberg Paula 217 E. Lafayette St. Fayetteville All 727014242 pbemberg@cox.net 7/2911418:32Reece Rayna 11279 pleasant hill rd lincoln AR 72744-9488 raynareecel2@gmalLcom (224)532-1101 (870761.0101 (479)684-7082 (501)571-3407 (479)419-5779 (870)314-1001 (479)521-6519 (479) 6667655 (479)879-0023 (978) 761-6618 4792252283 5185953595' 8162671672 4798711474 4796576574 4793S38117 575-313-3021 4793016760 7/28/1416:55Cox Jacquelyn 101 South University Ave Fayetteville AR 72701-5836 jacquynrcm@gmail.mm 7/28/1417:15HIOs Tiffarry 1550 Electric Ave. Apt. C101 Springdale AR 72764-7837 tiF(y092489@gmail.mm 7/28/1417:19Monye IUSGracee 1764 n leverett Fayetteville AR 72703-2303 irlsgmonye@gmall.com 7/29/1411:53Ayers Brimi 1570 Hope St Fayetteville AR 72701-2430 blayers@uark.edu 7/29/1412:05Terhune Claire 1801 N Applebury PI Fayetteville AR 72701-2508 ceterhune@hotmail.com 7/29/141224Thornton Charles 548 Madison 5520 elkins AR 72727.89S3 cMhornton@gmaiLcom 7/29/1412:50Collins Joshua 323 E. Lafayette St. Apt.#105 Fayetteville AR 72701-4384 cirlochuacollins@gmall.mm 7/29/1412:54Ba11ey Tessa 520 E Maple St Apt C Fayetteville AR 72701-3566 texastessal@gmail.com 7/29/1413:27Mustlon Michelle 601 N. Wh itham Ave. Fayetteville AR 72701-3251 mmustionl@gmalLcom 7/29/1413:311-10ward Jason 3878 N. Park Oaks Dr. Fayetteville AR 72703-5275 phlllpjmonhoward@gmaiLmm 7/29/1413:43Horne Sarah 1385 N. Oakland Ave Fayetteville AR 72703-1650 sarah,mmel3@gmall.com 7/29/1415:37Martin Kristen 2962 W. Marigold Fayetteville AR 72704.6708 kristenbreannam@gmalLcom 7/29/1415ADWashingtOn Rachel 2569 W Orlando Dr Apt 9 Fayetteville AR 72701-7777 rachel.lynett@gmail.com 7/29/1420:392ahn Stephen 3105 Washington Fayetteville AR 72701-6161 stephenezahn@gmaiLcom 7/30/141:06Atkins Jaden 1733 W Preservation Dr. Fayetteville AR 72703-1383 Jzal994@yahoo.com 7/30/148:46Collins Katie 22485 Clover Fayetteville AR 72701-6926 katlebebe@hotmall.com 7/30/1410:07Miller Alex 2924 E girdle dr Fayetteville AR 72703.6553 amiller@rmpllp.com 7/30/1418:14Emerson Laura Ann 3506 W Clearwood Drive Fayetteville AR 72704-6122 laemerson1122@gmaiLmm 7/30/1418:23Gasparotto Laura 920 N. Levered Ave 8824 Fayetteville AR 72701-1863 misslauralovecraff@gmalLcom 7/30/1418:38Felix Kelsey 2031 N East Oaks Drive Fayetteville AR 72703.3144 mrskekeyfellx@hotmall.com 7/30/1418:5080STWICK CHELSEA 1939 N Caton Drive Fayetteville AR 72704-5893 chekeambostwick@gmalLcom 7/30/1422:1SGarcla David 252 Thompson Ave Fayetteville AR 72701-0806 anotheromnlanivlst@gmaiLcom 7/30/1422:47Arnold Mark 389 E Pharrls dr Fayetteville AR 72703403Sa mold@.aIk,Idu 7/31/143:47Wrlght Elizabeth 344 Phillips st West Fork AR 72774-2809111yySlhart@yahoo.com 7131/1423:39Attaway Holly 1633 E. Wellsley Place Fayetteville AR 72703-3093 hollyattaway@gmaiLcom 8/1/1414:18Walters Janis 403 W. 24th Street, Apt. 97 Fayetteville AR 72701-6960 silverw01fe10@gmaiLcom 8/2/141020Camm 8/2/1419:23Pierce Sasha 2020 N Leverett Ave Fayetteville Y AR 72703-2230 sncanan@emall.uark.edu 5018381842 (S40) 9314538 8/2/1423:0DStarks Michael 449 W. Adams Fayetteville AR 72701-1906 plerce.11@osu.edu 5409314538 8/3/1423:O1Bethune Tricia Christina 449 w Adams 870 W Lawson St Apt 2 Fayetteville AR 72701-1905 tricia.starks@facebook.com 8/3/1423:251-latcher Delilah 1601 Latourette, Ln Fayetteville AR 72703-1735 mllesprower67@hotmalLcom 8/41141217Hendersoo Grace 106 N Platinum Of#10 Jonesboro AR 72404-0727 hatch matk@gmail.com 8/4/1421:245ee1 Zoll Fayetteville AR 72701-7374 ghenderson89@gmalLcom 8/4/1423:44Jeokins 301 n garland ave pmb 117 fayettevllle AR 727014031 zollgax@gmalLcom 8/5/149:19Province Erin Samantha 22675 Camron Cir Fayetteville AR 72701-6980 colleen@live.com (501)409-9951 8/5/1420:14[hang Carla 1764 N. Levered A"#241 Fayetteville AR 72703-2333 saman[hasolareyez@gmaiLcom 8/5/1421:28Toll 413N West Ave Fayetteville AR 727014591carlhachang@hotmall.com 8/6/1411:56Fiddner Beverly 1S141 Low Gap Rd West Fork AR 72774-9346 btoll1019@gmaiLcom (479)839-3238 8/6/1416:00ishtiaq Korey 2532 N. Trafalgar Drive Fayetteville AR 72704-6090 k8ddner@gmail.mm 8/7/143:3SJanskl aneeqa 4695 W Soapstone Or Fayetteville AR 72704-7673 aneega.ahtiaq@gmalLcom 8/7/1412:3SLindsay Renee Christy 50 E. Poplar 5t. 1315 Fayetteville AR 72703-2530 janskistudlo@gmalLcom 8/1111431:550awson Wesley Lewis Woods Lane 131 S University Fayetteville AR 72701-92911amwolfdrummer@gmaiLcom 8/11/1422:SSTakemoto Karen Ave fayettevllle AR 72701-5836 wesley.p.clawson@gmalLcom 8/11/1423:31 House 278 wolfe lane Farmington AR 72730-2512 ktakemoM@aol.com 8/11/1423:I5Newman Glenda 106 W. Boles St. Fayetteville AR7P014201 ghouse@uark.edu 4792675822' 8/12/149:0891anch Joe 1676 N Broadview Drive Fayetteville AR 72703-2007 jdaanew@sbcglobal.net 8/12/1410:45Sharara Betty Mahmoud 2358 Ferguson Ave Fayetteville AR 72703-4345 bettyjblmch@gmail.com 8/12/1430:SSWilzon Matthew 522 N. 0ak St., Aptl Little Rock AR 722054179 msharars@uark.edu 479409053b 8/12/1411:096anlo 210 S School Ave #5 Fayetteville AR 72]01-5958 claybomb84@gmalLcom 4]9]130658' 8/12/1411:335imon Heather 1234 west ridgeway dr Fayetteville AR 72701-2527 hganlo@gmaiLcom 8/12/14 11:35Cdsp Brent Victoria 904 Natchez Alpha Omicron PI 712 W Maple St Bentonvllle AR 72712-3689 brent.j.shon@gmaiLcom e/12/1411:35MacDOnald lames 205 E Harold St fayettevllle AR 72701vacrisp@uark.edu 8/12/1411t41Newmark Had 2741 W Quail Dr. Fayetteville AR 72703-3818 petmhuwlov@gmall.com 8/12/1433ASMcCormick Justin 1854 W Custer Ln Fayetteville AR 72709-5612 Jotters@gmalLcom 8/12/14 31:53Carlew Almabdria 422 w Adams street Fayetteville AR 72701.6758 jejmcconnick@yahuo.com 8/12/1431:59STarks Tricia 449 W. Adams St Fayetteville AR 72701-1905 acarlew@uarkedu 8/12/1412:20Weaver Destiny 1008 W Bob Place Fayetteville AR 72701-1905 tncia.starks.9@facebook.mm Fayetteville AR 72704-2195 destlny.weaver89@gmalLcom 8/12/1413:231.1ndsey Ashley 1719 pleasant woods drive Fayettevltl AR 72703-1462 ashley.m.lindsey@gmaltcom 8/12/1413:27Willlams Shelby 2542 Gentle Oaks to Fayetteville All 72703.6147 shelbywilllams.2542@yahoo.com 8/12/1413:46Parry Megan 1789 Chestnut Ave Fayetteville AR 72703mmparry@uark.edu g/12/1413:51tontery Cassie 4254 NE Meadow Creek Or #303 Fayetteville AR 72703-6361 c1conley.ck@gmall.ccm 9112/1417:57MIIIs ,Tie 1333 Pleasant Woods Dr. Fayetteville AR 72703-1465 starbaby.tm@gmail.com 8112/1418:40topu4ove layea 4155 n valley lake drlve#4 Fayetteville AR 72703-70771aynbpec@yahoo.com 8/12/1419:316amett Bradley 1208 N Carlsbad TR Fayetteville All 727WS826 braclewgamett@gmail.com 8/13/140:131.oney �Cadence 619 north rockdNF road Fayetteville AR 72701-3815cadytheledl@gmall.com 8/131147:32Call Brandon 3209 WGypsum Dr. fayetteville AR 72704-5610,brandonMomasoll@gmaN.com 8/13/1413:03Pennell k9mherly 12308 Ed Edwards Fayetteville AR 72701-9434 klmberty@touchstoneservlces.net 8/13/1419:S7Call !fristen 3209 WGypwm Or Fayetteville AR 72704-5610 tdsten.call@gmallmm 8/13/1421:07Ray FShana 2785 N Ida tlndsey Or Fayette AR 72703-4478 sr001@uarkedu 8/14/1413:321icolll Magaly 1211 N Oakland m, apt l Fayetteville AR 72703.1676 magry_marvel@sbcglobal.net 479435069, 8/1711416:1Obrady Jana 1824 applebury place byettevllle AR 72701-2507 steetcreekacu@gmail.com LlI support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an A DO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRW NAME ONEAAE PRINT) LAST NAME 31119ETADORESS CRY STATE 21p ;�) fA4Ze,r. 4--1/111 P -MAOI i �I\-}-1 'jl MON[ 'J j—� // l Y Wu1T TO VOLUNTEER qWILLTo MY yLNG 111 vvvv✓✓✓ ��'7 r/1 u��d-�,.� J ///��, \L-/ --INN= � / �� I MCMBER FIRST NAME (PLEASE PRINT) LAST AME 91R[[T ADDRESS as CRY STATE ZIP 4'� o 6 ��,c•d v.�� a�03 EMAIL PHONE ^v (� C _�e� [�_ r a J �1WANT TO VOLUNTEER 1 `��I' IITYCOUEANMM ',V�li CRY L Spesm O MY FIRST NAME WLFASK PRINT) LAST NAME STREET ADDRESS � CRY STYE SIERRA ZIP EMML PHONE 1 ( / / i ] 1 -IAD/ 1WANT TO YOLUN1tiER I WILL SPFAX TO MY �J CITY COUNCIL MEMBER FIRST HAME 04E09E PRINT) LAST NAME 91116)&—T DI E55 CLLITYIII STATE ZIP -�Oi A,/, z4 t, 9-7 f A- 77-7ol L-MML PHONE 1nall, _/Cq J D Y I WANT TO VOLUNTEERI WILL SPFAN TO MY ❑ CITYCWNCILMeMIER M FIRST NAE IPIEIL►E PRIMO LAST HAMS STREET ADDRESS CITY 9FATE ZIP Kelle kh prerre✓I(�e A �Z7vl E-MML �eiie/iA. 4Ce i+I�C��j tn�l �.covn PHONE �`]O�..y2�_C/St.� J b �,y/ IVO )WANT iO YOIUNTEER LLLIII C UY CWHCI TO ❑ WILL S GY NIM FIRST NYRE OMEASB PRINFI LAST NAME BE STREET ADDRESS CRY STY[ ZIP EMAIL PHONE )WANT TO VOLUNTEER L-1/ CLWT WILL CUIINQTo My MEMBER -rh 1411 "W ahpmO wph PaTawnlN City AELnnw, and FuTONwas F�,rroa Cw41ial punlwA. rlsupport the City of Fayetteville in passing a citywide Anti Discrimination Ordinance to protect and safeguard the right and' opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. �mm TRV LL? I support an A D 0 that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. MUST Uwe CPMLASS PMNO LASTwMe eT11E[T ADdIlse C" STAIN ZIP LMAIL PHONE O I WANT TO VOLUNTEER ❑ 1 WILL SPEAK TO MY COY COUNCIL WItMeEO MOST NAME (PLEASE PRINT) LASINAME STREET ADDRESS COY STATE ZIP , EMAIL MOVE ,1 WAIT TO VOLUNTEER" I WRL SPEAK TO MY CRY COUNCIL MEMBER MUST NAME(PLEASE PRINMLAST 7 NAME STREET ADURFSS CRT STATE ZIP 1 --- — - E-MAIL PHONE 1 WANT TO VOLUNTEER ❑ 1 PALL SPEMI TO MY CRY COUNCIL MEMBER FIRST NAME OTLP,ARE PAINT) LAST NAME STREET ADORSSR CT' STATE IIP EMAIL PHONE ❑ 1 WANTTO VOLIIIITEER❑ 1 MU TOPSAIL TO MV CT' COUNCIL WO MBED MOST NAME (PLEASE PRIOO 7 (AST NAME STREET ADDRESS COV MATE ZIP e4SAIL PHONE ❑ I LYANT YO VOLUNTEERElI FULL RPPAN TO MY CITY COUNCIL MEMBER MUST NAME UREASE PRINM USTHAME STREET ADDRESS COY STAIN ZIP e4AAlt PHONE 11 1 WANY TO VOLUMRER❑ 1 TAU SPEAK TO NOV C" COUNCIL MEMSEO "Thi+ fr wi M FhsmA with FATwn,wII1A CiIT AMAnm�n +nA FATMOMA TIi.,�+GALLgn PAnrwn 1W ,W]I support the City of Fayetteville in passing a cilywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEVILLE I support an A DO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. FR5T NAPE 04EIOIE PNINp LAST NIME STREET ADORES6 CITY STATE ZIP ans .Ui/f Y: 41)iCv, �I' 9� :� .l�`v.l-/ E -MOLL MORE e",11 � .1.�l/Ve ✓�.ii lJ/12 �J tt7L mil/. MINIMUM .�Di C.3��1 pA V f I WANT TO VOLUNTEER L1 IF--,�I MLL SPEAK TO MY u CIVY COUNCIL MEMBER FIRST NAME IWEASE MIMI LAST NAME STREET ADORETi9 CITY STATE ZIP .HU (1c -7-;k 3 E-MAIL PRONE G> (WANT TO YO4.10TEERC1 ,R Y K TO MY COUNCIIL MEMBBN FIRST NAME IPLEASE PRIVY) LAST"ME STREET ADDRESS CITY STATE ZIP Ge�F� De(s (tip / N/, lM4l PHONE -7 \ �(< J ) S� I - Z J / 1 WANT TO VOLUNTEER ILL SPEAK i0 MY 1___ CItY COV NCIL MERMEN J NO FIRST MATE UNEASETMMTI LAST NAME STR`EETADDRESS CRY STATE SEEM ZIP E'IMII PHONE -f-87-1 'J--/� WANT TO VOLUNTEER f��I I WILL SPEAK TO MY —CITY COUNCILMEMBER FIRST NAME FLEA/SE PRIM) LASTRAME STREETADDNESS CRY SWE ZIP Z ° rla S� �'a -7 2-7 EMAIL PHONE 3 % • — `S r�J 1 WANT TO VOLUNTEER WILL SPEAN TO MY CRYCWNCILMEMBER FIRST NAME WLEASE PRINT) ASTNAME STREET ADDRESS CITY STATE ZIP U�/l S��2 E.M.N. PHONE •/W,� MEMORIES �1y �43•Zo 56 L� IWANT TO vwUMEER 1\� 1WYC40UNU MEMBER L• tRYt SPILA LMEMBER "11ux GFI wi lw fh¢roU wnh Payelrailb Cily AL1Hroen ww FayWIaW FA,rmla CoaMwT• pu•Inal� I support the Gty of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. I support an A D 0 that ensures every Fayetlevillian has equal access to employment, housing and pubic accommodations. VIRFTMAMRegXASEAIINT) LASTRAMR STARET ADDRESS CRY STATE 21P ,-AYGN•�-ULIt��lY� �l�L 7Z7b EMAIL MORE ,Y «-7q (941 _ � O7-7MY t j'� I 1 IWANTTOYDWNIEER ❑ CTCOUNpITMEMBEA POST NAME GREASE PRINK �tov (AST"ME ass STREET ADORESS 3a-7 W P�t�L�IJ COYYY �� ems, / SMTE fl 210 7-1-70 I/ , l� /I �7 [ (�— I WANT f0 VWUNTEF.R D Cm CRAMAN TO My OUNCIL MEMBER FIRST NAME( PLEASE PRINK NAME STREET ADDRESS IN CITY STATF ;1P 4� vv\Y r�- UILL C •JUl,l�i 1-Yl1A/MP. PRONE �7 3 X U ❑ 1 WANE To VOLUNTEER O MY MIA %WAK[IcRY COVNCILSMEMBER FI STNAMR PLFASI PMNTI �a U �Iy WAIT STREEITIAOCPC%S SI�Nt CRY STATE — LP ��0� • P EyiJ.{L 4 nn5 PRONE wz _ t �J � 4), 0—a C� O 1WANTTOVOLUNTEER D ��1 � CRYCOUNCUM MBER BARREN FIRST NAME BMEASE PRINT) STMAMESTREE ISI w<w j i�2ow�tE ADORES9 ,'� �I CRY � j�1 STATE As)z AIP ;/ E-MAIL PIWN! z� I �1 / �0 j IWANYTOVOLVNTEER ❑ NPIAJI To MW ❑ CITY LCOVNCIL MEMBER PRET NAME OREAAE PRINK LAST NAAACEYES"ADDRESS ill Go"t"I CRY MTN M E1P -7-)-7D 1 MAIL PNDNE ❑1 WANTTO VOLI4NItER HALL EPFAN To MT CITY COUNCIL MEMBER —nV- rM"M dumd whh PATEINNi W City Ahl n Tnd PATw,1AYAe F kw Ce Wipn Pan I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAVETTEVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME VLLEANE WANT) LAST NAME LJ�n / Ooh STREET ADDRESS ` (�, k�laZ ��J�cY �{ COY L / / f -o �7feC��I�¢ STAT! ZIP �r \JG�f�Rs EMAIL 1 PHONE r ,.,^ /r_/ uJp l✓I o r n 5', co ✓� 4 '� � � � (� � � ( y / (� I I 1 WANT TO VOLUNIEEP � , IIY COVPNUL TO MY MEMBER FIRST NAME IPIEA*E/PRINT) J� I CC) P IASi ILLYE �� S1gEET ADDPEB9 A (�j CLIM fa� 4-e STATE ZI► , . I 4�> .fu's I WANT TO VOLUNTEER f 1 CITY L SPEAK O MY MEIN FIRS`T>NAME (PLEAS&"INV) LAST NAME STREET ADDNE55 COY STATE . ZIP -1G- -e— - Cow? -)UD L Y-' hVIILO C I i'{'�gJLL/) LZ -- j EdAML PHONE ,�{+�... ��)ZJ(�-�.i. CC�� !/ YV\Cj.1 L_ Gr!L^'— 65,D1Sl J y� /. 1. v (WANT TOVOLUNTEER WI[.J LfYLL SPAM TO MY COUNGL NEMBQN FIRST NAME OPLEAS*PROW) LAST NAME STREETADDRESS COY STATE IT ERROR 7/4-r z t viL / 3)'S- ,/, E-M/JL PHONE //�-yny//1 �/1y / tNNAMZ)rI rl L/' Il ^ / �l10 .21 7(7 -2-(7`1 � /`1 IWAWTOVOIVMTEER PAY CIIYCWNGIMEMBER FIRST NAME OYEA*E PRIWI UST NAME ��Z) STNEETADDRESS /,{- �i'.� COY STALE ZIP EMAIL PHONE \ \,� l� /] i -C^� l (/� J ��' S / f1 (../ Ll IPMNT 70 VOLUNTEER IWILLSPEANAIMY n COYGWNQL MIMBEN FIRST NAME(PLEASE MOW) Geo��1v4 LAST NAME �flvvice STREET ADDRESS l,�C�`iSo.LAJA-stt-142 CITY STAT* ZIP 6�CrTL-Vl AIL EWUIL C- I] E C �I A)/l O G. IM /I PHON* G t) \ — 1 1 \ l I WANT TO VOIUNTE[R 1 WILL fPFAN TO MY 'x I GIfY COUNpL Lv MEYtlER L'� "TNv 1111 w W vnuroO with FF)'FIWvIIW Oily A4SNnnn Ivv1 FAyoIj,v Funny Q(N61iU�� VuOnsw I support the City of Fayetteville in passing a citywide Anti Discrimination Ordinance to protectsafeguard the right and oppbrtunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAVETTFV ��lbe I support an A D 0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. MR"MWE 64 wmown LASTMAME STINT ADDRESS CRY sraE ZIP !� 74, E-MAIL PHONE �� ❑ 1NMNT 1D VOLUNTEER 1MILLSPEAK SPEAR TO MY CMEMBER MI M"TNAMEIPLEASEPRIMD IAST(MME STPRET AVORESS CRY !TATS I ZIP 14 E0. IM 5D S. ; r 1 I LO i.1 -7o / [iMll `eY C, i OW TNNNIe 3 - 7 5 — / 7 9 I RNINT TO YOLUNTEE P CITYLCOUNC/<M EMBER '�� ma T rv� nPST NAME 6Re"s RUNT) LAST NAME STREETADORESS CRYSTATE ZIP Wr LIMA ETV — ' Aq e=-Ij A2 �� RJAl11L RIDN! 3a— C / ^� ^�^�/ J/A / l ❑ 1 WANT 70 VOLUNTEER Pm COUP10LTO MY MEMSEP no" NAM!(PLEASE PRINT) IVA �/G LAST NAMF. l I /k(� i s STREETADDNRSS o Z 1^r��I,titirS �" CRY ' C��l`- (r' STALE Ail TP W-7 C� 1 [-MAIL r l �l I , �� /[ �I�� I, tM /1 I �'.�r}-1 PNONe ///yyy //►� VI — j VI © I WANT TO VOIUMTEER o MV D CRV COUNCIL TMIMSER R IT u I E`� ADDRESS (JV- C ITY 3"ls 71P V BdMll GCV//t 0'F10NE -7g / Z�_�� 0 IWeMTo 10LVNIEER WILL §PUK TO MY O CRYCOVMCILM! BER _� nRST NAM! (PUMSS PRINT) NA LAST MAM! SLREET ADDRESS 0 CRT / i S111TR XIP 7270 NcY ttAK 9L5a 5, 1,- yRILCFVNtJ/ �4� /jKA [JMN „air /Rr�, t�t/1 • , L / "MO 7cl q35 - 5c)t 3 ❑ I WAM 70 VOLUNTEER ❑ 1 WILL CRY OOPPM O MY "Thls Ess wA b• a .e r ofh Cil, ANlam..l AM Fsy.rN. F.w , G.FAl . Iml x . Llsupport the Cily of Fayetteville in passing a citywide Anti - Discriminafion Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAVETTEVLLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST M41E Q�lEUEPllllff) (4sykAmF / �/0+.� l -CU �✓� 11"WITTTADDRESS � �J l (4. 47 �d.. Z-1' CRY ,Ql [L'< -4.`/!G SST/TAA/VE ZIP ��Ii, IN1I� [ F�"�a�J. �^�' Ei L -a, (.vR l �, Y- :I Q GO ✓�� PHDIE i / 1 '� '' �} -5- I I WANT TO VOLUNTEER l Y � I WIILfUN10 MY M CRYCOVNCIWL MEMBER FIRST NAME MEASE PRINK D kU 1� UST E ' b 1�/1 !j STREET ADORSSS jT �'7 �J P 47L f C� CRY L Lf STATE ZIP IQ.r, 7Z- 7 b I� l.MIL ^ � LJ#I ixy1s � c7 � L� � 'J tel.. l/l/ll. 3 — � ° WANT TO VOLUNTEER I WILL SPEAK TO qTY COUNCIL DENM SER RAW NAVAS 042ASE PRINT)E 7 STREET ADDRESS 2 7 5 (45:1 CRY ��e 9uTE ZIP . e � / c i� 7 0 GMAIL , /. / I l km I PHONE I (' _ i>� �� 7 �i ry ` 7 ❑ 1 WANT f0 VOIUNEEER TO MY [I CITY CdMWILL U M MDER eLN ( — / (� V C7>! /}J( FIRST NAME )PLEASE PRINT) LAW "me —' 111111( ET ADDRESS CITY WAVE ZIP C IIA2u c 1 Vi6-P506 r/ 5, �lv,r�an/ �- F��t i7E✓r�� q2 � 2`za f E -AMIE 2Wa�@� , �G11 / eRN MORE � (� �^ Iq f j_ ^ �� l�x� ( 0 1WANTTOYOIYpiEER WH.L SPUk TO MY ❑ CITYCOUNCIL M MRER FIRST NAME(INEASE RNNH C h UST) NAME STREET ADDRESS CITY STATE ZIP AR -71.7 -at WaJn�t� (eve_le_ 43 !•MADMY f ff j 1 / SL11i✓OM f LT L�LJ/I b IiV A{Iq - 3) _'/-7(o L� 1WANT TOYMVNTEER 1 I CIWTY NICSPEANTOOUNCIL MEMBER FlRDT NAME PIEWEPRINR LAST NAMf STREET ADDRESS CRY SUITS ZIP WMAIL PHONN l�, 1 I IWA ITOVOLUMTEIR LLL—IJJI r IWILL SWAN TO MY CITY cWNC/l MIMSER f � � "T1ue G(a�jw,f�W/.�,hLmd wNn Fey.ltwd1b Cly A]&". end F.yAUri4 Fu.. CwMron {wnrrr. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right andopportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME SkEM PRINT) Geed LAST "Wit �(5ne� STREET AOORESS lyse N'. CRY STATE 31P 2-7,. 8 -MAL • �t PHONE �5 C`� / �/ 2 � O IWANT TO VOLUNTEER L SF%A WILL MY 4/ 7 � �f / J H L..J i CRY EM I MEMBER FIRST NAME DMEAfE PRIMn LAST NAME SIRBETADDRE59 CRY STATE 31P (Ina�lSyn a� Fz-,,,,e ev j(Ie " E-MAIL namuv4 PHONE c 15&c IWANT TO VOLUNTEER L -I IINIpEAN TPIC CITY CONCIL MEMBER FIRST NAME (MEASt PRINT) LAST "ME STREET ADDRESS CRY STATE XIP ,J/Ovicele 105-rIlV66 &/fg if44614AI ST F'gye7TEV/fir AK Z O� E-MAIL Saa3Ti�✓��s�B�GMa��.c�n� PHONE �T I L 5�-7�0 7 ❑ INYNTTOVOLUNTEER 1�'/ U SPLA LLO MY VI C,"YCOUAMEN CR /T -J FIRST NAME ONEASe PRINT) LAST NAME STREET ADDRESS CRY STATE XIP Lim.b�/ Ya l►1�rc1�'I car nn� 9 -MAIL PHONE L) IWANT 70 VOLUNTEER CJ L SPEAK TO MY �n INILCOUNCILM MSER RBST NAME ONLEASE PRINn LASTN►ME STREETADDRESS RT STATE XIP 'I E -ARIL PHONE ❑ 1 WAMTTO VOLUNTEER ❑ 1 WILL SPEAK TO MY CRY COUNCIL MEMBER FIRST NAME(PLEA95 PRINT) LASTNAME STREET ADDRESS CRY STATE 31P (Ir r vRK� ; �� E 1 o�Ns�/iP ST f ` I�i�Lc 4tF 3 -2 E-MAIL PHONE •y. PAY ❑ I WANTTOVOLUNTEER IVRLL SPEAK TO MY CRY COUNCIL MEMBER -IN. I'M "O AAAroU w4h Fayall.wMF lily ASNnnm An1I FAyAIIA FN . (:oohlwn Iwlrn.� I support the City of Fayetteville in passing a citywide Anti - Discriminafion Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. PIASy NAME D'IkASE PRINT, LAST NAME STNEET AD014E55 CITY STATE ZIP EMAIL PHONE . I 1 I WANT TO VOLUNTEERI LJ WILL SPEAK TO MY CUY COUNCIL MEMBER FIRST NAME BMEASE MINT) LAST NAME ON CITY Sll1TE SIP STREET ADORESS 3 2 EwN PHONE [D/ Q. /i.E0. , Lon. I x Sr -7 T n 1 _ 1 I WANT f0 VOLUNTEER l MILLV my H I WILL SPEAK T M COUNCIL MEMtlER FIRST NAME B u"g MINK Les LAST NAME UTr r�oi� STREET AOONESS/ 31 v �(. (U2s�l;, lb, Xvt CRY_ f'loyelte�I1It STALE AR SIP ?2�0� 9 E-MAIL Is PHONEL7`3- IN QSf�al.. D(l (/ I%?n 377- �_ 1 WANT 10 VOLUNTEER 1 Lf 1WILL SPEAK 10 MY COY COUNCIL MEMBER '1`il\J FIRST NAME IPLEASE MINT, LAST "ME �'.NS STREET ADDRESS >. CITY 1�.�)��ii'� STATE SIP 61 j22 7Z1 EMAIL � Y .l y 3 E)yI611 , VNONE G� 4 5 2- } �� Y - I WANT 10 VOLUNTEER O 1 WILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME ONEASE MINT) LAST NA SIREETADONESS CRY SINE ZIP i 4� 10 & c.0 V 7a 7 E+AAII PHONE L��] �1 % 19 Z 3 / y I �C� OWNS I WANT TO VOLUNTEER __ I WILL SPEAK TO NT CITY COUNCIL MEMHGR FI�TNAMELPLEASEMINq LASTNAME STREET ADDRESS CITY STAT IIP oh E.MAN - /` ct� CA Moxa WANT TO VOLUNTEER H CII COUNCIL MEMBER "This AAI"w eha,sd wAl, FSyaw .1W CAy AMwrrimi x�.d hyelw.Ab FR+row Cutlilw.• PMI.wn I support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free f rom all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identify, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. P.`N^�!LB I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. rip" NlIdl fum, 1'AIIN1 LAST NAME STRS[i ADDRESS CRY STATE ZIP EM41L Pf�ONE �A _ - '(�'...Y WANT70 YDLUNIFEN �,I YALL bAAN TO MY CRY OW001. MEMBER FIRST NAME IREASE PRAT LAR TLATAE STREET ADDRESS st CITYY, � 1� 41A1E ZIP � ;5 �a ��1 1ga ��: . Qejle�� -AR jc EiMR /� lj /I^ Krl�� Y L/ \S ` Lt LIQ .0F4 MORE �j /yIVW1tLSFFAK /l ( f -,'j 5 I WANT TO VOLUNTEER TO MY �RyCO 1NC l Mf BER nNR NAME ontatse PAIIR) M LAST NAME STREET ADDRESS ' CRY �, M4 VAre IIP, �� - �� 7&N F414MI /7 f� 11- IVn\///5.��hT PHONE IYVANT TO VOLUNTEER � l IWILIS NCI TO MY M u CWILL% CK MEMBER FIRST NAME IPLEASE FIRM LOST NAME � � � / �(? i1 STIISET ADDRESS CRY RATE ZIP F MAIL FNONE 4873 LI I w.Nr TO VOLUNTEER a MU, SPEAK TO MY C COUNCIL MEMBER MAST NAME o L se R11Ni1 LAST NAME. STI EET AODPESS CRY STATE SIP T/ ati1pa"J,1413 'F ettev, !le ffle 7y209 E-MAIL ! �m PHONE �U� _ �� _ / / f-2 (JS 'x I 1 WANT TO VOLUNTEER ii--�v C'"COTWILL NIaN M MY cRrDDVNLILMEMBCR MRN) NAME O9IUUE PRINT) (✓��!`�� URIANS �� n STREET ADDRESS Si CNY 5 �1n ��2 STATS ZIP, ?272 �o�M "AIL Y �.O , PHONE �'](�'�� _I I ` ❑ /YVAM TO YDLUM7EER ❑ C"CdNIgLMEMRER 'TAM W wA b h.,. i wAh FR,wll«ill. City Akt r .o ..d F.yer. FA:n».. C.R. P On, I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public; accommodations. Rei mr_,.,alilgr FIRST NAME DNEAEE PRINT, SGI'ah LAST NAME Rat" ADDRESS CRY STATE ZIP ,S IiMers 151. Pn, eC� St. Fly. R7 �G ��Q�n��e ✓��'- ��701 k -MAIL PHONE L 1 WAMTO VOIYNTEER u CII T LL COUNCPECIILTO MY MEMBER FIRST NAM0 UNEASB MIMI LAST "me STREET ADDRESS CRY SiAie ZIP , /M0 jN y A(2 GItiN o?l r3 E, WOLF Ali cc ' eR F,,,gyC— �i«� A� 7-27v3 E'MAII PNONtl I WANT TO VOLUNTEER Cl CWILLSPEAIK O MY 1 NAPE IPIEASE PRITIII i NAME l T1 STREET ADDRESS �2 U' CITY ST TE ZIP E•MYl -PRONG'j /I ` 1 F. 'S-T-RIIEET`ADDDIRESIS \II r I WART TO VOLUNTEER 1 WILL SPEAK III V v FIRj�NAME tlMEAEE PRI ✓�(/ LAST NAME CITY STATE ZIP L c 7(Q S F/Ij a17,1701 E -IL /M PHONE rI1I I WANT TO VOLUNTEER WILL SPEAK TO MY l J IIY C W NUl MEMBEN FIRS]NAME OPLEA/E PRINT) LAST "ME STREET ADDRESS CRY WERE ZIP EMAIL PHONE I WANT TO VOLUNTEER Lill r I WILL SPEAK TO MY CRY COUNCIL MEMBER FIRST NAME IPLEASB PRINT) LAST NAME STREET ADDRESS CRY STATE ZIP EMAIL PHONE D I WANT TO VOLUNTEER IWILL SPEAK OMy MUER "TWF lin wrE W aha,.d .41) PAynwvilN Cily AYwnimr and Fsiywl N Finny Coahlwn pVmrors. riI support the City of Fayetteville in passing a citywide And Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. ET IVILLIN I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME{ARD9E PIMRTI rlyAME STRBETADOREss CITY STATE 21P E4AAIL PHONE O I WANT TO VOLUNTEER ❑ I WILL SPEAK TO MY CRTCOUNCILMEMBER FIRST NAME (PLEASE PRINK LAST NAME STRBRA"ORM9s CRY SMT6 211 E+AAR PHONE LI I WANT TO VOLUNTEER 1 I I IVILL SMAN TO MY LJ CRY COUNCIL MEMBER 1 FIRST NAME MkRASE PMNs LAM NAME STREET ADDRESS CRY STATE XIP EMAIL PIONS ❑ ILVANT TO VOLUNTEER ❑ IMLL SPEAK TO MY CRY COUNCIL MEMBER FIRST "AMR WL6AEE Mon 7 LAST MAME STREET ADDRESS CRY STATE 1241 EMAIL PHONE O I WANT TO VOLUNTEER ❑ IMLL IIPEAM TO MV CRT COUNCIL MEMBER FUST NAME IPLEAse PANT) LAST MIME STREET ADON699 CRY STATE SIP SIAAIL PHONE ❑ I WART TO VOLUNTEER O 1 MIL SEAN TO MY GITN COUNCIL MEMBER FIRST NAME NUAME PIN UST "ME STREET ADORES' CRY STATE 21P E4AAIL PHONE L ITTAM,bYDLVNTEERVVILL SPEAK O W U ,R cm gLTM[MMR "TMH fiN wl W tlumd wM1h Fry�PMviIN City AlAwnw+Aml FnywNmAa FnirrlA Cmfilan pnPr+n�, I support the Gty of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an ADO that ensues every Fayetlevillian has equal access to employment, housing and public accommodation. 4Yn.wal rvxllllhn FIRST NAME MLSARE MWO LAST NAME STREET ADDRESS V CITYSAI' I AJ LIR I _ E-MAIL pNUNE (\ n �; -- ,,, UU I lIy11 7 5 r II L J T "NY TO VOLUNTEER I WILL RFEAIL M MY CRY CWNgL MEMBER \ 1 / / FIRST NAME^CAM WANE) LAST NAME STREET ADDRESS MY i STAVE top FaUll MIME I WANT TO VOLUNTEER U TWAT SITiCTOMY CITYCW NCIL MEMM BER FIRS" NAME MLEASF,PRINTY LAST NAME STAFFT AOORESS CRY STATE tip 6u -5 n J arc en�a70� F AUII FNDNE ❑ IWANT TO VOLUNTEER INICK TO MY R LCOUNCIL MEMBER FIRST NAME MLEASC PIIMI) U41 NAME WIMST MISSILES CITY STATE ZIP !-SOIL RNONE r IWANT IPYOLUXTEER jI YiAtt AftAX to MY IJ CNY COUNCIL MEMEER FST NAME Fe" LASTNAME STREET ADDRSS CITY AllYE ZIP EMAIL ry1ON! r� I 1 IWANTTOVM~tp.R LLLJJI 1 1 IWNNREAN Tom U CRYCWNCILMEMBER FIRRIMAMEMLEASSFMNT" CASTNAME. SIR[" All"PES9 ERROR CRY STAIR ZIP F -MAIL PNONt Ll1 WANT TO VttUNTEER To MY Ll GITTYLCOUINAAL MEMBER -TNIiM w4Iw 01.1-11 wish FIryAOErilla Cey AlA ."..-I f,vywgm.A. V.— Cw.lili�o� pro�.r•.v I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, odor; ethnicity, national origin,'age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTMUR I support an ADO 0 that ensures eve Fa ettevillian has equal access to em ": IlRb, PPa every Y 9 employment, housing grid public accommodations. FIASI NAME'WEAY PRINT) LAST NAME SIREETADDRESS CRY STATE ZIP PX =� ��f�rr�<��< E-MAIL I110NE 1 WAN ITOVOLVNTEER C"kLSFIKA CQ%INTO MY MIMiER PI ET fIAME UNEALEPR,INT) � LASt NAM! \ SIREIi AUONESS / / CNY SIVE LIP E-M41L MONE I WANT TO VOLVNT EEA 1 1 I WLLL SPK TO MY L' CRYLSP"K TO FIRSr NAME SNEAlE PRINT) LASTTRIME STREET ADDRE55 CRY STATE ZIP 4e' 7Z 7L, �j EMAIL PIIoNE iJ � /-, Io'L/ y9 Hon. V tj7c - 9� - `4 Ifs' 1 I I WANT TO VOLUNTEER LJ C, C HA SPL X O NIT MRIJ<i . ; Icy 1 PIRST NAME WERSE PRINT / IA5 NAME MMMMMMMMMM STREET ADDRESS CITY SYNC ZIP EMAIL "1 NE ^T I ` � 1WANTT0VOLVNTEER )WILL SPLEN TO MY O CITY COUNCIL MEMEER FIRST NAME WkEASE PAINT) L_i "STMME STREET ""COS (. P'` CITY SGTE ZIP ev �e� /3A 17�� ✓, ;�- zy t1 t t,,- f/%� f ifl7A1a1 EAM1L PNUNE 61I' IWAMT iOVOLYNTEEA I WILL TO MY CITYCOUNOLMEMSIA FIRST NAM PTIINY) IAS STR[EI PRESS + CffY �� 4-t L f VY' E MAIL MONK )WANT TO VOLVMTElA110ry COUNGILMEMRER "fM• Iw v7 W anAmawM FyMNNIIV Clry AIaFNnan.,xi fYrRRMI�F fMTF•T Co+Mon pAnrui• I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. m�Il�a.. �oDrIiDA FIRST HAME(PLEASE PRINT) HC LAST NAME �V STREET ADDRESS CRY STATE LIP 1 l v i Y(, EMAIL PHONE I WANT TO VOLUNTEER 11❑CRYCOUNCILMEMB WHL BPEAH TOMY IN ER NAME(PLEASE PRONT) 7 I LAST NAME STREET ADDRESS CRY STATE LIP ,BY SLi -MAIL PHONE /] Ip ❑ IWANT TO VOLUNTEER❑R TO MY CY COUNCIL MEM9M BER FI "ME PRILIM) !(PLEASE IAST NAME CITY STATE� ZIP 1STREET /ADDRESS (,�V/ E-MAIL PHONE /� /� /I`n_ a /la a'� ! '/'IIV I(Vl/ !A�/ (. ❑ (WANT TO VOLUNTEER ❑ IWILLSPEAyCOUNCN TO MT COYCOUNCIL MEMBER FIRST NAME (PLEASE PRIM) 145T NAME STREET ADDRESS CITY STATE ZIP ,.1,r j `o �Lr 5�ri S � Ali 7Z70t E-MAIL PHONE ❑ IWANT TO VOLUNTEER ❑ CW°COUNCIL TO My MEMBER FIRST NAME (PLEASE PRAT) LAST NAME STREET ADDRESS CRY STATE LIP zld 1 -In" 'avt s20 A%1 7270) E-MAIL PHONE z 7G-,��; ,�v�l fs�. �� 2g/- 7�5-- 1721 II��`,, iWANTTOVOLUMEER LJ ��WIYL SPEAK TO MY LJ MEMBER FIRST NAME(PLEASE MINI) LAST NAME STREET ADDRESS CRY STATE ZIP r �f ,� %��c �lrr�(� 5��/ E r h . G!/�%" �d✓!Gil �f G�7-4y E-MAIL PHONE , J J� J (Z'/� ❑ IWANi TO VOLUNTEER KTOMY CRY COUWILI-SNCIL MEMBER "This list will be shared wilh Fayatwa ills City Ald.,.n and Fayehaville Faimeas Coalition partners. I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, -sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. Ialruss.m4l.n FIRST NAME(PLEASE PRINT) LASTNAME STREET ADDRESS CITY STATE ZIP e e EMAIL PHONE C ` / lJ /l.' 11I WANT TO VOLUNTEER IWILLSPEANTOMY 11 CITY COUNCIL MEMBER FIRST NAME (MUSE PRINT) LAST NAME STREET ADDRESS CRY ST1TE ZIP !-TAIL PHONE ❑ I WANT TO VOLUNTEER WILL O (WILL SPEAK TO MY COUNCIL MEMBER FIRSTRAME(PLEASEPRINn LAST )MME SLREETADDRESS CRY STATE ZIP E-MML PHONE ❑ I WAN] TO VOLUNTEER❑ 1 WILL SPEAK TO MY CNY COUNCIL MEMBER BE FIRST "ME (PLEASE PRINT) LASTNAME STREET ADDRESS CITY STATE ZIP E-MAIL PHONE ❑ I WANT TO VOLUNTEER WILL ❑ )WILL SPEAK TO MY COUNCIL MEMBER ENNNNNB RAW "ME (PLEASE PERIO IASTNAME STREET ADDRESS CRY STATE ZIP E-MAIL PHONE 11I WANT TO VOLUNTEER I❑ I WILL SPEAK TO MY CRY COUNCIL MEMBER FIRSTNAME(PUMSEPAINT) LAST "ME STREET ADDRESS CRY STATE ZIP EMAIL PHONE ❑ I WANT TO VOLUNTEER ❑ I WILL SPEAK TO NY CITY COUNCIL MEMBER "This list Will be shared with Fayetteville Oily Alderman and Faye(eville Faimeae CDeliti.n p ft..s I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYEnlvILLe I support an A D0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME"EASE PAINT, LAST NAME STREET ADONpSS CITY STATE ZIP E. WIa ��_CtA �♦ ��I�V� PRONE ��/�� Ci��-..�� 1WANTTO VOLUNTEER WILL COUNTO MY CIL MEMBER FIRST NAME "LANE PRINT) lw]I NAMt AT "ELI ADDREfi cLLLRoy S�TTAATE� ZIP —7 JEZA EMAIL yNONp 1' �J\l' l 1WANl lOVWUNIEER to MY IMEMBER [� CLIY COUHU r— I ��r� M FIRST NAE B'IEAAS PRINT) LAST STREET ADDRESS CRY STATE I ZIP E -MMI PHONE ClI W.NF TO VOLUNTEER C] 'try COU "tube" FIRST NAME OVLEAMMINT)1451 NAME STNEETADURE55 CRY STATE ZIP 1 -MAR. PHONE 1 1 WANT TO VOLUNFEER 1 I 1 WILL 5PEAII 10 MT CITY CWNCIL MEMBER FINS] NAME 91EASEPRINT) 7STNAME STREET ADDRESS CRY SWE ZIP F,MAII PRUNE 1 ❑1 WANT TO VOLUNTEERLlI WILL SPEAK TO MY GTY COUNCIL MEMBER 111 FIRST NAME N%LEAEE PRINT) LA41 NAME STREET ADDRESS CITY SIMS ZIP EMAIL PIIOHN LI (WANT TO VOLUNTEER C1 ClTO my IYIGUNQLMk'NBER MINNINNINI "'Ms N+1 wN O+nNroU wAN PyMIArJl. lay ALUFOYHn AiA) NTwIMF F+.:al+CoalnNn Puu:+y riI support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran sialus. PAYETTIRVILL9I support an ADO that ensures every Fayeltevillian has equal access to employment, housing and public accommodslions. FIRST NAME BVRASE FTIINR LAST NAME STREET ADDRESS CITY STAIR ZIP E-MAIL MIME I CJ (WANT TO VOLUNTEF.P n MY CINE' COMM MEMBER FIRRT IMMF.OREA9t PRINT LAST MIME 631111FT ADMIE95 CRY !TIME F.IP E,14MIL MOVE 11"INI TO VOWNTEFP MY H "IT VVICOUNC,LIA 4BE4 77M7O•IEN"ST NAME STRF.F.TAOOBESS CITY 9TMF ZIP U I WANT To VOLUNDEERI WILL SPEAK TO MY CRY COUNCIL MEMBER FIP.X.T NAME BYFASE FRONT LASTNAME RAREST AMMONS CITY SERE FIP E-MAIL MIME I WANT Yo VOLUNIEER 17 CRY i. VIMA o My l� L FIRST NAME. mp."V PRINT) LASTNAME 9T1f6F.1 AppAE94 CITY STATE FIV [•MAIL mope r, I I I WANT TO VOLUNTEER r I I WILL SKAK to My CITY COUNCIL MEMBER RPST NAME ("FARE FIX"M UST NAME STRERT ADDRESS CRY XXXXMN STATE SIP E A N PNDNE (� I I I WANT TO VOIVNTLER my rrIlI C AOUNCILL MEMRE.p u= "TM• Int MAN IM Mrnmel wM1t, FTgnO.viEA d'ry AFi.Imm wnrl Fnwnn.-11. T',,:....••. T;,RIi�,�.. Cn•�r... I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYEELTTEVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST YAMElIIIPAEE M1141) ST "ME� BT�flADDRESS C�ITY STATE�- ZIP C� �I �- r {� E -Lull PHONE L�t'��y'>'" J\•,�L' �i •`�`C-LV I C?�C--� ��'� rC� WANT TOVOLLNTEER�I �--� IWIILfPFAK tOMY 11 CITY COUNCIL MEMBER FIRST N"EiRUlE PRINT] LAST NAME ETNEETMME55 CITY STATE SIP e+AML PNw+E j_ IWWNT TO VOIUNTEFR-,-J i CIL SPEAK TO MY YI COUNCIL MEMBER L14h,cJ1w' FIRST HAME(W.E&%E T•RIIFT) U15T IUUAE STREET ADDRESS CRY STATE IIP E-MAIL PHONE I WANT 10 VOLUNTEER WILL 1 WILL SPEAK TO NY COUNCIL MEMBER MOST NAME @LEASE PIRMR LAST MAYE /iEl A/fNLE64 NE CITY fTAIE LP E44A1L PNONfl U I WANT TO VOLUNTEER I I I WILL SPEAK TO MY tm COUNQL MEMBER L.J "RST NAME OIIEASE PAINT) LIST NAME 91""AOPRE55 CITY SYMC ZIP F•/AA11 PRONF IWANTTOVOLUNTEERI (WILL SPFAN TO MY CTTY COUNCIL MEMBER LLLiii LH RRST NAME B•IEASE PRINTI LAST MAME SEREET IPPRESS CT' fTATF FIP ea1MIL PHONE I WANT TO VOLUNTEER JJ I WKX /MAN TO MY CRYCOUNtlLMEN -This Iw wA W shslVd weh Pvy.tWdie CITY Alds. . Fnd FVyeI1AvAA FA ., C, I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, odor; ethnicity, national origin,'age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTMUR I support an ADO 0 that ensures eve Fa ettevillian has equal access to em ": IlRb, PPa every Y 9 employment, housing grid public accommodations. FIASI NAME'WEAY PRINT) LAST NAME SIREETADDRESS CRY STATE ZIP PX =� ��f�rr�<��< E-MAIL I110NE 1 WAN ITOVOLVNTEER C"kLSFIKA CQ%INTO MY MIMiER PI ET fIAME UNEALEPR,INT) � LASt NAM! \ SIREIi AUONESS / / CNY SIVE LIP E-M41L MONE I WANT TO VOLVNT EEA 1 1 I WLLL SPK TO MY L' CRYLSP"K TO FIRSr NAME SNEAlE PRINT) LASTTRIME STREET ADDRE55 CRY STATE ZIP 4e' 7Z 7L, �j EMAIL PIIoNE iJ � /-, Io'L/ y9 Hon. V tj7c - 9� - `4 Ifs' 1 I I WANT TO VOLUNTEER LJ C, C HA SPL X O NIT MRIJ<i . ; Icy 1 PIRST NAME WERSE PRINT / IA5 NAME MMMMMMMMMM STREET ADDRESS CITY SYNC ZIP EMAIL "1 NE ^T I ` � 1WANTT0VOLVNTEER )WILL SPLEN TO MY O CITY COUNCIL MEMEER FIRST NAME WkEASE PAINT) L_i "STMME STREET ""COS (. P'` CITY SGTE ZIP ev �e� /3A 17�� ✓, ;�- zy t1 t t,,- f/%� f ifl7A1a1 EAM1L PNUNE 61I' (WANT iOVOLYNTEEA I WILL TO MY CITYCOUNOLMEMSIA FIRST NAM PTIINY) IAS STR[EI PRESS + CffY �� 4-t L f VY' E MAIL MONK )WANT TO VOLVMTElA110ry COUNGILMEMRER "fM• Iw v7 W anAmawM FyMNNIIV Clry AIaFNnan.,xi fYrRRMI�F fMTF•T Co+Mon pAnrui• riI support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran sialus. PAYETTIRVILL9I support an ADO that ensures every Fayeltevillian has equal access to employment, housing and public accommodslions. FIRST NAME BVRASE FTIINR LAST NAME STREET ADDRESS CITY STAIR ZIP E-MAIL MIME I CJ (WANT TO VOLUNTEF.P n MY CINE' COMM MEMBER FIRRT IMMF.OREA9t PRINT LAST MIME 631111FT ADMIE95 CRY !TIME F.IP E,14MIL MOVE 11"INI TO VOWNTEFP MY H "IT VVICOUNC,LIA 4BE4 77M7O•IEN"ST NAME STRF.F.TAOOBESS CITY 9TMF ZIP U I WANT To VOLUNDEERI WILL SPEAK TO MY CRY COUNCIL MEMBER FIP.X.T NAME BYFASE FRONT LASTNAME RAREST AMMONS CITY SERE FIP E-MAIL MIME I WANT Yo VOLUNIEER 17 CRY i. VIMA o My l� L FIRST NAME. mp."V PRINT) LASTNAME 9T1f6F.1 AppAE94 CITY STATE FIV [•MAIL mope r, I I I WANT TO VOLUNTEER r I I WILL SKAK to My CITY COUNCIL MEMBER RPST NAME ("FARE FIX"M UST NAME STRERT ADDRESS CRY XXXXMN STATE SIP E A N PNDNE (� I I I WANT TO VOIVNTLER my rrIlI C AOUNCILL MEMRE.p u= "TM• Int MAN IM Mrnmel wM1t, FTgnO.viEA d'ry AFi.Imm wnrl Fnwnn.-11. T',,:....••. T;,RIi�,�.. Cn•�r... I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, ade, sex, gender Identify, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEWKAs I support an ADO that ensures every Fayeltevillian has equal access to employment, housing and public accommodations. FIRST NAME(PLLJSE PRINT) LAST NAME STREETADDRESS CRY Run. I ZIP 41.2(03 i J' ��u 24G vi e.wn C.l ark, & PHONE / J 7 �'— /� % / / / I� y : IVANT 70 VOLYXIEFR - ET i{ 1 WILLfPNCI 70 g LL SPEAK OMY (,(� c ((( / / /�(�l/fes. L1R LI MEMBER FIRST E(PLEAEE PRINTI JY1�� LAST NAME �c�5 L 2 "� STREET "D$ItS$CITY .� �.� 5 /�o�res�" �e , Fay� ✓e �� STATE ZIP �� o / EMAN PHONE 1 1 1 WART TO VOLUMIEEREl c,TO My "Y CCL OUNCI MEMBER FIRST NAME MASS PRINT) LAST NOME STREET ADDRESS CRT STATE ZIP I'V1'^14, EMAIL PHONE ❑ 1 WAMT TO VOlUN1EER FI 1mL SPEAK TO MY COUNCIL IMEMBER FIRST NAME PLEASE PRINT) UST NAME STREETAODRES5 CRY STTAAATT.E, ZIP RS� .Sctn �L-L % C�.fJ /'Vl J.f p{ r E -MAN. PHONE 111 WANT TO VOLUNTEER [11 WILL SPEAK TO MY CITY COUNCIL MEMBER FIRST HAME(PLGEEPNINT) LASTRAMEI STREET ADDRESS CRY STATE ZIP ov \-e— I' �A/, C I Av i ! (� ELIAIL PHONE I WANT TO VOLUNTEER ❑ I WILL SPEAK TO MY CRY COUNCIL MEMBER 04ROT "we (PLEASE PRINK LjASTNAME STREET ADDRESS CRY Swe ZIP (' / �1 G7 [-MAIL PHONE 1 WANT TO VOLUNTEER1 ' I WNL SPE11N TO MY I_f CITY COUNCIL MEMBER "IN, Let wdl be tha d w5h FAyalMVllle City AMamen enA FPyeIIENF Fa . Cothlon pan.,. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, ade, sex, gender Identify, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEWKAs I support an ADO that ensures every Fayeltevillian has equal access to employment, housing and public accommodations. FIRST NAME(PLLJSE PRINT) LAST NAME STREETADDRESS CRY Run. I ZIP 41.2(03 i J' ��u 24G vi e.wn C.l ark, & PHONE / J 7 �'— /� % / / / I� y : IVANT 70 VOLYXIEFR - ET i{ 1 WILLfPNCI 70 g LL SPEAK OMY (,(� c ((( / / /�(�l/fes. L1R LI MEMBER FIRST E(PLEAEE PRINTI JY1�� LAST NAME �c�5 L 2 "� STREET "D$ItS$CITY .� �.� 5 /�o�res�" �e , Fay� ✓e �� STATE ZIP �� o / EMAN PHONE 1 1 1 WART TO VOLUMIEEREl c,TO My "Y CCL OUNCI MEMBER FIRST NAME MASS PRINT) LAST NOME STREET ADDRESS CRT STATE ZIP I'V1'^14, EMAIL PHONE ❑ 1 WAMT TO VOlUN1EER FI 1mL SPEAK TO MY COUNCIL IMEMBER FIRST NAME PLEASE PRINT) UST NAME STREETAODRES5 CRY STTAAATT.E, ZIP RS� .Sctn �L-L % C�.fJ /'Vl J.f p{ r E -MAN. PHONE 111 WANT TO VOLUNTEER [11 WILL SPEAK TO MY CITY COUNCIL MEMBER FIRST HAME(PLGEEPNINT) LASTRAMEI STREET ADDRESS CRY STATE ZIP ov \-e— I' �A/, C I Av i ! (� ELIAIL PHONE I WANT TO VOLUNTEER ❑ I WILL SPEAK TO MY CRY COUNCIL MEMBER 04ROT "we (PLEASE PRINK LjASTNAME STREET ADDRESS CRY Swe ZIP (' / �1 G7 [-MAIL PHONE 1 WANT TO VOLUNTEER1 ' I WNL SPE11N TO MY I_f CITY COUNCIL MEMBER "IN, Let wdl be tha d w5h FAyalMVllle City AMamen enA FPyeIIENF Fa . Cothlon pan.,. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYE77EVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. b.nn: r.: n,tlllon FIRyT NAMEII'LMLIIE PRINII a}c11uME STRIET ZODRE96 CITY STATE ZIP �4L1� EMAIL SVnrMyWv� PHONE /_50jL5-nO J IWANT70YYNIEER TLNGYO MY KI CIYCOUIMEMBER FIRST NAME 0-uEM;BMIR) UST MME STREET I) ESS CRY BUYS ZIP Uv)As 5- *5 1 qq W KP Il eta Takmv4w'l (Z—1211D3 e.rwl (��n� C;O � A PHONE I _ 1 Sg s '� i� L4 + I Ot _l I WANT TO VOLUNTEER .r—/j)1 I WILL SPEAK TO MY ' /�. CII V COUNCIL MEMBER FIRST NAMEI/'LUEE PRINq U5 NAME STREET ADDRESS CRY 9TTATE ZIP L. MAIL IMON! Cto i Irl D /�% uA P" J nM �D,/ rpm IU„ LX/ ( WANT TO VOIYNTEER II SIR F1 CRY CWWILL N UL MEMBER FIRST NAME(PLEA" MINn USI NAME STR/EETA7DRES`S) CITY STATE ZIP E•MML PHONE r L� I WANT 70 VOLUNTEER 1 WILL SPEAK TO MY CITY C W NGL MEMBER FIRST NMAE(PLEASI PAINT) USTNAME STREET ADDRESS CRY Slime ZIP E -FAIL PHONE ❑ 1 WANT 70 VOLUNTEER a 1 WILL SPEAK TO MT CITY CWNCIL MEMBER FIRST NAME. (PLEASE PRINT) LAST NAME STREET ADDRESS CITY ETATI ZIP E.EUIL PHONE I WANT TO VMUNTEER 111 I WILLSPEM( TO MT C11Y CWNC/L MEYYER -Thn 161 .-A W shame wnh Fayeuovib City AL inand Faysfia Fuvww CoahTlun pu4wN I support the City of Fayetteville in passing a citywide AntiDiscrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free f rom all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender Identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAE??�ILLLE I support an ADO that ensures every Fayellevillian has equal access to employment, housing and public accommodations. Flow NAME Mume RNIB) MST NAME SnWCT AOOIIESS ?Z(O bras� CT' STATE �r ZIP -�Z�dZ ��I��If�� E-MAIL //�� 1^ I I S^ Oro,, PNONE (},�CQ�_\�v�/t�� -\\ J ` b ' v IWANtTO VOLVNTEEA 'J(j CrryPEIIK TO MY .r 1�`CT' CommCMEMSEA noST MUTE WWASE PNIMr LAST AME STARET IIDOAEsB Al CITY STATE T1P )Vt Ba IL (1 �I I . r It (e �1 / 1 e PNOIq,[''''''II1 /// /'1(//1f �yI (-, 1•/// LY I ` �V ' ` '/ o tIl 111 I1F�, 11 , y 1 WI1M TO VOLUNTEER MILSMAKMMY CRY C WNCIL MEMBER . `5,�, /AVOIAESS I77WAFAAFE nPW NAME OgE"lll SPPRJ1 B'I NAME \I STAEIET, CRUUUY T.IP ro lJ1UIl 1 'y/�� FryONCU %)��- IY•Nn CITVCWIMILTO MV MEMBEq no" NAME pff LEl1S4 PAINT/ MBTIIAAIE STNVETADDNESS CRY WRE ZI> zl -� l�MAR (b PNONE V U ISI TTo�OEUNTEER Lam' 1MLLSPIKKTOMY CRY COUMCII M[NISEq r��La �- nos NAMEOILEASE PRIM) Phyllis MSTREW Ro3c'riey- STREET"DAESS IJ -4 S 8U-&0'10Ci,v CRY 'Fayekvi�1e SOTS F\7Z7fl TIP �'rkgarts ChlrD® ccJlobQIOFVeI ' 1"I 521 B(o O IWANTTCVOLVNRER 2 ❑ ,M1=SPEAK TO MY cnYCOUNaLMEMBEA O AETNWemaEsER1NR) LAST NAME STR[ET ADDRESS CrrY STATE 1 IIP MAIL PNON! ❑ I WANT TO VOLUNTEER a I VML RPM TO MY CRY COUNCK MlMBEN "rl,. ha wA hn AP"d with Fapri iM City AM.w .nrl Fe 1414 Fn..w.A Cn n Mnt nm I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity Of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. I.e.. 1O hhon FIRST MAIE(PLEIBE MINT) LAST NAME STREET ADDRESS crtv S'MIE ZIP ) N E-MAIL S ^„ fl I PHONE I WANT TO VOLUNTEER 11RYY I WTO My COUNCIL CCOUNCILMEMBER FIRST NAME(PLEASE PRIM) LAST NAME STREET ADDRESS CITY STATE ZIP E-MAIL PHONE I / E�k�v (� T/ r- 1 IIIKKK CC// L I WANT TO VOLUMEER 11 IRY COUNCIL MEMBER WILL SPEAK TO MY [1C FlRST HANE (MEASE PRINT) LAST NAME STREET ADDRESS CRT — STATE ZIP t1 ^ I \� i p y:n 5 T � i ��4 \I- Z EMAIL ! PHONE /iI ;1, f7\i '�.; ❑ I WANT TO VOLUNTEER ❑ IWILLBPEATOMY CRY COUNQL MEMBER FIRSTHAME(PLEASE PRINT) LAST -NAME STREETADDRESS CRY STAVE ZIP 1 _e, E-MAIL PH/ONE �7 I WANT TO VOLUNTEER WILL I WILL SPEAK TO MY COUNCIL MEMBER FIRST NAME (PLEASE PRINT) IASTHAME STREET ADDRESS CRY STATE ZIP EMAIL PHONE 11IWANTTOVOLUNTEER ❑ IWILLSPEAKTOMY CRY COUNCIL MEMBER FIRST NAME (PLEASE PRINT) LASTNAME STREET ADDRESS CRY STATE ZIP E-MAIL PHONE a I WANT TO VOLUNTEER ❑ IWILL SPEAK TO MY CITY COUNCIL MEMBER "This list will be shared with Fayetteville City Aldermen and Fayetteville Fairness Coalition partners I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. ILVIw]] cnoalrr FIRST NAMG(PLEASC PRIM) LAST NAME STREET ADDRESS CRY STATE IIP E-MAIL PHONE ❑ IWANT TO VOW MEGR ❑ IWILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME (PLEASE PRINT) 1ASTHAME STREET ADDRESS CITY STATE ZIP G -MAIL PHONE ❑ IWANT TO VOLUNTEER ❑ ,WILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAPE (PLE4EE PRINK LAST HANG STREET ADDRESS CRY STATE 21P E-MAIL PHONE ❑ I WANT TO VOLUNTEER ❑ -WILL SPEAK TO MY CRY COUNCIL MEMBER MISTHANE(PLEASE PRINT) IAST NAM! STREETADDRESS CITY . STATE 21P E-MAIL PHONE ❑ I WANT TO VOLUNTEER ❑ .WILL SPEAK TO MY CRY COUNCIL MEMBER FIRST "ME (PLEASE PRINT) UST NAME STREET ADDRESS CITY STATE IIP E-MAIL PHONE ❑ 10~ TO VOLUNTEER ❑ 'WILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME(PLEASE PRIM) LASTMME STREET ADDRESS CRY STATE IIP E-MAIL PHONE ❑ I WANT TO VOLUNTEER❑ -CWILL SPEAK TO MY CRY COUNCIL MEMBER "This list will be shored with Fayelleville Cily AMannen and Fayetteville Fairness Coalition Pilnmrs I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. 1UanaSf C.].I.n FIR``TNnME(PIEASEPRINT) LAST "ME STREETADDRESS CRY STATE ZIP �Jhq�i� /�/0/rl SOS Ci�7� w acv L%Tc��l� fil� 7Z 7D E-MAIL PNONE IWANi TO VOLUNTEER WILL SPEAK TO MY Z CITY COUNCIL MEMBER al (/LAST / FIRST NAME (PLEASE MOW) NAM STREET ADDRESSI CITY STATE ZIP E-MAIL PHONE 11I WANT TO VOLUNTEER ❑ IWILL SPEAK TO MY CRY COUNCIL MEMBER FIRST NAME(PLEASE PRINT) LAST NAME STREET ADDRESS CITY STATE ZIP E-MAIL PHONE ❑ I WANT TO VOLUNTEER❑ WILL IWILL SPEAK TO MY COUNCIL MEMBER FIRST NAME (PLEASE PRIM) LAST NAME STREET ADDRESS CRY STATE ZIP E-MAIL PNONE 11I WANT TO VOLUNTEER LlIWILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME (PLEASE Milan LAST NAME STREET ADDRESS CRY STATE ZIP E-MAIL PHONE ❑ I WANT TO VOLUNTEER ❑ IWILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME(PLEASE PRINT) LASTNAME STREET ADDRESS CRY STATE ZIP E -MALL PHONE 11I WANT TO VOLUNTEER SPEAK TO MY ❑ 'CITY CITY COUNCIL MEMBER "This list will be shared with Fayetteville Qty Aldannen and Fayetteville Fairness Conlilion pannera I support the City of Fayetteville in passing a citywide Human Rights Ordinance that will protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. Fa YEy7EVI41LE I support an HRO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST "ME (FIEASE MINT) LASTHAME STREET ADDRESS CT' STATE ZIP E-MAIL RHONE ❑ IWAIRTOVOLUIREER❑ IWILL SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME (PLEASE PRINK LAST MANE STREET ADDRESS I CITY STATE Ma ZIP E-MAIL PHONE ❑ IWANTTOVOLUNTEER❑ IWILL SPEAK TO MY CITY COUNCIL MEMBER RBST NAM!(TYFYBl PRIMR LAST NAME STREET ADDRESS CRM STATE ZIP E-MAIL RHONE ❑ I WANT TO VOLUNTEER I I IWILL SPEAK TO MY CITY COUNCIL MEMBER L I FIRST NAME(PLEASE PRINT) LAST "ME STREET ADDRESS CRY STATE ZIP EANIAIL PHONE 11I WANT TO VOLUNTEER ❑ IWILL SPEAK TO NY CRT COUNCIL MEMBER FIRST NAME (PLEASE PRINT)HAST XAME STREETADDRESS CITY STATE l. ZIP — — — E-MAIL PHONE — 11I WANT TO VOLUNTEER SPEAK TO MY [1CITY CITY COUNCIL MEMBER FIRST NAME(WEASE Mum LAST NAME STREET ADDRESS CRY STATE ZIP E#TAIL PHONE ❑ I WANT TO VOLUNTEER❑ IWILLSPSJKTOMY CITY COUNCIL MEMBER "This Iiia will be shared wilh Fayell.Wls Gay Aldermen and FayeReville Fairness Coalilion partners. support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYEETTEVVIKLE I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. FIRST NAME RMfAEE PRINT) USI NAME �k& i^+nl STREET ADOpe SS `1'1 S 13, I kv-16 rr-, CITY ETATE IIP E-1MIL I IM—..w/ V �i,/. 1Y Il ��I ^ �/ �� (��( 1 r �� pwpNE 1♦�I�_ �Ii V /��(� 1 "i l ll V -1. LJ 1WANT TOVOLUNTEER �I IWIIL SPEAK TO MY CRYCWNdI MEMBEp fTR TNAME TLFASF INT!" TAST K&Mw i STREET ADDRESS CITYSTATE ;IP �e IAAII V PNpIE \ -��s� I IJ J _ j L� I WANT TO VOLUNTEER L 5"Ak TO MY CITYTCOUNCIL MEMBER NW51 NAME MEASf MOM UST NAME STREET AODRESS MY SLIT SURR ;T AU v r ind+ r/-,. EMill �� MONTY // -7q � I j L� IWANT TO VOLUNTEER u Cn LCWfICIMFMRFR !RSI RAMS.ON EAS!/Slelq +T�I USITU4E "MST AORRE9S � l � `` _" ii `. V1i�l ��v �(�i LITy i � 1. __ �r\ �� l l_.. `�` ` SIMe � TIP __ 'Y/ `� !Ic/ � f A \ \ � l�✓ l./ E MALL PTIVNE Q/1 1 WANT TO VOLUNTEER to MY 'aw CNYLC*"AK M MBER MST NAME ONFASETMI" LASTNANE h,C!�� o. STRE ET AODRFSS CITY SIMM, IIP �jov,vQ-�- � 9-11011101111.MIONE CO%� Fes, ! IN" IWAM TO Yd.UN1EF.R "Ax To MY D C"YLCOUNCIL MEMBER FIpST NAME TLEARE FMNn UST NAME !111691 ADORESS CRY STATE IIP rl 4�(rte✓ y%(i EMAIL l� PIN)w■ IJ 9 I WAIT TO VOLUNTEER /KJ �I MALL SIEAN TO MY CItt COVNgL MEMBER "TMs lint wR Ia uhn,ed with P"'I.ills rey Ahi-,,, n nod F,ml. de Fa4,vrA (:mliM1nr pmV *• I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard ilia right and opportunity of all persona to be free from all forms of discrimination, including discrimination based on real or perceived race, color, elhnicily, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. iAYETIEVILiE Isupport an ADO [hat ensures every Fayeltevillian has equal access to employment, housing and publio accommodations. FIRST Nuck"aAEl PRINT) LAST RAfIff STRIETAODRIES CRY STAT! ZIP 16 b 4 q L11.z � (15�- ut A 9-, 7�76cf E MIL PNWIE I 1 WANT 10 YOLUNTEERFJ CiTo my ty COUILL NCIL MEMBER FIRST HAMk RMEASE PRIM) (e LAST "me nd I 5TRECTADDRESS S 'f- CRY STATE ZIP /IJP PHONE I 1 WANt TO VWUNTEER WILL C� CRY COUNUL MEMtlIR FIRST NAME TpLLARE PRINT) IASL NAM! STREET"DRESS CRY STATE ZIP I � i tf EMAIL ' 1, G' PHONE `�ll IWANI IO YOLUNFEER El / I Itry COVEAN TO MT LJ tTry CWNUI MEMtlER FIRST NAME MEAS! PRINT) 0* "$I NAME STREET ADDRESS GUY STATE ZIP 03 5 4 �5 U tz s' Pj/h C, I� 22 7 EMAIL CSV��VI�i��o1CC)�, PHONE ;r ' S IWANITOVOLUNIEER WILLK O MY city OYP AMBlR FIRST RAISE wLEASE PRINT) LA5i NAME STREET"DRESS CRY STATE ZIP ik� J ' 4{61- ST R I SWIi r4 E.MAR 11 V �.� T 1f y\�� ICdrN PHONE IJ124-74)� �� ' IWANT TO VOLUNTEER SPEAX TO My ❑ CIIYCOUNCILMYBER FIRST NAAIE RMINT) GSI PR LAST NAME STREET ADDRESS CIIIRY�� I Tran EIP2- 70 E.AUIL PNOIIE WANT TO VOLUNTEER _I WILL SOEAN TO MY EIFY coitim mons" I J "TMT EIS wA M eh.d MM F"%wAM CRT Ahi., w .1 by imw Fun COAMRw Iwi.,. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYtlT[CVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. G�M1T\SSI NAMEYLEA Amain, J l LAST NAME 1 1-fth S%IRC%C(T,�AIDDNrE/-�5{�5r�� Yny,�/�D (0 ft '1.1 Gt/Y �,I/�J/ 1/„W�(/11 SSTTAATEEE �1'r ZzI/P//� //L,-(�/ LC/• K E'RUII //O�� // ��hu)MG�IU 141E kwal i1 `^ Y ,JJ YNONE �`1-1(,1 Z-70 '7<4G / l/ IWANTIOYOLUNTEER 11 G' IWILLSVEANTONY t CHYCWNGL TO NOT -SORES f,Ril�N�UIF�W�I�KSEPNINII EA51 N1AME �/ I/�/ WV`1 � jV �r�N l STREET ANUNESS/�/y1�Ic� oJv® rV� S (& ` rJ[/ CITY STA/E ZIP EiMIL PHONE l 1 IW.VIT TO VOLUNTEER CTO MY ) C11ILL CWN4EME'MtleA GI NST N1AAmE WLEAEE (YIINYI LASTNAME SIPEC[ADD'R,¢5}5� MORRO CITY STATE 21P 1 EdMll PHOTO E 1 U 1 YMNT TO VOLUNTEER To my Cl CITY COONLu"Jll M NNEII FOR 51 NAME YEEAMI PRINT) �cf LAST NAME V'rr / STREET ADDRESS Al ,os Clll STATE 1 IIP d-WiL ./��/111 w , e(( a6 ,�ele �/ �( �� ,�"� U I WANT IO VOLUNTEER F WILL SPEAKMY OUNCIL TO M �Lll_• t_�/J L/ (/ter �f�� F EDyEwEE PRINq (� IAS ME S1NlEY 1DDNEpS CITY Q 5I E ZIP /V/ l.• 1 PNONe ((( ^ I1� 1 I A 1 Vl/ Ni I�I I 1 IWAMI iO YOLUMTEEP ll 111 SPEAK IO MY L CITY COUNGLNEMNEA LLJ C 1�//� /I\/ // "J. 11R�S1 `jM\A'yM'E I,�f(A/PAi4r/PR�IM/I �-`LN� 1 V I..Lii ME �J%'�/ �� L/ "" STREET ADDRESS l �� { IT CI y` 1 \11 1'rY4\[yv-1Tv,', Ilq/V` tA1fV'{I''r(.�/- ,Ltly`( S 1-7 EAMII p{IpNy�\� I WANT TO VOLUNTEER I�1 I I I WILL SPEAK TO MY H J CITY CgIMGL MEMNER " fI IW wA RA shard WAN FA)vllwi0. Cu/ AIJAnnnv.,A FAplpayM F",.. CwE1w., Pou..- ElI support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to he free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. «"AYw`:'.R„nwU I support an ADO that ensures every Fayeltevillian has equal access to employment, housing and public accommodations. FI�In J�✓�'`r1JY USl NAME Ccy n 1 q"'-7Z-7? }?-S�1 E6N� l�'1pallo4i UeL. -�e�. ,a�-- CI�+L�,l/�" �VL•``- J STATE IF-7ZC 3 0.3 a -MIL C\T ^n\e A1��Q1 �ekl , C6 �^ I/ ✓t MIME / -7 -6-7 p (1�S' ZS �` ! 1�1 IJ IWANt TO VOIVNEEF.P CRYCWNCAL ME BEP MPAT time MEMS MOO) AST RAH% 6Trq FT ANPPE99 CLOY }TME ),IF EJEMF IWANT TOVOIUNTffP UGRYTCOUNCII ME BEP FIRM NAMF, MMAOF,1nNNE1 EAST NAME STREET AOOPEfS - CITY TME ),IP ��wVt YI v - , IMOLNTTOVMUNTEf.P MY �cm?N ETMEMAfR EJB i`p$T� 6MMSEFR111T1 LA}TNAME VNIEEI AIM"M59 CITY fT�A1.E 71P E-AVLIE FNUNP. IWANT to VOIUNIEF.P �"CM"NLMEMl1ER kIPST MAM�TMEA9R }PTMTT lA}TMAME fTPEF.T AD01{F.49 � /^ Grt• 4fATF 11P !•MAIE HONE IWANETOt ANTEF.a XIU(�' IMIE}FEARIO MY CRY CWNdl MENDEN FTP TNAME IFTEARi FMERI EAP NAME}TPE • ORE59 4U i le STATE )1E E-MAII I �/�J1� ✓� `/ ///�� IWAM TO VOLUNTEER INILLIOVARGdfNGILTOW M PER -- —N V {I TATA1 I 1 I!!! - I ESI 11//EIE 1 EI "Th1+ lint wAl [Y MN.wd wl•h FryAlr.vinn QRI' Alrlwpnm, nnA inYMlFdr TnbM.� I:n..lp,nn pn,rm. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYE, IIVILLIT I support an A D 0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FOR ST NAME fplIWIl MNNTI r IASr NAME I YINEET AODNE48 L CITY I STATE ZIP R S � 3� S_ -,c_„s4- 4,r Q-.�3 E MAILp G! 1 PHONE y 71 — J Z I - ! V IWANT TO VOIVMtEER CIWILL VCWNCII TO MY MEMBEN l FIRST NAME(KILA" MXNTA EAST HAME SWEET ADUNfSS CITY STATE ZIP Ede �V /SOS(o e' rJ- (4 Elk, �I EAAML PRONE �i/\Q✓'✓p r i�l I yV( ( 11 L 1 1 wAXt IO VOLUNTEER �/�,/ TO MY CW1 WIU C1L MEMBER i1Hi�NAMEIP1WlPIIIIITI LAST NAME STREET ADDRESS CITY STATE ZIP K0 r r--1 f C3 m L P aW Q.v-� 614 k•!LN ,/y� 4� V✓)PHONE UY" U—I /� 2��q3 �/� IV/ANf10 VOLUNTEER K L� cWILL YCWNCITo my MEFItlEN FIRST NAME YLEASLT+%R�I USj tM►1E SINE ET A)DRE55I, 'Al CRY iWE ]Ip /M/ Wo 11 -MAH.,. i PHONE _TO r( G C i� �+ WANT OVOLUN E R PAY I WILL I� OIIYCWMU N M8ER FIx61 NAME l INTI LLlTwmE WHEAT AODM!-- CITY SWf ZIP 7 e EMAIL cat, a, PHONE IRIIIWANTTOVOLUNTEER IWNLSPIUL70,1141 I WILL SONGL Y,-'�1 MEMBER LJ MEN L I FIRSINLMk NIIEASl PRIM/I lASr ME STNkfYADDRESS CIIY 9iktl ZIP EMAILPHOIIk I ` &fT �-{ y ✓ C CI I 1N4NTTO VOlUiiiEEN � y r'�IC+iu IaEAN to Mr l.� ClIYCWXGl MkMBEY til "TN• tut w/ W -hued wAh FAYM-46 Cly AI&O... And rryW..i, FAP•aA. C.aabliw• puloAn LII support the City of Fayetteville in passing a citywide And Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran stalus. r^`M„TRMLLI I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. FI{an RAMS IPLRAK mwn L 41MMF STREET ADORESS CITY OTAIE e LIP i �G1"I" e �;n�2n �3j �• Go•,ne� ��. �� C{�Gt/��e 7276) E-MAIL IV 'J ` FJWART 10 VOIUNTERO H CT' COUNCTLMEMFIER ORCT --ME N1iASC MMT) )AAI NAME V"CADMIJESS 3 CITY AFAIR LP E-MAIL ` "9MMe L� �� IWAMf io VOIUNIii.R 4-1 MLL SMAK TO My CRY COUNCIL MEMBER FINST NAME RNE.Aff, MIIM1 LAST N-mE STPEE-TIT AOOPESS CRY STASE ZIT' '2 r.rS 811? -72�6(a 1`�� /pNE `��/� -7/� ��G�% / o b 7 �J iWAM1 TO YQUMIEER 111 WIlL1FEI1N lO MY CRY COVNCYL MEMBER F)OFT MWE VYF.A$t PRIME) L1lTMAME OW -0 EINEET AOONES% //S . -7160- CITY �C 1RAIE � 110 _ 7Z7d1 EWAR PHONE 11-11 I I I WANT TO VOLUNTEER L� I�7 ' I 1CRITYY COUNCICNICIMLk to MY LJ CL MENDER FIRST NAME, IMFASE TIMI LAST) -AMR AIMTT AOPMSt �' CRY � %TATA TTP • r � � vas � � � � � 275 P•MAIt l MIONE A` �0:3j"J }XI 11VAM YO'IOI.NMIEFp To my u CIIYTCOUNC IMRMBER V -IILS��II'LiiK P1111111 i N� IFMLI,IIO'R{�F�(59f�(�1 Ctti lleTV� �io�� $Halt jjj�� g11!///III IWAM TO VOLVMTFEA [_I L SMAk TO MY COYLCOW LMEMRER "Tlrn Nnl wA M+hmm� wXh FATwII«ille CAy AH1m+.n+nq Fmry`Tw.+• Fnm-... t i..mlrVryFn••r++ rlI support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILLE I support an A DO that ensures every Fayettevillian has equal access to employment, housing and public, accommodations. A:r.+wa.mlUMn FIR NAME ON.EAfEFwNn 1151NAME 619E EL ADDRESS city 91AlF LID 14-- C EMAIL MINIS _ I WANTTO VOLUNTEER 10 my tjCRY� CONCIL MEMBER FIRST NAME mrAfE mion LAST SAME STIIEET ADDRE99 CRY n �t� $VAIN IID f., �11 A�t��i� til •.. �� l�1Ci l MAll J FNONEWILL 1 ) t U I WANT TO VOLUNTEER SPSAK TO my u "1VV CWNCIL MEMBER FIRST NAME IMF.ASE D9RLTI IASTNAME STREET ADDRESS CITY SIMS LID c�s:=�-.. ��-t `e.-f'l}-.t_; 1 IIP !-MAIL VVV MMN/!/ V {{{ (WANT TO VOLUNTEER IVDILSFEAIL OMY CYC RWNCIL MEMBER FIRSTNAMEIMEASIt LIASTNAME of" EIADDIMISS CITY REALE E -EMIL DNONE It I WANT TO VOLUNTEER 11RY I WILL fDFAB TO MY CCOUNCIL MEMBER FIRST NAME IDI EASE FNIIRI JSAl NAME T-�W C ry 91REFl ADDRESS i uuGlCe ,�� CITY � rz�L. { �W.( STAT! ZIP E'MAR Inn ^ AI ('r/^1 II ,, i/` INION! _ / {,/I/�A /, Il J� (�}' Ivl r'� ! i /�C'J r� 1 1 IWANI TO fOLUNTEF.9U C'RYLCOUNC1LM[MBER EIRP/N�EIilF/9E 991Nn V /AITM61_ 1 STRICT ` I SIM CITY FMAIF I WANE YO VOIUMTEEB [I CRYLCOUNCTL MEMBER -TI— 1,,1 .41» LhLmd wnh FAYARwiIM C!V Ald�mmo Aid Fnynne.�M P.•....A r:mld��, Dmmo••. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color; ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PL YwTTE Afk., 1 support an ADO That ensures every Fayellevillian has equal access to employment, housing and public, accommodations. FIRS/NAME R'ISAN PRINT) LAST1lAMa STREILI DORESS CRY SMIE XIP y E."t �,/'� PHONE ��y^ _ o�� y/ lid (WANT TO VOLUNTEER GIIY GOUILL NGLTO MY MIMEER �- .•. C,Yh FIRST NAME ONES" PRINT) IAST NAMk MISS STREET AINNICSS CRY STATE ZIP k EUN �/1 V VLLLST/YME PHONE V 9—[C1 —ICICI q� _] Ij•1+1WANT TO VOLUNTEER 0 CILL ROGAN TO MY YM 11Y CONCIIMSER FIRST NAIME}/Wim"EPRINTI SIR STREET ADDRESS MESMERISM CRY STATE IIP )} E MAIL bon, i{/(1I fn !'1�bo , pHO E11 /) ' 1`71 ��'{ L/� U 11NAN/TO VOLUNTEER L, CITY COMMItIMSIMASER FIRST NAME WLPASS PRINT) lit TNAME cti STREET ADORE 5 �x �1- CITYSTYE c �� A ZIP 2302- E•SMII PHONE I WANT IO VOLUNTEER 111 ('� I ' I WILL SPA" TO MY u CIIYCWNULMEMESR FIR6I NAME aLEASE PRMT) J-�f IASTNAME Ga,J s1xEET ADORE9A �v CRY ELME ZIP t E•M\AII PHONE LIF-) L\YJI/ WANT TO VOLOMTEER IWILI EPEA1t 10 NT CRVCWNCIL FIRST NAME EILCAN PRINT) IAST NAME STREET ADORES, si CRY S/TIME ZIP ,�f EMAIL �`r`�I Q� �Om-If�TO IMOIII �o%[•CI '-oC7.9� ❑ IWANT TO VOLUNTEER MY 11 Car COUNE MEMOIR - rhN INT .41 W Aha.0 wAh Falalw" tart/ All ,. w.1 NTSHa.ISA F.I CtiA4J. "I.,• I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYErrtivuLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. I:w icu z:Alllu. FINSI NAME PMIN11 IAS) NE E STREETADDRAtltl CITY STET! ZIP EL.UII� PIIO.a C + J 1 WANT TO VOLUNTEER LL9LNCI M T GOPN ME ImUR FIRST NAME am"" PNINTI IASL NAME SIREETADURESS CITY STATE ZIP EMAIL WIONE 1 Ll 1 WANT TO VOIUNIEER I� LSPEAX µl Y Cl p WILL FIRST NAYS Ian PRINn lAiI NEVE STREET ADDRESS CITY STATE Zip EMAIL PHONE IrI� I I WANT TO VOLUNTEER WILLsp L to my l_. MCMNEN FIRST NAME tlNEASEPRINIJ LAST NAME STREET ADDRESS CITY tlTATF YIP EMAIL VNONE LI WANT TO VOLUNTEER Y L, WILL Wnul To e sEft FINSI NAME WLEANA PRINT) IASTRIIME SINEETADDRESS CITY STATE 21P E•MA11 P Ni 1 WANT TO VOLUNTEERI 1 I 1WILL SPEAK TO MT CIIYCWNCIL u MEMtlEA FIRST NY.lE 6,LCAEE PRINT) LASTNALIE STREET ADDRESS CITY STATA ZIP E'MWL PNONA I WANT TO VOLUNTEER (� CWILSP G,TO MY MEYtlER "rhi- 101 wA W mhNeO wAh FATe1W 116 CRT Ah 1., N W PAywl«/A F",.. ( Goa PRIt.E.,. I support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity; national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran alalus. FAYp71FYnEE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public, accommodalions. Ailrim• �onHll-n MUST NWE(PLEASE ADI" UST NAME STREET ADDRESS CITY STATE Ili La�A�✓ /VC, s olabs so 20+� AV0- �� v,I XYZ TQ EaYN ))) 16 6 X,^4Ceo CG RINEAP%AK �2 r�/� (/K 1/ IJ(� I WANT TO VOL""ITIER II TO MY CTLCWNgLME eER nosy NAME (PLEASE PRINT) ST DAM LAE ST". ET ADDRESS CRY SIEIF. )IR An i l ("' C i MMT TO VDW NI[f.R IVIIII FRF.AN IO MY U CDY CWNCIL MEMAGQ FIRST NAME TIEAEF, ANDiLAf:T 1 T1AME ST1IEF,T BEES ?17- (,J CITY MIDI; zip �,` IT MAIL I �J:11�r�1�1� ��Op' O V/ {YqN! A l 3�I I1/ ` V I I IW NT 70YOluMTEF.R IIJJ 1 Noll SMAN ED MY CDY GOVNCIL MEMBER FIRMN sOVEAs%1"I"U/ i7i i s LAM "WE � � MDF.Ei ADDRESS �?(a7 N. CITY WAIF AT X1b E-MAIL AONE^ � {i r�S��,j](�•^�I.� _1�, / /' /`Y ^.,4 \tel L•�/{ 1 ` Y! .`n��"w-.\ (,p//•^ �^-T` ^7 1'7 —` w I/Y UJ Y 'Il1 I WANT TO VoIVNTEF.R Lily„ 1 IMCCRINCLL II Tb MY 1 CRYCMINCD o MREp nosy NAME OISASE RIND LAM. "Wr STREETADDRFSS CITY ATMA TPUUUA IIP 2 763 Epp -MAN 1� iO •<Jv �/ `�A 'V\. Moyle / I 1 3 O IWANi IOtoIVNIEF.p C"1OktNCI MEMPEP FIR. TNAYERll1%FRIM" IACINIMF STREET AOOREsv CRY MATE Te rj I -MAI ��L ��1-�\ez I ` � ❑ IWAM 10 VOlVNi[EP � tT'LC SOVNCILM RER '-TI+. 1:.1 wi tin Afin,M with FIrywI1.YiAA City A41.Im�n Ar.,l FnwMl,wAw Fn�..�•- (:roli�.:n�• T-n•�r+�• I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be tree from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identify, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETIIVIEEC l support an A DO that ensures every Fayettevillian has equal access to employment, housing and publio accommodations. FIN5I NAME Y'LIAEA PLAINT) UST NAMe SVReETADDNESS CITY STATE ZIP M OZE LA ✓,i nJ.5on1 -5,55 �o%'�/��✓ /'�6�X p f� e-MML MONE 1 CILTO MY U -iry NCIL MXM84N FIRST NAME WItAEE MINT,uST NAME 51MEEl"DRESS CITY STATE ZIP 5 p 1Yr^�j %-0 X3.5' 3 d 6 -MAIL PNONe C l I WANt TO VOLUNTEER GWfu Y COP„ Lto MY M YtlER FIRST NAME 94EAM PRINT) lA5I1 NAME STREET ADDRESS CITY STATE ZIP ev;I'l\ -Ie� 1 ec �� t—� Ar 7`,-03 �� . c lMML jp N� PNONC 71 L-1 , I 3 IS r ' 1 1 1 WANT TO VOIUNTEIIi To MY H CITYTCWNC l MEMNEN ` FIRST NAME p1EAM PRINT) LAST SOME (�;A 51NEEl ADDRESS CATTY STATE ZIP \J VV\ o) hi. E MML ��.. PNONE IWANT /O VOLUNTEER CII T CWNAL To MY MEMBER FINSI NAME (VLWIPPINT) lAST NAME SIPEEi ADDNE55 CITY SWE ZIP E u / PHONE tr �� I WANTTO VOEUNTEER TO MY 11 CIIIECWN4LMEMBER FIRST NAME BiTah""IMF) US E STREET ADDRESS CITY STATE ZIP G� EMML PNDIIa 1 _ ,10 LMMARi�� I �� ,� /T 1, _ `St� IWANTTOVOLUNIEER my I� �„�G`LAXIM MtlER I "TN. Irl wA W ah -MU wdh PAVAIIP.iIE. CEV AE ,O.,.," FAV.NA.+F FAr..rFn Co�bluu. IrrV.rta� I support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran alalus. °L "N� I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. FIAlT NANE TR[ASE PR111E1 �czanc�� US/MIME (_eco HTTIEET ADDRESS CITY STATE lip E4kAII RIOHE f I. ❑ L WANT TO VOLUNTEER 1 1 1Wilt 11 M.AN TO MY L'CT'COUNCIL WARIER "PST N �E15[TRTIRI' L AST RAW I /��\ )��Lt ATETADVIIESS tTq I l�ll� I. % cR �—'L ✓ 0� - V I `�i ��,!%�It/I}/(,',/�1 — SLI l�� VV i I ' l/� 1 E 1) lY 1 V \ V..Y' [MAIL ( 1KK J TMONE i / IYAMT TO VOLUNTEERIVRI.L NPFAN TO MY CRYCOUNOLMEMRER FlRSB F.ONFNF. FITTMI) LJ � I I[ / o I\.+ V STREET ADDRESS l I / t_4'� l LJ'�-1�'�C.UI V C"� / vI�`-✓ V I 1 _ j--) Tl7Z- "'1(0� ' /v `/-' F MAIL n 111i" ,edtI EMO/NE// /'.� i�� v�—� ❑ ISTINT IO YOLUMTFF.R CRYCWNCR.MEMRER row NAME ^eAAERIMMR LAA\STMIME WETTEST ADDRESS CITY 1/TA�1F�/ TIR \J [Melt Nv�C \�/`-'R''n �.� '�"1 •CA` -t OTIUNE Z( ,� O C.. i lq IWANT TOVOWNTEER I"It AFFANTOMr CAYCWNCLLMEMRER 1— FlAAI MIME RNEASE TAMND IAHIMAMF STREET ADDRESS CITY -A' TIO �flJr J E.MAIL-�(IS�� 111///•T--"`fffLLVTT ��, l �j 1 1 IWANTTOYOIVMI[F.R CRMIT To MY Y COUNCIL MEMBER �STTAATTETIR flR / YAMF ITREAAF (,Af(MAME. NI STREET ARRRESS (G h S CITY ll SSR �1 �J 4 e �f �� 7/'70t FMAlt I l ll. ll U� �i/� i�G ICIi•ll � �O V� AION6 ''7j 1 (, � �, 1 � � � �� / I WAITT TO YOLINITEER � I YIILL RCFAN EO MY CRY CdfMdl MEMBER "fN. NAI v.R In AhI,rtA wNh FryrNl.rilN+ CRy 11.1nn!•.! nnrl FAgnlln,+F. FAQ.. t;,.clnin� rm!n.� I support the Gly of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAVETTEVILLE I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. Irni�.as rrxilllr,. fIRB,N EDkEASE RRINtI NAMEFIS�V jl mairr s 4 �ol�a} I BTAT[ 2�L Ulyl 1 L ! / � Y' _CI._y�� • V �. 7V/ E'WR PHONE .� ` I r Lj J ❑ I WANT TO VOLUNTEER MEMBERMY f 7 11�C SPEAK FORST NAME OIL[AEE PRINT) l_ & C.. LAST NAME 1� N \ " a-�' STREET ADDRESS \ 1 1.\i �s � wG-�h:'��', CITY 11e `1 ,, �G.yQ FM1 V i I j STATE Ail ZIP ZIP r 1 7�j c� { 2-uAll PHONE r , 1 1 I W1NT TO VOLUNTEER 1r—tI PEAK TO MY U LION COUNCIL MEMBER FIRST NAME PRNM L W Ni VE O'JV STREET "DREts'( , • YJY MY WAVE ZIP � 4MML MORE ~J 1 W"T TO VOLUNTEER ..i -�-- WILL Bpi"to MV CRV COUNCIL MEMBER MRSI NAME OLEABE PRNR) � LAM NAME SUREST ADDRESS CITY EtA1EI`�� I^NP') �7 1/ F`I.WL PHONE I WANTTO VOLUNTEERI I 1 WILL SPEAK to MY u CMCAIIN��OLM[MBER FIRS (PLEASE TNIINR LASE TAME Jl/ STREET ADDRESS r CITY SLATE ZIP / 27767 / �^ l A/� dr /� ./ E -Mull PHONE _�^ ❑ 1 WAWYO VOLUNTEEP11I WILL SPEAK TO WY CRY COUNCIL MEMBER FIRST UWE(PREASE PRINT) LAST NAME J I awma�v STREET ADDRESS W. Wein 9LI3/0/ CRY t� � STATE ENP ' 770 [ MAH � � Urunt1 .(ON FHDNe -yn� VI11 11 IV61U SPEAK TOMY CITY LMBAR ^Th41W vii ba hand whh FLyFlt ill. Cly AWan. snd FPywt.N Furor Coelilnn WA . I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived tace, color, ethnicity, national origin, -age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FA,, 1, EVIL I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRM NAME d IUUNL PRINT) LAST NAME STREET ADORBSS 1649 5,�ALLy b 1� CRY . �Yf7tJXVr�� SERE �Q ZIP T�7dI .lAlt'IE5 taGN7"ff►4 E-MAIL JMfp*Ou91�tOn rvY2LT:Galn PHONE �) y7j AIG !O //.. O7 IWANTTOVOLUNTEER WAL SPEAK TO MY ❑ CRYLCOUNCILM! BER FIRST NAME(PLEASE PRINT) U►lY) LAST nHA IE 111Nr5�� STREET ADDRESS �4��1 W. Il'�m110 uh� CRY Ir-a��4�e��li� STATE ZIP �Z161 E•IMIL PHONE 21' `12 14 11I WANT TO VOLUNTEER J MCOUNG)LTO MY �19 I MEMBER FIRST NAME wtwe"IFN) LAST NAME STREET ADDRESS CRY STATE ZIP a t Cl ar[c- 'C', I k , Zz-Uf E-MAIL blest«clarft �4 6at � .� NM1.- PHONE �[ . IS/- 83z 71 IWANT TO VOLUNTEER J (WILL 51E TO MT CITY COUNCIL MEMBER FIRST NAME IN EASE PRINT) LAMNAME STREETADDRESS CRY ST E ZIP /L: E-MAIL /J PHONE 1 ` IVMNT 70 VOLUNTEER (— L ptYC pi" TO 3L )POLL SPEAK At M FIRST NAWE(PLEASE "MY) LASTNAIAE STREET ADDRESS CRT 57AIE ZIP �(i; k w, Z 1 caw /l- PHONE I � - (_ <7 J\ VOLUNTEER 11 [1TO L�SPNWTO MY [1c,W CILM MBEs FIRST NAME (KEAN PAHM LAST NAME STREETADDRESS CRY STATE ZIP E-MAIL / c A)U„✓W2� PHONE G 1 WANT TO VOLUNTEER I WILL SPEAK TO MT CRY COUNCIL MEMBER ' i Lie fiat” W ah..d vMh PoTww4i. GAT AAi.,. and FATemn A.I .... G.H. P.nrron riI support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, othnicily, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. nA E sTEEVILLEi I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAMEDREASE ART UST MA�� STRICT ADDRESS ' � / �� ///VVViiilll////// [IT�` �` �� BTAT IIP �� 77 i X77 M (//P Scl9 G1[o_ Sion- l" EJlAII F L�� (7 V / S \\ { ` PIIOr14 T WANT TO VOLRNTICR �J Ir I WILL pPFAN LO MY L� CITYCWNGL MEMBER HOST NAME LEASE AIIT IRLAST NAME at"" ADDRESS COY STATE ]IP !-MAIL (� DIIDNE rA _ � ILP �(C)�Z �`J ` a Iy� I 1 WANT to VOLUNTEER 1 WILL SPFAX TO MY CRY COUNCIL MEMBER FlRST MAM`E RV EASF,PRINp LASTT NAME STPCFF.TFADf DRESS CITY STATE ;IP 17; ��<3 {J 1 VVVUSO �'/' Z �( ,� �! /]� "`EEE��' I WANT TO VOLUNTEER L SPVAK TO MY u CITYLC(X!WJL MEMBER FIRM NAME RY1IEABf IITi 14 -Me V2r POOR "METACIDNESS 'YI1�/l//�/) / CD• STAT i1P —7 /��/// cq E-MAII 1• l- MONTE 1WANT TO VOLUNTEER my CRYCOUNGLM MBER RP ST NAMB/IRFA`SCP911IJNO � LAST NAME ETRE FT CATV STATE IIP , aal 1 uME v u I WANT bOLVMTEFR I To CRY COUNCIL MEMBER "RRT NAME 64FlISEAINTI IASI STREET ADDRESS CITY STATE EIP R -MATT RbN! �l IWANTTOYRUMTEER VVILL SPI.AX To MY CITY CO NCILME RIR "TN. Fm " Ni ehnmd 'Rh F WIlw4. CNy AlNnnwn wnA FnTroar.4 Fn:....n. I mW— 'Ili,.... I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and -opportunity of all persons to be tree from all forms of discrimination, including discrimination based on real or perceived race,.color, ethnicity, national origin .age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. sNYEirEvx I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. [IIIN) NAME O'IEASl PRINT) IANT IUM! STR[LT AOONlSS C ITY S1AT! 21P ,�(�� E. MAIL C7L o li/wl MUNE �(�,I I1r I_/� �1. �� l��% (� / / 1 1 IWANT70 VOLUNTEER SP&AA TO MY [I 'RLCWNCIL MEMBER FIRST NAME IPLEAEEPRINIR LAST NAME STREET ADDRESS CRLYI 54TE ZIP J Q4 T 3i "ONE � / IWANT TO VOLDNIEEP [, CNY CWNGI MEMBER q}SSTT�WEE hFLBA"PN�own 1 T OA I XNV US4 NWE � I �� -�:r STREET ADOPE55 � �� i�-VVIC��C� CITY �`' � J � 1,��-�Y� �i lam, STATE prf, ZIP —T2.10 -MILIt E�� . VHOv� D YYANT TOYWUNTEER El CRYLCWMCILM MEMBER FMA NAME MASE PNIKn U57 NAME -; STRSETADDRESS a CRY STATE ZIP ,- M 5A E MAIL } i �� PHONE tf� v I WANT TO VOLUNTEER 1 WILL SPEAR TO MY CRYCWHOKMEMSER FINN0TH,LNiiEEVLEASEPRINT) Sh UST MWE 5111EETADUREE5 CRY SIAATE 21P CLUII \��' {.PN('/�{`` ,{%- PHONE (%�!! `�`�� l IWANTTOVOLUNTEER ❑ TO MY CLMEMSEA U IfYCWILL kU FIRST NAAXftUSEPRNR) '_-SzI;c I LASTNAME -&-o"in STREET ADDRESS _Pc) egg CRY SAM qQ ZIP 7o-5 EMAIL _ �6e , �� rO u�ie I-70 &d PHOHII Z -7S - I I O�' r 1�� I' YI r"�'� LI (WANT iO VOLUNTEER SPEAK To MY � CAYC NGLMEMBEN "this MI wi DP ShSwd wAh F WelwoU Cal AEiw , w.i pS)walwi, Fu,ru CoSblm ySm.... riI support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAy%T`T9VtLLG I support an ADO that ensures every Fayellevillian has equal access to employment, housing and public accommodalionx. FIRST NAME MMSE PVMwV1 "TIY. IIaI LAS\NAME � BTw[�1[T "M71E�33 � V�(/ W � CITY l STAVE ZIP ��((^^/V/U�,'I'*LtrY^L�1T_�i•J1 EilAll T �-\ MONS LJ (WANT iOVOLUMTEEP (_l CRYICSPEAK TO MY OUNCILMEMBER FIRST NAME B-LEABE PRIMn "ST "WE BTMFTAOOREBS CITY S1011E ZIP SIACC LAtJC �G q1 w 721u .L✓V tirl f ei "j I Ile AIC 1 72- 70 4sMIl Gly\ L PHONE V Ir L I WANT t0 VOIUNIEER r I WILL SPEAR TO MY CRYCOUNCILMEMBER FIRSTNAMEIMEASEPLRIIq If caN LASTJN�A))ME STRE ET AUVRESS CRY z i to u'.��e PTME A� ZIP 7Z o3 S CO n D (% CY GI kT Q N v C y) �3 5 yb 2 I al ❑ I WAB M VOIUMTEER o my WIT FIRST NAMt BYFASE PRINT; LAST NAME BTREET ADOMSS CITY STAVE 21P _3 E C7A�L,� �� z�1� Tz '/z_ o -z E-MAIL :% � - Y•h \,, 1 � \ I PLION! _ ^I r,, (�j o / 17 1 �C/ '- 6e6') Irk' I WANT 70 YOLUMTEER l�J _ . _ .... I WILL PIYIN TO MY ❑ CRY CWNCIL MEMOM , 1l� l/�- ✓\ n^'�/ C ICU "'1 1 TY RAT NAME IMEASB PRINTTLASTIUME �� STREET AOBRE3B � loch NQS �e, pb. CITY " �C�7r STATE iIP 727 E 'FAIL V l.i l�., Q MON[ r� YOL U I WANT TO UNTEF.R r IWILL 4"AN TO MY CITY C W NCIL MEMBER FISYNAME OIFABE PMMI LASTNAMF. BTREET AOMESS CITY STAIF ZIP E MMl \ MONK ./ I (WANT TO VOLUNTEER I WILL SPEAK TO MY L1 CRY tOUNpL MIMBFR .0 1, Fhmed wnh FAYAII«ilU CFy ANW,,-, —d Fn,• I v Fab�..� l:rtr.lprn�. pe.,n.••. I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be tree from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, -age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYOTTEVI'L11 I support an A DO that ensures every Fayellevillian has equal access to employment, housing and public accommodations. FIRST NAME ow"" PRINT) LA rNAME SYNEETAPORESS T STATE fIP 7z76/ EAuu wlwle ❑ I WANT TO VOLUNTEER l I I WILL SPEAK TO MY LJ CITY COUNCIL MEMBER FIRST NASAR"EASE MINYI LUST "Mi STREET AIR)"E9 CRY STATE ILP EMAu vNDNe �(� �� In hA (un/) {� %� J /" _ n' J I I /1 ! J -7 / 7 �rIjj1 U 1 WANT TO VOLUNTEEN 1�1 I ' I Will SPEAK TO MY L J CRY COUNCIL MEMOIR JUST NAME VILEAIE PRINT) LAST NAME STREIYADDRESS CRY STATE ZIP 1 WANT TO VOLUNTEERGtry WILL To my r�� V Y� COp CIL MEMBER FIRST NAME I%EASE MANY) lv LAST NAME (eG�elc.,1-'&Cj'l ! E1NECIADDRESS �"'k L l STATE IIP -Cj E MAL /// ` P v\--,( FNONE �14�)� U` IWANi TO VOlVN1EER III TO MY J CITY CDUry4LM MSIR + -JC FIRST NAME QLEAS Ik MINT) LAST NAME SlR\BET ADI DRESS CRY STtlE IIP 7 E-MAIL F Orlk r% Lly 1 WANTTD VOLUNTEER 0 I WALL CWPN IL O MY FIRST NAME OREASE MANIAC LAST NSM% � vP><(� sine" ADDRESS I AT CRY Mfg ZIP 7ar7ol E PMIL ��/ ^„ / / / PHONEIWOUS, I 1 WANT 70 VMVNIEFR YOUPT CRY COUNCI MEMOIR "TMs MI wAl be sAsrAV wM, FaryNAMN UNY AWimOI WW 1'"IwM F"A "Goaht l PNVu.a I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYUTIAVILLtl I support an ADO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. GIN8I NAPE Wl1WEPNINT) LEST NAME 9TRET.RADDNE98 CITY "'a, ZIP EMT PNOIIE ll'] Cl 1I / ) _ I /� 1 /W��U/// 7 I _l Ll 1WANT TO VOLUNTEER TO MY [, cR vCOULL NCIL memVEN f IRET RAME WIEASEfNVNq IASTfmAf ST(I1{-740URIEiS/i ^ CITY l( 54TE ZIP i) ( r �� l/�2 2'717 9 -MAK "Owe _ _ (� �� / / - ❑ I WANT TO VWUNIEER� 1 CJ (WILL SPEY(TO MY J CITY COUNCIL MEMBER FIRST NAME ENAAPNINI) RE LAST NAME STREE/ ADDRESS CITY 10ATE ZIP Av E'FW L PHON! r I WANT TO VOLUNTEER [ CINN COVNLII O MY MtlEN ANSI NAME y1111AAPl11NQ lASTNAME STNEEFADORESS CRY' STYE ZIP �Z7r)� e•MaL PHONE I I IWANTTOVOLUNFEERI LLLJJJ I (WILL SPW%K IO MY IJ CITY COUNCIL MEMOER FIN6INYAE ONEABEPNINq ST "me SIREETADDRES! CITY SIVE EMS ZIP AT /Il ald0 V. �le� �fev,ffe 44 7.117 E•MAR PHONE / 7W6 �I I WANT TO VOLUNTEER «lI LI CWILL O(IN4 MEMtlER FIRST NNIS*"A" MINI) 1 LAST NAME SINEE7 ADDRESS -42-4 t9a(f (1)[LWW kE CITY T��t(c- vm STYE I ZIP � e ' 1Kz EMIL 11 'j �/.i� �"�))/1 !e ��' 1��y��` ��, A,/ PHW42 4r / _ —✓T "i�� 1r L� IYMNi iOVWUXTEER L] CTo MY RY C40ILL haL MEMBER C •"TN. IW wA b aluwO wAN PaplNvq, CRY AkUon w ,And F.... CaalRxal ).NYw,F. riI support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYEn 0,L I support an ADO [hat ensures eve Fa ellevillian has equal access to employment, housing and public accommodations. AYF7 IF apps every Y «f P g FIRST NAMEIPlEAl16 ORTE11) IASL 17ME ETRlET ADDRESS CITY SLATE ZIP E-MAIL IMIdlE SWAMI tDD VOLUMEER 7 CT'tOVNCIL MEMBER FIRSTMAMEOIEAIN! MMD LAW NAME STIIEFTADDRESS CITT BIME lIP !#LML MOWE f I WANT TO VOULINTEER r l 1 VMLL SPEAM TO MY CITY COUNCIL MEMBER FIRST NAME M F.ASF, NWOM LASTNAME STRFETAPPOIC" Clly, B'at )IP 1 / L 70, I -MAIL PHONE / r IWANT FO VMUNTEF.R L %PEJkK TO MY �l, CRYLCOMMI.MEMEER EMIRS NAME RLEASE PMMf1 LASTVIAME N/R[ET ADMIIEAS CITY WAIF YIP I -MAIL PNOME v .'1__ 11 I 1 1 WANTYo VOLUNTERR ' 1 I WILL *".AK to MY l 1 CITY f.MINLIL MEMl1ER R �I NAME RMEA96 TSI1NT LASTNAME ATRE FT ADDRESS CITY SUIE )IP 7Z7G� F -MAIL "SOME y 1. IWAMT T09fNV11mF.R Cm"COWRCOIM/INTOMY C1l MEMBER FRMT NAME RMEASF.PRMTI LAST NAMF STREET ARORESS CRY STATE ZIP �LL]1 iL I �� , � G� 'L 3 Sl - I G✓, pu/1 d -a u � i�v �lZ yZ I.MA''IL ,/� /% /� / 1 A'/� /.�.J q 1 ,I �I 13v �'JS7YQ✓L/ I�O/vo<E L -I VA �`. V gNMU 9 "F' __� / (, fff��i L 1 L ' 1 T WANT TO VOLUNTEER �1 JKRLLRPFMtT 1MY CRYCWM[IL O MRER -T1 . S+I WA 11 Mm.M N1tM1 FBYM,nilln Cry Akh' •.' A 'I FBYMI.Y' F.b-- T;mM:nn I-n••.n-•n I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the r)gnt and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEVI4LE I support an ADO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. hvr�u . stllgn FIRST NAME OV.WI[ PRINT) LIST MME STREET ADONESs u3T SWAT I ZV l w �il�; Sq --7 E•MAII ,.// ] "� L p L� Jv0T,LnQ cle �W LPY)Lj PNONE c"y +79 - K4 3 - z0 IF %O ❑ I WAIT TO VOLUNTEER SPEAK TO MT .sly CNY COUNCIL MRMBeR FIRST NAME UREASE PAINT) LAST NAMe STREET ADORE" CRY SEATe ZIP Sou! 07310 Cr% 7Z. 70J EaMIL 2 1 f! a rr t • CbM PNONE `f 7 9 -3'v-7 9 %6 _ I VIANT TO VOLUNTEER I WILL Spa" TO MY _,. CITY COUNCIL WEISER RAST NAME IPULA" MIATI LASYMME P_h STREET Woolefis �I CRY STATE A� ZIP 72`01 E�- ,I �� 1` �® `__-I_1__I •y,� LY •1 *�o'vc�ia�n� J47q {.L1/_-93�B 1U [A 'WANT 70 VOLUNTEER [AXI r_� CIVYLCOUSPUNTO WIT IVY LWEINER FIRSTIUMEIPLEASEPRINT) AST" MMEE)L.ILIL`pT,_[{l SIRE1&IMI)`RESS/ CITY SWE ZIP C�fA2uE �r1�rSarJ E. Q� �T v� Uce �Q 727b I E-MAIL _ a.}\l N� 0. `i (PRIINT) � O/f rF,9)Enr L I 1 WAM TO VWUNTEER SPEAK TO MY WC IY CWNCILMBMBER Flpsi NAME ON EASE IAR MME(- SIONECTT ADDRESS CIIYI STME ZIP e.xurt - � 1 PNONE - / / I WANT TO VOLUNTEER IWNLSPEA -�GITYCOUNCIL LM4MI MlA1BER FIRST NAME IPLEASB PIIIIITI I'�NN� LAST MM6 std STRER"mesa 'nK S. Ct w Cm , . RATE Ptt ZIP _ _ �� l 72 E#MII�\"rGVt�rr�••"T..EL+E�tSI/\�`� PNONS (WANT 70 VOLUNTEER C-WU. SPTO MY RY COUNGL MEMBER "•Thu 61 w W ch.md with FapuwNa City AINYune . w'd F.'.If.M6 C"w". I support the City of Fayetteville in passing a citywide Anti -Discrimination Ordinance to protect and safeguard the right and opportunity Of all persona to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethhicily, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETT[VILLC I support an A D 0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. I<rrrou ::. IUIKIn FIR Mu,IEFRLWeRRINI) IAATW A �� ^-�-AC--S STRenjuIDRES6 � COT [/ATfl 21P V /! ll�-+•2_ !J!- �� tJr �- �'�d 3 E.MAIi PHONE 2/9/� C / J ❑ IVMNT 70 VOLUNTEER CITY C 7 MEMBER ER FIRST NAME OV.EASE PRINT) NAMI STREET ADDRESS CITYSTAT! ZIP ar F 4r fra701 fJMll PHONE 3 3 1 WANT TO VOLUNTEER�jl 1 WILL SPUN TO MY ,FJ CITY COUNCIL MEMBER FIRST NAME OK&,UE PRINT) LAST "ME (K f `l/v I L5 STREET ADDRESS 14-0 -7 (Z osr-,mn,i-r CRY RATE SIP !•MML e�^I 7 Z— PHONE ( 7 — � /_ / -� � 7 o `file I WANT TO VOLUNTEER WRLSJPMX *MY D Iffy bOUNGIME BFR P EIPLEASEPRI" uWANE STREeT ADORE55 COY STATE IP n2�{� E-MAIL PHONE J I WANT TO VOLUNTEER. I WILL SPLAN TO MY C/ry CWN41 MlMSER J. FIRST NAME (PLEASE MIN" eller LARIMME S k STREET ADDRESS � a), Al AtLko�,- Cross ApP l CRT F" l STATE LIP n etre\); L AR e -MAR V� /� ok-Lo(n PHONE 4 �j� ��•yn 1 �- � / i- CEJ d�� IWANTTOVWVNTELR (WILL SPUN TO MY ��CffY COUNCIL MEMBER 1'INSe NAME DM.[A!l PRINT) LAST NAME STRESTADDRESS city RATS LIP &AAH PNwle '{, 'I// 11 a( WANT TO VOIUNIEER YYaa"" "a SPEAK TMEMSER "Thu list w! Iw ah l.d with F.,M1.d6 Gay AM•nnp, and FnyeNw�e Farrrwn l:naelrorr pvlmrs, I support the Gty of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identify, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEVKLE I support an A D 0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. kwv,w.,ru,lUMn FIRST NWE IPLEAfE P1 mo USIMME STREET ADDRESS CITY STATE IIF E-MAIL IWIINT TOVOLUNIEF.R k SPEAK TO MY CfTYCWNCIIMMEER FI lNWEmLF�SE FRIMD E STREET IDDRE45 CRY SIMS ZIF 7zm�vl � QU_cq�;r '_ jr•L lila"tift.lz��F 72-7&`� lull /a w�,� �p�, g1pNE q7q S 1 193 2-3 j j � LI IWANT TOVOLUNTEER Wit L SVVAK TO My RN u CYCO CILMMRER fIRS1 NAME AREASE PT11EIq IRS LASTNAME STRtMADDRESS CIIY ST,ATEj ZIF V(�i.�Llr (/ `'� � G�f �I_ � I t,ItiP �—a-�.I�% i Pi VvOI��(7 yv-�� nn��.—, I I" V A MAIL MONE_ _ - WANT TO YOLUNTEf.R Ll r "� I J I WILL SPEAK TO MY L CItY CdINCII MEMEER FIRST NAME R'LEASE PRIMn 1_e-raI UST NAME c �5 NIREEI AODRRSs 5 h fFI/e.. CITY STME TTP rah EA411 7 PHONE '1 � �•� - IWANTTOYNUNIEER --- -_-- - -- - -- 1 WILL SPEAK TO MY CITY CININQLMEMRER FIT1/1tyy "AME RN,F LEE PRINT, tAS, IMAMEI ��' FGe�a �5� STREET ADDRESS / q C"y v SJ�VII sur. TIF (J'YlSYTGL� /� �O�% ( ��E/ J�I/� LjOQ.1 L /SI 1! 'U-76 EMIL MONS /�j��yY.� h �! C f� e/N^ �/' �yy� ��n ❑ I WAIR TO YOLUMTEER I IITY CARICISPOIATO MYM CRY CWMCIL MEMBER FIRST NAME RIEASE PRown LaSTN ME SIRFET ADDRESSES CRY(' HEAT, TIP GIS— !tel ial-1 G� 6 Z`y I ] 1 i z � G��. YL- %2 7 l )16/ l ��f^--v-E L -V� >, E-MAIL Pf10N! I I I WANT TO YOMNTEER LJ I 1 I WILL SPEAK TO MV — f tRY[WNCILMEMRER 'TN. lief wi to elumd wnh FpERevill. CMY Alia,mw,� .nd Fnvnne.-A. Fa„....o e:rnlBin.. pm!r... I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, ,age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. PAYETTEVB., I support an A DO that ensures every Fayetlevillian has equal access to employment, housing and public accommodations. FIRST NAME IFLEASS PAINT) Jr"yI UST NAME SIREETAOONESS ?[I,, CITY STATE ZIP V C�� w�� h ��) �� I-�, �k�l R 7270) E MAIL PHONE 7q) 2uu-7ciq�� \� 1 WANT TO VOLUNTEER LLLJJJ �IML�WE TO MY MEMBER FIR SI NAME (VL EASAPRINI) LAST NAME STREETADORESS CRY F M�i�n� SLATEIIP ��L 77-,7 EAYII yNONE I WANT TO VWYNIEEN1rjl IWILL SPEAK TO MY CRY CWNFAL MEMBER FIRST NAMEWORASSM11 ""NAME STREET ADDRESS CITY L(in gTATE ZIP 5au�� yovIS.Ol. U E Man \ MONT r�' 1 1 I WANT TO VOLUNTEER TO MY Cl �,NLCG,MN MEMBER FIRST NAE BNLLB6 MOW) MMOW)DRE99 LAST NAME 91REEI AD , CITY STATE ZIP 7-2704 �_�� 1•, r O` , C_�J �� r7 r �r IWAMi TO VOLUNTEER IJ CIITCWNCI\Y MBER FIN51EOREASEPRIN11 LAST M STREETADORESS / CITY SIMS ZIP E-MAIL r-o�Vh r��(1 1 I Cj�/� IWrV1Y TO�V(OLU�NTEER IWILL SPEAK TO MY � I� FIR AMF VIKc,�� l ST NAME ��\ I L�� STREET J�g ADDRESS.Co�YJ� ��1i AT F''�'�j11 VV1 ///C��BYCWNCILMEMBER �� ZIP -7o I EMAII AAA ri�.�CLO ry-,, %IONS IWANi tO VOLUNTEER pWOOL ry akm 10 MY MEMBER "IN. LM wA W h.mid wAh Y.F.IWfil, V9V AM 11 -MM AIN$ FgwlA.r. fA+m,A I:J,LIAw, P4,In-♦ support the City of Fayetteville in passing a citywide And - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forma of discrimination, including discrimination based on real or perceived race, color, ethnicity, national origin, age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. FAYETTEVILL I support an A D 0 that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME mIBAt& Mlff) LII&TNom srgE[TADDREse CT/ WAYS ZIP Ii RHONE I� I ' l4 NTTOWLUNTEER r IWNLSPEANTOMY CRY CW NOL MEMBER lJ FIRST NAME PLEASE PRINn (AST NAME STREET ADDRESS CRY STATE SIP E -MNL PHONE ❑ 1 WANT TO VOLUNTEER❑ 1 Veli SPEAK TO MY CITY COUNCIL MEMBER FIRST NAME mUASS FROM LAST NAME STREET ADORESS CRY STAT[ IIP EMAH PHONE ❑ 1 WANT TO VOLUNTEER❑ 1 WILL SPEAK TO MY CRY CWNOL MEMBER FIRST NAME PLEASE MON" (AST NAME STINETADORESS CRY STATE LP EMAIL PHONE (� I I IWAN7 TO YOlUNTEERWILL SPEAK TO My' 0 IMCWNOLMEMBER MOST NAME( PLEASE PRIMR IASTNAME STREET ADDRESS CITY STN& zip EMAIL PHO/E ❑ IMMMTTOVOLUNTEER❑ 1WILL SPEAK TO MY CRY CW NOL MEMBER FIOSTNAMEDqEASEPRINn LAST "AM STREET ADDRESS CRY STATE IIP EJMIL PHONE I~TTOYOLUNTEBR 11MEMBER L]CI1011111 TY C SPEAKTo w "This list w be shared wsh Fayetteville Cary AkJoi end FayetteWle FuwM Coali Put mn FAVer1T\EVILLE I support the City of Fayetteville in passing a citywide Anti - Discrimination Ordinance to protect and safeguard the right and opportunity of all persons to be free from all forms of discrimination, including discrimination based on real or perceived race, color, elhnicily, national origin, -age, sex, gender identity, gender expression, religion, sexual orientation, disability, marital or family status and veteran status. I support an A DO that ensures every Fayettevillian has equal access to employment, housing and public accommodations. FIRST NAME Oka MINT) MINT)LAST NAME STREETADDReSs CITY STATE ZIP 6:1lk (3 1,4) Cy M-Z'u Q)bykl pv j YkLvili. /�1� 72-Z E MAIL PNONe Q.171�.�w'�rt �N y Q I . pry,_ —1 r � I,u ❑ I WANT TO VOLUNFEER I WILL SPEAK TO MT CRY COUNCIL MEMBER FI 1NAM MEAEEMUIIT) LAST NAME STREET ADDRESS CITY STALE SIP t QLo ve_' �0b i -h I I 'v a,�e e u i E-NMIL _ ,11r`I�1I} PHONE LJ7 IWANTTOYOLUNTEER L CMICOUNCIL MEMBER FI ST NAME BMEASE PRINT) i�. LAST NAME N W, imp no STREET ADDRESS -i uLt N L__evfA-f vt CRY STATE III AK X27 o I EMAIL PNON! �' � `T vI �� l l U IVI IWAMT TO VOLYMTEER �/ W �,A I NL SPEAK TO NY CRT COVNGL/.LEMBER I 2 - FIRST NAMEB'LEASEPRINTI UST NAME STREETADDRESS CRY "ATE IIP l IMIL MORE 1 1 I WANT TO VOLUNTEER J ❑ I WILL SPEAK TO MY CRY COUNCIL MEMBER FIRST NAME BILEASE PRIM" LAST NAME STREETADDRESS CRY SLATE ZIP EMAIL PNONe ❑ I WANT TO VOLUNTEER D I WILL SPEAK TO MY CRY COUNCIL MEMBER FIRST NAME BPLERSE PERM LASTNAME STREET ADDRESS CITY STATE ZIP E-MAIL PHONE a IWANT MVOLUNTEER r 1� MY Cm COUNCI MEMBER '^No 5nl wS :p xMmC wdl'� PATNIsraa C'�q ALLw�r�w� siJ F+peuwie i...w++Cuaplw Patin+.• CityClerk From: Michael Myers <michaeljmyers@hotmail.com> Sent: Wednesday, August 20, 2014 7:11 PM To: CityClerk Subject: Thank You Categories: Printed, Responded, Completed Dear City Clerk Smith: Please extend my heartfelt thanks to the Mayor and all on the Council who voted for equality, fairness and justice. Sent from the iPad of Michael Myers. OFFICE OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE TO: Mayor Jordan City Council Mayor's Council CC: Don Marr, Chief of Staff Casey Jones, City Prosecutor FROM: Kit Williams, City Attorney DATE: September 4, 2014 Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mulford Paralegal RE: Legal interpretation of Civil Rights Administration Ordinance The recently passed Civil Rights Administration Ordinance will be enacted into the Fayetteville Code when it becomes effective about September 20, 2014. There are provisions and terms within this ordinance that are not precisely defined or the legal interpretation of which have raised questions by concerned parties. The Fayetteville City Code charges the Fayetteville City Attorney with the responsibility to interpret Code Chapters such as the Civil Rights Administration Chapter. "10.02 Interpretation Unless otherwise provided herein, or by law or implication required, the same rules of construction, definition, and application shall govern the interpretation of this Code as those governing the interpretation of state law. Except as noted in the Unified Development Code, the Fayetteville Code shall be interpreted by the City Attorney." (emphasis added). 1 The purpose of this memo is to fulfill my duty to interpret terms or provisions within the Civil Rights Administration Chapter that need clarification. The Arkansas Supreme Court has provided clear guidance for the interpretation of City ordinances. While City ordinances are presumed to be constitutional and legal, Craft v. City of Fort Smith, 335 Ark. 417, 984 S.W.2d 22, 26 (1998), the Arkansas Supreme Court has repeatedly held ambiguities in City ordinances shall be interpreted or construed against the City and in favor of the property owner, business owner, or person who could be accused of violating the ordinance. Id., Trice v. City of Pine Bluff, 279 Ark. 125, 649 S.W.2d 179, 181 (1983). 1 shall endeavor to follow these Supreme Court mandated rules of ordinance interpretation in this memo which shall constitute the City Attorney's official interpretation of this Civil Rights Administration Code Chapter. 1. "Socioeconomic background" This term was used, but not defined, in the draft Civil Rights ordinance from the Human Rights Campaign which was presented to Alderman Petty who delivered it to my office. I was somewhat unsure what the Human Rights Campaign officials meant by this term and had similar concerns to some expressed to the City Council and personally to me. Alderman Petty provided the Human Rights Campaigns response on the attached email which says: "A landlord legitimately needs to know if a potential tenant has the ability to pay rent. The landlord can use various measures of judging that, including requesting a credit check or pay stub. This ordinance does not change that. What this ordinance says is that you can't use measures that conflate the legitimate question (does this renter have the ability to pay) with discriminatory (irrelevant and prejudicial) questions, such as "Is the renter Caucasian/a woman/a single mom?" Her race, gender, and marital/familial status are irrelevant to the legitimate question of "can she pay?" In the same way, socioeconomic background (note: not status; background 2 implies history) is also irrelevant... Asking the legitimate question of "can this person pay" and asking for proof of ability to pay is still allowed under this ordinance. As you can see in the email, "socioeconomic background" was never intended to equate to "socioeconomic status" which could entail the person's current creditworthiness, credit history and credit "score". I publicly stated this in reply to a question from Marshall Ney prior to the City Council's vote to pass the ordinance. Therefore, no financial institution, landlord, business offering credit, or other such business or person would be in violation of the Civil Rights Administration Chapter for using a credit check, requesting a pay stab or otherwise asking for proof of ability to pay and relying upon such economic evidence to determine whether or not to loan money, extend credit, or agree to rent to an individual. What discrimination based upon "socioeconomic background" would prohibit is discrimination against a person who grew up "on the wrong side of the tracks" or in public housing even though that person now has a steady job and a good credit history. What all anti- discrimination acts should do is require that persons be treated as the person he or she actually is right now rather than through the lens of some bias based upon race, religion, ethnic origin, or other disliked characteristic. Someone might have grown up in a single parent's apartment filled with late notices, but if that person now has a solid job and credit history, he or she should not be denied a loan, store credit, or rental housing based upon their long ago socioeconomic condition (which the ordinance refers to as "socioeconomic background"). I asked the Human Rights Campaign attorney for any further guidance they might want to provide me and finally received a 60 page Memorandum from the Poverty and Race Research . Action Council entitled: "Keeping the Promise and Preserving and Enhancing Housing Mobility in the Section 8 Housing Choice Voucher Program." That document spoke about "source of income". The HRC's own three page memo entitled "Non -Discrimination on the Basis of 'Socioeconomic Background' stated: 3 "Without those protections, landlords and those who list property for sale could discriminate against people who receive welfare, other public funds, or funds from a court order." This "source of funds" language is nowhere found in the Civil Rights Administration ordinance and cannot reasonably be construed to be within the meaning of "socioeconomic background." Thus, no matter how laudable such a concept of preventing discrimination based upon "source of funds" might be, it is not applicable to the Civil Rights Administration ordinance nor should it be considered by the Civil Rights Administrator or City Prosecutor in administering or enforcing the Civil Rights Administration Chapter of the Fayetteville Code. 2. § 119.03 (D) Employment References An attorney representing business owners was concerned that § 119.03 (D) seemed to require an employer to give a departing employee a job reference. Attorneys and Human Resource professionals realize that furnishing a job reference can sometimes be problematic and might have some liability issues. Some businesses therefore are reluctant to give such a reference or simply have a policy not to give job references. § 119.03 (D) does not prohibit such a policy. (D) must be read in conjunction with the introductory clause of § 119.03 which states that the listed acts are improper if done "for a discriminatory reason." So if a business or employer has a policy not to provide job references to avoid potential liability (if someone does not like the reference they receive or if the new employer claims a good job reference misled him into hiring an unsatisfactory employee), then the employer can maintain its "no job reference" policy without violating § 119.03 (D). A job reference may or may not be given as long as that decision and any job reference given is not done "for a discriminatory reason." F1 u What would not be allowed is for an employer to give most employees favorable letters of recommendation, but for a discriminatory reason (dislike of gay or lesbian employee), the employer refused to give that employee a job reference "that would deprive an individual of employment opportunities." The key requirement in § 119.03 Prohibited Acts of Discrimination - Employment is that for all of these described actions, none would violate the Civil Rights Administration Chapter unless the action was done "for a discriminatory reason." If the employer does not act with a discriminatory intention, there is no violation of the Civil Rights Administration ordinance. 3. Assisted Living Facilities and Nursing Homes I believe that Assisted Living Facilities are licensed by the State of Arkansas and operate pursuant to State regulations. I have consistently opined that State law is dominant over and controls the administration of any City ordinance. Under § 119.07 General Exceptions (H), the Civil Rights Administration's age regulations expressly do not apply if contrary to any state law or regulation. I have been informed that comprehensive state regulations are applicable to the admissions and occupancies of Assisted Living Facilities and this is probably true for Nursing Homes and other similar facilities. If so, those facilities would not be in violation of the Civil Rights Administration Chapter's age regulations for abiding by state regulations because § 119.07 (H) states those state regulations "are not improper age discrimination under this chapter." This exception from such age regulations in Chapter 119 Civil Rights Administration would also apply to other such state or federally regulated housing or businesses. 4. Sincerely held religious belief The Civil Rights Administration Chapter has a specific provision to honor, respect, and protect our Free Exercise of Religion Right. 5 § 119.07 General Exceptions "(G) If a party asserts that an otherwise unlawful. practice is justified as a permissible bona fide religious or denominational preference, that party shall have the burden of proving that the discrimination is in fact a necessary result of such a bona fide condition." The current context for this issue presented by some would be the forced attendance at a gay or lesbian wedding by a photographer or musician who for their sincerely held religious beliefs object to such marriage. It is very likely that objections to attending or performing at such wedding ceremony by such person would be excepted or exempted from the discrimination provisions of the Civil Rights Administration Chapter. However, I cannot imagine that such a situation would actually ever occur as I cannot believe that any couple would want a person who objects to their wedding to sing at or photograph their wedding. Nor would they wish to support such person's business with their patronage. Certainly, no minister could be required to officiate at a wedding that would be contrary to the minister's sincerely held religious beliefs. Businesses that sometimes serve weddings, but are more detached or work from a distance like florists or bakers, could also assert their "discrimination is ... necessary" because of their religion. Again, I doubt if the couple to be married would choose to use such a business or ever wish to support such business with their patronage, so this "issue" would probably never arise. If this. issue did occur, these business who supply but do not attend or participate in such wedding would not have the strong case to authorize their discrimination as photographers or musicians. 0 CONCLUSION I do not presume to usurp a Judge's power and authority to definitively interpret Chapter 119 Civil Rights Administration. My interpretation should control how this Fayetteville Code Chapter will be administered by the Civil Rights Administrator and enforced by the City Prosecutor. I also will listen and consider concerns and suggestions from attorneys and others such as the Mayor's Committee to further refine or clarify these interpretations if necessary or to examine other provisions of the Civil Rights Administration Ordinance that might need interpretive clarification to avoid unanticipated consequences. However, the Civil Rights Administration Chapter passed by the City Council is always controlling, and no interpretation can change its clear wording. Only the Fayetteville City Council can amend or change any provision of this ordinance. My basic Official Opinion interpreting this Code Chapter is as follows: 1. "Socioeconomic background" means a person's long ago socioeconomic roots as opposed to current socioeconomic status. Business may obtain and use credit checks and credit history of applicants for loans, credit, or housing without violating the Civil Rights Administration Chapter. 2. Job references for employees are not required nor would any reference or refusal to provide a reference violate the Civil Rights Administration Chapter unless done "for a discriminatory reason." 3. Assisted Living and Similar Facilities whose admissions and housing are regulated by the State will not be violation of potentially conflicting age discrimination regulations of the Civil Rights Administration Chapter. 4. Ministers and others intimately associated with a religious ceremony would be exempted from having to participate in, attend or conduct such religious ceremony if such ceremony, such as gay wedding, would violate their sincerely held religious beliefs. 7 KA OFFICE OF THE CITY ATTORNEY DEPARTMENTAL CORRESPONDENCE TO: Mayor Jordan City Council Casey Jones, City Prosecutor Mayor's Committee FROM: Kit Williams, City Attorney DATE: September 4, 2014 RE: Civil Rights Administrator Kit Williams City Attorney Blake Pennington Assistant City Attorney Patti Mulford Paralegal "The Mayor shall designate the Civil Rights Administrator, who shall administer this chapter and be responsible for receiving, investigating and conciliating complaints under this chapter." § 119.11 Administration and Enforcement (A). The Administration has investigated how similar Civil Rights Administration ordinances are administered in other cities similar to Fayetteville. In each case, the, Administrator has been a lawyer who probably has at least some Civil Rights experience or training. Therefore, the Mayor has requested that I consider allowing the designation of one of the four lawyers in the City Attorney Department (two in the City Attorney's Office and two in the City Prosecutor's Office) as the Civil Rights Administrator. The City Attorney's Office has had the same staff (two attorneys and one office manager/paralegal) for a quarter century. In the same period of time our City has almost doubled in size and City Government has grown in staff size and in the complexity and reach of City ordinances and regulations. When the City gets sued (we are currently personally 1 defending three active cases), it is sometimes very difficult to keep up with demands from City staff and the Aldermen for legal research, review of contracts and documents, drafting sometimes complex new ordinances, assisting in their implementation, etc. I have not allowed the City Prosecutor's Office to increase its staff since I became Fayetteville City Attorney in 2001. Indeed, the City Prosecutor's head court has gone from two attorneys and eight support staff down to two attorneys and seven support staff while their case load has about doubled since 2001. I also placed the additional burden of prosecuting businesses who were failing to pay their Hotel, Motel and Restaurant taxes on the City Prosecutors Office. They have now collected over $800,000.00 in overdue HMR taxes. Instead of placing additional duties upon the City Prosecutor's Office, I need to relent and eventually request the City Council authorize an additional employee (to return to ten employees) for the City Prosecutor's Office. As Fayetteville City Attorney, I am separately elected by Fayetteville citizens. My number one duty must be my service to our citizens. I thus work with rather than for the Fayetteville Mayor. However, I have always believed that one of my most important goals is to help the Mayors and City Council's policy decisions be realized and to make our government as effective and efficient as possible. I always try to say "Yes' to Mayor Jordan. The Civil Rights Administrator's job and decisions will almost certainly be controversial and questioned by one side or the other who gave conflicting and heartfelt opinions for ten hours to our City Council before their vote to pass the Civil Rights Administration ordinance. Despite my heavy workload and reluctance to step into the whirlwind of controversy, I will agree to Mayor Jordans request to act as the Civil Rights Administrator for a period of one year. During this year long period, the City Administration will have sufficient time to select a city employee and have the future Civil Rights Administrator attend training to improve his or her mediation skills and gather more knowledge `a about Civil Rights including options for a complainant beyond the City's Civil Rights Administration Chapter. As Civil Rights Administrator, I view my duties almost exclusively as listening to a complainant, contacting the accused business or person and giving them an opportunity to give me their side of the story. After that I would try to mediate or conciliate some agreeable resolution. If Mayor Jordan decides to appoint a Citizen Commission to assist the Civil Rights Administrator, I might ask the complainant and business in an unclear or difficult case to present their sides of the controversy to the Commission so that a better resolution could be found. If no resolution is possible, I will either recommend that the complainant meet with and provide an affidavit to the City Prosecutor, or I will not recommend a referral to the City Prosecutor. As part of the Official City Attorney Department Policy, the City Prosecutor's Office may not subpoena the City Attorney who has worked on a dispute as Civil Rights Administrator for the trial of a person or business involved in the dispute. I cannot limit the right of a defendant to subpoena whom they please for their defense. 3 CITY OF 011ueviiie ARKANSAS Civil Rights Commission Peer City Analysis Prepared by the City of Fayetteville Sustainability and Resilience Department 125 W. Mountain St. Fayetteville, AR. 72701 479-575-8268 August 2014 Peer Cities Sustainability and Resilience staff looked at four college towns of a comparable size that have adopted Human Rights Ordinances and have created administrative processes for handling inquiries and complaints. This includes: Bloomington, In., Columbia, Mo., Ames, Ia., and Iowa City, Ia. These cities are home respectively to Indiana University, the University of Missouri, Iowa State University and the University of Iowa. The populations of these cities are similar to Fayetteville ranging from 61,792 in Ames, IA to 115,276 in Columbia, MO. Elements in Common The research indicates that these four cities have common elements regarding their Human Rights legislation. They also have similar procedural actions for how they administer the process of receiving inquires, investigating complaints, determining probable cause, facilitating mediation and conciliation procedures and prosecution. The elements that these peer cities share in common include: • They all utilize a Human Rights Commission for hearing registered complaints and these boards all meet monthly. • They all typically investigate claims of discrimination in the areas of housing, employment and public accommodations. Some also investigate discrimination related to credit, education and ADA complaints. • They are all internally staffed by City employee(s). • They all have developed sophisticated procedures for registering, investigation, mediating and prosecuting complaints. • They all keep records of the number and type of complaints that are lodged in a fiscal year. This is typically summarized in an annual report that states the number and type of inquiries, investigations and prosecutions undertaken within the last year. • They all typically cover discriminatory actions related to age, race, ethnicity, national origin, marital status, sex, religious affiliation, sexual orientation, gender, familial status, disability and retaliation. • They all participate in, and many have annual budgets for, public education and outreach programs. • Telephone conversations with peer cities HRC staff indicate that staff ranges from 1 to 4 people administering these programs. • Telephone conversations also indicate that there can be a significant amount of time and resources investigating claims that are ultimately deemed to not have merit. • Some peer cities partner with the Law Departments at the local university for interns and conciliation mediators. • Staff for HRC's are varied and include Assistant City Attorneys, Assistant City Managers and Human Rights Coordinator/ Equity Director. However, they all commonly have a background in the Law. This is confirmed with discussions with staff with the Human Rights Campaign who said that it is most common, although not exclusive, to have someone with a legal background as the Staff for a Human Rights Commission. Bloomington Indiana has their staff partner with a HRC member to do the investigation and processing of each case. This creates a team process and the HRC members take turns in partnering in investigations. Bloomington HRC staff also reviews Affirmative Action Plans for contractors who are doing work for the City in addition to the other tasks assigned. Elements of Fayetteville's Ordinance that are Different from Peer Cities There are some elements of Fayetteville's ordinance that are =different from some or all of the peer cities analyzed. This includes: • Fayetteville's ordinance addresses the areas of employment, housing and public accommodations and does not address credit, education or ADA complaints. • Some peer cities have very strong State Human Rights Ordinances and Commissions that are utilized for many complaints especially in regard to housing and employment. • Fayetteville's ordinance includes protections for "gender expression' which is not found in any of the four peer cities evaluated. Gender expression refers to the way in which individuals manifest masculinity or femininity. It is expressed through appearance, speech, behavior, movement and other factors for which the individual wishes to be understood as either masculine or feminine. • "Socio-economic Background" is not defined in Fayetteville's Ordinance. An example of how someone could be discriminated against for socio- economic background would be if a landlord refused to rent to someone because they felt like the potential renters employment would not be able to cover the cost of the monthly rent without the landlord going through a credit check to determine the renters ability to pay: "I am not going to rent to you because you are dishwasher and you obviously dont make enough money to afford to live here." CMI refe. PeminbinKr-Job Deselmlon. V/erklaetl-PMtemplet-- Xeurs Sant PamlmneNy [IryP `A, PaWlaYan a.., CMINotts Coma A of Members- 8etivpouna of Members ¢Yeemalle s pmrttlunsw 41bxe 1w lnveWy[Irig UmplelMs peon NeM1u Notes IN. Xnmen,term Commial isaJ —.be, beard beaghad th-f rm Bloommger's Human Rights ONlnan<e m a lair and timely mann«, to adu[eta mmmumn membersatassel that, r al and asompidllines under Oa,slor/F6o,ev' Berman McKinney. The 1) Filing atompleml anea iwismagaNery l) pwbeme ume Ia 3Y33 tR Small napes new mmpemp pled, q<a— various civil viers laws, to maw raise amnass on all human rights lssuma, to me. can be teach at 13cal Delendavelon,3) For me,conmlallon, e) Publl[rearing, Sl NPt alleged conn minNim memplDvmemaMwg zaenj, tn. yeeminglon XPC date n of menton 1 hleemMpary IN 925 JS x033 Cann: Ivaime ane uta that and sub[onuatlots on Cary jobs pay employees Monday through Friday 8 a.m. to 5 will Issue order that is binding upon xndlnes of the public S11 car. H.Red tlN<timinan'en ea tl6abllierIn mall[ SetlwmmMcsIXus'.1 hall Amass on', Estunate erairy tuat oary.aspnece. A. rmiaA Inches, be (... tlMnisbalive mmmetletlew In E013. Jhe Din All tefv,ed3 mmpYlnof "gender heard, is A protected <lau. fornmble ml crew and of bus: complies Al governmental entlryantl pores ,t hm.antl Aht M1uman,IgM1b@blmmingbnln.arm tledaratbn from acourt Ino Vklj. co al("tto). to Stale or FMenlagenxes and drsmastta 5 on g coma of the omplles the Americans Dant Whites RCI m0P).and bprovde1M1e community Act ADA), and no total so., kohms, AscvvperMe, ill A will inlvrmativn about the POP. [ommisslan meet vncea coon-. a 3) smalminary luau 11, z f rearm of Lomplal J)NOMkaben of11 (duie� qj Jurisdictional haver, ie v,5 8ese pfier to 33 the X3[reabed lJ lnpul,les or querJlonx wllheut Muman H.H. Commisslon ee[abllsMdln 191q. Human gaghts Commission)HgC)ofJ memberz lM1al "aemansbaMtl a srJang arranged, A)I Mvestl.. J) and pl Ing acomplaint lB employment q hauslry. x So talc Court challenged in DEAN and restruttwN In 2 Calumble. MO 119,311 2033 Cv nsus Y vl M1u reg d,ppArcaw,,tepual StaHLurson Wim ant airy m a)Jawand tarmanyBl Dele,minaxon.8)No hobable Cauee.9)Prabable Cauu. 30) InxO33 rneivea5 3931meaunMgrondllaM anamoppro Es11maM wv,, won e4,nOlsan,pte, onun,Wem [ iry3year terms. 9uaeel al a1,FAIR ryembod W nselor, Law Deparbnenlsue Department mmerera,mm3buer er meabden, ss),dwml e, lIga,I ,a,,)I mplaln ria, 3 alsa a dI mta0rtienll tlomof be[aromlC dm akeas progra.' ing. 52503, 205 for ee n[adanalpmerammmg. P,mecu4oryi3)VolunteryWtlM1dmwal, 131 Conelmtllon of a35.,A artanax wmplT'mwasmeemm%undtobe tar.- opDinder essto m Lalumblee esesn' tausme,'Awaral Pules, Peau latish: ane PleadiNs. romplainants andx werelou nd [e bm without [au[e. ftho,t w is ortlinan[e,'gentler Mentey'iva pro4[lM clan. anchaver all Cenaraw n mall as A S membe, bwtd Mat savers 13 Register the complaint, x) Meet wad. staff W discuss the aisvlm-Awn, ,term against, pawn teume of his or her n<e. elnmxn. Wmpbmum stare the shapes:. 3) Volume« imre tap anal An, .1, alrenemua dmeaker, as.ud a ria-Nun, vend, SIRRLiaisvn Melbu Mural-Pedew Gn galM1e, lett about Me case, q) I(no probade Cause the leaf mRlm In 1910 to implement the Proyiem, 3 s IP BLIx9x'xD13 Ce nsus Iowa Sate eiototatu lemplWmesell statusonus ter. 515139;192. mmplalntis wlMdrawn, 511/prpbable cruse 6/auK it Ross to Contract with Me Slate of revers for legal servkes,egaNing o Iowa DalRightssura <l alHallgend Na fslima[e Vniverelry credit se fclliN.age man (res: mexYl llonty). or (credit mumt@tltY ames3a ms wnpnetion.6lCoailiatloo- seal memberteRmpno settle HDC. %othe er emempon nt[W i'o, gendwass. tlM of o/'socbecoawmon' deveepmenalldisen/orhot appleache IN Iutned aevelosmantalarsabgOffrolappli<abk to tnAcomplalnl. Jl A Iran,, is held babre the NPL li an 'Barer expreulon'In Ame[oMinanw. must be Cammiwion—Xea,Ing 0111<ers: Persons aDpdnled muzl be edumlee In Me appointed rear cu Jmn fa las Thec m rI vAon shall warden of be (9) members, appointed by vole of me elty—nril. Ppmmtreaefiall serve(«P over o/three S)me. and 11 File complaint 2) nastlPaon o(wmplaint 31 pmWMa a ie,q)Can[Ilosteon pro<Murey 5) Remedial actbn. 5) Notice 3membr staff verb l person being an Iran, From the Law School. The Xumzn mehb tgordiesso, mid that they her Nu man qlg- Commlown estaWshea In J. 4 Iowa Chair Cen ws a( shwa... has been appmnt Yto fit letl ler Stephanie Bowe,, Human gigM16 and older,A)p an4 pm year with most nomlc.G.'priduV or "geMe, Nommen' M... are Es(mate Iowa a eAM met take the nenb iMlllake at mdnae, ofanAnd Coo NanaW,/Equlry Director 3]43565023 mdll,emwane <nforcemen491 Mtem glue juel[lalpmceeelrys upon reen'ne,'ffI Michael t In...complaints..Iing moloymemMs[rlminerlen. JM1ey M1ave hatll usual employment pe CIN pressbn"In lewd Clry aHlnana,'IXntlee wapirea el and —a And «amen oTNe auomt, soual wma In. mpbmte oxenwuo, [pee. I, mvq. ieentN isa protected dau oronar-namevemus, manomn a,aew,oml[eroupe to the nn. Jhm eommlaion mee4 ora hear mon M. WHAT IS DISCRIMINATION? The City of Fayetteville defines discrimination as an act, policy or practice that has the effect of subjecting any person to differential treatment as a result of that per- son's real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability or veteran status. HOW TO FILE A COMPLAINT? - Bring the Complaint Form to the Civil Rights Office, located in City Hall. - Mail the complaint form to the Civil Rights Office. - Email a complete, signed and dated Complaint Form to e documents o that,suppor CIVIL RIGHTS COMMISSION 113 West Mountain St. Fayetteville, AR 72701 www.accessfayetteville.org The Fayetteville Civil Rights Commission designed to protect and safeguard t opportunity of all persons to from discrimination based on real ceived race, ethnicity, national origin, gender gender identity, gender expression, f al s marital status, socioe mic back , religion, sexual orie disabilit veteran status. The FC a ends t omote the public health and (fare pers who live or Oe City ay d t sure that per within y ha qua] access to Jpmploy t,housi and public accommodations. WHO IS PROTECTED? The Fayetteville Civil Rights Commission protects the following classes in the areas of Employment, Housing and Public Accommodation : Age Real or Perceived Race Disability Familial Status Gender Identity Marital Status National Origin Religion Gender Sexual Orientation Gender Expression Socioeconomic Background Veteran Status Authorization Release Form FayettevilleCivil Rights Commission City Hall 113 West Mountain St. Fayetteville, AR 72701 479.521.7700 "Disclaimer Paragraph" Signature Date Please fill in the particulars of your complaint below: (Be sure to state why you feel you were discriminated against) I certify under penalty of perjury and pursuant to the laws of the State of Arkansas and the laws of the United States of America that the preceding charge is true and correct. X Signature Date FAYETTEVILLE CIVIL RIGHTS COMMISSION COMPLAINT FORM Fayetteville Civil Rights Commission City of Fayetteville Arkansas 113 West Mountain St. Fayetteville, AR 72701 (Complaint of Discrimination under Fayetteville Municipal Code Chapter_) AGENCY USE ONLY Complaint Number: ❑ Local Agency ❑ State Agency, ❑ EEOC NOTE: PLEASE TYPE OR PRINT (in ink only) 1. What is your legal name?__ 2. What is your address? Street City .. ... ...... State _ . .. _. Zip Code 3. Telephone 4. E-mail - - - - .......... 5. What is your date of birth? _. _--------------- .......... 6. Sex 7. Race ...................................... . 8. On what basis do you feel you have been discriminated against? (Please check all that apply) E] Age ❑ Disability ❑ Real or Perceived Race Familial Status ' ❑ Gender Identity ❑ Gender ❑ Gender Expression - ❑ Sexual Orientation ❑ Marital Status ❑ Socioeconomic Background ❑ National Origin ❑ Religion ❑ Veteran Status 9. Please check the areas in which the discrimination occurred : ❑ Employment n Public Accommodations ❑ Housing 10. What -is the FULLLEGAL-NAMEof the organization that allegedly discriminated against you? -- Organization mailing address : County ------- ----------------- -. State ---- Zip Code .-_------------ -- Telephone 11. Address where discrimination allegedly occurred Street County................. - - ................. State - ..... ........................ -, -------- .... -_.. .-. Zip Code 12. What does that organization do? 13. Check the approzimate number of full and part-time employees at all employer locations (VERY IMPORTANT) : 00-24 [3 25 49 50;_ 99, x]100+ 14. Have you filed this complaint with any other Federal, State, or Local Anti -Discrimination Agency? 0 Yes ❑ No If yes, what agency? -- - ---- .. -- ............ 15 On what date?, ---- -----.--- Please identify the person(s) who allegedly discriminated against you. Name -: Position/Title --..---... Name Position / Title .........-- 16. What is the last date that something, possibly discriminatory happened to you? 17. What happened on that dati CITY OF BLOOMINGTON HUMAN RIGHTS COMMISSION The Bloomington Human Rights Ordinance promotes equal Opportunity ht employment, education, housing and access to public acconnnodations, regardless of race, sex, religion, color, sexual orientation, gender identity, national origin, ancestry or disability. The ordunance also prohibits discrimination in housing on the basis of fati lial status. City of Bloomington 401 N. Morton Street PO Box 100 Bloomington IN 47402-0100 (812) 349-3429 human.rights@bloomington.in.gov www, bloomington.in.gov/legal/hr.ph p Table of Contents Topic Page No. CityPolicy......................................................................... 1 Commissioners and Staff ........................................................ 2 Chair's Statement............................................................... 3 Director's Statement ......................... ..... I ........................ ..... 5 Comparative Data................................................................ 8 Breakdown of BHRC Complaints ............................................ 9 Summary of 2013 Cases ........................................................ 10 PublicInquiries................................................................ 12 Hate Incidents Report ....................................................... 21 Steps in Processing Complaints ............................................. 24 Essay Quotes......................................................................25 2013 Meeting Dates............................................................ 26 Former Commissioners....................................................... 27 POLICY OF THE CITY OF BLOOMINGTON It is the public policy of the City of Bloomington to provide all citizens equal opportunity for education, employment, access to public acconmiodations and acquisition through purchase or rental of real property including but not limited to housing, and to eliminate segregation or separation based on race, religion, color, sexual orientation, sex, disability, national origin, gender identity or ancestry, since such segregation is an impediment to equal opportunity. It is also the public policy of the City of Bloomington to prohibit discrimination in housing on the basis of familial status. Equal education and employment opportunities, equal access to and use of public accommodations and equal opportunity for acquisition of real property are hereby declared to be civil rights. The practice of denying these rights to persons because of race, religion, color, sex, disability, sexual orientation, gender identity, national origin, familial status or ancestuy is contrary to the principles of freedom and equality of the City, and shall be considered as discriminatory practices. The promotion of equal opportunity without regard to race, religion, color, sexual orientation, sex, disability, gender identity; national origin, familial status orancestry is the purpose of this Section. It is also the public policy of the City to protect employers, labor organizations, employment agencies, property owners, real estate brokers, builders and lending institutions from unfounded charges of discrimination. CITY OF BLOOMINGTON HUMAN RIGHTS ORDINANCE Bloomington Municipal Code §2.21.020, as amended The Bloomington Human Rights Commission usually meets at 5:30 p.m. on the fourth Monday of each month, in the McCloskey Conference Room of the Showers Building, 401 N. Morton. Unless otherwise specified, meetings are open to the public. The 2014 meeting crates are listed on page 26 of this report. CHAIR Byron Bangert NAME BLOOMINGTON HUMAN RIGHTS COMMISSION 2013 OFFICERS VICE CHAIR SECRETARY Carolyn Calloway -Thomas Alexa Lopez 1/13-8/13 Michael Molenda 9/13-12/13 Byron Bangert Carolyn Calloway -Thomas Valeri Haughton Michael Molenda Alice Tischler (Resigned 12/13) Teri Guld (Resigned in 6/13) Alexa Lopez (Resigned in 8/13) William Morris Beth Applegate COMMISSIONERS TERM EXPIRES 1/14 1/15 1/14 1/15 1/14 1/14 1/14 2013 STAFF DIRECTOR/ATTORNEY: Barbara E. McKhmey 2 APPOINTED BY Council Mayor Council Mayor Mayor Council Mayor Mayor Mayor SECRETARY: Barbara Toddy Bloomington Human Rights Commission Annual Report of the Chair, 2013 The Bloomington Human Rights Commission, established by ordinance enacted by the Bloomington City Council, exercises jurisdiction within the City of Bloomington only. The BHRC promotes equal opportunity in employment, housing, education, and access to public accommodations, regardless of race, sex, religion, color, sexual orientation, gender identity, national origin, ancestry, or disability. The Bloomington Human Rights Ordinance also prohibits discrimination in housing on the basis of familial status. The Commission's Director and members investigate complaints of discrimination filed by residents of Bloomington, issue findings, and pursue negotiated or imposed settlements in those instances where violations are found. The BHRC also works to promote greater community awareness of human rights issues by engaging in public education and various civic activities, advocacy efforts, and diversity and multi -cultural events. The BHRC also collaborates with other City commissions that share overlapping missions, including the Commission of the Status of Women, the Dr. Martin Luther King, Jr., Birthday Commission, the Commission of the Status of Black Males and the Council for Community Accessibility. The BHRC has long had an interest in the conditions prevailing inside the Monroe County Jail. We arranged a tour with Sheriff James Kennedy in February, both to acquaint our newer members with thejail and to gain a better understanding of what currently transpires inside the walls. On February 20 we formally presented our 2013 Human Rights Awards to attorney Guy Loftman in recognition of leis long-standing commitment to civil rights and, in particular, his work in cooperation with the Monroe County NAACP to address issues of racial discrimination in the city and county. In April we again fielded a team called the "Rights Stuff' in the annual VITAL Quiz Bowl fund-raiser for Volunteers in Tutoring Adult Learners. In April we also recognized the student winners of our arcual Essay & Art Contest with an awards ceremony presided over by the Mayor at City Hall. Our adopted theme for 2014: "Choosing Civility: The best examples I've seen for being considerate to others." We participated in the annual 4°i of July parade with a colorful float bearing the theme, "Red, Blue, or White: All Have Hunnan Rights." Due to the large crowds, we exhausted our supply of activity booklets given to children on the route. We commissioned a piece of artwork depicting former Monroe County Council member Sophia Travis, who died in 2012, in recognition of her multiple contributions to better life in our community. The Monroe County Hunnan Rights Commission agreed to share in the cost of the artwork, which will be created by a Stone Belt Center client, and which will be hung in am appropriate County building. Throughout the year, in response to an overture from local citizens involved in assisting the homeless in our community, we explored the possibility of recommending to the Common Council the addition of `grousing status" as a protected category to the ordinance defining our Commission's work. The issue remains open as more input is being sought, especially from persons representing the homeless and the local business community. We also explored and continue to work on a plan to address wage theft and related labor abuses that tend to occur in settings where workers are vulnerable to exploitation due to their legal status (e.g., as undocumented immigrants) and/or divergent cultural norms and expectations. We agreed to encourage fair labor practices among Bloomington restaurants by creating a decal for eating establishments to display on a voluntary basis attesting to their fair practices, as defined in a Fair Labor Compliance Certification statement we are preparing for distribution. In October the BHRC unanimously passed a resolution in support of the Bloomington Common Council's proposed resolution 13-15, opposing House Joint Resolution 6, which calls for amending the Indiana State Constitution to prohibit same-sex marriage and potentially to deny rights and protections to all domestic partnerships that might otherwise be regarded as legally analogous to inarriage. Resolution 13-15 also calls for marriage equality. The BHRC resolution was read before the Common Council on December 4. The Council unanimously passed its resolution with evident and enthusiastic support from all persons present at the meeting. Each quarter the Director prepares, and the Commission reviews and receives, the Quarterly report of contacts made to the BHRC office and the disposition of actual cases, as well as other activities of the Director and BHRC. The number of complaints filed, the number of cases investigated, and the number of hate incidents reported all continue to be at relatively low levels. Respectfidly submitted, Byron C. Bangert, Chair CITY OF BLOOMINGTON-+WMAN-RfGHTS COMMISSION DIRECTOR'S REPORT 2013 In 2013, as in every year, the BHRC continued its efforts to meet its two central and related objectives: to investigate complaints in a fair and timely manner and to undertake a variety of educational activities. Investigating complaints must remain our top priority, and must be done as promptly and as thoroughly as possible, At the some time, we believe that the more educational programs we organize or co-sponsor, the fewer complaints we likely will have to investigate. DISCRIMINATION COMPLAINTS: In 2013, we had five new complaints filed with us. We continued our long-standing practice of having members of the commission take on the difficult task of investigating these complaints and deciding if there was probable cause to believe that illegal discrimination had occurred. The job of the investigating commissioner is to weigh complicated and conflicting testimony, evaluate sometimes overwhelming documentary evidence and apply the relevant law. The commissioners continued to approach this responsibility with the serious dedication it requires, and our community is the better because of their work. On average, we closed cases within four months. Four of our new cases alleged discrimination in employment: two of these alleged race discrimination and two alleged sex discrimination in employment. The fifth case alleged discrimination on the basis of disability in public accommodations. We resolved six cases in 2013, including three pending from 2012. We found no probable cause 10 believe discrimination occurred in four of these cases. One of these was appealed, unsuccessfully. Two of our cases were settled; two cases filed in late 2013 are still pending. As is true every year, we receive many complaints about alleged discrimination that occurred outside of our jurisdiction, or for which we may have a conflict of interest. In these cases, we often refer the complainant directly to an agency that has jurisdiction. Time permitting, we meet with the complainant, prepare a complaint and file it with the appropriate agency. In 2013, we referred approximately fifteen people directly to the Equal Employment Opportunity Commission (the federal fair employment agency) and filed three complaints with that agency. We referred approximately five people directly to the Indiana Civil Rights Commission (the state civil rights agency), AFFIRMATIVE A4CT+©MS-AN-D- /AGE ISSUES: Pursuant to the Bloomington Human Rights Ordinance, all City bidders with bids of more than $10,000 are required to submit affirmative action plans to the BHRC for approval before the bid opening. In 2013, 1 reviewed and approved 75 affirmative action plans. The BHRC staff is also responsible for making sure that City Contractors pay their employees the required common or prevailing wages for work done on covered City projects. Almost all federally -funded projects are covered by Davis Bacon prevailing wage laws pursuant to federal law; all City -funded projects that cost more than $250,000 are covered by the state common wage law. In 2013, 1 attended nine preconstruction or pre- bid conferences, explaining to potential bidders their responsibilities under applicable laws, Barbara Toddy monitored compliance with these laws by answering questions from contractors and employees, reviewing wage documentation forms and writing letters to employees, This year was the eighth year that the Bloomington Living Wage Ordinance (LWO) was in effect, and the BHRC staff was assigned the job of monitoring compliance with this ordinance. Monitoring compliance has largely been a matter of answering questions about whether the ordinance is applicable to a specific situation, obtaining required documentation from contractors and updating the web site. To date, no one has filed a formal complaint alleging violations of the LWO. ACCESSIBILTY ISSUES: I serve as the City's Americans with Disabilities compliance officer, working to make sure that the City, both as an employer and as a governmental entity, is meeting or exceeding its requirements under the ADA. I also try to help keep businesses aware of their obligations under the ADA, and I try to help resolve complaints from citizens about businesses not being accessible. Since 2010, I've been working to keep the special needs dispatch program up to date. This program helps first responders know when people calling 911 have disabilities and may need specific services. More than 150 people have signed up for this program thus far. Keeping the information current continues to be a time-consuming task, but one we believe is worth the effort. I continue to work with several City departments to update the City's ADA transition plan. We plan to have the updated plan ready for citizen review and input in early 2014, -In my role as an assistant City attorney, 1 work with the City's Human Resources Department to make sure that the City is complying with 6 applic-Able-fair--employment laws. I review our policies and procedures, -- --- " provide legal assistance with internal grievances and when necessary, represent the City when formal discrimination complaints or unemployment claims have been filed. EDUCATIONAL PROGRAMS: Our monthly newsletter, "Rights Stuff," completed its fourteenth full year of publication in 2013. We distribute the newsletter largely through e-mail, but also leave hard copies at coffee houses and at the county library. With the newsletter, we try to inform readers of recent trends in civil rights laws and to let the community know what we do. We also regularly update and distribute our brochures, During the 2013 Fourth of July parade, we distributed 2000 copies of our ever -popular activity book on diversity in Bloomington. We are always glad to talk to groups or the media about what we do. In 2013, some of these presentations including talking about fair housing to Renters 101 classes and to the Monroe County Apartment Association, participating in a webinar about the special needs dispatch registration and answering questions from reporters, among other activities. In October, the BHRC unanimously passed a resolution in opposition to the proposed state constitutional ban on same-sex marriage, joining many other organizations and businesses that have done the same. We hope adding our voice to the growing choir will help prevent this harmful proposal from becoming part of our state's constitution. The BHRC can't achieve its goals alone, and thus we work with like- minded groups to sponsor activities that we hope will enhance civility in our community. Some of these activities in 2013 included co -sponsoring the 2013 Women's History Month Lunch in March, competing (unsuccessfully) in the VITAL Quiz Bowl in April, co -sponsoring the Council for Community Accessibility awards in October, working with Bloomington United as needed, and making donations to the King Commission, the Commission on the Status of Black Males and the Monroe County NAACP. BUDGET: The BHRC's budget in 2013 was $157,227.00. Of that, $149,192.00 went to salaries and benefits. The remaining $8,035.00 paid for office supplies, law books, instruction, printing, advertising, dues, subscriptions, consultants and workshops. . CITY OF BLOOMINGTON HUMAN RIGHTS COMMfSSION — 2007 - 2013 Comparative Data 2007 12008 2009 2010 12011 12012 2013 New complaints within BHRC 5 6 9 5 3 5 5 jurisdiction 4 2 2 3 1 2 4 No probable cause findings issued Settlement agreements reached 0 2 1 1 2 1 2 Complaints withdrawn before 0 0 1 2 0 0 0 determination issued Cases stili pending 0 0 2 1 1 3 2 Complaints drafted and 13 12 9 10 2 4 3 forwarded to EEOC Complaints drafted and 4 2 1 2 1 1 0 forwarded to ICRC -- Complaints drafted and 0 0 0 0 0 0 0 forwarded to I -IUD Complaints transferred to 1 0 2 0 0 0 0 appropriate federal agency after partial investigation Complaints dismissed for failure 1 1 2 0 0 0 0 to cooperate Complaints drafted but never 2 I 0 0 0 2 2 signed Affirmative action plans 100 55 89 73 72 61 78 reviewed Preeonstruction/prebid 12 3 5 8 10 12 9 conferences attended Employer seminars and 8 10 9 13 6 7 4 community speeches BREAKDOWN OF BHRC-COMPLAINTS 2007-2013 2007 12008 12009 2010 2011 12012 2013 EMPLOYMENT 3 4 7 4 3 4 4 Race discrimination 0 0 3 2 0 0 2 Disability discrimination 0 0 1 2 1 1 0 Sex discrimination (includes sexual harassment) 0 3 0 0 0 2 2 Sex & disability and/or retaliation 1 0 0 0 0 0 0 Race & sex 0 0 0 0 0 0 0 Sexual orientation & disability 1 0 0 0 0 0 0 Race and national origin 0 0 0 0 1 0 0 Religion 0 1 1 0 0 0 0 Disability and/or race 0 0 0 0 0 0 0 Sex/religion/disability/ retaliation 0 0 1 0 0 0 0 Sex/religion/retaliation 0 0 1 0 0 0 0 Sexual orientation 0 0 0 0 0 1 0 Disability and/or national origin 0 0 0 0 0 0 0 Sex/sexual orientation and/o• religion 1 0 0 0 0 0 Q Sex and/or disability 0 1 0 1 0 0 0 0 National origin 0 0 0 0 1 0 0 HOUSING 1 1 1 0 0 0 0 Sex discrimination 0 0 0 0 0 0 0 Disability discrimination 0 0 0 0 0 0 0 Race discrimination 0 0 0 0 0 0 0 Familial Status discrimination 0 1 1 0 0 0 0 Sexual orientation 0 0 0 0 0 0 0 PUBLIC ACCOMMODATIONS 0 1 2 1 0 1 1 Race discrimination 0 1 0 0 0 0 1 0 Gender identity 0 0 f 1 0 0 0 0 Sex 0 0 0 0 0 0 0 Sex/race and/or national . of in 0 0 1 1 0 0 0. Sexual orientation 0 1 0 0 0 0 0 Disability 0 0 1 0 0 0 1 BLOOMINGTON HUMAN RIGHTS COMMISSION SUMMARY OR 2013 CASES BHRC DOCKET 00646: Mau said lils female supervisors repeatedly lured unqualified women, giving thein better pay, assignments and benefits than lie received. He was required to repair the damage they caused. He resigned and filed a sex discrimination in employment complaint. Investigation uncovered perhaps unprofessional behavior on the part of the supervisors, but no clear pattern of better treatment of female employees because of their sex. (Complaint filed in July, 2012; no probable cause finding issued in April, 2013; not appealed; investigated by Conunissioner Bangert.) BHRC DOCKET #0647: A woman with a disability said she was defiled a promotion because of her disability. Her supervisor said she should work at a slower -paced store, even though he had never criticized her work performance or ability to keep up at her current, busy store. She filed a complaint alleging discrimination in employment on the basis of her disability. Employer initially said that complainant was not promoted because of her availability and experience, but that explanation did not withstand scrutiny. Employer agreed to pay complainant $724.80 in back pay; promote her to a higher -paying job and coordinate a discussion between complainant and supervisor who refused to promote tier. (Complaint filed in November, 2012; BHRC approved settlement in April, 2013; investigated by Commissioner Molenda.) BHRC DOCKET #0648: Woman said her employer tolerated a hostile work environment, doing nothing to curtail male employees who frequently discussed sexual issues at work. She complained, but did not feel that her supervisors were treating tier complaint seriously. She resigned and filed a complaint of sex discrimination in employment. Investigation revealed atmosphere at work was not "hostile" as the law defines the teras; a few unwanted continents, most of which were not directed at complainant, do not create an illegally hostile work environment. (Complaint filed in November, 2012; no probable cause fading issued in April, 2013; appealed unsuccessfully; investigated by Commissioner Calloway -Thomas.) BHRC DOCKET #0649: Woman with a visual impairment said she was unfairly accused of theft at a grocery store; she forgot to checkout an iteni on the bottom of her cart and couldn't easily see it. Security officer required her to sign a document she could not read because of her impairment and banned her fiom the store. She filed a complaint alleging disability discrimination in public accommodations. Store agreed to lift ban and to not charge her a f ne. (Complaint filed in January, 2013; BHRC approved settlement in February, 2013; investigated by Commissioner Guhl.) BHRC DOCKET #0650: Woman said she applied for a dishwasher job at a restaurant but tvas told they ]tire only women as servers and only men as dishwashers. Restaurant owner admitted saying something along those lines, but claimed site made the comment only as a way to get the complainant, who site said was being demanding and 10 intimidating, to-leave.—Restaurant-provided evidence that it had hired no one at the time -- — -- the complainant applied for a job or for months afterwards, and that it had employed female dishwashers in the past. Because the restaurant had not hired anyone, BHRC could not find it had engaged in sex discrimination in employment. BHRC made suggestions to both parties on possible ways to reduce chances of similar incidents in tic future. (Complaint filed in March, 2013; no probable cause finding issued in June, 2013; not appealed; investigated by Commissioner I-Iaugliton.) BHRC DOCKET #0651: African American man said he applied for a job at a restaurant, and that the manager all but promised him ajob. When manager did not return several phone calls, complainant went to the restaurant to try to talk to him. He entered through the employee -only door, through the employee-ordy kitchen, and talked to the restaurant owner, whom he had not yet met. He told the owner that he was there about a job. The owner told hirn they had no openings, and the complainant said either "I've noticed you don't hire any minorities" (according to tine complainant) or "I've noticed you have a problem with minorities" (according to the owner). After further discussion, owner told the complainant either to get his "ass" out of the restaurant (according to the owner) or get his "black ass" out of the restaurant (according to the complainant). Complainant filed a complaint of race discrimination in employment, Restaurant provided evidence that more than 15% of its employees are African Americans and that it did not in fact have an opening at the time the complainant applied, or for a couple of months afterwards. BHRC made suggestions to both parties on possible ways to reduce chances of similar incidents in the future. (Complaint filed in June, 2013; no probable cause fording issued in August, 2013; not appealed; investigated by Commissioner Applegate.) BHRC DOCICET 90652: African American man said that he had been working for a business for a couple of years without any reprimands. He applied for a part-time job with another related business. He was not offered the part-time job, and the day after his interview he was fn•ed by his primary employer. He believes his termination might be related to a complaint of race discrimination he filed against a related organization several years ago, a complaint which was settled by the EEOC and which might have been uncovered when the second employer checked his references. (Complaint filed in November, 2013; investigation pending; being investigated by Commissioner Morris.) BHRC DOCKET #0653: Woman said she worked at a restaurant where the owner and a co-worker subjected her to sexual harassment and other mistreatment. When she complained, her hours were reduced and then she was effectively fired. (Complaint filed in December, 2013; investigation pending; being investigated by Commissioner Molenda,) 11 -- -- CITY OF -BLOOMINGTON HUMAN RIGHTS COMMISSION - - -- PUBLIC INQUIRIES The Bloomington Human Rights Commission, by ordinance, has a fairly limited jurisdiction. We are authorized to investigate complaints of alleged discrimination on the basis of sex, race, sexual orientation, national origin, color, gender identity, ancestry, religion or disability in employment, public accommodations, education or housing, as long as the complaints arose within the City limits of Bloomington within the past 180 days. We are authorized to organize educational efforts, such as seminars, talks, brochures, awards and essaylart contests, to combat discrimination. We may and we do join forces with like-minded groups to achieve our joint goals. Fulfilling our mandate under the Bloomington Human Rights Ordinance keeps us busy. However, perhaps because of the broad name of our commission, we often receive calls about matters that are not within our jurisdiction. We try to be familiar with the applicable laws and community resources, and we try to give callers an appropriate referral or other helpful advice. Again this year, we received many inquiries which did not lead to complaints being filed with our office. Some people sought general legal information; some needed to be referred to other agencies; some seemed to need only a sounding board. What follows is a categorical breakdown and a summary of some inquiries for the purpose of illustration. CATEGORICAL BREAKDOWN Sexual Orientation/Gender identity: Callers often had questions or concerns about sexual orientation and/or gender identity discrimination. These callers included students wanting the definition of "sexual orientation" or "gender identity" and gays, lesbians, transgender individuals and employers wanting to know their rights and responsibilities under our ordinance. Again this year, we had several calls from communities from around the country considering implementing their own sexual orientation and/or gender identity ordinance, and were glad to provide assistance in this area. Americans with Disabilities Act: We receive many calls about the Americans with Disabilities Act. Most of the calls are from employers or employees wanting to know their rights and responsibilities under this federal law or from contractors wanting information on ADA regulations. The BHRC director, as the ADA compliance officer for the City, is quite familiar with the ADA and is able to give informed general advice and to make referrals when necessary. The City's Accessible Bloomington web page helps answer questions as well. Fr, Housing Code Violations/Landlord Tenant Disputes: Many callers mistakenly believe we have jurisdiction over housing code problems or landlord/tenant disputes that don't involve discrimination. We refer such calls to the City's housing code enforcement office and/or to a private attorney. Wage Disputes: Employees who cannot obtain their last paycheck or pension benefits often call us. These cases do not usually have a discrimination element and are referred to the State Labor Board. FMLA: People often call us to learn about their rights under the federal Family and Medical Leave Act. We answer general questions when we are able and refer callers to the Federal Wage and Hour Division of the Department of Labor for additional information. Workers' Compensation: We received many calls about workers' compensation in 2013. Our staff lacks expertise in this area and refers all such calls to private attorneys and the State Labor Board. Unemployment benefits: People fighting for unemployment benefits often call us, wanting us to represent them in an upcoming unemployment hearing. This is not a BHRC issue and so we make referrals. Other: Many of our calls do not fall under any of the categories. Some of those calls are described below. OTHER INQUIRIES Caller said that she worked for an employer not subject to BHRC's jurisdiction. A male co-worker inappropriately touched her; she reported that and the employer took appropriate action. Later, she learned that the man had been questioned about a felony offense decades ago and thus she felt he might not be safe. Then she thought someone might have tampered with her food at work. She did not think her employer or law enforcement had handled the situation appropriately. Not a discrimination matter — employer handled the initial complaint appropriately. Referred to ACLU of Indiana and to employer's HR department. Caller said her son works in Southern Indiana as an electrician. He is not getting the same hours as his co-workers and is getting paid less because of his criminal history, because they know they have him over a barrel. Criminal history not a legally protected category. He is the oldest employee; suggested he talk to the EEOC to see if the employer's actions might constitute age discrimination. Also referred to SBA to see if he could get a loan to start his own company, to Indiana Department of Labor to see if the pay violates their standards and to private attorney. 13 Caller said he had filed a discrimination complaint with his union, not in Monroe County, and wanted to know if he had to wait until the union made a decision before he filed a complaint with the EEOC. Not necessarily, but usually good to give the internal process a chance before filing formal complaints with an outside agency unless you are up against the deadline to file a complaint. Caller wanted names of certified contractors to improve accessibility in her home. Told her we don't know of any certification process, but suggested she call agencies that provide services to people with disabilities for their recommendations. Caller said she had been a live-in housekeeper and caregiver for an elderly man for years. His son recently reported her to adult protective services and she's been ordered out of the home. She wanted to know her rights. She had no contract and was employed by the elderly man, not by an agency. Not covered by the Bloomington Human Rights Ordinance; referred to Indiana Legal Services. Caller, a biracial man with a disability, said he felt disrespected when he went to a social service agency for help. He believed the person he met with was rude and unhelpful, but had no evidence that the treatment was based on his race and/or disability. Agency primarily works with people with disabilities. Decided to try to pursue issue internally before doing anything else. Caller said that her brother had been diagnosed with a mental illness. He had trouble getting the help he needed and getting the appropriate medications. One facility gave him a shot of a medication that had not been prescribed and that made him worse. He ended up committing a criminal act while under delusions that may have been made worse by the wrong medication. He has a public defender. Not an issue that the BHRC can help with; referred to Indiana Medical Licensing Board and agencies that support people with mental illness. Letter writer, who had requested and received information about the BHRC to share with his fellow activists, thanked the BHRC for the information and said he had been told repeatedly he was going to hell for his work on civil rights for gays and lesbians in his Indiana town. He said he told them that since he was living in this Indiana town, he was already in hell. E-mail writer asked how the human rights ordinance could be amended to protect people who are homeless from discrimination. Offered to meet with her and her colleagues to discuss pros and cons of the proposal. E-mail writer, director of a nonprofit agency, said she knew she could not refuse to hire someone because he smokes, but asked if she has to allow the smoker to smoke on the employer's premises. No, state law does not require employers to allow employees to smoke on the premises, but does prohibit refusing to hire someone because he smokes on his own time. 14 E-mail writer said he was being -treated -unfairly by a company that rebuilds engines in Bloomington. He said his rebuilt engine was supposed to have a six- year warranty but after three years, the company is saying they have a new owner and thus the warranty is no longer valid. Explained that this was not an issue covered by the Bloomington Human Rights Ordinance and even if it were, he is in Bloomington, CA, not Bloomington, IN. Referred to private attorney and/or consumer division of state's attorney general office. Caller said that her son worked at a restaurant for about two weeks. They did not et him up to clock in, so he recorded his hours on a piece of paper. They are refusing to pay him for all of the hours that he recorded and thus are underpaying him by about $100. No evidence of race, sex, etc., discrimination. Referred to Wage and Hour Division of State Labor Board. Caller said that President Obama's support of gay rights violated his constitutional rights. Tried to refer him to ACLU of Indiana, the agency that can do more to vindicate constitutional violations than the BHRC, but he hung up. Caller, who works for a county office outside Monroe County, said she had received a packet of documents with McKinney's return address on the envelope We determined that the sender was a Bloomington man who repeatedly sends out packets of documents using someone else's return address. Caller said she had been charged with DWI after she failed to be able to walk a straight line, but blamed this on her disability. She has a public defender; explained he has to make her case to the judge. Caller said he needed to know the status of his EEOC complaint. Told him he needed to call the EEOC, as his complaint was not filed with the BHRC. He said they never returned his calls, so that's why he called the BHRC. Referred him back to EEOC. Caller, owner of a locksmith company in Ft. Wayne, said one of his bigger customers wanted to know what his non-discrimination policy was. His company is small and he had no such policy. Sent him a copy of BHRC's model affirmative action plan to adapt for his company. Caller said he had filed a discrimination complaint with the EEOC. They found no cause, but issued hire the standard right to sue letter. He can't find an attorney. Tried to make referrals. He said a director of another HRC had told him we would represent him and tried to insist that we do so. E-mail writer said she lives in New Zealand and has a friend in Bloomington who is currently living on the streets because of abuse at home. She said her friend can't stay at a shelter for abused women because it's full, but said her friend does take showers there. (Shelter said it doesn't allow people who are not 15 residents to take -showers there, and gives referrals to people if they are full.) - - ---- - --- Referred her to township trustee and Shalom. Letter writer sent copies of bank information and deposit slips from a Hawaii bank and a handwritten note saying that he had been mistreated by judges in Lawrence County. Did not provide his name, address or specifics, so BHRC took no action. Visitor to office said that his friend had been harassed by law enforcement for being a woman. Complaint was vague and hard to follow. BHRC has no jurisdiction over law enforcement. Referred to chief of police, board of public safety and/or ACLU of Indiana. Visitor to office had concerns about people who have been evicted twice essentially becoming "non -persons," as no one will rent to them. If they share space with someone without the landlord knowing, the legal tenant can raise the rent without notice. Discussed in general. E-mail writer asked for information about minority groups in Senate District 50 for her DFL (Democratic Farmer Labor) Party group. Asked her if she was looking for the Bloomington, MN, HRC, as DFL is a Minnesota political party. Yes. E-mail writer asked if ADA requires that outdoor benches have backs and/or arm rests. No ADA standards for outdoor benches except for height, but recommended that facility have some benches with backs and/or sides as they benefit some people with disabilities. Caller asked if it is illegal for outdoor benches to have arm rests in the middle because that discourages sleeping on the benches. Not to our knowledge. Caller said that she owns a small store. A woman brought in a dog that she said was a service dog, but the dog was not under the woman's control and caused some problems. She asked what her rights and responsibilities were under the ADA in dealing with service dogs. Sent her the DOJ handout on the topic. Caller said she has a disability and has been told her landlord won't renew her lease because of neighbors' complaints about the smell of her pets. She has five cats and a dog. The dog is a service dog; she said the cats are all "emotional support" animals. Explained that courts would probably not find that someone needs five emotional support animals, and might say that the service dog could be both a service animal and an emotional support animal. She is going to try to work out the issues with the landlord and get back to us if she can't, as the lease doesn't expire for about seven months. Visitor to office said that she had been laid off from her job of 13 years, without an explanation. She said the company has since hired others. She asked if that 16 was.legal_ Her form from the employer said both that she had been laid offand— terminated. She said the employer used to like her but doesn't anymore, and that is why she was laid off. Not illegal to do what employer did, and no evidence of violation of human rights ordinance. Referred to unemployment office. E-mail writer, a woman for whom we had prepared a complaint in 2012 but who had never signed or filed it, sent a long draft letter to the editor that she wanted McKinney to review and to provide back up evidence for her claims. Told her HT's rules for letter to the editor and guest columns; made referrals. Visitor to office said he had been hired by a contractor to do work in a restaurant in Bloomington and also in Illinois. He did the work as instructed, but the contractor is refusing to pay him, claiming it was not done properly. No evidence of race, sex, religion, etc., discrimination. Referred to Indiana Legal Services. Wage and Hour Division of Indiana Department of Labor, owner of building that houses the restaurant and small claims court. Caller left a message saying that her three-year old is now potty -trained and so she needed to be moved up on the waiting list for child care. She said that it was urgent that she work out child care as soon as possible. Returned call and told her she had a wrong number; she became very upset when we could not give her the right number. Caller said she had worked for a governmental office outside of Monroe County. She did not believe her office complied with its own personnel policies, and she believed that her office discriminated against her on the basis of her sex. She said she called the EEOC to find out how she should handle the situation, and the EEOC told her to write a formal grievance to her supervisor. When she did so, the HR department said she needed to undergo a psych evaluation before she would be allowed to return to work. She said she did nothing to make them doubt her sanity. She said she asked why she needed an evaluation and was told because the boss said so. Told her that typically, employers cannot require a medical exam without good reason, and referred her back to the EEOC and/or a private attorney for further guidance. Caller said that he worked for a business that has offices in Bloomington and throughout the state. He said he believed the business was discriminating against him on the basis of his race and/or national origin. He worked for the business in Evansville and Terre Haute and had no connection to Bloomington; told him he needs to file a complaint with the human rights commission in one of those cities. E-mail writer said that he does training for the U.S. Department of Homeland Security. He said he wants to put together a webinar on how to create a special needs dispatch registry and asked if McKinney would talk to him for an hour to 17 _-------explain what is necessary to create, manage and use a special needsregistry, Answered his questions and participated in webinar. E-mail writer said he was a musician from South America who has been accepted into the IU School of Music, but he cannot afford to attend. Asked for BHRC grant or scholarship. Explained that we have no such program and wished him well. Caller wanted to know what she needed to do to get a Ten Commandments monument erected on the courthouse lawn. Referred to Monroe County officials. Caller, an African American man, said he had a new job in a fast food restaurant. He was scheduled for 22 hours the first week, but they kept sending him home early because they were not busy. He overheard a dispute between a manager and an assistant manager about their work duties that he did not think he should have heard. He wanted to file a complaint of race discrimination in employment. Explained that unless he had some reason to believe that they were not giving him hours because of his race, he likely did not have a case. Explained that his overhearing something he didn't think he should have is likely not evidence of race discrimination. Caller said that he had worked for employer not subject to BHRC's jurisdiction for more than 20 years. He is now being told to either resign or lose his job subject to a reduction in force (RIF). No evidence of race, sex, etc., discrimination. Explained hire -at -will laws and made referrals. Caller said her employer was requesting a lot of personal medical information from her. Explained the law; she will call back if need be. Law student wanted to apply for internship for the fall; when told we didn't have any openings, asked where else he should apply. Suggested he talk to placement office at law school. Caller said she applied for a job. She noted on her application that she had a misdemeanor conviction. They started a criminal background check on her but before they got the results, hired her. She quit her previous job and went through two days of paid training with the new employer. Then the employer received the results of her criminal background check and fired her. Not a violation of the human rights ordinance. Referred to private attorney to see if she had a breach of contract case since she relied on their promise of employment and quit her previous job. Visitor to office believed that pending criminal charges against her were unfounded, that her public defender was not qualified and that she, as a person with a disability, should not have to fulfill restitution requirements. Explained that none of this was within the BHRC's jurisdiction and made referrals. WR Caller left a message at 3 a.m. on a Sunday -+Horn- ing saying that stop signs were a violation of his human rights. Did not return the call. E-mail writer asked BHRC to join the Beyond Belief Walk for Peace, scheduled for November at the Mall of America. Responded by asking if writer was looking for the Bloomington, MN HRC, as the Mall of America is located in Bloomington, MN. Confirmed. Caller said that she keeps calling the Equal Employment Opportunity Commission about her case, but no one answers the phone. So she wanted us to let her know the status of her complaint. Explained we don't have access to EEOC files and discussed the impact of budget shutdown; gave her the phone number of her member of Congress to complain. Caller said that he had been hurt on the job. Employer is refusing to pay for cosmetic surgery needed after the injury and fired him. Referred to private attorney who handles workers' comp issues and to state workers' comp board, as well as to workforce development to apply for unemployment benefits. Caller was irate that "City does not care about injured workers." Tried to explain BHRC has no role in this kind of case. Caller said that he thought it was wrong that a local newspaper included the race of individuals involved in a hiring controversy at a public institution. Explained this was not within our jurisdiction and that newspaper has first amendment rights; referred to editor of paper, with whom he had already spoken. E-mail writer asked if he had to provide sign language interpreter at public even as requested; yes, if it's not an undue burden to do so. E-mail writer asked if apartment complex could tell her children they could not play on the complex property, even if they didn't have a no trespassing sign. Not a human rights issue, but told her our understanding is that they can put up a sign or tell you verbally that they don't want you on their property. Caller said that his girlfriend had years of experience working for a restaurant chain in the south. Since moving to Bloomington, she has applied for several jobs with the same chain, but so far has not received a job offer. He believes she is being denied a job because of her race. Asked to speak to her about the situation; he said she didn't know he was calling BHRC and probably wouldn't want to talk to us. Suggested she call BHRC if she changes her mind. Caller, from Northern Indiana, said her long-time employer had fired her and replaced her with his mother. Asked if that was legal; likely yes. Referred to private attorney and to unemployment office. She said she already had filed for unemployment benefits, which referred her to the BHRC for reasons unknown. Im E-mail writer said she-wa&being-threatened with eviction because her apartment was dirty and had bed bugs. She called this "elder abuse." She denied that it was dirty and said bed bugs are harmless and God's creatures. Explained that age discrimination is not a protected class under fair housing laws; referred to Indiana Legal Services; explained that landlord would have to take her to court and prove his case to evict her. She responded weeks later that she was actually complaining about discrimination on the basis of ethnicity, that McKinney quoted federal law for no reason and that she would take her complaint elsewhere so that McKinney could spend her taxpayer -funded time continuing.to socialize instead of working. Gave her contact information for ICRC and HUD. Caller said that landlord is taking months to process her application, apparently because landlord does not like caller. Discussed situation in general; not a BHRC issue. E-mail writer had questions about why she had to make parking lot and entrance at her place of public accommodations accessible if most of interior cannot be made accessible; explained ADA requirements and tax credits. 20 --BLOOMINGTON HUMAN RIGHTS COMMISSION - - HATE INCIDENTS REPORT July, 2012 — June, 2013 In August 1990, the Bloomington Conunon Council unanimously approved an amendment to the Bloomington Human Rights Ordinance which gave tine Bloomington Human Rights Commission the explicit authority to collect data and issue reports on hate incidents in our community. We accept reports from police departments, individuals, groups and the media. We also accept anonymous reports. Our goal is not to investigate these incidents, as we do not have the training, authority or resources to conduct these types of investigations. Rather, our goals are to serve as a referral resource and sounding board for victims, to work with connrnunity groups to coordinate responses to hate incidents when appropriate and to make our community more aware of the prevalence of hate incidents through issuing these annual reports. Some of the language in these reports may be offensive. We feel it's necessary to include the actual language in order to convey the true ugliness of these incidents. In July, 2012, we received a report from BPD about a battery and attempted robbery. Two men and a woman reported that they had been home watching a movie on television when two men came into the apartment and yelled, "Give me your money, faggot." The men hit one of the male residents in the head, causing him to bleed. Then the two invaders fled the apartment. The male resident told police he did not know who the two men were. He reported that three weeks earlier, he had come home to find the words "Puck you fag" written at the top of his door. BPD investigated. hn August, 20I2, we received a report from BPD about vandalism. A man reported that someone had keyed the words "I rape kids" and "fag," as well as the letter "X" on his car. BPD investigated. In August, 2012, we received a report from BPD about a battery. Several juvenile females got into a fight. One girl called another girl "a bitch and a nigger." One girl had a scratch on her cheek but did not want to press changes. BPD told all of the girls to stay away from each other. In September, 2012, we received a report from BPD about a battery. A white woman reported that she had told a visitor at her apartment that site was engaged to a white man, who was in Iter apartment, and that she was also having a relationship with a black man. The white male visitor became very irate at the news. He said he was a white supremacist and said several racial slurs. He also yelled at her about being unfaithfid to tier fiance. She shouted in his face about his intolerance and he shoved her and spat on her. He told her that white supremacists were coming to town and they would harm her and tier African American friend. BPD sought an arrest warrant for the white male visitor and explained protection and no contact orders to the victim. In September, 2012, we received a report from BPD about a battery involving juveniles at a school. One student called another "gay" and said lie was going to beat the student up. 21 - The student who was called gay said he would not fight back. The first student hit him- several tines until the second student did fight back, at which point the first student slammed the second student's head against the wall. The first student was arrested. In September, 2012, we received a report from BPD about a battery. A child with autism called older neighborhood kids "white trash" and "black trash." One of the older kids responded by hutting the child with autism with a belt, causing a welt. He said he didn't mean to hit the younger kid. Rather, he was just swinging his belt, trying to scare hum. BPD investigated. In October, 2012, we received a report form BPD about vandalism. A woman reported that someone had keyed the word "fag" on the trunk of her car. BPD investigated. In October, 2012, we received a report from BPD about a battery. A woman reported she had an argument with a white male friend after he called her boyfriend a "nigger," When he said that, she yelled at him, and he hit her in the mouth. She tried to hit him back, but he ducked and locked himself in his bedroom. The man claimed she had hit him as well, but he did not recall on which side of his face he had been hit and had no injury. Both of the participants had been drinking. Neither wanted to press charges against the other. In November, 2012, we received a report from BPD about vandalism. A mail reported someone had painted "I gay" oil the side of his house. BPD investigated. In November, 2012, we received a report from BPD about vandalism. Someone spray painted the words "gay" on the side of.a woman's house. BPD investigated, noting the similarity between this and the previous incident. In April, 2013, we received a report from BPD about harassment. A restaurant employee said that a semi-regular customer had been in the restaurant earlier and had used foul language. Previously, the customer had called all employee a "fag." On this date, the customer was using foul language in general and had become upset. The employee asked the customer to leave, which led to the customer yelling, telling the employee to "go fuck" himself and threatening to "shoot the place tip." The employee said that on previous visits, the customer had made racist comments to customers and other homophobic conmrents to employees. By the time the police arrived, the customer had left and the police could not find him. BPD told the employee to let the police know if the customer returns, so that BPD may advise the customer about trespass and felony intimidation. In May, 2013, we received a report from BPD about a battery. An African American woman was trying to help a white male friend who had been in a fight. She was cleaning his wounds when his girlfriend came. The girlfriend told her to stop cleaning his wounds because she wanted to walk (lie man home. The African American woman said she wanted to finish what she was doing. The white woman said, depending on which witness you believe, "Let's not get ghetto here," "ghetto nigger," "ghetto nigger bitch" or "dirty nigger." She also, by one account, spat in the African American womarn's face. The 22 African American woman chased the white woman out of 4he apartment and repeatedly lit and kicked her, in view of a police officer. The police arrested the African American woman. In May, 2013, we received a report from BPD about a possibly pre -arranged fight between some juveniles, apparently provoked by one boy calling another a "nigger" and being called a "pussy" in return. BPD investigated. In May, 2013, Ave received a report from BPD about an incident. A man said that he met someone who gave him a ride home. They were talking outside of his home when they were approached by another man, Both the man who approached them and the visitor then hit him and stole some pills and cash from him. He reported the incident to the police. When lie later followed up by sending a text message to the mail who had given him a ride home, that man replied, " IDK (I don't know) what zip XQ means, but if you try to get at the police nigga they won't like that. You were trying to sell me ur (your) pills U (you) stupid nigger." The victim admitted to the police at that time that he had sold some pills to the man who gave lira a ride home and that they stole back some of the cash he had received for the pills. BPD investigated. In June, 2013, we received a report from BPD about a battery. Witnesses reported that two African American men kept hitting on some women in a bar. A male friend of the women told the African American men to leave the women alone, and one of the African American men hit the male friend, knocking out two teeth. The police arrested the African American man after a chase by vehicle and foot. The African American man initially claimed his friend had thrown the punch, but later admitted it was him. He said the male friend had called him "nigger." He said he ran from the police because lie was oil probation. 23 BLOOMINGTON-I3.IJA4AN-RIGHTS COMMISSION STEPS IN PROCESSING A FORMAL COMPLAINT 1. Complainant who believes he/she has been discriminated against makes on appointment with the staff. 2. The director or assistant interviews the complainant to determine if the BHRC has jurisdiction. If we do, the complaint is written, signed and notarized, If not, the complainant is referred to the appropriate agency. 3. The respondent is notified of the complaint by certified mail and has 20 days to respond 4. The case is assigned to a commissioner, who will investigate the complaint along with the director. 5. The director and investigating commissioner collect and summarize the facts. They interview both parties and witnesses, do legal research and collect documentation to obtain the best evidence available for each side, 6. If the respondent wishes to settle the complaint before an investigation is completed, the director and investigating commissioner strive to mediate a settlement between the complainant and respondent. This agreement most then be approved by the fill BHRC. 7. If the case is not settled, the director and investigating commissioner, after a complete investigation, make a determination that probable cause or no probable cause exists to believe discrimination has occurred. 8. Both parties are notified of the finding. 9. If the finding was no probable cause, the complainant has 10 (lays in which to file a written appeal with the chair of the BHRC. A hewing is then field and the chair has 20 days to either uphold the feuding or overturn the finding. If the finding is overturned, then the ease proceeds to negotiations as if probable cause bad been found originally. 10. If the funding is probable cause, the director and investigating commissioner attempt to negotiate a settlement that is agreeable to both parties. If the attempt is unsuccessful, the BHRC will hold a formal public hearing. The BHRC's decision after the hearing call be appealed to court by either party. 24 Each year the BHRC sponsors an essay/art contest for local school-age children. This year the theme was "What I've Learned From People Different From Me." The following are excerpts from some of this year's whining essays. ♦ "It is important not to just pay attention to the way someone looks, but the way they are in the inside." ♦ "I believe everybody of every race should have equal rights, and worship in any religion they choose." o "I have learned in my twelve years of life that I live a charmed life compared to some people, but to others I may appear to have nothing. Everyone should be thankful since there is always someone who has less." 4 "I've learned a lot about diversity in my life from my family, friends and even some quotes. My favorite quote was: `I don't like that man, I've got to get to know him better.' — Abraham Lincoln. Whenever I get mad at somebody for something they can't help, I think about that quote. It has helped me be a better and more peaceful person." 2013 Essay Winners Ada Lynch Mari Walter -Bailey Anabelle Thomassen Sydnie Lynn Cunningham Andrew Swank Allison VanLeeuwen 2013 Art Winners Quinn Wilson Diego Smith Salem Akh as Noah Moore Simon Moore Caitlyn Betar Tyler Shay 25 ---- 20 -14 -BLOOMINGTON HUMAN RIGHTS COMMISSION MEETING DATES 7anyary 27, 2014 ..? 5,0 pin > ..:. McCloSkeY Rno�ri February 24, 2014 5:30 p.m. McCloskey Room April 28, 2014 5:30 p.m. McCloskey Room June 23, 2014 5:30 p.m. McCloskey Room ,1tdy 2$ 2014 ..- � � ,. McClosl�ey�2ooin , August 25, 2014 5:30 p.m. McCloskey Room October 27, 2014 5:30 p.m. McCloskey Room W- IN p ins^tet _ M4Closlcey Room; _` December 22, 2014 5:30 p.m. McCloskey Room The Human Rights Commission usually meets every fourth Monday of the month, with the exception of the May meeting. Meetings will be held in the Showers Building, 401 N. Morton St, McCloskey Conference Room #135, on the first floor. The public is welcome to attend. 26 Rev. E. Daniel Butler Mrs. David Danker Jack N. Ray Dr. Harry Yamaguchi William H. Andrews Rev. Robert Kirk, Sr. Rev. A. Hardy Nall, Jr FORMER COMMISSIONERS — 1960s David S. McCrea Bill Hayes Dustin McDonald Dr. Harry Day Betty Rowan Samuel M. Loescher Robert F. Terry E.E. Bridgewaters Regina Friedman Rev. Joe Emerson Irving Fell Brad Bayliss Mrs. Russell DeMotte Craig Tregilgas 1970s Frank Thomas Howard Canada Jorge Oclander Clarence Gilliam Christine Iarmucilli Mary Foster Dr. Joseph Russell Daniel Gad Tula Kavadias Dr. Jerry Ruff Valerie Tarzian Mark Schenk La Verta Terry Robert Tucker Charles Webster Father Robert Borchertmeyer Frederick LaCava Quincy Erickson Joan Sinikowitz Christine Mitchell Mary Hayes William Jairrels William Gephart Rev. Joseph Walker Wilanna Smith Mary Mitchell Richard Randall John 111411e Ronald Foley Rev. William Webster Tobiatha Eagleson Fran Koski David Jimenez Viola Taliaferro Robert Epps Robert Cole 1980s Robert Cole Bob Tucker Roscoe Ellis John Pickel Ben Waxler Bob Dunn Quincy Erickson Frona Powell Edwin McClean Tobiatha Eagleson Nora Peoples Rev. Charles Rogers Ron Foley Lorraine Rodts Mary Ellis George Foster Lorelei Meeker Wanda Reisz Tula Kavadias Bridget McKinney Lauren Rebel Christine Mitchell Chris Gardner Cassandra McConn Jorge Oclander Jerry Vuke John Pickell Doris Sims Wilamna Smith 27 1990s Harry Yamaguchi Marie Plsillips Mary Ellis Charlie Laganza George Foster Barbara Fawcett Henry Hofstetter Bob Dunn Steve Sanders Lauren Robel Dr. Michael Wenzler Rev. Greg Wilson Alan Yip Barbara Wolf Doug Bauder 2000s Dr. Fritz Lieber David Reidy Steve Sanders Josh Cazares Vicki Pappas Doug Bauder Parra Huggins Nancy Metz Jeff Harlig Maria del Pilar File -Muriel Luis Fuentes-Rohwer Dorothy Granger 2010s Luis Fuentes-Rohwer Beth Kxeitl Amy Jackson Dorothy Granger Teri Guhl Alice Tischler 28 Patty Muller Doug Bauder Dr. Fritz Lieber Gwen Jones Rev. Michael Anderson Jack Hopkins David Reidy Steve Sanders Rev. Michael Anderson Melanie Castillo-Cullather Suzette Sims Shaunica Pridgen Emily Bowman Beth Kreitl Emily Bowman Alexa Lopez PREVENTION THROUGH EDUCATION The Bloomington Human Rights Commission is dedicated to eliminating discriminatory practices before they happen. The people we wish to reach include landlords and tenants, employers and employees, owners and patrons of public accommodations, real estate agents, bankers and home buyers, teachers and students. The Commission sponsors educational forums and Publishes pamphlets: Commissioners and staff members are available to speak at meetings or to individuals at no charge. The Bloomington Human Rights commission enforces the Bloomington Human Rights Ordinance. The Commission consists of seven citizen -representatives of our community. Four of the members are appointed by the mayor and three by the common council. Commission members hold public meetings once a month. The, Human Rights Commission has three primary responsibilities: preventing discrimination through education; . investigating complaints; and . devising solutions. s s Commission ,n The Bloomington Human Rights Ordinance promotes equal opportunity in employment, education, , housing and access to public accommodations, regardless of race, sex, religion, color, sexual orientation, national origin, ancestry or disability. The ordinance also prohibits familial status discrimination in housing. Every person who lives or works in Bloomington is entitled to certain rights, and has certain responsibilities, pursuant to the Human Rights Ordinance. The Bloomington Human Rights prdrnance PROCESSINGGOMPLAINTS Public Hearing: If we find probable cause, and if the parties cannot agree on a settlement through conciliation, the BHRC will hold a public hearing to decide your case. This is relatively rare. After hearing all the evidence, the BHRC will issue an order in your case that is binding on the parties. F' !tiers of fh BHRC can be reviewed by a Filing a Complaint and Investigation: If you na or e court. If such a review is requested, however, the believe that you have been discriminated against, court will not hold a trial. It simply will review the you may file a complaint with the Bloomington record of the public hearing before the BHRC and Human Rights Commission. The complaint is a consider legal arguments. sworn, written statement that explains the basis of yoisr belief, in understandable language. It should be taken seriously, for it charts the scope of the investigation. The BHRC will collect and DEVISING SOLUTIONS summarize the facts and law related to your complaint. The BHRC must collect the best evidence available for each side, You may be If the BHRC finds for the complainant, it may asked to supply documents or other information issue an order requiring changes to be made that that smpports your complaint. Most investigations' will help eliminate discrimination in the future are completed within four months. and that will help make the complainant whole. Your lawyer is welcome to participate in the These changes could include reinstatement to a investigation, but you do not have to hire an job, reimbursement for lost wages, making a attorney. Few complainants do. Often, house or apartment available, changes in policies complaints are settled on terms agreeable to or practices or any other appropriate relief that both parties during the investigation period. will help meet the goals of the ordinance. The BHRC may award money damages where evidence showed that the discrimination resulted i in a monetary loss. Probable Cause Determination: If there has been Complainants are protected in their right to file a no settlement after all the facts are gathered, the complaint. It is unlawful for any person. to BHRC decides whether to proceed further with retaliate or discriminate in any manner against a your complaint, if we believe that there are person because he or she has filed a complaint, grounds to believe discrimination has occurred, acted as a witness or assisted the BHRC in the we will issue a finding of "probable cause,' If we investigation of a complaint, do not believe there are grounds to believe Respondents are protected against unfounded discrimination occurred, we will issue a finding of charges, The BHRC realizes that some charges "no probable cause." If +nye find no probable are in fact not based on unlawful discrimination, cause, your complaint will be dismissed, unless and it provides investigations, written you appeal. determinations, conciliations and public hearings Formal Conciliation: Upon finding probable cause, to weed out such charges. Please realize, the BHRC sends a proposed consent agreement however, that the BHRC must investigate each to the parties and invites them to settle. This charge before deciding whether it is well - proposal can be negotiated, founded. The Bloomington Human Rights Commission has jurisdiction only within the city limits of Bloomington and thus complaints may be filed with the BHRC only if the alleged discrimination occurred within the city limits. For complaints outside the city limits, the BHRC will make an appropriate referral. NATE INCIDENTS The BHRC also collects data and issues reports on hate incidents. Hate incidents include verbal or physical abuse directed at individuals or groups because of their race, sex, color, disability, age, sexual orientation, ancestry, religion or national origin. MEETINGS Commission meetings are usually held on the fourth Monday of the month in the Showers Building, 401 N. Morton street. The public is encouraged to attend. Notices of meetings are regularly published in the Bloomington Herald - Times. For more information, or to file a complaint, contact Bloomington Human Rights Commission 405 N, Morton St. Post Office Box 100 Bloomington, IN 47402-0500 'helephone: (812) 349-342-9 Fax: (812) 349-3441 humurtri�lus a%blaornini;tan.in,�ov CITY OF COLUMBIA HUMAN RIGHTS COMMISSION 2013 ANNUAL REPORT Members Scott Dean Chair Dalton Calcote Vice -Chair Elizabeth Miller Amanda Andrade Gina Long Meghanne Thompson (vacant) Staff Liaison Term Expiration March 2016 March 2017 March 2017 March 2016 March 2015 March 2017 March 2015 Adam Kruse Assistant City Counselor, Law Department Citv Ordinances — Human Rights Violations The city ordinances prohibiting human rights violations are in Chapter 12, Art. III of the City Code of Ordinances. These prohibit discrimination in Employment, Housing, and Public Accommodation based on an individual's status in a protected category (race, color, religion, sex, national origin, ancestry, marital status, disability, sexual orientation, gender identity, age (as it relates to employment) or familial status (as it relates to housing)). About the Human Rights Commission The Human Rights Commission (HRC) is dedicated to minimizing or eliminating discriminatory practices made unlawful by Chapter 12. It is comprised of seven (7) volunteer members, each appointed by Council to three (3) year terms. The HRC receives discrimination complaints from the public for investigation, mediation or referral to a state or federal agency. It also participates in outreach activities to raise awareness and improve human relations in the community. History of the Formation of the Columbia Human Rights Commission The City of Columbia first established the Human Rights Commission in 1974. The HRC was originally given powers to conduct administrative hearings and redress violations by ordering appropriate relief (including cease and desist orders, reinstating employment or granting back pay). In 1990, the Missouri Supreme Court issued an opinion which made it clear the City's HRC was operating beyond its constitutional limits. The City Council established a task force to make recommendations on the future of the HRC. In 1991, City Council restructured the HRC based on the recommendations of the task force. The new HRC no longer had the sole authority to redress violations; instead, it would seek to eliminate discriminatory practices by educational programs and by conciliating and mediating individual complaints. 1 Complaints Received by Columbia Human Rights Commission - 2013 E-01/13 A person filed a complaint on January 24, 2013. The complaint alleged employment discrimination based on sex. After its review, the HRC administratively closed the complaint because the complainant voluntarily withdrew the complaint. E-02/13 A person filed a complaint on February 25, 2013. The complaint alleged employment discrimination based on sex. Both parties agreed to participate in mediation at the University of Missouri Law School Center for Dispute Resolution. After its review, the HRC administratively closed the complaint because the case was successfully mediated. E-03/13 A person filed a complaint on May 31, 2013. The complaint alleged employment discrimination based on race. The complaint was referred to MCHR, their investigation found no probable cause. After its review, the HRC made a finding of no probable cause consistent with MCHR's investigation. PA -04/13 A person filed a complaint on August 24, 2013. The complaint alleged public accommodation discrimination based on a disability. The business constructed a ramp to improve accessibility and the complainant withdrew the complaint. After its review, the HRC administratively closed the complaint because the case had been resolved and the complainant withdrew the complaint. H-05/13 A person filed a complaint on September 5, 2013. The complaint alleged housing discrimination based on retaliation. After its review, the HRC administratively closed the complaint because it did not allege a violation of Chapter 12 of the City Ordinances. Inquiries Received by the Columbia Human Rights Commission - 2013 An inquiry is when a member of the public has an allegation or a question about discrimination but that person never filed a formal written complaint. Each inquiry is handled by the staff liaison with an in-person meeting or a telephone conversation (depending on what the inquirer is most comfortable with). Inquirers are provided with personal responses specific to their questions, informed of their options for filing a complaint, and provided contact information for any future questions. In 2013, the Human Rights Commission received seventeen (17) inquiries: six (6) involved Employment, four (4) involved Housing, two (2) involved Public Accommodations, and five (5) involved Other. The discrimination alleged in these inquiries included national origin, disability, sex, sexual orientation, familial status and/or race. 2 Human Rights Enhancement Program - 20-13- -- The HRC's aim is to minimize or eliminate discriminatory practices, to carry out educational programs and to cooperate with other organizations to further this purpose. To that end, the HRC recommends Human Rights Enhancement activities in our community to be sponsored by the City and assists in coordinating these events. The following are the Human Rights Enhancement activities that were sponsored in 2013. 1. MLK Presentation, "Share the Dream, Live the Reality" - MU MLK Celebration Committee, January 30, 2013 - A presentation by television Judge Glenda Hachett regarding the lessons she has learned on the bench. The presentation took place at the Missouri Theater and was free and open to the public. 2. Family Assisted Bathroom Signage Program - MU Wellness Center, April 1 — September 30 - An educational program intended to promote the availability of family assisted bathrooms in the District. Programming will include safe spaces training and the provision of family assisted bathroom signage. The program is intended to increase safety and inclusivity for families, persons with disabilities, and persons identifying as transgender. The HRC worked with the City's Building Construction Codes Commission to institute more inclusive restroom ordinances. 3. "The Human Rights Crisis in Tibet: The Venerable Champa Lhunpo" Presentation - Columbia Public Schools - Amnesty International, November 14, 2013 - An educational program by Tibetan Monk Champa Lhunpo at Hickman High School to discuss human rights issues in Tibet and the dangers of ignoring these issues. He presented to students at Hickman High School all day and had another presentation after school in the Theater at Hickman that was free and open to the public. 4. "New Kid" Play - Missouri Immigrants and Refugees Advocates, November 22 & 23, 2013 - The play is about a child immigrant who goes to a new school and tries to make new friends but he does not understand the language or the customs. The play is aimed at youth and intended to raise awareness of issues facing immigrants, to increase mutual respect and understanding and create a more welcoming community. The play was held at the Little Theater on the University of Missouri campus; it was free and open to the public. 5. "The Dream is Now" Screening & Panel Discussion - Ragtag Cinema, December 5, 2013 - This was a screening of a documentary film that addresses the challenges faced by children of undocumented immigrants and current immigration policies. After the filming, there was a panel discussion that included young immigrants, an immigration attorney and a health services worker. The event took place at Ragtag Cinema; it was free and open to the public. 3 2013 Members Scott Dean Dalton Calcote Virginia Law Amanda Andrade Gina Long Jessica Macy Matt Mazick Chair Vice -Chair Secretary Term Expiration March 2016 March 2014 March 2014 March 2016 March 2015 March 2015 March 2014 Year in Review - 2013 • The HRC was recognized by the Missouri Commission on Human Rights as Missouri's Local Human Rights Commission of the Year. • The administrative responsibilities of the commission transferred from the Public Health & Human Services Department to the Law Department. • The HRC organized and planned 2013 Columbia Values Diversity Celebration. This responsibility has now transitioned from the Public Health & Human Services Department to the Cultural Affairs Department who will plan it for 2014 and beyond. • The HRC conducted the following outreach: had booth displays at PrideFest, MU Off - Campus Housing, BCCA Mature Living Festival, Graduate Student Fair; provided feedback for a local fair housing website, www.midmohousing.com; assisted in creating brochures for service animals; HRC members were involved in the CHAMP process. Future Goals - 2014 • Host a Columbia Fair Housing Seminar • Look into Welcoming Cities Project and determine whether the City of Columbia would benefit from joining that organization • Raise the City's Score on the Human Rights Campaign's Municipal Index Score Test 13 City of Columbia Human Rights Enhancement Program FY2013 Funding Information Total Allocations to Date: $1,500.00 Funding Available: $3,000.00 Balance: $1,500.00 Funding Funding Organization Program Requested Allocated Program Dates Service Description Contact Contact E-mail An educational program intended to promote the availability of family assisted bathrooms in the District. Programming will include safe spaces training and the provision of family assisted bathroom signage. The program University of Missouri- Family Assisted Bathroom April 1 -September 30, is intended to increase safety and inclusivity for families, persons with Heather EstmanMuellerH@health.missouri. MLK Celebration Committee Si nae $500 $500 2013 disabilities and persons identifying as trans antler. Eastman -Mueller edu A presentation by Judge Hartnett regarding the lessons she has learned on University of Missouri- MILK Presentation "Share the the bench. The presentation will take place at the Missouri Theatre and will MILK Celebration Committee Dream, Live the Reali " $500.001 $500.00 January 30, 2013 be free and open to the public. Nada a Uwase UwaseNa@missouri.edu An educational program about Tibetan history, culture, an, religion and human rights. The program will bring Champs Lhuni a Tibetan monk to talk at Hickman High School to students in Humanities, Classical Ideas and World Religion classes and the World Life and Literature classes and at a session open to all students and the general public. Students will gain an Columbia Public Schools- The Human Rights Crisis in understanding of how human rights issues impact individuals as well a Amnesty International Chapter Tibet- Venerable Champs whole cultures and learn to apply this knowledge to human rights issues at of Hickman High School Lhum o $500.00 $500.00 November 13 2012 the local community level. George Frissell GFRISSEL@co1umbia.k12.mo.us Total Allocations to Date: $1,500.00 Funding Available: $3,000.00 Balance: $1,500.00 What is the Ames Human Relations Commission? Created in 1974, in accordance with Chapter 14 of the Ames Municipal Code, the Commission implements the provisions of the Iowa Civil Rights Act of 1965. The Commission works to eliminate discriminatory practices in Ames by: • Investigating and determining the merits of complaints alleging unfair or discriminatory activities. • Establishing procedures for the conciliation of such complaints • Ensuring that victims of discrimination are heard and concerns are addressed. Creating education and outreach to help the Ames community become more sensitive to the problems of discrimination. The Commission is composed of five Ames residents, who are appointed by the Mayor forthree-year terms. If you are interested in serving on the Commission, you can request an application from the City Clerk's office in Ames City Hall, 515 Clark Avenue. According to Ames city law, discrimination is prohibited in the areas of housing, education, employment, public accommodations or services, and credit. It is illegal for any person to intentionally aid, abet, compel or coerce another person to engage in any of the practices declared unfair or discriminatory by Chapter 14 of the Municipal Code of the City of Ames. View the Municipal Code of the City of Ames online at: www..cityofames.org or at Ames City Hall: 515 Clark Avenue. CITY OF Ames.. Have you been treated unfairly? The Amer Human Relations Commission was established to address discriminatory issues in our community. Please call 239.5101 and ask for the Ames Human Relations Commission staff liaison if: • You believe you have been discriminated against in Ames. • You know of someone who believes he/ she has been discriminated against in Ames. • You need advice or information about what may be discriminatory. • You or your group would like a presen- tation on discrimination or the Human Relations Ordinance. The Complaint Process 1. Register a complaint by calling 239.5101; ask for the Ames Human Relations Commission staff liaison. You can also download a complaint form from wwwcityofames.org. 2. Staff will meet with you to discuss the complaint and initiate the process. Investigation and Review 3. Volunteer investigators gather facts about the case. 4. If there is not sufficient evidence, a finding of "no probable cause" will be issued and the case will be closed. 5. If probable cause is found, concilia- tion follows. Conciliation 6. Commission members attempt to settle the complaint. The Commission is authorized to ensure that claims of discrimination are addressed. Commission Hearing 7. A hearing may be held before the Commission or its designee if concili- ation fails. AMES HUMAN RELATIONS"COMMISSION COMPLAINT FORM Rev. 10/31/07 Ames Human Relations Commission c/o City Manager's Office City of Ames 515 Clark Avenue Ames, IA 50010 (Complaint of Discrimination under Ames Municipal Code Chapter 14) (AGENCY USE ONLY) Complaint Number: ❑ Local Agency ❑ State Agency ❑ EEOC NOTE: PLEASE TYPE OR PRINT (In Ink Only) I. What -is your legal name? 2. What is your street address? City State Zip Code 3. Telephone: Email: 4. What is your date of birth? Sex Race National Origin (ancestry) 5. On what BASIS(ES) do you feel you have been discriminated against? (Please check) ❑ Age ❑ Physical Disability ❑ Color ❑ Race ❑ Creed ❑ Religion ❑ Marital Status ❑ Sex ❑ Mental Disability ❑ National Origin ❑ Pregnancy ❑ Retaliation ❑ Sexual Orientation ❑ Familial Status * Because I filed a prior complaint or opposed a discriminatory practice 6. Please check the AREA in which the discrimination occurred: ❑ Credit ❑ Education ❑ Employment ❑ Public Accommodations - ❑ Housing 7. What is the ==AT NAME of the organization that allegedly discriminated against you? E� a Organization mailing address: County: State Telephone Number: Address where discrimination allegedly occurred? What does that organization do? Zip Code 10. Check the approximate number of full & part-time employees at ALL employer locations (VERY IMPORTANT): ❑ 0-24 ❑ 25-49 ❑ 50-99 ❑ 100+ 11. Have you filed this complaint with any other Federal, State, or Local Anti -Discrimination Agency? Yes No If yes, what agency? On what date did you file? 12. Identify the person or persons who allegedly discriminated against you Name Name Position/Title Position/Title 13. What is the last date that something possibly discriminatory happened to you? What happened on that date? Please iitfin the particulars of your complaint below. Be sure to state why you feel you were discriminated against. I certify under penalty of perjury and pursuant to the laws of the State of Iowa and the laws of the United States of America that the preceding charge is true and correct. M Signature of Complainant Date Verification without notary authorized by Iowa Code § 622 1, 28 U S C § 1746 Intaker Name Disability Code Phone (direct extension) Authorization Release Form Ames Human Relations Commission City Hall 515 Clark Avenue Ames, IA 50010 (515)239-5101 I hereby authorize anyone possessing medical, education, personnel, income, credit or any other information necessary for full and complete investigation, mediation, conciliation of my complaint to furnish such information to the Ames Human Relations Commission and any other anti -discrimination agency. I hereby release anyone so authorized, the Ames Human Relations Commission and any other anti -discrimination agency from all liability for any damages whatsoever in furnishing and obtaining said information. Signature Date S a o 0 t� N O o w � D m m 3 p i p y o m o N 03-..N a.m c J mn m m .< <°Gm =.ac a C1ITI `o m_.oz Qam mom o o c o<No �.oa �C/ia O� jm wN�w 3ao ? m Z W m° pn^m J� o m c Tv�Z o c 3 m z doom i s m C2 <m.<T,mG^ ?� my �_o o c ay-� n=» o 0 3 0 o 5 h^ m y 0 ? N 09 m x 3 {/) a 0° O m m m T m nm c3 3 m :Ea vaC oaomw3 °mnn0oo oo2�: 0 �n G :E Mm,mmam¢ ON J°o 00 mNo. o<m a o.� ,m ma m<=. ' _.a C-15 _.s° m° o m? o < n m_Jyw o�.m. 3m Xo ° O""o_<c .o. C, J °0-. oxo'- <Y' m .mi m C 6 �q m c ro s Q m<^ n m» m < m 7 2 d o m N J N rn m G 6 O NO'Q=.Sd= m m m O �O �.�n s,p . Nm m'o»o_3.m=< � m�NOm�Om m�Osma-say=xmd m a m a o c c< m v o m Z .'Z :° m am o m m i^ c H. n mm OD 3 2c m 3 m o� 3.cF mm$amoTo> = mo°al s, mm3nmc3JJ sm.°.3< x <o 5m O •• _+ •v m '< O y O y_ N D 0 N a m O m J = (pO- O X O 'O m m j J J n NOOO,� •••y �.3v c °o°i 3 c 3� -� 3! � w G a m m m Co m a n J w m a° c 2 oa oa N m9 0 3 c Q a m c<m< q s= w m w a"=�mova�v JwmoJ 9m'.Nw m m F. J O ms,= c w o m m o 3°- om'z 6a m==mnl '�a'2N RL A:' H� G -gym m -n C/J m rm Z MTI a _ CC7 =m CS �O Cn a_ Z ['S`a a_ m ON K F Y i ��0■-��0��0 '4-,-i 00000000000000 n NOOO,� •••y �.3v c °o°i 3 c 3� -� 3! � w G a m m m Co m a n J w m a° c 2 oa oa N m9 0 3 c Q a m c<m< q s= w m w a"=�mova�v JwmoJ 9m'.Nw m m F. J O ms,= c w o m m o 3°- om'z 6a m==mnl '�a'2N RL A:' H� G -gym m -n C/J m rm Z MTI a _ CC7 =m CS �O Cn a_ Z ['S`a a_ m WHERE DO I GET A COMPLAINT FORM? A complaint form maybe obtained in several ways: • Come to the Human Rights Office, • Go to the complaint page on our website at http://www.icgov.org/humanrights • Call 319-356-5022 or 319-356-5015 and request that a complaint form be mailed to you. HOW DO 1 FILE A COMPLAINT? Complaints may be filed in several ways. • Bringing the complaint form to the Human Rights Office, located on the third floor of City Hall. • Mailing the complaint form to the Human Rights Office, at 410 E. Washington St., Iowa City, IA 52240. • Emailing a complete, signed, and dated complaint form to humanrights@iowa-city.org. WHO CAN FILE A COMPLAINT? If you are unsure whether you fit the requirements listed below, please call 319- 356-5022 or 319-356-5015 and speak with a Human Rights staff person. For complaints of employment discrimination, you may file with Iowa City Human Rights if: • You work within the geographical boundaries of Iowa City, or • Your work does not depend on a specific location (for example, you are a nurse who provides care in clients' homes, or you work for a temporary staffing service that might send you to different locations depending on the work available) AND the employer's office is located within the boundaries of Iowa City. You can file a complaint of public accommodation, housing, or credit discrimination with Iowa City Human Rights if: • The business, dwelling, or lender is located within the boundaries of Iowa City. You can file a complaint of education discrimination with Iowa City Human Rights if: • The complaint concerns a school within the Iowa City Community School District; or • The school is physically located within the boundaries of Iowa City. (Example: If an educational institution has several locations, you may file a complaint if you attend at the Iowa City campus, but NOT if the main campus is in another city and you attend there.) • The complaint is NOT against the University of Iowa. WHERE CAN I GET HELP IF MY SITUATION DOESN'T FIT THE REQUIREMENTS ABOVE? The Iowa Civil Rights Commission (ICRC) addresses complaints statewide. If the discrimination happened in Coralville, North Liberty, or any other town that does not have a local Human Rights Office, contact the ICRC at 1-800-457-4416. For complaints of discrimination occurring at the University of Iowa, contact the UI Equal Opportunity and Diversity Office at 319-335-0705. HOW MUCH DOES IT COST? There is no charge for services provided by Iowa City Human Rights Office. DO 1 NEED A LAWYER? It is not necessary to hire a lawyer to file a complaint.The Human Rights Office does provide guidance and assistance during the complaint investigation process, but does NOT provide legal representation and does not have an advocacy role. You may always hire a lawyer if you wish to, but you will be responsible for the lawyer's fees. DOES IOWA CITY HUMAN RIGHTS PROVIDE ANY OTHER SERVICES? Yes. We provide mediation of complaints.This is a voluntary process offered only if both parties agree to mediate In good faith. We also provide educational programming, hold events such as the Human Rights Breakfast and the Human Rights Youth Awards, and engage in other activities that further the goal of eliminating discrimination in our community. If you would like a staff person to give a presentation at your organization or business, please call 356-5022 or 356-5015.1 Mediation Complaint filed Investigation No In Resolon vestigative Resolution interviews with uti witnesses Gathering of relevant documents Summary report of investigation by human rights investigator Complaint file given to Human Rights Coordinator; decision is made based on evidence gathered in investigation NO Probable Cause Probable Cause Determination Determination Evidence does not indicate Evidence shows there is illegal discrimination a reason to believe illegal occurred. discrimination occurred. Complaint Appeals Conciliation Uphold No Probable Cause Reverse Determination Cecision 40 Conciliation Conciliation Successful Conciliation Conciliation Not Successful Successful Public ,agencies Hearing Intervene HUMAN RIGHTS COMMISSION History The Iowa City Human Rights Commission (HRC) was established in August 1963 as the Iowa City Human Relations Commission. Commission Nine residents of Iowa City are appointed by the City Council for three year staggered terms. The Commissioners, all committed to civil rights, reflect a broad cross section of the community, thus ensuring diversity of ideas and interests. In the appointment process consideration is given to men and women of various racial, religious, cultural, social and economic groups within the City. Meetings The Commission annually elects a Chairperson and a Vice -Chairperson and holds monthly meetings in the Helling Conference Room at City Hall on the third Tuesday of each month at 6:00 p.m. Special meetings are held as needed. The meetings are open to the public. Staff There are two full time staff, a Human Rights Coordinator and a Human Rights Investigator. General Duties • Disseminate information; educate the public on illegal discrimination and human rights. • Provide the enforcement necessary to further the goals of the Human Rights Ordinance. Powers • Make recommendations to the city council for such further legislation concerning discrimination as it may deem necessary and desirable. • Educate the public on human rights and illegal discrimination, such as organizing and facilitating educational public forums that address one or more of the broad range of topics included within the rubric of human rights. • Provide the enforcement necessary to further the goals of the Human Rights Ordinance. • Cooperate, within the limits of any appropriations made for its operation, with other agencies or organizations, both public and private, whose purposes are not inconsistent with those of the Human Rights Ordinance. • Coordinate programs designed to eliminate racial, religious, cultural and other intergroup tensions. Recommendations to Council For the City to pursue a municipal issued identification card, implemented in a manner to protect the safety of undocumented persons. (December 2012) For the City to adopt signage at City facilities in prominent languages other than English. (December 2012) For the City to pursue other implementations that are consistent with making City services and facilities accessibility to persons who may not speak or read English or who speak or read English as a second language. (December 2012) To revise the Human Rights Ordinance to include restrictions regarding the consumption of alcoholic beverages by those under the legal drinking age or the presence of persons under the legal drinking age in places of public accommodation where alcohol beverages are sold. (May 2013) To Maintain the SEATS service % price fare. (February 2013) To maintain the SEATS service % price fare and Sunday services. (June 2013) To revise the Human Rights Ordinance to include an exception in public accommodation for developmental differences based on age. (June 2013) For the City Council to direct the City Manager to more fully implement the recommendation of the equity report section of the Ad Hoc Diversity Committee, which states that the report format and composition shall be developed by the City Manager in consultation with the City Council, the City of Iowa City Human Rights Commission, and any other committees determined by the City Council. The equity reports are not to assess implementation they are to assess outcomes, and that the Iowa City Human Rights Commission is very interested in the assessment of the outcomes from these efforts. (June 2013) Mayor's Proclamations Human Rights Day (December) Martin Luther King, Jr. Day (January) African-American History Month (February) Women's History Month (March) Days of Remembrance (April) Sexual Assault Awareness Month (April) Juneteenth National Freedom Day (June) Accomplishments & Activities 1. Staff received fair housing training on accessibility requirements, service and emotional support animals and legal issues involving landlords and tenants on July 23, 2012. The training was held at the Coralville Public Library. 2. On July 11, 2012, staff attended Push America/Journey of Hope at The Arc of Southeast Iowa. Push America/Journey of Hope is a cross country bicycle trek from San Francisco to Washington DC, in which 35 members of Pi Kappa Phi spread a message of hope And acceptance for people with disabilities. Participants viewed the documentary Certain Proof. Certain Proof features three children living with significant disabilities and their families' individual challenges and triumphs. 3. Staff attended the 22"d Anniversary Americans with Disabilities Act Celebration held on July 28, 2012 at the Coral Ridge Mall. 4. The Commission co-sponsored One Community, One Book along with several other organizations including the University of Iowa Center for Human Rights. The 2012 selected book was The Latehomecomer: A Hmong Family Memoir by Kao Kalia Yang. 5. Staff hosted student legal interns from the University of Iowa College of Law for both the fall and spring semesters. 6. Staff attended the Shift Speaker Series hosted by Diversity Focus on August 7, 2012. The featured speaker was Geoffrey Canada, President & CEO of Harlem Children's Zone. 7. The Commission served as a presenter at the 411 on the 5-0 held at The Spot on August 30, 2012. 8. The Commission co-sponsored the 19`h Annual Iowa Women's Music Festival along with numerous other organizations. The festival was held on September 1, 2012 in Upper City Park. 9. Staff assisted in some organizing for the Breaking Barriers: A Diversity/Fair Housing Summit sponsored by the Fair Housing Ambassadors of the Iowa City Area Association of Realtors. The training was held on September 19, 2012 in Coralville. 10. The Commission wrote a letter to University of Iowa President Sally Mason in support of keeping the University of Iowa Center for Human Rights open on campus. Letter dated October 2, 2012. 11. Staff participated in a Succession Planning Retreat sponsored by the City of Iowa City at the Ned Ashton House in Iowa City on September 19, 2012. 12. Staff participated in a training on Employment Practices on October 3, 2012. The program was sponsored by the Iowa State Bar Association. 13. The Commission co-sponsored with numerous other organizations the Strengthening and Valuing Latinola Communities in Iowa Professional Development Institute and Youth Summit held October 11-12, 2012 at West High. 14. The Commission held its Annual Human Rights Breakfast on October 30, 2013. Chad Simmons, Executive Director of Diversity Focus was the keynote speaker. Recipients were Tom Widmer (Isabel Turner Award), David Leshtz (Linda Severson Award), Robin Armstrong (Kenneth Cmiel Award), University of Iowa Center for Human Rights (Community Award), Joan Vanden Berg (Rick Graf Award). 15. Staff assisted in organizing the 2013 University oflowa's Dr. Martin Luther King, Jr., Celebration of Human Rights in the fall of 2012. 16. Staff participated in training on language access compliance under the Civil Rights Act of 1964 Title 6 entitled Keeping It Legal. The program was held on December 5, 2012. _ 17. Staff updated contact information for the database United Way 2-1-1. To ensure better outreach to the community and social service agencies. The information was updated on November 14, 2012. 18. Staff served as a group facilitator in the My Beautiful Self -Program held on December 1, 2012. The My Beautiful Self -Program is an uplifting program for young women as they continue to discover who they are and who they want to be in the future. 19. The Commission participated in the International Human Rights Day held on the Pentacrest on December 10, 2012. 20. Staff coordinated with the University of Iowa Student Legal Services to have a link to the Human Rights website on its website for greater exposure to the student community at the University of Iowa. This was coordinated on January 2013. 21. Staff provided Commission training to newly appointed Commissioners Joe D. Coulter and Jessie Harper, on January 15, 2013. 22. The governmental channel continued to broadcast information sent by staff on discrimination and harassment along with the contact information for the office. 23. Staff conducted outreach training at the Shelter House on fair housing and illegal discrimination on January 10, 2013. 24. Staff participated in a training A Boss's Guide to Performance Appraisals to better assist when conducting training activities for local businesses. The training was held on January 17, 2013. 25. Staff presented to an introductory class on Human Rights at the University of Iowa at City Hall on January 29, 2013. 26. The Commission initiated future meetings with the Iowa City Community School District Board to discuss the Diversity Policy in February 2013. 27. The Commission co-sponsored along with several other organizations The Emma Goldman Clinic: Choice Event 2013. Heather Ault was the keynote speaker at the event held on February 1, 2013. 28, The Commission sponsored Building Communities on February 7, 2013 at the Iowa City Public Library Meeting Room A. From this meeting several community subcommittees were formed to address concerns in the areas of housing and education. 29. Staff attended a Black History Read In held at the Coralville Public Library on February 14, 2013. 30. Staff started courses on conversational Spanish at Kirkwood Community College to better interact with Spanish speakers who call or visit the office. The course started in March 2013. 31. Several Commission members participated in Roll the Dice a free training that educated participates on the causes and effects of racial disproportionality as it is found across many systems. The program was held on March 7, 2013. 32. The Commission participated and co-sponsored along with several other organizations The United Nations -Iowa Night of 1000 Dinners in celebration of International Women's Month. The event was held at the Old Brick on March 7, 2013. 33. The Commission sponsored a-Lunch & Learn on the United States Department of State entitled A Conversation About My Experience In It on April 2, 2013 at the Iowa City Public Library Meeting Room A. 34. Staff participated in meetings with University of Iowa Law Professor Len Sandler to discuss initiatives to address housing discrimination in Iowa City in the spring 2013. 35. Staff, as part of a request from a Boy Scout (Troop 2000) participated in an interview on the Iowa City Community School District's Diversity Policy on April 5, 2013. 36. The Commission coordinated and co-sponsored the Building Blocks to Employment Job Fair held on April 18, 2013 at the Eastdale Plaza and The ABC's of Researching & Applyingfor a Job in 2013 held at the Shelter House on April 16, 2013. 37. The Commission sponsored a Fair Housing Training. The free training discussed the types of discrimination that occur in housing. The training also discussed the Americans with Disabilities Act Amendments Act as it pertains to housing. The training was held at the Iowa City Public Library Meeting Room A and was well attended on April 23, 2013. 38. Staff attended the Police Citizen's Review Board Community Forum on April 23, 2013 at the Iowa City Public Library Meeting Room A. 39. In May 2013, staff updated the City's Contract Compliance Program which requires equal employment opportunity in all City contract work. 40. The Commission sponsored its 10`h Annual Iowa City Human Rights Commission Youth Awards on May 15, 2013. The Mayor Matthew Hayek served as the keynote speaker. The event recognized over 102 area youth. The Youth Ally Award established in 2012 received no nominations this fiscal year. 41. Staff continued to place advertisements in the Press Citizen and Daily Iowan to alert that discrimination is against the law. The advertisement also promotes the Commission as a community resource. 42. Staff hosted a student legal intern from the University of Iowa College of Law over the summer of 2013. 43. The Commission participated and gave support to Iowa City Pride Day held on June 15, 2013 in downtown Iowa City. 44. The Commission partnered with the Iowa City Public Library to sponsor an event to kickstart the Iowa City Book Festival to be held in October 2013. The program will center on the Iowa City Book Festival selected book The Immortal Life of Henrietta Lacks. Henrietta Lacks was an African -American woman who was the unwitting source of cells which were cultured to create an immortal cell line for medical research known as the HeLa cell line. 45. Staff presented to the Phillip G. Hubbard Prep Program at the University of Iowa College of Law. The presentation entitled Human Rights on the Local Level was held on June 21, 2013. 46. The Commission participated and co-sponsored the Iowa City Area Juneteenth Celebration along with numerous community organizations. The event was held on June 29, 2013. Overview of the Complaint Process The City Code of Iowa City prohibits discrimination in education, housing, employment, public accommodation and credit. The characteristics covered are: age, color, creed, disability, familial status*, gender identity, marital status, national origin, presence/absence of dependents*, public assistance source of income*, race, religion, retaliation, sex, and sexual orientation. *Housing only. Staff of the Human Rights Commission investigate complaints alleging discrimination. Staff serve as a neutral fact finder and do not represent either party in the complaint process. 1. Filing: The complainant (the person who alleges the discrimination) fills out, signs and dates a complaint form. 2. Jurisdictional Review: A dated and signed complaint is reviewed by staff to determine whether it meets the legal requirements of the Iowa City Human Rights Ordinance. A complaint must be filed within three -hundred days of the last discriminatory act. a. If the complaint does not meet jurisdictional requirements, the complainant is notified and the complaint is closed. 3. Notice: A copy of the complaint is mailed to both the complainant and the respondent within twenty days of the file date along with a questionnaire and document request. 4. Answer: The respondent is required to answer the allegation of discrimination and submit any requested records or relevant documents within thirty days of receipt. 5. Right to sue: After the complaint has been on file for sixty days, the complainant has the option of pursing the matter in a state district court. If this option is taken, staff close the complaint and no further action is taken. 6. Screening: All information is reviewed to determine whether further investigation is warranted. After reviewing materials responsive to the questionnaire/document request, the human rights office determines whether the complaint warrants further investigation. If the human rights office finds there is a reasonable possibility of a probable cause determination or the legal issues present in the complaint need further development, the human rights office promptly resumes the investigation of the complaint. A complaint determined by the human rights office not to warrant further processing by the human rights office is administratively closed. The complainant and respondent are promptly notified of the administrative closure. A complainant may object to the administrative closure within ten (10) - -- days of service by filing a written request for review that states the basis for the objection. If, after review by the human rights office, it is determined that the complaint does not warrant further processing, the human rights office will close the file and notify the complainant and respondent of the final decision of administrative closure. 8. Further Investigation: Both complainant and respondent may be interviewed and additional records requested. Witnesses and other persons with knowledge concerning the allegations in the complaint may also be contacted and interviewed. When the investigation is complete, the investigator will analyze all the collected information and write an investigative summary with a recommendation at the end as to whether probable cause exists. 9. Finding: The Human Rights Coordinator reviews the complaint file and the investigative summary and makes a final decision on whether probable cause exists. a. If probable cause is found, the complaint will move to conciliation. b. If probable cause is not found, staff informs both the complainant and respondent of the basis for the decision. 10. Conciliation: The Human Rights Coordinator attempts to conciliate or settle the complaint. 11. Public Hearing: When conciliation is unsuccessful, the complaint will be reviewed by the City Attorney who shall form an opinion as to whether the complaint is litigation worthy and make a recommendation to two Commissioners. If both members of the Commission wish to proceed contrary to the recommendation of the City Attorney, the Commissioners may authorize the Human Rights Coordinator to do so. Complaint Statistics Please note some complaints filed in fiscal year 2012 were closed in fiscal year 2013. Some complaints which were filed in fiscal year 2013 had not been closed by the end of fiscal year 2013, creating the difference in numbers between those opened and closed. Most complaints filed cite more than one basis for discrimination so totals will equal more than 43. Complaint Activity COMPLAINTS FILED BY PROTECTED CHARACTERISTIC FY 2013 FY2012 Age 12 15 Color 11 13 Creed 1 0 Disability- -- 15- --- - 22 Familial Status 2 8 Gender Identity 2 2 Marital Status 6 5 National Origin 6 3 Presence/Absence of Dependents 5 7 Public Assistance Source of Income 5 1 Race 21 19 Religion 4 4 Retaliation 20 19 Sex 14 8 Sexual Orientation 5 3 COMPLAINTS FILED BY AREA Credit 1 0 Education 0 3 Employment 27 30 Housing 4 14 Public Accommodation 20 12 Total Cases 52 59 RESOLUTIONS Mediated 5 2 No Probable Cause 9 7 Administrative Closure 9 8 Right To Sue 0 0 Lack ofJurisdictioni 3 5 Satisfactorily Adjusted 0 0 Withdrawn 0 2 Total Number of Resolutions 29 24 Summary ' `Lack of Jurisdiction' refers to complaints that allege discrimination on a basis or in an area not covered by local law. Lack of jurisdiction could also include complaints that allege conduct/activity that even if true would not violate local anti- discrimination laws. Complainants are referred to appropriate agencies for assistance whenever possible. Examples would include Wage & Hour, the Family Medical Leave Act, or Workers Compensation. Employment is the largest area in which complaints were filed (27), followed by public accommodation (20) and housing (4). Race (21) is the most common characteristic cited for the alleged discriminatory conduct. Disability and sex follow with (15) and (14) respectively. It took on average, 192 days to resolve complaints in fiscal year 2013. In comparison, (30) complaints were filed in the area of employment, (14) in housing and (12) in public accommodation in fiscal year 2012. The characteristic cited the most for the reason for discrimination was disability (22), followed by race (19), and then age (15). It took on average, 222 days to resolve complaints in fiscal year 2012. Complainant Demographics2 Age: National Origin: Race: - Under 21 American 6 White 16 Over 21 21 Chilean 1 Black/African-American 13 Over 60 8 Honduras 1 American Indian 1 Belgian 1 Hispanic 3 Asian 2 Sexual Orientation: Sex: Homosexual 1 Female 15 Male 19 Marital Status: Disability: Single 2 Plans for Fiscal Year 2014 Contact neighborhood associations and area service providers to encourage more public outreach to those who believe they have been discriminated against. Fair housing materials distributed to landlords and managers to bring attention to unfair housing practices and the ramifications for non-compliance. Advertisements will continue to be placed at City facilities (including transit) and in local newspapers to alert the public to unlawful discrimination. Develop or assist in forums to educate the public on human rights and discrimination. Proclamations for Black History Month, Women's History Month, Fair Housing and others as determined by the Commission. Engage in public outreach to determine people's perception of human rights in Iowa City. a Requested information is optional therefore some complainants opt to not provide demographical information. Speak with different groups inIowaCity to assess level of need and areas of concern. — -- Increased outreach on housing discrimination. A free public training on the Americans with Disabilities Act Amendments Act with a focus on Title 1 (employment). Participate in projects celebrating diversity and providing human rights education. Work with Community Development to identify impediments to fair housing. Training to the community on public accommodation discrimination. Outreach to the community on how to file a civil rights complaint. Commissioners Orville Townsend, Sr. Chair January 1, 2011—January 1, 2013 Jewell Amos June 19, 2013 —January I, 2015 Andrea Cohen July 23, 2013 — January 1, 2016 Joe D. Coulter January 1, 2013 — January 1, 2016 Diane Finnerty January 1, 2011 — January 1, 2013 Shams Ghoneim January 1, 2012 — January 1, 2015 Kim Hanrahan January 1, 2012—January I, 2012 Harry Olmstead, Vice Chair January 1, 2013 —January I, 2016 August 20, 20133 3 Staff corrected error on page 8 on October 4, 2013. (Right to Sue is 0, it was previously reported as 3). OFFICE OF THE CITY CLERK TREASURER Sondra E. Smith — City Clerk Treasurer Lisa Branson — Deputy City Clerk September 5, 2014 Ms. Kaye Shrout PO Box 2 Story, Arkansas 71970 Dear Ms. Shrout 113 W. Mountain Street, Suite 308 Fayetteville, AR 72701 Phone 479.575.8323 cityclerk@fayetteville-ar.gov Per your request enclosed is a copy of Ordinance 5703 an ordinance to amend the Fayetteville code by enacting Chapter 119 Civil Rights Administration to protect the civil rights of Fayetteville citizens and visitors and to create the position of a Civil Rights Administrator for the City of Fayetteville. City attorney Kit Williams has been assigned the task of administering the ordinance therefore for questions regarding the ordinance please contact his office at (479) 575-8313. Sincerely, Sondra E. Smith City Clerk Treasurer ORDINANCE NO. 5703 AN ORDINANCE TO AMEND THE FAYETTEVILLE CODE BY ENACTING CHAPTER 119 CIVIL RIGHTS ADMINISTRATION TO PROTECT THE CIVIL RIGHTS OF FAYETTEVILLE CITIZENS AND VISITORS AND TO CREATE THE POSITION OF CIVIL RIGHTS ADMINISTRATOR FOR THE CITY OF FAYETTEVILLE WHEREAS, the City of Fayetteville seeks to protect and safeguard the right and opportunity of all persons to be free from unfair discrimination based on real or perceived race, ethnicity, national origin, age, gender, gender identity, gender expression, familial status, marital status, socioeconomic background, religion, sexual orientation, disability and veteran status; and WHEREAS, the City of Fayetteville seeks to promote the public health and welfare of all persons who live or work in the City of Fayetteville and to ensure that all persons within the City have equal access to employment, housing, and public accommodations. NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF FAYETTEVILLE, ARKANSAS: Section 1. That the City Council of the City of Fayetteville, Arkansas enacts Chapter 119 Civil Rights Administration as shown on Exhibit "A" attached hereto. PASSED and APPROVED this 20' day of August, 2014. FEST: o '. AvwtL SONDRA E. SMITH, City Clerk/Treasurer NORTHWEST ARKANSAS DEMOCRATWME NORTHWESTARKANSAS THE MO NEWS SPRINGD THE MORNING ECERS NEWSP"ERSLLCEST ARKANSAS 11MES BENTONHCOUNTYY DAILY RECORD 212 NORTH EAST AVENUE, FAYETTEVILLE, ARKANSAS 72701 1 P.O. BOX 1607, 72702 1479,442-1700 1 www.NwANEws.coM AFFIDAVIT OF PUBLICATION I, Karen Caler, do solemnly swear that I am the Legal Clerk of the Northwest Arkansas Newspapers, LLC, printed and published in Washington and Benton County, Arkansas, bona fide circulation, that from my own personal knowledge and reference to the files of said publication, the advertisement of: City of Fayetteville - Ordinance 5703 Was inserted in the Regular Editions on: August 28, 2014 Publication Charges: $ 90.79 Karen Caler Subscribed and sworn to before me This Z day of Otcr/ 2014. oAfj�� "l0 Notary Public W My Commission Expires: %o�%o-z+ EArkansss THY WILES • Benton Ccuoly • Comm* 1239711 Sn Expires Fab 20, 2024 **NOTE** Please do not pay from Affidavit. Invoice will be sent. RECEIVED SEP 022014 CITY OF FAYE TEVILLE CITY CLEWS OFFICE bRDI � 6�" .% AN ORDINANCE TO ZEND THE ` FAYETTEVILL°E' CODE BY ENACTING CHAPTER 11b CML AIOHTS � ' ADMINISTRAYIO TO'R GT CIVIL eaxAmses RIGHTS" OF PhYEiTEYILLE E'iT�. AND VISITOE,i$(�NDTO�CRFA'TE 1E,('f STiYON OFCIVILf#IPaH ADMINISTRATOR FOR THE.GITY OF`Lq'kETTQr1LL� ,,��;; WNER��e��o� .n Ileareel�tsto`protect an`��uerd the light and opponun •ail '"' b�`"#� u r rtispr�mina on basetl.on"real or: perceive, Aederg' er identity: gender express"PohIliel � marl I �Ioeeonoiil`ic"eckgrou�dorehglon, sexual opentatlon, disn¢ilky and vetere'd status, and + t =�+ s ' WHEREAS 'the Ciry'oE=�yettedille aeeks'to prom`ole ih'b public fiea(Mand"= weNare of all persons who live or wodcin the City of Fayetteville and;td ensuTg � that all persons wimin the City have equal access to empkryma housing and. public accommodations. it, . NOW, T'NER1� hllli!B� rfOROAINE6tBY�THEGRW000NdL'bo"ri4e- CITY Of FAYETTE,IRLLE, ARKNN$AS: SEOTION.t Seohor 1: That,thei,City Council ofrthe City oY Fayetteyllle,.. Arkanees_enacts Chapter 1 'H) Clvil Rights Adminietrae"pn as shown 6n Exhibit_ 'A° attaietl PASSED and'APPROVED thi42bth`.d6Y f bugust; 2014 APPROVED: ATTEST: By LIONELj1JQ,Ry ClerkTr@esurer . Exhibits for this ordinance may be Vrewed in the office of the CkYClerk/ 'Treaaurei ' £