(a) Discrimination by Employer. An employer commits an unlawful employment practice if based on race, color, disability, religion, sex, national origin, or age, the employer:
  (1) fails or refuses to hire an individual, discharges an individual, or discriminates in any other manner against an individual in connection with compensation or the terms, conditions, or privileges of employment; or
  (2) limits, segregates, or classifies an employee or applicant for employment in a manner that deprives or tends to deprive an individual of an employment opportunity or adversely affects in any other manner the status of an employee.
(b) Discrimination by Employment Agency. An employment agency commits an unlawful employment practice if based on race, color, disability, religion, sex, national origin, or age, it:
  (1) fails or refuses to refer for employment or discriminates in any other manner against an individual; or
  (2) classifies or refers an individual for employment on that basis.
(c) Discrimination by Labor Organization. A labor organization commits an unlawful employment practice if based on race, color, disability, religion, sex, national origin, or age, it:
  (1) excludes or expels from membership or discriminates in any other manner against an individual; or
  (2) limits, segregates, or classifies a member or an applicant for membership, or classifies or fails or refuses to refer for employment an individual in a manner that:
    (A) deprives or tends to deprive an individual of any employment opportunity;
    (B) limits an employment opportunity or adversely affects in any other manner the status of an employee or of an applicant for employment; or
    (C) causes or attempts to cause an employer to violate this subchapter.
(d) Admission or Participation in Training Program. An employer, labor organization, or joint labor-management committee controlling an apprenticeship, on-the-job training, or other training or retraining program commits an unlawful employment practice if based on race, color, disability, religion, sex, national origin, or age, it discriminates against an individual in admission to or participation in the program, unless a training or retraining opportunity or program is provided under an affirmative action plan approved by federal or state law, rule, or court order. The prohibition against discrimination based on age applies only to individuals who are at least 40 years of age.
(e) Retaliation. An employer, employment agency, or labor organization commits an unlawful employment practice based on race, color, disability, religion, sex, national origin, or age if the employer, employment agency, or labor organization retaliates or discriminates against an individual who:
  (1) opposes a discriminatory practice;
  (2) makes or files a charge;
  (3) files a complaint; or
  (4) testifies, assists, or participates in any manner in an investigation, proceeding, or hearing.
(f) Aiding or Abetting Discrimination. An employer, employment agency, or labor organization commits an unlawful employment practice if it aids, abets, incites, or coerces an individual to engage in an unlawful discriminatory practice based on race, color, disability, religion, sex, national origin, or age.
(g) Interference with the Agency or CRD. An employer, employment agency, or labor organization commits an unlawful employment practice if it willfully interferes with the performance of a duty or the exercise of a power by CRD or by the Agency in relation to CRD.
(h) Prevention of Compliance. An employer, employment agency, or labor organization commits an unlawful employment practice if it willfully obstructs or prevents an individual from complying with Texas Labor Code, Chapter 21, or a rule adopted or order issued under Texas Labor Code, Chapter 21.
(i) Discriminatory Notice or Advertisement. An employer, employment agency, labor organization, or joint labor-management committee controlling an apprenticeship, on-the-job training, or other training or retraining program commits an unlawful employment practice if it prints or publishes or causes to be printed or published a notice or advertisement relating to employment that:
  (1) indicates a preference, limitation, specification, or discrimination based on race, color, disability, religion, sex, national origin, or age; and
  (2) concerns an employee's status, employment, or admission to or membership or participation in a labor organization or training or retraining program.
(j) Bona Fide Occupational Qualification. A bona fide occupational qualification is an affirmative defense to discrimination.
(k) Sexual Harassment. An employer commits an unlawful employment practice if sexual harassment of an employee occurs and the employer or the employer's agents or supervisors:
  (1) knows or should have known that the conduct constituting sexual harassment was occurring; and
  (2) fails to take immediate and appropriate corrective action.

Source Note: The provisions of this §819.12 adopted to be effective September 27, 2005, 30 TexReg 6065; amended to be effective August 1, 2016, 41 TexReg 5559; amended to be effective July 6, 2020, 45 TexReg 4530; amended to be effective December 5, 2022, 47 TexReg 8051