Pontiac — Part I Ch. 24 Human Relations and Social Services § 24-83

It is an unlawful employment practice: (1)
For any employer to refuse to hire, to segregate or to act with respect to recruitment, hiring, promotion, renewal of employment, selection for training or apprenticeship, discharge, discipline, tenure or terms, privileges or conditions of employment on the basis of unlawful discrimination.
(2) For any employment agency to fail or refuse to classify properly, accept applications and register for employment referral or apprenticeship referral, refer for employment or refer for apprenticeship on the basis of unlawful discrimination, or to accept from any person any job order, requisition or request for referral of applicants for employment or apprenticeship which makes or has the effect of making unlawful discrimination a condition of referral.
(3) For any labor organization to limit, segregate or classify its membership, or to limit employment opportunities, selection and training for apprenticeship in any trade or craft, or otherwise to take or fail to take any action which affects adversely any person's status as an employee or as an applicant for employment or as an apprentice, or as an applicant for apprenticeship or wages, tenure, hours of employment or apprenticeship conditions, on the basis of unlawful discrimination.
(4) For any employer, employee, agent of any employer, employment agency or labor organization to engage in sexual harassment, provided that an employer shall be responsible for sexual harassment of the employer's employees by non-employees or non-managerial and non-supervisory employees only if the employer becomes aware of the conduct and fails to take reasonable corrective measures.
(5) For any public employer to refuse to permit a public employee under its jurisdiction who takes time off from work in order to practice his religious beliefs to engage in work, during hours other than such employee's regular working hours, consistent with the operational needs of the employer and in order to compensate for work time lost for such religious reasons. Any employee who elects such deferred work shall be compensated at the wage rate which he would have earned during the originally scheduled work period. The employer may require that an employee who plans to take time off from work in order to practice his religious beliefs provide the employer with a notice of his intention to be absent from work not exceeding five days prior to the date of absence.
(6) For any employer, employment agency or labor organization to discriminate against a person on the basis of age in the selection, referral for or conduct of apprenticeship or training programs.