Cal. Civ. Code § 186-1-.02
Definitions
Operative Text
The following definitions shall apply generally to all Rules and Regulations of the Commission on Equal Opportunity: (a) "Commission on Equal Opportunity" means the Commission on Equal Opportunity as created by O.C.G.A. Section 45-19-24. (b) "Administrator" means the Administrator of the Commission on Equal Opportunity as provided for by O.C.G.A. Section 45-19-24. (c) "Board" means the Board of Commissioners of the Commission on Equal Opportunity as created by O.C.G.A. Section 45-19-23. (d) "Discrimination" means any direct or indirect act or practice of exclusion, distinction, restriction, segregation, limitation, refusal, denial, or any other act or practice of differentiation or preference in the treatment of a person or persons because of race, color, religion, national origin, sex, handicap, or age, or aiding, abetting, inciting, coercing, or compelling of such an act or practice. This term shall not include any direct or indirect act or practice of exclusion, distinction, restriction, segregation, limitation, refusal, denial, or any other act or practice of differentiation or preference in the treatment of a person or persons because of religion if an employer demonstrates that the employer is unable to accommodate reasonably an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's operation. (e) "Handicap" means a physical or mental impairment which substantially limits one or more of a person's major life activities, unless an employer demonstrates that the employer is unable to accommodate reasonably to an employee's handicap without undue hardship on the conduct of the employer's operation. (f) "Public Employer" or "Employer" means any department, board, bureau, commission, authority, or other agency of the state which employs 15 or more employees within the state for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. A person elected to public office in this state is a public employer with respect to persons holding positions or individuals applying for positions which are subject to the State Merit System of Personnel Administration or any personnel merit system of any agency or authority of this state. A person elected to public office in this state is not a public employer with respect to persons holding positions or individuals applying for positions on such officer's personal staff or on the policy-making level or as immediate advisors with respect to the exercise of the constitutional or legal powers of the office held by such officer. The term "Public Employer" shall include the State Merit System of Personnel Administration whether or not such agency is the immediate employer of the party or parties claiming to be aggrieved. (g) "Public Employment" means employment by any department, board, bureau, commission, authority, or other agency of the State of Georgia. (h) "Religion" means all aspects of religious observance and practice as well as belief.
Ga. Comp. R. & Regs. ch. 186-1 § 186-1-.02 establishes the foundational vocabulary used throughout the Georgia Commission on Equal Opportunity's rules and regulations. It defines key terms such as 'discrimination,' 'handicap,' 'public employer,' and 'religion,' setting the scope of who and what is covered by the Commission's authority. Notably, the definition of discrimination covers both direct and indirect acts of differential treatment based on race, color, religion, national origin, sex, handicap, or age, while carving out limited exceptions where an employer can demonstrate undue hardship in accommodating religious practice or a physical or mental handicap.
Plain English — not legal advice.
Although § 186-1-.02 is primarily an employment-focused definitional provision rather than a landlord-tenant rule, the definitions it establishes—particularly those of 'discrimination' and 'handicap'—reflect the broader framework of equal opportunity principles that can intersect with housing contexts in Georgia. Property owners and managers who also function as public employers or who interact with state agencies should be familiar with how terms like 'discrimination' and 'religion' are formally defined under this chapter. Operators generally maintain policies and practices that align with these definitions to avoid conduct that could be characterized as exclusion, restriction, or differential treatment on protected grounds.
General guidance for property managers — not legal advice for your specific situation. Consult an attorney for advice on your case.
For tenants, § 186-1-.02 provides important context about how Georgia's Commission on Equal Opportunity defines core concepts like 'discrimination' and 'handicap,' which can be relevant when evaluating whether differential treatment in a housing or employment context implicates state equal opportunity protections. The provision's definition of 'public employer' clarifies which state entities fall under the Commission's jurisdiction, which may be relevant if a tenant is also a state employee experiencing related issues. Those who believe they have experienced discrimination as defined under this section may explore filing a complaint with the Commission on Equal Opportunity or consulting a tenant-rights or civil rights organization for general information about available remedies.
General guidance for tenants — not legal advice for your specific situation. Consult a tenant-rights organization or attorney for advice on your case.
Generated October 27, 2026 — auto-generated, not yet human-reviewed. See /transparency for methodology.
Effective Timeline
References Out
Rules and statutes cited by this regulation
References In
No inbound references recorded yet for this provision.