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Discrimination | Housing | Rhode Island

Does Rhode Island have an anti-discrimination law protecting LGBTQ+ individuals from discrimination in housing?

Yes. Since 1995, Rhode Island has had a comprehensive anti-discrimination law concerning sexual orientation in employment, housing, credit and public accommodations and has included sexual orientation under its equal opportunity and affirmative action law. In 2001, Rhode Island added gender identity or expression to each of these statutory protections (R.I. Gen. Laws, ch. 11-24 (public accommodations); ch. 28-5 (employment); ch. 28-5.1 (equal opportunity and affirmative action); and ch. 34-37 (housing and credit)).

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

Does it also protect people perceived to be LGBTQ+ in housing?

Yes. The anti-discrimination laws define “sexual orientation” as “having or être perçu comme ayant une orientation pour l'hétérosexualité, la bisexualité ou l'homosexualité et définissent « l'identité ou l'expression de genre » comme incluant le « genre réel ou perçu d'une personne » (RI Gen. Laws §§ 28-5-6(11)(identité ou expression de genre) et (16)(orientation sexuelle) (emploi) ; 34-37-3(9)(identité ou expression de genre) et (15)(orientation sexuelle) (logement et crédit) ; et 11-24-2.1(h)(orientation sexuelle) et (i)(identité ou expression de genre) (hébergements publics)). Ainsi, si une personne est licenciée parce qu'elle est perçue comme gay (qu'elle le soit ou non), elle peut toujours invoquer la protection de la loi anti-discrimination pour contester le licenciement.

What is prohibited by the housing anti-discrimination law in Rhode Island?

The housing laws are intended to prohibit discrimination by owners and their agents from refusing to sell, rent, lease, let or otherwise withhold “housing accommodations” based on sexual orientation, gender identity or expression, marital status, or familial status (R.I. Gen. Laws § 34-37-3(10)(defining “housing accommodation”) and § 34-37-4 (a)). In addition, neither owners nor those who accept applications for loans or financial assistance to acquire, build, repair or maintain housing accommodations— i.e., those involved in financing— may either inquire about sexual orientation, gender identity or expression, marital status, or familial status, or discriminate on those bases (R.I. Gen. Laws §§ 34-37-4(a) and (b)).

Are any landlords exempt from the housing anti-discrimination law?

Owner-occupied housing accommodations of 3 units or less are not subject to the sexual orientation or gender identity or expression portions of the law (R.I. Gen. Laws § 34-37-4.4 (sexual orientation exemption) and § 34-37-4.5 (gender identity or expression exemption)). In addition, a religious organization or non-profit institution run by a religious organization can limit the sale, rental or occupancy of a property it owns or operates for non-commercial purposes to persons of the same religion (or give preference to such persons) unless membership in the religion is restricted on account of one of the protected categories, including sexual orientation and gender identity or expression (R.I. Gen. Laws § 34-37-4.2(a)).

Comment déposer une plainte pour discrimination ?

Vous pouvez déposer une plainte pour discrimination en personne ou par écrit auprès de la Commission des droits de l'homme du Rhode Island (RICHR), 180 Westminster Street, 3e étage, Providence, RI 02903. Si vous prévoyez de vous présenter en personne, vous pouvez appeler à l'avance pour prendre rendez-vous et vous renseigner sur les documents à apporter. Leur numéro de téléphone est le (401) 222-2661 (voix) et le 401-222-2664 (ATS). Le numéro de fax est le (401) 222-2616.

L'accusation doit être déposée sous serment et doit mentionner le nom et l'adresse de la personne qui porte plainte, ainsi que ceux de l'entité contre laquelle elle porte plainte (appelée « intimée »). La plainte doit détailler les actes illicites allégués et (de préférence) les heures auxquelles ils ont été commis.

Ai-je besoin d’un avocat ?

No, but GLAD strongly encourages people to find lawyers to represent them throughout the process. Although the process is designed to allow people to represent themselves, there are many legal rules governing the RICHR process, and landlords and other defendants are almost certain to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Quels sont les délais pour déposer une plainte pour discrimination ?

Une plainte doit généralement être déposée auprès du RICHR dans l'année suivant l'acte ou les actes discriminatoires (Ri. Gen. Laws §§ 28-5-17(a) ; 34-37-5 (b) ; voir le Règlement du RICHR, règle 4.05). Les exceptions en cas de retard sont rares, et GLAD encourage les personnes à agir rapidement pour déposer leur plainte.

Can I file more than one type of discrimination complaint at once, for example, if I believe I was fired both because I am transgender and Latina?

Yes, you can file several claims if you have suffered discriminatory treatment based on more than one personal characteristic. The state antidiscrimination laws for housing forbid taking an action against someone because of sexual orientation or gender identity or expression as well as race, color, religion, sex (including pregnancy and sexual harassment), disability, age, country of ancestral origin, marital status, familial status, military status and associating with members of a protected class, status as a victim of domestic violence and housing status (R.I. Gen. Laws, § 34-37-4 (a)).

Que se passe-t-il après qu'une accusation a été déposée auprès du RICHR ?

Le RICHR peut ouvrir une enquête préliminaire dans une affaire d'emploi, de crédit, de logement ou d'hébergement public. Si le RICHR estime probable qu'un défendeur se livre ou s'est livré à des pratiques illégales, il s'efforcera d'y mettre fin par des « méthodes informelles de concertation, de conciliation et de persuasion ».Voir, par exemple, Lois générales du RI, § 28-5-17(a) et § 34-37-5(b) ; voir également les règles et règlements du RICHR, règle 5.02).

If conciliation is unsuccessful, or at any time when the circumstances warrant (including before investigation in egregious cases), the RICHR may serve a complaint and notice of hearing on the respondent. This process involves a trial type hearing but is not as formal as an actual trial in court. This process must be commenced within 2 years of when the complainant first filed his or her charge with the RICHR (R.I. Gen. Laws §§ 28-5-18; 34-37-5).

Après que la RICHR a statué (soit parce qu'elle n'a trouvé aucune cause probable pour procéder, soit parce qu'elle a statué sur le fond après une audience), tout plaignant, intervenant ou défendeur prétendant être lésé par une ordonnance finale de la commission peut obtenir un contrôle judiciaire devant la Cour supérieure (RI Gen. Laws §§ 28-5-28 ; 34-37-6).

Il existe plusieurs cas où le dossier peut être déposé auprès du RICHR et porté devant le tribunal. Par exemple :

Once the complaint has been pending at the RICHR for at least 120 days, (but less than 2 years and before any conciliation agreement has been made), the complainant may request permission to remove the case from the RICHR. That request should be granted, and the complainant then has 90 days from when he or she receives a “right to sue” letter to file the case in Superior Court (R.I. Gen. Laws § 28-5-24.1(a) and § 34-37-5(l); see also Rules and Regulations of the RICHR Rule 17.01).
Après que le RICHR a trouvé une cause probable pour créditer les allégations dans une plainte, l'une ou l'autre des parties peut choisir de mettre fin à la procédure devant le RICHR et de déposer une plainte devant le tribunal, à condition de le faire dans les délais stricts fixés par les règles du RICHR (Voir Lois générales du RI, § 28-5-24.1(c) et § 34-37-5(n)).
En outre, dans les affaires de logement, le RICHR peut saisir le tribunal pour demander une ordonnance interdisant au défendeur de vendre, de louer ou de disposer de toute autre manière du bien en question pendant que l'affaire est en cours (RI Gen. Laws § 34-37-5(m)).

Si la cause probable est jugée inexistante, l'affaire est close, sauf si vous demandez un contrôle judiciaire de la constatation d'absence de cause probable. Cette procédure est soumise à des règles et des délais spécifiques qui doivent être strictement respectés (articles 28-5-28 et 34-37-6 des lois générales du Rhode Island).

Quels sont les recours juridiques que le RICHR peut accorder en cas de discrimination si une personne gagne son procès ?

Dans tous les cas alléguant une discrimination de traitement différent, les recours pour un plaignant gagnant dans une affaire de discrimination intentionnelle peuvent inclure des dommages-intérêts compensatoires (y compris pour la détresse émotionnelle), des honoraires d'avocat (y compris les honoraires d'experts et autres frais de litige), des ordonnances de cessation et d'abstention, et toute autre action qui réalisera l'objectif des lois anti-discrimination (RI Gen. Laws § 28-5-24 (b) (emploi) ; § 34-37-5 (h) (affaires de logement) ; § 11-24-4 (affaires d'hébergement public) ; Règles et règlements du RICHR Règle 12.02).

In housing cases, the RICHR is also empowered to impose civil fines, with increasing severity depending on whether the offender has committed other discriminatory acts in the past (R.I. Gen. Laws § 34-37-5(h)(2)).

Lorsque les plaignants obtiennent gain de cause devant les tribunaux, les réparations mentionnées ci-dessus peuvent être accordées, ainsi que des dommages-intérêts punitifs lorsque la conduite contestée est démontrée comme étant motivée par la malveillance ou la mauvaise volonté, ou lorsque l'action implique une indifférence imprudente ou cruelle aux droits d'autrui protégés par la loi (RI Gen. Laws § 28-5-29.1 (emploi) ; § 11-24-4 (hébergements publics) ; § 34-37-5 (o) (3) (logement)). La seule exception est que des dommages-intérêts punitifs ne peuvent être accordés contre l'État.

Puis-je également déposer une plainte pour discrimination auprès d’une agence fédérale ?

Yes. Persons who identify as LGBTQ+ and believe they have experienced housing discrimination because of their actual or perceived sexual orientation or gender identity can assert their rights under the Fair Housing Act by filing a complaint with the U.S. Department of Housing and Urban Development (HUD). You can find more detailed information about the protections HUD provides to LGBTQ+ people here: Housing Discrimination and Persons Identifying as Lesbian, Gay, Bisexual, Transgender, and/or Queer/Questioning (LGBTQ+)

There is information about filing a housing discrimination complaint with HUD here: File a Complaint – Main Page | HUD.gov / US Department of Housing and Urban Development (HUD).

The form for submitting a complaint can be found here: https://www.hud.gov/sites/documents/DOC_12150.PDF.

HUD views LGBTQ+ discrimination as a form of “sex” discrimination, so if you have a sexual orientation or gender identity complaint, you should indicate “sex” as the discrimination factor.

A HUD complaint must be filed within one year of the last act of discrimination. The statute of limitations for bringing fair housing complaints in federal courts is not later than two years after the occurrence or the termination of an alleged discriminatory housing practice. However, if an administrative case is filed with HUD, the statute of limitations is tolled during the period of time in which HUD is evaluating the complaint. In English, what that means is that the time HUD has the case does not count when calculating the two year statute of limitations.

Existe-t-il d’autres options pour déposer une plainte pour discrimination ?

Peut-être que oui, en fonction des faits de votre situation particulière.

Tribunal d'État ou fédéral : After filing with the CHRO, HUD, or both, you may decide to remove your discrimination case from those agencies and file in court. There are rules about when and how this must be done. In addition, you may wish to bring a court case to address other claims which are not appropriately handled by discrimination agencies, e.g. if you landlord is not meeting his obligation to provide a safe living space.

What can I do if my landlord evicts me for filing a complaint of discrimination?

It is illegal to retaliate in these circumstances, and the tenant could file an additional complaint for retaliation.

Que puis-je faire pour me préparer avant de déposer une plainte pour discrimination ?

Contact GLAD Answers by filling out the email form at Réponses GLAD ou par téléphone au 800-455-4523 (GLAD) pour discuter des options.

As a general matter, people who are still residing under discriminatory conditions have to evaluate how filing a case will affect their housing, and if they are willing to assume those possible consequences. Even if you have been evicted, you may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information to make an informed choice.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful to bring the attorney an outline of what happened, organized by date and with an explanation of who the various players are (and how to get in touch with them); what happened; who said what; and who else was present. Bring a copy of your lease, along with any notices and letters you have received from your landlord. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Ressources

For more information about the RICHR complaint process see: http://www.richr.ri.gov/filecharge/index.php

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD.

For information about the HUD complaint process see:

Learn About the FHEO Complaint and Investigation Process | HUD.gov / US Department of Housing and Urban Development (HUD)

Passage of important LGBTQ+ equality bills: Rhode Island Celebrates Passage of Important LGBTQ Equality Bills – GLAD

Discrimination | Employment | Rhode Island

Does Rhode Island have an anti-discrimination law protecting LGBTQ+ individuals from discrimination in employment?

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD

Does it also protect people perceived to be LGBTQ+ in employment?

Oui. Les lois anti-discrimination définissent « l’orientation sexuelle » comme « avoir ou être perçu as having an orientation for heterosexuality, bisexuality or homosexuality and define “gender identity or expression” as including a “person’s actual or perceived gender” (R.I. Gen. Laws §§ 28-5-6(11) (gender identity or expression) and (16)(sexual orientation) (employment); 34-37-3(9)(gender identity or expression) and (15)(sexual orientation) (housing and credit); and 11-24-2.1(h)(sexual orientation) and (i)(gender identity or expression) (public accommodations)). Thus, if a person is fired because they are perceived to be gay (whether they are or not), they may still invoke the protection of the anti-discrimination law to challenge the firing.

What does the law forbid? To whom does the law apply?

The anti-discrimination law applies to all public employers and private employers who employ 4 or more individuals (R.I. Gen. Laws § 28-5-6 (8)(i)).

It forbids employers from refusing to hire a person, or discharging them, or discriminating against them in compensation, in terms, conditions or privileges of employment or in any other matter directly or indirectly related to employment because of sexual orientation or gender identity or expression (R.I. Gen. Laws § 28-5-7 (1)). Beyond hiring and firing, this covers most significant job actions, such as failure to promote, demotion, excessive discipline, harassment and different treatment of the employee and similarly situated co-workers. It also prohibits an employer from inquiring about a person’s sexual orientation or gender identity or expression either in a job application or during a job interview or maintaining such information unless based on a certified bona fide occupational qualification or where necessary to comply with a federal affirmative action plan (R.I. Gen. Laws § 28-5-7(4)).

The law also applies to employment agencies and labor organizations (e.g. unions) (R.I. Gen. Laws §§ 28-5-7 (2) and (3)).

It should be noted that all educational programs and activities of state agencies as well as all state employment services are required to be open to all without regard to sexual orientation or gender identity or expression (R.I. Gen. Laws §§ 28-5.1(8) and (9)).

As broad as the law is, there are several exemptions.

Employers with fewer than 4 employees are exempt (R.I. Gen. Laws § 28-5-6(8)(i)).
An employer, employment agency or labor organization may seek a certification from the R.I. Commission for Human Rights that it is a “bona fide occupational qualification” of a particular position that it not be filled by someone otherwise protected by the law such as an LGBTQ+ person (R.I. Gen. Laws § 28-5-7 (4)). While this immunity is allowed in the law, it is strictly applied and very rarely successful.
The employment discrimination statute does not apply “to a religious corporation, association, educational institution, or society with respect to the employment of individuals of its religion to perform work connected with the carrying on of its activities” (R.I. Gen. Laws § 28-5-6(8)(ii)). This exemption, however, is not a carte blanche for an employer to use his or her religious beliefs as a justification for discrimination.
By the law’s definition of “sexual orientation,” it does not “impose any duty on a religious organization” (See R.I. Gen. Laws §§ 28-5-6 (16); 34-37-3(15) and 11-24-2.1(h)). That restriction on the reach of the non-discrimination law does not apply to the law’s protections on the basis of gender identity or expression.

It is important to note that unlawful employment practices in Rhode Island also include practices which have a “disparate impact” on the basis of sexual orientation or gender identity or expression (or other characteristics) when the employer is unable to show that the practice or group of practices in question is required by “business necessity” (R.I. Gen. Laws § 28-5-7.2). This can be important to combat discrimination based on policies or practices that are not LGBTQ-specific but harm LGBTQ+ people more than others.

Does the Rhode Island law prohibit sexual harassment on the job?

Yes, by case law, sexual harassment is forbidden as sex discrimination (Voir, par exemple, Iacampo v. Hasbro, Inc., 929 F. Supp. 562 (D.R.I. 1996)).

In addition, employers with at least 50 employees and employment agencies must develop and disseminate to their workers anti-sexual harassment policies in their workplaces (R.I. Gen. Laws §§ 28-51-1(a); and 28-51-2 (a), (b)). The law also strongly encourages employers to train employees on the scope of the policy (R.I. Gen. Laws § 28-51-2 (c)).

For purposes of this statute, “sexual harassment” is defined as:

Any unwelcome sexual advances or requests for sexual favors or any other verbal or physical conduct of a sexual nature when:

Submission to such conduct or advances or requests is made either explicitly or implicitly a term or condition of an individual’s employment; or
Submission to such conduct or advances or requests by an individual is used as the basis for employment decisions affecting such individual; or
Such conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment (R.I. Gen. Laws § 28-51-1(b)).

Can a gay or transgender person be sexually harassed?

It is just as unlawful to sexually harass an LGBTQ+ individual as it is to harass anyone else. Some harassment is specifically anti-gay and may be more fairly characterized as harassment on the basis of sexual orientation. Similarly, some harassment may be specifically anti-transgender and may be pursued more appropriately as discrimination based on gender identity or expression. Other harassment is sexual in nature and more appropriately categorized as “sexual harassment.” Each type of harassment can happen to the same person, and all are forbidden (Voir R.I. Gen. Laws § 28-5-7(1)(v) (recognizing need for response to complaints of harassment on the basis of sexual orientation and gender identity or expression in addition to that based on sex)).

Moreover, that the sex of the harasser and the victim is the same does not defeat a claim of sexual harassment. Same-sex sexual harassment has been held to violate both state and federal anti-discrimination laws (See Mann v. Lima, 290 F. Supp. 2d 190, 194 (D.R.I. 2003)(applying Oncale v. Sundowner Offshore Services, Inc., 523 U.S. 75, 79-81 (198); see also R.I. Gen. Laws, § 28-44-17 (sexual harassment against members of either sex may constitute “good cause” for quitting job under unemployment laws)).

Comment déposer une plainte pour discrimination ?

The charge must be under oath and must state the name and address of the individual making the complaint as well as the name and address of the entity against which he or she is complaining (called the “respondent”). The complaint must set out the particulars of the alleged unlawful acts and (preferably) the times they occurred.

Ai-je besoin d’un avocat ?

No, but GLAD strongly encourages people to find lawyers to represent them throughout the process. Although the process is designed to allow people to represent themselves, there are many legal rules governing the RICHR process, and employers and other defendants are almost certain to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Quels sont les délais pour déposer une plainte pour discrimination ?

Puis-je déposer plus d’un type de plainte pour discrimination à la fois, par exemple si je pense avoir été licenciée à la fois parce que je suis lesbienne et latino ?

Oui, vous pouvez déposer plusieurs plaintes si vous avez subi un traitement discriminatoire fondé sur plusieurs caractéristiques personnelles. Les lois anti-discrimination de l'État en matière d'emploi et d'hébergement public interdisent toute action contre une personne en raison de son orientation sexuelle, de son identité ou expression de genre, ainsi que de sa race, sa couleur de peau, sa religion, son sexe (y compris la grossesse et le harcèlement sexuel), son handicap, son âge ou son pays d'origine (articles 11-24-2 et 28-5-7 (1)(i) des lois générales du Rhode Island).

Que se passe-t-il après qu'une accusation a été déposée auprès du RICHR ?

If conciliation is unsuccessful, or at any time when the circumstances so warrant (including before investigation in egregious cases), the RICHR may serve a complaint and notice of hearing on the respondent. This process involves a trial type hearing but is not as formal as an actual trial in court. This process must be commenced within 2 years of when the complainant first filed his or her charge with the RICHR (R.I. Gen. Laws §§ 28-5-18; 34-37-5).

Il existe plusieurs cas où le dossier peut être déposé auprès du RICHR et porté devant le tribunal. Par exemple :

Once the complaint has been pending at the RICHR for at least 120 days, (but less than 2 years and before any conciliation agreement has been made), the complainant may request permission to remove the case from the RICHR. That request should be granted, and the complainant then has 90 days from when he or she receives a “right to sue” letter to file the case in Superior Court (R.I. Gen. Laws § 28-5-24.1(a) and § 34-37-5(l); see also Rules and Regulations of the RICHR Rule 17.01).
Après que le RICHR a trouvé une cause probable pour créditer les allégations dans une plainte, l'une ou l'autre des parties peut choisir de mettre fin à la procédure devant le RICHR et de déposer une plainte devant le tribunal, à condition de le faire dans les délais stricts fixés par les règles du RICHR (Voir Lois générales du RI, § 28-5-24.1(c) et § 34-37-5(n)).
En outre, dans les affaires de logement, le RICHR peut saisir le tribunal pour demander une ordonnance interdisant au défendeur de vendre, de louer ou de disposer de toute autre manière du bien en question pendant que l'affaire est en cours (RI Gen. Laws § 34-37-5(m)).

Quels sont les recours juridiques que le RICHR peut accorder en cas de discrimination si une personne gagne son procès ?

In addition, in employment cases, a successful complaint may be entitled to a remedy involving hiring, reinstatement or upgrading of employment, back pay, and admission or restoration to union membership (R.I. Gen. Laws § 28-5-24 (a)(1)). If the adverse job action was taken against the individual for a variety of reasons, and sexual orientation or gender identity or expression was not the sole motivating factor, the RICHR may limit the damages awarded.

Puis-je également déposer une plainte pour discrimination auprès d’une agence fédérale ?

Yes. Federal employment non-discrimination law, called Title VII, applies to employers with at least 15 employees.

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion, and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

However, in Bostock v. Clayton County, Georgia, No. 17-1618 (S. Ct. June 15, 2020, see: 17-1618 Bostock v. Clayton County (06/15/2020), the Supreme Court held that firing individuals because of their sexual orientation or transgender status violates Title VII’s prohibition on discrimination because of sex. For more information on how the EEOC enforces discrimination against LGBTQ+ employees, see: Sexual Orientation and Gender Identity (SOGI) Discrimination | US Equal Employment Opportunity Commission.

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with RICHR first but keep in mind the possibility of pursuing a federal claim as well. If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that RICHR cross-file your complaint with the EEOC.

Federal complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). However, if you initially institute your complaint with RICHR and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after MCAD has terminated the case (34 United States Code 42 sec. 2000e-5(e)(1)). NOTE: If you intend to file with both RICHR and cross-file with the EEOC, you must do so within 300 days, not the usual 1 year. (People who work for federal agencies are beyond the scope of this publication.)

Existe-t-il d’autres options pour déposer une plainte pour discrimination ?

Peut-être que oui, en fonction des faits de votre situation particulière.

Union: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge or other job-related actions. In fact, if you obtain relief under your contract, you may decide not to pursue other remedies. Obtain and read a copy of your contract and contact a union steward about filing a complaint. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against them for their failure to work with you, or for failure of duty of fair representation.

Tribunal d'État ou fédéral : After filing with the RICHR, the EEOC, or both, you may decide to remove your discrimination case from those agencies and file the case in court. There are rules about when and how this must be done, as discussed above.

In addition, you may file a court case to address other claims which are not appropriately handled by discrimination agencies. For example, if you are fired in violation of a contract; fired without the progressive discipline promised in a handbook; or fired for doing something the employer doesn’t like but which the law requires, then these matters are beyond the scope of what the agencies can investigate and the matter should be pursued in court. Similarly, if your claim involves a violation of constitutional rights, such as a teacher or governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

What can I do if my employer fires me for filing a complaint of discrimination?

It is illegal to retaliate in these circumstances, and the employee could file an additional complaint for retaliation. If an employer, employment agency or labor organization discriminates against you in any manner because you have opposed a forbidden practice or have made a charge, testified or assisted in a complaint filed under the antidiscrimination laws, then you can state a claim of retaliation ( R.I. Gen. Laws § 28-5-7 (5) and § 34-37-4(m). See also R.I. Gen. Laws, § 28-51-2(b)(1)(ii) (“Every employer shall adopt a policy against sexual harassment which shall include a statement that it is unlawful to retaliate against an employee for filing a complaint of sexual harassment of for cooperating in an investigation of sexual harassment”); Provencher v. CVS Pharmacy, 76 F.E.P. Cases (BNA) 1569 (1st Cir. 1998)(upholding federal retaliation claim of gay man). The U.S. Supreme Court has broadly interpreted the anti-retaliation provisions in federal anti-discrimination laws. See Burlington Northern & Santa Fe Ry. Co. v. White, 548 U.S. 53 (2006)).

Que puis-je faire pour me préparer avant de déposer une plainte pour discrimination ?

Contact GLAD Answers by filling out the email form at Réponses GLAD or by phone at 800-455-GLAD (4523) to talk about options.

As a general matter, people who are still working under discriminatory conditions have to evaluate how filing a case will affect their job, and if they are willing to assume those possible consequences. Even if you have been fired, you may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information to make an informed choice.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful to bring the attorney an outline of what happened on the job that you are complaining about, organized by date and with an explanation of who the various players are (and how to get in touch with them); what happened; who said what; and who else was present. Try to have on hand copies of your employee handbooks or personnel manuals, as well as any contracts, job evaluations, memos, discharge letters and the like. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Ressources

For more information about the RICHR complaint process see: http://www.richr.ri.gov/filecharge/index.php

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD

For more information about filing an EEOC discrimination complaint see: How to File a Charge of Employment Discrimination.

Passage of important LGBTQ+ equality bills: https://www.gladlaw.org/post/rhode-island-celebrates-passage-of-important-LGBTQ+-equality-bills/

Discrimination | Credit, Lending & Services | Rhode Island

Does Rhode Island have an anti-discrimination law protecting LGBTQ+ individuals from discrimination in credit, lending and services?

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

Does it also protect people perceived to be LGBTQ+ in credit, lending and services?

What protections exist under Rhode Island anti-discrimination law with regard to credit?

Financial organizations such as banks, trust companies, savings banks, loan and investment banks, savings and loan associations, credit unions and any other commercial credit institution (this non-discrimination provision applies to any “financial organization governed by the provision of title 19 or any other credit granting commercial institution.” R.I. Gen. Laws § 34-37-4.3). may not discriminate in granting or extending any form of loan or credit because of sexual orientation, gender identity or expression, or marital or familial status (R.I. Gen. Laws § 34-37-4.3).

Comment déposer une plainte pour discrimination ?

Ai-je besoin d’un avocat ?

No, but GLAD strongly encourages people to find lawyers to represent them throughout the process. Although the process is designed to allow people to represent themselves, there are many legal rules governing the RICHR process, and banks and other defendants are almost certain to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Quels sont les délais pour déposer une plainte pour discrimination ?

Can I file more than one type of discrimination complaint at once, for example, if I believe I was discriminated against both because I am transgender and Latina?

Yes, you can file several claims if you have suffered discriminatory treatment based on more than one personal characteristic. The state antidiscrimination laws credit forbid taking an action against someone because of sexual orientation or gender identity or expression as well as race, color, religion, sex (including pregnancy and sexual harassment), disability, age, or country of ancestral origin or marital status, familial status, military status and associating with members of a protected class (R.I. Gen. Laws § 34-37-4(b)).

Que se passe-t-il après qu'une accusation a été déposée auprès du RICHR ?

Il existe plusieurs cas où le dossier peut être déposé auprès du RICHR et porté devant le tribunal. Par exemple :

Once the complaint has been pending at the RICHR for at least 120 days, (but less than 2 years and before any conciliation agreement has been made), the complainant may request permission to remove the case from the RICHR. That request should be granted, and the complainant then has 90 days from when he or she receives a “right to sue” letter to file the case in Superior Court (R.I. Gen. Laws § 28-5-24.1(a) and § 34-37-5(l); see also Rules and Regulations of the RICHR Rule 17.01).
Après que le RICHR a trouvé une cause probable pour créditer les allégations dans une plainte, l'une ou l'autre des parties peut choisir de mettre fin à la procédure devant le RICHR et de déposer une plainte devant le tribunal, à condition de le faire dans les délais stricts fixés par les règles du RICHR (Voir Lois générales du RI, § 28-5-24.1(c) et § 34-37-5(n)).
En outre, dans les affaires de logement, le RICHR peut saisir le tribunal pour demander une ordonnance interdisant au défendeur de vendre, de louer ou de disposer de toute autre manière du bien en question pendant que l'affaire est en cours (RI Gen. Laws § 34-37-5(m)).

Quels sont les recours juridiques que le RICHR peut accorder en cas de discrimination si une personne gagne son procès ?

In all cases alleging different treatment discrimination, the remedies for a successful complainant in an intentional discrimination case may include compensatory damages (including for emotional distress), attorney’s fees (including expert fees and other litigation expenses), cease and desist orders, and any other action which will effectuate the purpose of the anti-discrimination laws.

Existe-t-il d’autres options pour déposer une plainte pour discrimination ?

Peut-être que oui, en fonction des faits de votre situation particulière.

Tribunal d'État ou fédéral : After filing with the RICHR, you may decide to remove your discrimination case from RICHR and file the case in court. There are rules about when and how this must be done, as discussed above.

Rhode Island Division of Banking: You may be able to file a consumer complaint with this agency. For more information, see: Consumers – File a Complaint | Dept. of Business Regulation

Que puis-je faire pour me préparer avant de déposer une plainte pour discrimination ?

Contact GLAD Answers by filling out the email form at Réponses GLAD or by phone at 800-455-GLAD (4523) to talk about options.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful to bring the attorney an outline of what happened on the job that you are complaining about, organized by date and with an explanation of who the various players are (and how to get in touch with them); what happened; who said what; and who else was present. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Ressources

For more information about the RICHR complaint process see: How to File a Charge

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD.

Rhode Island Division of Banking: You may be able to file a consumer complaint with this agency. For more information, see: Consumers – File a Complaint | Dept. of Business Regulation

Discrimination | Public Accommodations | Rhode Island

Qu’est-ce qu’un « lieu d’hébergement public » ?

Les lieux d'hébergement public sont des lieux ouverts au public et comprennent, sans s'y limiter, les magasins, les restaurants, les bars, les transports en commun, les garages, les hôtels, les hôpitaux, les cliniques, les toilettes, les salons de coiffure, les salons, les parcs d'attractions, les gymnases, les terrains de golf, les piscines, les théâtres, les foires, les bibliothèques, les projets de logements sociaux, etc. (RI Gen. Laws § 11-24-3).

Does Rhode Island have an anti-discrimination law protecting LGBT individuals from discrimination in places of public accommodation?

These laws also prohibit discrimination against people living with HIV based on disability. For more information, see: HIV/AIDS – Know Your Rights – GLAD.

Does it also protect people perceived to be LGBT in places of public accommodation?

Oui. Les lois anti-discrimination définissent « l’orientation sexuelle » comme « avoir ou être perçu as having an orientation for heterosexuality, bisexuality or homosexuality and define “gender identity or expression” as including a “person’s actual or perceived gender” (R.I. Gen. Laws §§ 28-5-6(11)(gender identity or expression) and (16)(sexual orientation) (employment); 34-37-3(9)(gender identity or expression) and (15)(sexual orientation) (housing and credit); and 11-24-2.1(h)(sexual orientation) and (i)(gender identity or expression) (public accommodations)).

Que dit la loi sur la discrimination dans les lieux d’hébergement public ?

Ces lieux ne doivent pas « refuser, retenir ou nier directement ou indirectement à quiconque… aucun des aménagements, avantages, installations ou privilèges de ce lieu public », et ne doivent pas annoncer ou déclarer que leurs aménagements sont ainsi limités, en raison de l'orientation sexuelle ou de l'identité ou de l'expression de genre d'une personne (ou d'autres caractéristiques protégées) (RI Gen. Laws § 11-24-2).

Comment déposer une plainte pour discrimination ?

Ai-je besoin d’un avocat ?

No, but GLAD strongly encourages people to find lawyers to represent them throughout the process. Although the process is designed to allow people to represent themselves, there are many legal rules governing the RICHR process, and defendants are almost certain to have legal representation. GLAD Answers can provide referrals to attorneys in GLAD’s Lawyer Referral Service.

Quels sont les délais pour déposer une plainte pour discrimination ?

Can I file more than one type of discrimination complaint at once, for example, if I believe I was discriminated against because I am both a lesbian and Latina?

Yes, you can file several claims if you have suffered discriminatory treatment based on more than one personal characteristic. The state antidiscrimination laws for public accommodations forbid taking an action against someone because of sexual orientation or gender identity or expression as well as race, color, religion, sex (including pregnancy and sexual harassment), disability, age, or country of ancestral origin (R.I. Gen. Laws § 11-24-2).

Que se passe-t-il après qu'une accusation a été déposée auprès du RICHR ?

Il existe plusieurs cas où le dossier peut être déposé auprès du RICHR et porté devant le tribunal. Par exemple :

Once the complaint has been pending at the RICHR for at least 120 days, (but less than 2 years and before any conciliation agreement has been made), the complainant may request permission to remove the case from the RICHR. That request should be granted, and the complainant then has 90 days from when he or she receives a “right to sue” letter to file the case in Superior Court (R.I. Gen. Laws § 28-5-24.1(a) and § 34-37-5(l); see also Rules and Regulations of the RICHR Rule 17.01).
Après que le RICHR a trouvé une cause probable pour créditer les allégations dans une plainte, l'une ou l'autre des parties peut choisir de mettre fin à la procédure devant le RICHR et de déposer une plainte devant le tribunal, à condition de le faire dans les délais stricts fixés par les règles du RICHR (Voir Lois générales du RI, § 28-5-24.1(c) et § 34-37-5(n)).
En outre, dans les affaires de logement, le RICHR peut saisir le tribunal pour demander une ordonnance interdisant au défendeur de vendre, de louer ou de disposer de toute autre manière du bien en question pendant que l'affaire est en cours (RI Gen. Laws § 34-37-5(m)).

Quels sont les recours juridiques que le RICHR peut accorder en cas de discrimination si une personne gagne son procès ?

Existe-t-il d’autres options pour déposer une plainte pour discrimination ?

Peut-être que oui, en fonction des faits de votre situation particulière.

Tribunal d'État ou fédéral : After filing with the RICHR, you may decide to remove your discrimination case from those agencies and file the case in court. There are rules about when and how this must be done, as discussed above.

Que puis-je faire pour me préparer avant de déposer une plainte pour discrimination ?

Contact GLAD Answers by filling out the email form at Réponses GLAD ou par téléphone au 800-455-4523 (GLAD) pour discuter des options.

Certaines personnes préfèrent rencontrer un avocat pour évaluer la solidité de leurs revendications avant de déposer plainte. Il est toujours utile de lui présenter un résumé des faits survenus dans le cadre de votre plainte, classé par date et précisant qui sont les différents intervenants (et comment les contacter) ; ce qui s'est passé ; qui a dit quoi ; et qui d'autre était présent.

Ressources

For more information about the RICHR complaint process see: http://www.richr.ri.gov/filecharge/index.php

For information about discrimination protections for people living with HIV, see: HIV/AIDS – Know Your Rights – GLAD.

Passage of important LGBTQ equality bills: Rhode Island Celebrates Passage of Important LGBTQ Equality Bills – GLAD

Cases & Advocacy

To see Discrimination cases or advocacy which GLAD has been directly involved with in Rhode Island, go to: Cases and Advocacy – GLAD and under “By Issue” click on “Discrimination” and under “By Location” click on “Rhode Island.”

Actualités et communiqués de presse

To see news and press releases about Discrimination in Rhode Island, go to: News & Press Releases – GLAD and under “By Issue” click on “Discrimination” and under “By Location” click on “Rhode Island.”

Violence & Harassment | Hate Crimes & Harassment | Rhode Island

How does Rhode Island define a “hate crime”?

In Rhode Island, a hate crime is “any crime motivated by bigotry and bias, including, but not limited to threatened, attempted, or completed acts that appear after investigation to have been motivated by racial, religious, ethnic, sexual orientation, gender, gender identity or expression, or disability prejudice or motivated by prejudice against a person who is homeless or is perceived to be homeless” (R.I. Gen. Laws, § 42-28-46 (a)(2)). “Gender identity or expression” was added in 2012.

In order to track hate crimes, the State has set up a reporting system so that incidents alleged are centrally recorded (R.I. Gen. Laws § 42-28-46 (b)). All police departments within the state are required to have training on identifying, responding to and reporting hate crimes (R.I. Gen. Laws § 42-28.2-8.1), and must report monthly the occurrence of such crimes to the state police, who must maintain a permanent record of the offenses, categorized by community of occurrence, type of offense, and target (R.I. Gen. Laws § 42-28-46 (b)).

Does Rhode Island have increased sentencing for hate crimes?

Yes, Rhode Island law establishes additional penalties for crimes motivated by hatred or animus toward the victim’s actual or perceived, religion, ethnicity, race, gender, sexual orientation or gender (R.I. Gen. Laws § 12-19-38(a)). Although “gender identity or expression” was added in 2012 to the definition of a “hate crime” as noted above, it has not been added to the hate crimes sentencing statute.

If it is proven beyond a reasonable doubt that a person was motivated by hatred or animus toward a person’s protected characteristic, then the person shall, for a misdemeanor, be sentenced to no less than 30 days mandatory imprisonment and, for a felony, be sentenced to an additional, consecutive term of imprisonment for not less than 1 year and no more than 5 years (R.I. Gen. Laws § 12-19-38(c) and (d)).

Where can I call if I think I’ve been a victim of a hate crime?

Begin by contacting the local police. Police officers do not actually charge people with hate crimes, but will need to provide the prosecutor with evidence that the crime was motivated by bias, so be sure to explain all of the factors that make you think this was a hate crime.

You may also contact the criminal division of the Attorney General’s office at (401) 274-4400.

For support and advocacy, contact: Day One, Sexual Assault and Trauma Resource of Rhode Island, (401) 421-4100 or (800) 494-8100. Day One RI

What other options do I have if I think I have been a victim of a hate crime?

In addition to pursuing your rights in the criminal justice system, you can contact the Office of the Civil Rights Advocate of the Attorney General’s Office at (401) 274-4400. The Civil Rights Advocate is authorized to receive complaints, to conduct investigations, education and training, and to bring civil actions for injunctions or other equitable relief to address physical threats, trespassing, property destruction, or harassment that interfere “with the exercise or enjoyment by any other person of rights secured by the United States Constitution or the laws of the United States or of rights secured by the Constitution of Rhode Island or laws of the state.” In addition, a fine of up to $5,000 may be imposed (R.I. Gen. Laws § 42-9.3).

An injunction under this provision does not prevent you, depending on the circumstances, from seeking monetary damages for harms you experienced from the crime committed against you.

In what ways might the recently passed federal hate crimes law help to investigate and prosecute hate crimes?

Le Matthieu Loi sur la prévention des crimes haineux de Shepard et James Byrd, Jr. was passed by Congress on October 22, 2009 and was signed into law by President Obama on October 28, 2009. It expands the 1969 United States federal hate crime law to include crimes motivated by a victim’s actual or perceived gender, sexual orientation, gender identity or disability.

Tout d’abord, et peut-être avant tout, la loi permet aux organismes locaux et étatiques chargés de l’application de la loi de demander l’aide fédérale suivante au procureur général des États-Unis :

soutien en matière d'enquête, de technique, de criminalistique ou de poursuites pénales,
subventions pour les dépenses extraordinaires liées à l'enquête et à la poursuite des crimes haineux, et
subventions pour lutter contre les crimes haineux commis par des mineurs.

Dans le cadre de l’assistance aux autorités locales et étatiques, les priorités sont les crimes haineux :

lorsque le(s) délinquant(s) a/ont commis des crimes dans plus d'un État, ou
qui se produisent dans les zones rurales qui ne disposent pas des ressources nécessaires pour poursuivre ces crimes.

Second, for hate crimes that in some way involve crossing state or national borders, or involve or affect interstate commerce, and where a state does not have jurisdiction or has requested federal assumption of jurisdiction, or where the federal government feels that justice has not been served or that U.S. prosecution is in the public interest, the Act authorizes the federal government to prosecute the case.

La loi exige également que le FBI collecte des statistiques sur les crimes haineux fondés sur le genre et l'identité de genre (les statistiques concernant les autres groupes sont déjà collectées) et sur les crimes commis par et contre des mineurs. Il s'agit de la première loi fédérale à étendre explicitement la protection juridique aux personnes transgenres.

Does Rhode Island have an anti-bullying law that protects public and private school students?

Yes. See the topic area “Rights & Protections” in the Issue Area “Youth.”

Ressources

U.S. Department of Justice information about Rhode Island Hate Crimes: 2020 Hate Crime Statistics for Rhode Island.

Information from Rhode Island Attorney General: Hate Crimes | Rhode Island Attorney General’s Office.

Rhode Island hate crime laws: STATE OF RHODE ISLAND, State Police ,Department of Public Safety.

Rhode Island Hate Crime Helpline: Hate Crime | helpline-ri

Violence & Harassment | Intimate Partner Violence | Rhode Island

What is domestic violence?

Under the laws for the Family Court and the District Court, “domestic abuse” means the occurrence of one or more of the following acts between people who are family members, parents, or persons who are or have been in a substantive dating relationship within the past year, or against the minor child of one of the parties:

attempting to cause or causing physical harm;
placing another in fear of imminent serious physical harm;
causing another to engage involuntarily in sexual relations by force, threat of force, or duress; and
stalking or cyberstalking (see R.I. Gen. Laws § 15-15-1 (2) (family court); § 8-8.1-1(5) (district court)).

Note that the District Court provisions prohibit abuse between “cohabitants” and apply to substantive dating relationships regardless of the age of the parties, and are thus broader than the Family Court provisions.

Do the domestic violence laws apply to people in same-sex relationships?

Yes, if you are married or in a civil union. Even if you are not, some same-sex relationships are covered under the definition of “substantive dating relationship.” This includes relationships which are “significant and personal/intimate” based on the length of time of the relationship, the type of relationship, and the frequency of interaction between the parties (R.I. Gen. Laws § 15-5-1 (5) and § 8-8.1-1(5)). Other relationships may be covered if partners or former partners share legal parentage of a child (R.I. Gen. Laws § 15-5-1 (3)). As well, in the District Court, partners who live together or have lived together within the past three years may be considered “cohabitants” (R.I. Gen. Laws § 8-8.1-1 (1)).

How do I get a court order protecting me from an abusive partner?

The process is intended to be simple. You may go to the appropriate court (District Court or Family Court) where you live, or if you have just fled your home, you can also file in the town where you used to live. You will need to fill out a complaint alleging “abuse” as defined above. The complaint is under oath, so everything you say must be true. Try to put in as much detail as possible demonstrating why you feel threatened.

If you are in danger of harm, the Court can grant you a temporary protective order for not more than 21 days, which can include an order restraining your abuser from hurting you, barring him or her from entering your home, assigning child custody and requiring payment of child support. If the courts are closed (nights, holidays, weekends), you can contact the local or state police, who will be able to contact a judge on call to handle these matters.

The defendant/abuser must be served with (given a copy of) the court order and notified of his or her right to contest the order in court. Once the order is issued, it is filed with the state Bureau of Criminal Identification and is effective state-wide. Violation of a court order of which an abuser has notice is a criminal offense (R.I. Gen. Laws § 15-15-3 and § 8-8.1-3).

The Court will also assign a date for another hearing at which the temporary order will either be extended or dismissed. At that time, both parties often have attorneys. You should bring with you any witnesses who can substantiate the abuse, as well as copies of threatening letters, medical records, or any other documents which can show how you have been harmed and why you are afraid. Expect to be asked questions by both the judge and the attorney(s) for the abuser/defendant. You have the same right to ask questions.

If for some reason you decide not to go through with the legal process, you should show up in court anyway and ask that the order be dismissed. If you don’t show up, it is possible that the court will think you are unreliable and may hold that against you should you need legal help in the future.

There are other laws which prohibit stalking, harassing and trespassing which may apply to you, but are beyond the scope of this document.

If I go to court, will I out myself for all purposes?

Not necessarily. Some courts try to be sensitive to the fact that some people seeking orders may be closeted, or may be in a same-sex relationship which they do not want revealed. If you proceed in the District Court rather than the Family Court, you do not have to claim that you are in a “substantive dating relationship,” but only that you are cohabitants to get a protective order, and thus you may be able to conceal your sexual orientation if you choose (R.I. Gen. Laws, § 8-8.1-1).

Where can I go to get help?

In addition to the local police and district attorney, you can call:

The Rhode Island Coalition Against Domestic Violence at (401) 467-9940, Rhode Island Coalition Against Domestic Violence. Helpline 24 hours every day at (800) 494-8100

Day One, the Sexual Assault and Trauma Resource Center, at (401) 421-4100 or (800) 494-8100, Day One RI.

Does domestic violence play a role in custody decisions?

Yes. Evidence that a parent has in the past, or is presently, abusing the other parent or the child is a factor showing that that parent is not acting in the best interests of the child (R.I. Gen. Laws, § 15-5-16(g)).

Ressources

Information from Rhode Island Coalition Against Domestic Violence: Rhode Island Coalition Against Domestic Violence.

Domestic Violence Helpline: Domestic Violence | helpline-ri

Cases & Advocacy

To see Violence & Harassment cases or advocacy which GLAD has been directly involved with in Rhode Island, go to: Cases and Advocacy – GLAD and under “By Issue” click on “Violence & Harassment” and under “By Location” click on “Rhode Island.”

Actualités et communiqués de presse

To see news and press releases about Violence & Harassment in Rhode Island, go to: News & Press Releases – GLAD and under “By Issue” click on “Violence & Harassment” and under “By Location” click on “Rhode Island.”