A. Owner-Occupied Dwellings. Nothing in this chapter shall be construed to apply to the rental or leasing of any housing unit in which the owner or lessor or any member of his or her family occupies the same dwelling unit as the prospective tenant.

B. Employee Benefit Systems. Nothing in this chapter is intended to require an employer to violate the conditions of a bona fide employee benefit program. Notwithstanding the foregoing, an employee benefit program which prohibits or is would otherwise be required to be hired under the provisions of this chapter, or which purports to exclude coverage of HIV conditions either by its express terms or by exclusion of conditions such as sexually transmitted diseases or transfusion-related conditions, is to that extent void as against public policy.

C. In-Home Employers. Nothing in this chapter shall apply to employment of individuals to perform services in the place of residence of the employer.

D. Bona Fide Occupational Qualifications. Nothing in this chapter shall be deemed to prohibit selection or rejection based upon a bona fide occupational qualification or the lack thereof. However, in any action brought under this chapter, if a party asserts that an otherwise prohibited practice is justified by a bona fide occupational qualification, that party shall have the burden of proving: (1) that the discrimination is in fact a necessary result of a bona fide occupational qualification; and (2) that there exists no less discriminatory means of satisfying the occupational qualification.

E. Lawful Insurance Practices. “Discrimination” as defined in this chapter does not include actions taken by insurance companies which are expressly permitted by State or Federal law with respect to applicants or covered persons or groups.

F. Religious Organizations. Discrimination as defined in this chapter does not include bona fide restrictions by religious organizations limiting employment or services to persons of the same religion.