reglab/housing_qa huggingface dataset:
DC Code § 32-855 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 8A - Labor Peace Agreements for Hotel Development Projects|§ 32-855. Limitations

(a) Nothing in this chapter requires an employer to recognize a particular labor organization. (b) Nothing in this chapter requires an employer to enter into a collective bargaining agreement establishing the substantive terms and conditions of employment. (c) This chapter is not intended to, and shall not be interpreted to, enact or express any generally applicable policy regarding labor-management relations or to regulate those relations in any way. (d) This chapter is not intended to favor any particular outcome in the determination of employee preference regarding union representation. (e) Nothing in this chapter permits or requires the District or any employer to enter into any agreement in violation of the National Labor Relations Act of 1935, approved July 5, 1935 (49 Stat. 449; 29 U.S.C. § 151 et seq.).  (Apr. 2, 2003, D.C. Law 14-266, § 6, 50 DCR 412.)
DC Code § 32-856 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 8A - Labor Peace Agreements for Hotel Development Projects|§ 32-856. Requirement of District notice

A request for proposals or invitation to bid or similar document regarding a District development project covered by this chapter shall include a summary description of and reference to the requirements of this chapter. Failure to include a description or reference to this chapter in the document shall not exempt an employer otherwise subject to the requirements of this chapter.  (Apr. 2, 2003, D.C. Law 14-266, § 7, 50 DCR 412.)
DC Code § 32-901 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 9 - Lie Detectors|§ 32-901. Definitions

As used in this chapter, the term: (1) “Employee” means any natural person who performs any labor for compensation, in whole or in part, in the District of Columbia; but does not include: (A) Employees of any authority of the government of the United States other than the District of Columbia government; (B) Employees of any foreign government; or (C) Employees of any international organization defined in 22 U.S.C. § 288. (2) “Employer” means anyone who employs any natural person and who does business in the District of Columbia, but does not include any agency or authority of the federal government. (3) “Hiring procedure” means any procedure or action in the District of Columbia used to find, or to select for employment, any person seeking employment, whether the procedure is used by a prospective employer with all persons seeking employment, or is used only selectively with such persons. (4) “Lie detector test” means any polygraph, lie detector, or other test which by any mechanical, electrical, chemical, or physiological means attempts to determine whether a person is telling the truth, or the truth to the best of the person’s knowledge.  (Mar. 6, 1979, D.C. Law 2-154, § 2, 25 DCR 6980.)  Prior Codifications 1981 Ed., § 36-801. 1973 Ed., § 36-901.
DC Code § 32-902 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 9 - Lie Detectors|§ 32-902. Use prohibited; exceptions

(a) No employer or prospective employer shall administer, accept or use the results of any lie detector test in connection with the employment, application or consideration of an individual, or have administered, inside the District of Columbia, any lie detector test to any employee, or, in or during any hiring procedure, to any person whose employment, as contemplated at the time of administration of the test, would take place in whole or in part in the District of Columbia. (b) The provisions of this section shall not apply to any criminal or internal disciplinary investigation, or pre-employment investigation conducted by the Metropolitan Police, the Fire Department, and the Department of Corrections; provided that any information received from a lie detector test which renders an applicant ineligible for employment shall be verified through other information and no person may be denied employment based solely on the results of a pre-employment lie detector test.  (Mar. 6, 1979, D.C. Law 2-154, § 3, 25 DCR 6980; Sept. 22, 1994, D.C. Law 10-175, § 2, 41 DCR 5173; Mar. 16, 1995, D.C. Law 10-215, § 2, 41 DCR 8036.)  Prior Codifications 1981 Ed., § 36-802. 1973 Ed., § 36-902. Section References This section is referenced in § 32-903. Temporary Legislation For temporary (225 day) amendment of section, see § 2 of Lie Detector Tests for Pre-Employment Investigations Temporary Amendment Act of 1994 (D.C. Law 10-175, September 22, 1994, law notification 42 DCR 6705).
DC Code § 32-903 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 9 - Lie Detectors|§ 32-903. Invasion of privacy; contracts and arbitration decisions; criminal penalties and civil liability

(a) Any administration of a lie detector test to any employee or person seeking employment, in violation of § 32-902, shall be an unwarranted invasion of privacy in the District of Columbia, and shall be compensable by damages for tortious injury. (b) No contract or arbitration decision shall contain any provision in violation of § 32-902. (c) Any employer who violates the provisions of § 32-902 shall be guilty of a misdemeanor and subject to a fine of $500, or 30 days in jail, or both, upon conviction. (d) Any employer who violates the provisions of this chapter shall be civilly liable to the person whom he or she required to take a polygraph or similar examination, and the amount of damages shall be established by the court, plus reasonable attorney’s fees. Remedies available under subsection (c) of this section and this subsection shall be deemed alternative or joint relief, and not subject to waiver by the exercise of the other.  (Mar. 6, 1979, D.C. Law 2-154, § 4, 25 DCR 6980.)  Prior Codifications 1981 Ed., § 36-803. 1973 Ed., § 36-903.
DC Code § 32-931 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 9A - Prohibition of Pre-Employment Marijuana Testing|§ 32-931. Restriction on pre-employment marijuana testing

(a) An employer may only test a prospective employee for marijuana use after a conditional offer of employment has been extended, unless otherwise required by law. (b) Nothing in this chapter shall be construed to: (1) Affect employee compliance with employer workplace drug policies; (2) Require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale, or growing of marijuana in the workplace or at any time during employment; (3) Interfere with federal employment contracts; or (4) Prevent the employer from denying a position based on a positive test for marijuana. (c) For the purposes of this section, the term: (1) “Employer” shall have the same meaning as provided in § 32-1101(6). (2) “Prospective employee” means any individual applying for employment with an employer.  (July 22, 2015, D.C. Law 21-14, § 2, 62 DCR 6870.)  Emergency Legislation For temporary (90 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Emergency Amendment Act of 2014 (D.C. Act 20-525, Dec. 18, 2014, 61 DCR 13112, 20 STAT 4441). For temporary (90 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Congressional Review Emergency Act of 2015 (D.C. Act 21-31, Mar. 27, 2015, 62 DCR 4536). Temporary Legislation For temporary (225 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Temporary Act of 2014   (D.C. Law 20-250, April 30, 2015, 62 DCR 1876).
DC Code § 32-932 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 9A - Prohibition of Pre-Employment Marijuana Testing|§ 32-932. Reporting

Within 6 months after July 22, 2015, the Mayor shall: (1) Establish a public information campaign aimed at educating the public on the impact of marijuana use and abuse; (2) Report to the Council the type, frequency, provider, and school grade level of health-education programs in public schools related to substance abuse, including programs designed to address alcohol, tobacco, and marijuana use; and (3) Evaluate the effectiveness of the District government’s treatment programs regarding the use and abuse of marijuana.  (July 22, 2015, D.C. Law 21-14, § 3, 62 DCR 6870.)  Emergency Legislation For temporary (90 days) addition of this section, see § 3 of the Prohibition of Pre-Employment Marijuana Testing Emergency Amendment Act of 2014 (D.C. Act 20-525, Dec. 18, 2014, 61 DCR 13112, 20 STAT 4441). For temporary (90 days) addition of this section, see § 3 of the Prohibition of Pre-Employment Marijuana Testing Congressional Review Emergency Act of 2015 (D.C. Act 21-31, Mar. 27, 2015, 62 DCR 4536). Temporary Legislation For temporary (225 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Temporary Act of 2014   (D.C. Law 20-250, April 30, 2015, 62 DCR 1876).
DC Code § 32-1051.01 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.01. Definitions

For the purposes of this chapter, the term: (1) "Covered employee" or "building services employee" means an individual performing janitorial services, building maintenance services, or other services in or around a covered location to maintain the repair, cleanliness, and overall quality of the covered location. (2) "Covered employer" means an individual, group of individuals, partnership, association, corporation, business trust, society, firm, company, joint stock company, or other entity that at a covered location: (A) Directly employs a covered employee; (B) Contracts for the services of a covered employee; or (C) Subcontracts for the services of a covered employee. (3) "Covered leave" means paid or unpaid temporary leave from work taken by a covered employee pursuant to: (A) Federal or District law; (B) An employee handbook; or (C) A written request voluntarily initiated by the covered employee. (4) "Covered location" means an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space. The term "covered location" excludes property owned or leased by a health-care facility licensed under subchapter I of Chapter 5 of Title 44, and affiliated subsidiaries.  (5) "Minimum work week" means the minimum number of compensated hours provided to a covered employee in any work week, including weeks in which the covered employee is taking covered leave. (6) "Office park" means an area where a number of office buildings are together on landscaped grounds, which may include parking lots, parklike surroundings, and restaurants. (7) "Work week" means a fixed regularly recurring period of 168 hours or 7 consecutive 24-hour periods.  (Oct. 8, 2016, D.C. Law 21-157, § 2, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 2 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.02 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.02. Minimum work week

The minimum work week for a building services employee shall be 30 hours; except, that when a covered employee is taking covered leave, the leave shall count towards the 30-hour minimum work week; provided, that at each covered location up to 20% of the work hours scheduled for covered employees engaged in cleaning service may be preserved for part-time covered employees with a minimum shift of 4 hours per night and 20 hours per week per covered employee for up to a total of 10 part-time positions permitted per covered location.  (Oct. 8, 2016, D.C. Law 21-157, § 3, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 3 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.03 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.03. Prohibited acts

It shall be a violation of this chapter for a covered employer to: (1) Fail to provide a minimum work week as required by this chapter or a regulation issue pursuant to this chapter; (2) Discharge, threaten, penalize, or in any other manner discriminate or retaliate against a covered employee because the covered employee has: (A) Made, or is believed to have made, a complaint to the covered employer, the Mayor, the Attorney General for the District of Columbia, a federal employee, or District government employee that the covered employer has engaged in conduct that the covered employee, reasonably and in good faith, believes violates this chapter or a regulation issued pursuant to this chapter; (B) Instituted, or will institute, a proceeding alleging a violation of this chapter; (C) Provided information related to a possible violation of this chapter to the Mayor, the Attorney General for the District of Columbia, or a federal or District government employee; (D) Testified, or will testify, in an investigation or proceeding being conducted pursuant to this chapter; or (E) Exercised any other right protected by this chapter; or (3) Hinder the Mayor in the enforcement of this chapter, including by failing to: (A) Admit the Mayor to a covered location; (B) Make available any record required to be made or retained by this chapter; or (C) Post a summary or copy of this chapter and of any applicable regulation, as required by § 32-1051.04.  (Oct. 8, 2016, D.C. Law 21-157, § 4, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 4 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.04 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.04. Posting requirements

(a)(1) A covered employer shall post and maintain in a conspicuous place a notice, which shall be prescribed by the Mayor and provided to each covered employer, that shall include excerpts or summaries of the pertinent provisions of this chapter and information about filing of a complaint pursuant to this chapter. (2) A covered employer shall post every notice required to be posted by this chapter in English and all languages spoken by covered employees with limited or no-English proficiency, as defined in § 2-1931. (b) A covered employer who fails to comply with the posting requirements of this section shall be subject to the penalty set forth in § 32-1051.07.  (Oct. 8, 2016, D.C. Law 21-157, § 5, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 5 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.05 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.05. Mayor's authority

The Mayor shall have the authority to: (1) Investigate and ascertain the minimum work week of a covered employee; (2) Enter and inspect a covered location of a covered employer to: (A) Inspect and copy: (i) Books; (ii) Registers; (iii) Payrolls; or (iv) Other records the Mayor considers necessary or appropriate; or (B) Question a covered employee to ascertain whether the covered employer is in compliance with the requirements of this chapter; (3) Require a covered employer to provide a sworn statement pertaining to the employment of a covered employee regarding: (A) Wages and hours; and (B) Any other information pertaining to the employment of the covered employee that the Mayor considers necessary or appropriate to carry out the purposes of this chapter; and (4) Following an admission of a violation by a respondent to a complaint, conduct an audit or issue a subpoena to determine if the rights of covered employees other than the complainant have also been violated.  (Oct. 8, 2016, D.C. Law 21-157, § 6, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 6 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.06 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.06. Confidentiality of reported information

To encourage reporting and protect personal information received pursuant to this chapter, the Mayor shall keep confidential, to the maximum extent authorized by law, the name and any other identifying information of a covered employee, or other person, reporting a violation of this chapter during the course of an investigation; provided, that with the authorization of the covered employee or other person, whichever is applicable, the Mayor may disclose the name of the covered employee or other person and such identifying information as necessary to conduct a hearing and enforce this chapter or other employee-protection law.  (Oct. 8, 2016, D.C. Law 21-157, § 7, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 7 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1051.07 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 10A - Building Service Employees Minimum Work Week|§ 32-1051.07. Penalties

(a)(1) Except as provided in paragraph (2) of this subsection, a covered employer who willfully violates the posting requirements of § 32-1051.04 shall be assessed a civil penalty not to exceed $100 for each day that the covered employer fails to post the notice; provided, that the total penalty shall not exceed $500. (2) No liability for failure to post the notice shall arise under this section if the Mayor has failed to provide the notice required by § 32-1051.04 to the covered employer. (b)(1) A covered employer who fails to comply with any of the requirements of this chapter, other than the posting requirements of section 5, shall be subject to a fine of not more than $5,000 for each violation for each day that the violation continues. (2) For the purposes of this subsection, each violation of a covered employee's right provided by this chapter shall constitute a separate violation of this chapter. (c)(1) Except as provided in paragraph (2) of this subsection, the Mayor shall assess an administrative penalty against a covered employer for a violation of this chapter. In assessing the amount of the fine to be imposed pursuant to the following authorized penalties, the Mayor may consider factors the Mayor determines appropriate, including a covered employer's past history of violations of this chapter: (A) For the first violation, a maximum fine of up to $500; and (B) For any subsequent violation, a maximum fine of up to $1,000. (2) No administrative penalty may be collected unless the Mayor provided a covered employer alleged to have violated this chapter: (A) Notification of the violation; (B) The amount of the administrative penalty that may be imposed; and (C) An opportunity to request a hearing.  (Oct. 8, 2016, D.C. Law 21-157, § 8, 63 DCR 10739.)  Applicability Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented. Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 8 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented. Emergency Legislation  For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).