reglab/housing_qa huggingface dataset:
AR Code § 11-4-305 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-305. Enforcement of laborer's lien

 (a) In all cases where the claimant is entitled to a laborer's lien or a lien on a thing or property worked on, the lien may be enforced as otherwise provided for by law, except that where a sheriff or constable is authorized to take charge of property subject to a lien claim and hold it subject to the decision of the court, as in cases of attachment, the sheriff or constable, upon the claimant's otherwise complying with the law regarding attachments and upon the claimant's filing an affidavit with the clerk of the court that he or she is unable to make an attachment bond, shall take the defendant's receipt for the property described in the plaintiff's statement as required by § 18-43-106, and the property shall be left in the possession of the defendant.  (b) The defendant shall exercise full dominion over the property as if it had not been attached except that he or she may not give it away. The defendant may sell, pledge, mortgage, or otherwise alienate or encumber the property if the proceeds therefrom bear a reasonable relation to the value of the lien, so that the person purchasing or taking an encumbrance upon the property shall possess superior rights to the lien claimant.  (c)  (1) The defendant, however, selling or encumbering the property shall be held accountable to the court for the proceeds of the sale or encumbrance and shall file with the clerk of the court at the time of making the sale, or charging the property with an encumbrance, a statement giving the name of the purchaser or encumbrancer, his or her address, and the amount realized from the sale or encumbrance.  (2) The defendant shall also notify the plaintiff of the filing of the statement.    (d) If, upon the successful termination of the litigation in favor of the lien claimant, the defendant fails within five (5) days to pay into the registry of the court where the action was originally instituted the proceeds from the sale or encumbrance, the defendant shall be held to be in contempt of court and punished as for contempt.
AR Code § 11-4-306 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-306. Fees prohibited

 The Director of the Division of Labor or any person designated by him or her shall not charge or be permitted to accept any fees or remuneration whatsoever from any person for the performance of any duties under this subchapter.
AR Code § 11-4-401 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 4 - Payment of Wages|§ 11-4-401. Payment semimonthly

 (a) Except as provided in subsection (c) of this section, all corporations doing business in this state that employ any salespersons, mechanics, laborers, or other servants for the transaction of business shall pay the wages of the employees no less frequently than semimonthly.  (b) Any corporation that shall, through its president or otherwise, violate subsections (a) and (c) of this section shall be deemed guilty of a misdemeanor and on conviction shall be fined in any sum not less than fifty dollars ($50.00) nor more than five hundred dollars ($500) for each offense.  (c) All corporations with an annual gross income of five hundred thousand dollars ($500,000), or more, doing business in this state who shall employ any salespersons, mechanics, laborers, or other servants for the transaction of their business shall pay the wages of their management level and executive employees who are exempt under the provisions of Section 13 of the Fair Labor Standards Act, from the provisions of Sections 6 and 7 of that act, and who are compensated at a gross rate in excess of twenty-five thousand dollars ($25,000) per year, at a minimum of once each calendar month.
AR Code § 11-4-402 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 4 - Payment of Wages|§ 11-4-402. Discount for advance payment — Payments made in currency

 (a) It shall be unlawful for any milling or manufacturing company, or any other person, corporation, or company employing persons to labor for them in the State of Arkansas, to discount the wages of their employees or laborers when payment is made or demanded before the regular paydays more than at the rate of ten percent (10%) per annum from the date of payment to the regular payday.  (b)  (1)  (A) All employees shall be paid in currency or by check or electronic direct deposit into the employee's account.  (B) The employee may opt out of electronic direct deposit by providing the employer a written statement requesting payment by check.    (2) Notwithstanding any provision to the contrary, an employee has a right to be paid in currency if the employer has at any time paid the employee with a check drawn on an account with insufficient funds.  (3) This subsection does not apply to any demand or claim by the Division of Labor.    (c) Any evasion or violation of this section shall be usury and a misdemeanor. The person, company, or corporation, or his, her, or its agents, violating this section shall be fined in any sum not less than ten dollars ($10.00) nor more than five hundred dollars ($500), and the entire property of the person, company, or corporation shall be subject to the payment of the fine and costs.
AR Code § 11-4-403 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 4 - Payment of Wages|§ 11-4-403. Payment by evidence of indebtedness

 (a) It shall be unlawful for any corporation, company, firm, or person engaged in any trade or business in this state, either directly or indirectly, to issue, sell, give, or deliver to any person employed by the corporation, company, firm, or person, in payment of wages, whether the wages are earned or not, any scrip, token, draft, check, or other evidence of indebtedness payable or redeemable otherwise than in lawful money, at the next regular payday of the corporation, company, firm, or person.  (b) If the scrip, token, draft, check, or other evidence of indebtedness is issued, sold, given, or delivered to the laborer, it shall be construed, taken, and held in all courts and places to be a promise to pay the sum specified therein in lawful money by the corporation, company, firm, or person issuing, selling, giving, or delivering the same to the person named therein or the holder thereof.  (c) The corporation, company, firm, or person issuing, selling, giving, or delivering the evidence of indebtedness in violation of subsection (a) of this section shall, moreover, be guilty of a misdemeanor and upon conviction shall be fined not less than twenty-five dollars ($25.00) and not more than one hundred dollars ($100). At the discretion of the court trying the action, the officer or agent of the corporation, company, firm, or person issuing, selling, giving, or delivering the evidence of indebtedness may be imprisoned not less than ten (10) nor more than thirty (30) days.  (d) In any suit by any holder of the scrip, token, draft, check, or other evidence of indebtedness or in any prosecution under the provisions of this section, it shall not be required of the plaintiff in the suit or the state in the prosecution to prove that the scrip, token, draft, check, or other evidence of indebtedness was sold, given, issued, or delivered by the defendant in the suit or prosecution to any laborer or employee in payment of wages of the laborer or employee.  (e) The provisions of this section do not apply to coal mines when fewer than twenty (20) men are employed under the ground.  (f)  (1) It is lawful for an employer to pay its employees by automatic deposit or by providing a debit card preloaded with the amount of wages.  (2) If wages are paid by providing a preloaded debit card under subdivision (f)(1) of this section, at least one (1) free withdrawal shall be available for the funds for each deposit of wages loaded onto the debit card.
AR Code § 11-4-404 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 4 - Payment of Wages|§ 11-4-404. Payment by sale of goods or supplies

 (a) If any corporation, company, firm, or person shall coerce or compel or attempt to coerce or compel any employee in its employment to purchase goods or supplies in payment of wages, whether the wages are earned or not, from any corporation, company, firm, or person, the first-named corporation, company, firm, or person shall be guilty of a misdemeanor and upon conviction shall be punished as provided in § 11-4-403.  (b) If any corporation, company, firm, or person shall directly or indirectly sell to any employee in payment of wages, whether earned or not, goods and supplies at prices higher than a reasonable or current market value thereof in cash, the corporation, company, firm, or person shall be liable to the employee in a civil action in double the amount of the charges made and paid for any goods and supplies in excess of the reasonable or current value in cash thereof.  (c) The provisions of this section do not apply to coal mines when fewer than twenty (20) men are employed under the ground.
AR Code § 11-4-405 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 4 - Payment of Wages|§ 11-4-405. Payment on discharge

 (a) An employer that discharges an employee is required to pay all wages due by the next regular payday.  (b) An employer that fails to make the payment required under subsection (a) of this section within seven (7) days of the next regular payday shall owe the employee double the wages due.
AR Code § 11-4-601 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-601. Discrimination on the basis of sex prohibited

 (a) Every employer in the state shall pay employees equal compensation for equal services, and no employer shall discriminate against any employee in the matter of wages or compensation solely on the basis of the sex of the employee.  (b) An employer who violates or fails to comply with the provisions of this section shall be guilty of a Class C misdemeanor, and each day that the violation or failure to comply continues shall be a separate offense.
AR Code § 11-4-607 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-607. Definitions for §§ 11-4-608 — 11-4-612

 As used in §§ 11-4-608 — 11-4-612, unless the context otherwise requires:   (1)  (A) “Employee” means an individual who performs services for an employer for wages in a lawful business, industry, trade, profession, or enterprise, and the individual's employment status has been determined by consideration of the twenty-factor test required by the Empower Independent Contractors Act of 2019, § 11-1-201 et seq.  (B) “Employee” does not include a person engaged in domestic service in the home of the employer; in agricultural service, or in temporary or seasonal employment; an employee of any social club, fraternal, charitable, educational, religious, scientific, or literary association, no part of the net earnings of which inures to the benefit of any private individual;    (2) “Employer” means a person, natural or artificial, acting in the interest of an employer directly or indirectly; and  (3) “Employment” means employment of an employee under contract of hire, expressed or implied, written or oral.
AR Code § 11-4-608 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-608. Penalties for violation of §§ 11-4-607 — 11-4-612

 Any employer who violates any provision of §§ 11-4-607 — 11-4-612, or who discharges or in any other manner discriminates against any employee because the employee has made a complaint to his or her employer, the Director of the Division of Labor, or any other person, has instituted or caused to be instituted any proceedings under or related to §§ 11-4-607 — 11-4-612, or has testified or is about to testify in any such proceeding shall be fined not more than five hundred dollars ($500) nor imprisoned more than one (1) year, or both.
AR Code § 11-4-609 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-609. Administration of §§ 11-4-607 — 11-4-612

 The Director of the Division of Labor shall have the power and it shall be his or her duty to carry out and administer the provisions of §§ 11-4-607 — 11-4-612.
AR Code § 11-4-610 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-610. Wage discrimination between sexes prohibited

 (a) No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for comparable work.  (b) Nothing in §§ 11-4-607 — 11-4-612 shall prohibit a variation in rates of pay based upon a difference in seniority, experience, training, skill, ability, differences in duties and services performed, differences in the shift or time of the day worked, or any other reasonable differentiation except difference in sex.
AR Code § 11-4-611 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-611. Action to collect unpaid wages

 (a) An employer who violates the provisions of § 11-4-610 shall be liable to the employee or employees affected in the amount of their unpaid wages.  (b)  (1) Action to recover the wages may be maintained in any court of competent jurisdiction by any one (1) or more employees.  (2) Any agreement between the employer and the employee to work for less than the wage to which the employee is entitled under §§ 11-4-607 — 11-4-612 shall be no defense to the action.  (3) In addition to any wages recovered, the court in the action shall allow an additional equal amount as liquidated damages plus a reasonable attorney's fee and court costs.  (4) At the request of any employee paid less than the wage to which he or she is entitled under §§ 11-4-607 — 11-4-612, the Director of the Division of Labor may take an assignment of the wage claim in trust for the employee and shall bring any legal action necessary to collect the claim. The director shall not be required to pay any court costs in connection with the action.    (c) Any action to recover wages and liquidated damages based on violation of § 11-4-610 must be commenced within two (2) years of the accrual thereof and not afterwards.
AR Code § 11-4-612 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 6 - Wage Discrimination|§ 11-4-612. Employer to keep records

 (a) Every employer subject to §§ 11-4-607 — 11-4-612 shall keep and maintain records of the salaries and wage rates, job classifications, and other terms and conditions of employment of the persons employed by him or her and the records shall be preserved for a period of three (3) years.  (b) The records shall also be made available to the parties and to the court wherein an action to recover unpaid wages under this subchapter is pending.
AR Code § 11-5-101 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-101. Suitable temperature, humidity, and air space required

 (a) In every factory, mill, workshop, mercantile establishment, laundry, or other establishment, adequate measures shall be taken for securing and maintaining a reasonable, and as far as possible, an equable temperature consistent with the reasonable requirements of the manufacturing process.  (b) No unnecessary humidity which would jeopardize the health of employees shall be permitted.  (c) In every room, apartment, or building used as a factory, mill, workshop, mercantile establishment, laundry, or other place of employment, sufficient air space shall be provided for every employee which in the judgment of the Director of the Division of Labor or of his or her deputies and inspectors is sufficient for the employees' health and welfare.
AR Code § 11-5-102 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-102. Removal of gas, effluvia, and dust required

 (a) All factories, mills, workshops, mercantile establishments, laundries, and other establishments shall be kept free from gas or effluvia arising from any sewer, drain, privy, or other nuisance on the premises.  (b) All poisonous or noxious gases arising from any process and all dust which is injurious to the health of persons employed which is created in the process of manufacturing within the above-named establishments shall be removed as far as practicable by ventilators, exhaust fans, or other adequate devices.
AR Code § 11-5-103 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-103. Cleaning required

 (a) All decomposed, fetid, or putrescent matter and all refuse, waste, and sweepings of any factory, mill, workshop, mercantile establishment, laundry, or other establishment shall be removed at least once each day and be disposed of in such manner as not to cause a nuisance.  (b) All cleaning, sweeping, and dusting shall be done as far as possible outside of working hours, but if done during working hours, shall be done in such a manner as to avoid, as far as possible, the raising of dust and noxious odors.
AR Code § 11-5-104 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-104. Wet floors — Certain precautions required

 (a) In all establishments where any process is carried on which makes the floors wet, the floors shall be constructed and maintained with due regard for the health of the employees.  (b) Gratings or dry standing room shall be provided wherever practicable at points where employees are regularly stationed.  (c) Adequate means shall be provided for drainage and for the prevention of leakage or seepage to lower floors.
AR Code § 11-5-105 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-105. Safe doors, stairways, and elevators required

 (a) All doors used by employees as entrances to or exits from factories, mills, workshops, mercantile establishments, laundries, or other establishments of a height of two (2) stories or over shall open outward and shall be so constructed as to be easily and immediately opened from within in case of fire or other emergencies.  (b) Proper and substantial handrails shall be provided on all stairways.  (c) Lights shall be kept burning at all main stairs, stair landings, and elevator shafts in the absence of sufficient natural light.  (d) The provisions of this section shall not apply to any mercantile establishments having fewer than three (3) female employees.
AR Code § 11-5-107 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-107. Inspection of working place — Findings

 (a) The Director of the Division of Labor or any of his or her deputies or inspectors shall have the right to enter any factory, mill, workshop, mercantile establishment, laundry, or other establishment where three (3) or more persons are employed for the purpose of making inspections and enforcing the provisions of §§ 11-5-101 — 11-5-111.  (b) They are empowered upon finding any violation of §§ 11-5-101 — 11-5-111 by reason of unsanitary conditions which will endanger the health of the employees therein employed, by reason of neglect to remove and prevent fumes and gases or odor injurious to employees, by reason of the failure or refusal to comply with any requirement of §§ 11-5-101 — 11-5-111, or by reason of the inadequacy or insufficiency of any plan, method, practice, or device employed in assumed compliance with any of the requirements of §§ 11-5-101 — 11-5-111 to pass upon and to make a written finding as to the failure or refusal to comply with any requirement of §§ 11-5-101 — 11-5-111 or as to adequacy or sufficiency of any practice, plan, or method used in or about any place mentioned in §§ 11-5-101 — 11-5-111 in supposed compliance with any of the requirements of §§ 11-5-101 — 11-5-111.
AR Code § 11-5-108 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-108. Order to correct conditions — Issuance

 (a) The Director of the Division of Labor or any of his or her deputies or inspectors may issue a written order to the owner, manager, superintendent, or other person in control or management of the place or establishment for the correction of any condition caused or permitted in or about the place or establishment in violation of any of the requirements of §§ 11-5-101 — 11-5-111, or of any condition, practice, plan, or method used therein or thereabouts in supposed compliance with any requirement of §§ 11-5-101 — 11-5-111 but which are found to be inadequate or insufficient, in any respect, to comply therewith, and shall state in the order how the conditions, practices, plans, or methods, in any case, shall be corrected and the time within which they shall be corrected, a reasonable time being given in the order therefor.  (b) One (1) copy of the order shall be delivered to the owner, manager, superintendent, or other person in control or management of the place or establishment, and one (1) copy shall be filed in the office of the Division of Labor.
AR Code § 11-5-109 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 5 - Working Conditions Generally|Subchapter 1 - General Provisions|§ 11-5-109. Order to correct conditions — Conclusiveness — Action to set aside

 (a) The findings and orders shall be prima facie valid, reasonable, and just and shall be conclusive unless attacked and set aside in the manner provided in subsections (b) and (c) of this section.  (b)  (1) The owner or owners, manager, superintendent, or other person in control or management of any place or establishment covered by this chapter, and directly affected by any finding or order provided for in §§ 11-5-107 and 11-5-108, may, within fifteen (15) days from the date of the delivery to him, her, or them of a copy of the order as provided for in §§ 11-5-107 and 11-5-108, file a petition setting forth the particular cause of objection to the order and findings in a court of competent jurisdiction against the Director of the Division of Labor.  (2) The action shall have precedence over all other causes of a different nature and shall be tried and determined as other civil causes in the court.  (3) If the court is in session at the time the cause of action arises, the suit may be filed during the term and stand ready for trial after ten (10) days' notice.    (c)  (1) Either party may appeal but shall not have the right to sue out a writ of error from the trial court.  (2) The appeal shall at once be returnable to the proper appellate court at either of its terms and shall have precedence in the appellate court over other causes of a different nature.    (d) In any trial under this section, the burden shall be upon the plaintiff to show that the findings and order complained of are illegal, unreasonable, or unjust to the plaintiff.