reglab/housing_qa huggingface dataset:
CA Labor Code § 1506 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1506.

1506.  (a) An employer shall not interfere with, restrain, or deny the exercise or the attempt to exercise a right established by this part.(b) An employer shall not discharge, fine, suspend, expel, discipline, or in any other manner discriminate against an employee who does any of the following:(1) Exercises a right provided under this part.(2) Opposes a practice made unlawful by this part.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1507 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1507.

1507.  (a) An employee may bring a civil action in the superior court of the appropriate county to enforce this part.(b) The court may enjoin any act or practice that violates this part and may order any equitable relief necessary and appropriate to redress the violation or to enforce this part.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1508 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5.5 - ORGAN AND BONE MARROW DONATION|Section 1508.

1508.  This part shall be known and may be cited as the Michelle Maykin Memorial Donation Protection Act.(Added by Stats. 2010, Ch. 646, Sec. 1. (SB 1304) Effective January 1, 2011.)
CA Labor Code § 1509 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5.5 - ORGAN AND BONE MARROW DONATION|Section 1509.

1509.  For purposes of this part, the following terms have the following meanings:(a) “Employee” and “employee benefits” have the same meanings set forth in Section 1501.(b) “Employer” means any person, partnership, corporation, association, or other business entity that employs 15 or more employees.(Amended by Stats. 2011, Ch. 296, Sec. 195. (AB 1023) Effective January 1, 2012.)
CA Labor Code § 1511 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5.5 - ORGAN AND BONE MARROW DONATION|Section 1511.

1511.  An employer shall, upon expiration of a leave authorized by this part, restore an employee to the position held by him or her when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. An employer may decline to restore an employee as required in this section because of conditions unrelated to the exercise of rights under this part by the employee.(Added by Stats. 2010, Ch. 646, Sec. 1. (SB 1304) Effective January 1, 2011.)
CA Labor Code § 1512 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5.5 - ORGAN AND BONE MARROW DONATION|Section 1512.

1512.  (a) An employer shall not interfere with, restrain, or deny the exercise or the attempt to exercise a right established by this part.(b) An employer shall not discharge, fine, suspend, expel, discipline, or in any other manner discriminate against an employee who does either of the following:(1) Exercises a right provided under this part.(2) Opposes a practice made unlawful by this part. (Added by Stats. 2010, Ch. 646, Sec. 1. (SB 1304) Effective January 1, 2011.)
CA Labor Code § 1513 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5.5 - ORGAN AND BONE MARROW DONATION|Section 1513.

1513.  (a) An employee may bring a civil action in the superior court of the appropriate county to enforce this part.(b) The court may enjoin any act or practice that violates this part and may order any equitable relief necessary and appropriate to redress the violation or to enforce this part.(Added by Stats. 2010, Ch. 646, Sec. 1. (SB 1304) Effective January 1, 2011.)
CA Labor Code § 2101 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2101.

2101.  Each employer shall provide to each employee, upon hire, or within 30 days of the effective date of this part, a written description of each quota to which the employee is subject, including the quantified number of tasks to be performed or materials to be produced or handled, within the defined time period, and any potential adverse employment action that could result from failure to meet the quota.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2102 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2102.

2102.  An employee shall not be required to meet a quota that prevents compliance with meal or rest periods, use of bathroom facilities, including reasonable travel time to and from bathroom facilities, or occupational health and safety laws in the Labor Code or division standards. An employer shall not take adverse employment action against an employee for failure to meet a quota that does not allow a worker to comply with meal and rest periods, or occupational health and safety laws in the Labor Code or division standards, or for failure to meet a quota that has not been disclosed to the employee pursuant to Section 2101.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2103 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2103.

2103.  (a) Any actions taken by an employee to comply with occupational health and safety laws in the Labor Code or division standards shall be considered time on task and productive time for purposes of any quota or monitoring system.(b) Notwithstanding subdivision (a), consistent with existing law, meal and rest breaks are not considered productive time unless the employee is required to remain on call.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2104 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2104.

2104.  (a) (1) If a current or former employee believes that meeting a quota caused a violation of their right to a meal or rest period or required them to violate any occupational health and safety laws in the Labor Code or division standards, they have the right to request, and the employer shall provide, a written description of each quota to which the employee is subject and a copy of the most recent 90 days of the employee’s own personal work speed data.(2) If a former employee requests a written description of the quotas to which they were subject and a copy of their own personal work speed data pursuant to paragraph (1), the employer shall provide 90 days of the former employee’s quotas and personal work speed data for the 90 days prior to the date of the employee’s separation from the employer.(3) A former employee is limited to one request pursuant to this subdivision.(b) An employer that receives a written or oral request for information pursuant to subdivision (a) shall comply with the request as soon as practicable, but no later than 21 calendar days from the date of the request.(c) Nothing in this section requires an employer to use quotas or monitor work speed data. An employer that does not monitor this data has no obligation to provide it.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2105 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2105.

2105.  For purposes of this part, there shall be a rebuttable presumption of unlawful retaliation if an employer in any manner discriminates, retaliates, or takes any adverse action against any employee within 90 days of the employee doing either of the following:(a) Initiating the employee’s first request in a calendar year for information about a quota or personal work speed data pursuant to subdivision (a) of Section 2104.(b) Making a complaint related to a quota alleging any violation of Sections 2101 to 2104, inclusive, to the commissioner, the division, other local or state governmental agency, or the employer.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2106 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2106.

2106.  Upon receiving a complaint regarding a violation of this part, a state or local enforcement entity may request or subpoena the records of warehouse distribution center quotas and employee work speed data.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2107 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2107.

2107.  (a) The commissioner shall do all of the following:(1) The commissioner shall enforce this part by engaging in coordinated and strategic enforcement efforts with the divisions within the Department of Industrial Relations, including the Division of Occupational Safety and Health and the Division of Workers’ Compensation. The commissioner shall have access to data from the department including employer-reported injury data and enforcement actions in warehouses, and the identity of uninsured employers, and employers who are committing workers’ compensation fraud, wage theft, or other information relevant to the commissioner’s authority.(2) The commissioner shall strategically collaborate with stakeholders to educate workers and employers about their rights and obligations under this part, respectively, in order to increase compliance.(3) (A) The commissioner shall report to the Legislature by January 1, 2023, the number of claims filed with the commissioner under this part, data on warehouse production quotas in warehouses in which the Division of Workers’ Compensation has indicated that annual employee injury rates are above the industry average, and the number of investigations undertaken and enforcement actions initiated, per employer.(B) The requirement for submitting a report imposed under subparagraph (A) is inoperative on January 1, 2027, pursuant to Section 10231.5 of the Government Code.(C) A report to be submitted pursuant to subparagraph (A) shall be submitted in compliance with Section 9795 of the Government Code.(b) If a particular worksite or employer is found to have an annual employee injury rate of at least 1.5 times higher than the warehousing industry’s average annual injury rate, the Division of Occupational Safety and Health or the Division of Workers’ Compensation shall notify the commissioner, and the commissioner shall determine whether an investigation of violations pursuant to this part, if relevant to the commissioner’s authority, is appropriate. The commissioner may coordinate enforcement with other divisions within the Department of Industrial Relations, as needed.(c) The commissioner shall have the authority to adopt regulations relating to the procedures for an employee to make a complaint alleging a violation of this part.(d) The commissioner shall enforce this part using the procedures set forth in Sections 98, 98.3, 98.7, 98.74, and 1197.1.(e) In any successful action brought by the commissioner to enforce this part, the court may grant injunctive relief in order to obtain compliance with the part, and shall award costs and reasonable attorney’s fee.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2108 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2108.

2108.  A current or former employee may bring an action for injunctive relief to obtain compliance with Sections 2101 to 2104, inclusive, and may, upon prevailing in the action, recover costs and reasonable attorney’s fees in that action. In any action involving a quota that prevented the compliance with regulations promulgated by the Occupational Safety and Health Standards Board, the injunctive relief shall be limited to suspension of the quota and any adverse action that resulted from its enforcement.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2109 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2109.

2109.  In any action by a current or former employee that could be brought pursuant to the Labor Code Private Attorneys General Act of 2004 (Part 13 (commencing with Section 2698)) for violations of this part, the employer shall have the right to cure alleged violations as set forth in Section 2699.3. If, in that action, a violation of any occupational health and safety laws in the Labor Code or division standards contained in or interpreting Division 5 (commencing with Section 6300) is alleged, the current or former employee shall comply with the applicable procedural requirements of subdivision (b) of Section 2699.3.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2110 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2110.

2110.  This part does not limit the authority of the Attorney General, a district attorney, or a city attorney, either upon their own complaint or the complaint of any person acting for themselves or the general public, to prosecute actions, either civil or criminal, for violations of this part, or to enforce the provisions thereof independently and without specific direction of the commissioner or the division.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2111 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2111.

2111.  This part does not preempt any city, county, or city and county ordinance that provides equal or greater protection to employees who are covered by this part.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2112 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 8.6 - Warehouse Distribution Centers|Section 2112.

2112.  The provisions of this part are severable. If any provision of this part or its application is held invalid, that invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application.(Added by Stats. 2021, Ch. 197, Sec. 3. (AB 701) Effective January 1, 2022.)
CA Labor Code § 2500 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2500.

2500.  (a) Supermarkets and other grocery retailers are the primary points of distribution for food and other daily necessities for the residents of California and are therefore essential to the vitality of every California community.(b) The state has a compelling interest in ensuring the welfare of the residents of its communities through the maintenance of health and safety standards in grocery establishments.(c) Experienced grocery retail workers with knowledge of proper sanitation procedures, health regulations and laws, and an experience-based understanding of the clientele and communities in which the retailer is located are essential in furthering this interest and the state’s investments in health and safety.(d) A transitional retention period for grocery retail workers upon change of ownership, control, or operation of grocery stores ensures stability throughout the state for these vital workers, which, in turn, results in preservation of health and safety standards.(Added by Stats. 2015, Ch. 212, Sec. 1. (AB 359) Effective January 1, 2016.)
CA Labor Code § 2502 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2502.

2502.  For purposes of this part, the following definitions shall apply:(a) “Change in control” means any sale, assignment, transfer, contribution, or other disposition of all or substantially all of the assets or a controlling interest, including by consolidation, merger, or reorganization, of the incumbent grocery employer or any person who controls the incumbent grocery employer or any grocery establishment under the operation or control of either the incumbent grocery employer or any person who controls the incumbent grocery employer.(b) “Eligible grocery worker” means any individual whose primary place of employment is at the grocery establishment subject to a change in control, and who has worked for the incumbent grocery employer for at least six months prior to the execution of the transfer document. “Eligible grocery worker” does not include a managerial, supervisory, or confidential employee.(c) “Employment commencement date” means the date on which an eligible grocery worker retained by the successor grocery employer pursuant to this part commences work for the successor grocery employer in exchange for benefits and compensation under the terms and conditions established by the successor grocery employer and as required by law.(d) “Grocery establishment” means a retail store in this state that is over 15,000 square feet in size and that sells primarily household foodstuffs for offsite consumption, including the sale of fresh produce, meats, poultry, fish, deli products, dairy products, canned foods, dry foods, beverages, baked foods, or prepared foods. Other household supplies or other products shall be secondary to the primary purpose of food sales. A grocery establishment does not include a retail store that has ceased operations for six months or more.(e) “Incumbent grocery employer” means the person that owns, controls, or operates the grocery establishment at the time of the change in control.(f) “Person” means an individual, corporation, partnership, limited partnership, limited liability partnership, limited liability company, business trust, estate, trust, association, joint venture, agency, instrumentality, or any other legal or commercial entity, whether domestic or foreign.(g) “Successor grocery employer” means the person that owns, controls, or operates the grocery establishment after the change in control.(h) “Transfer document” means the purchase agreement or other document effecting the change in control.(Amended (as added by Stats. 2015, Ch. 212, Sec. 1) by Stats. 2015, Ch. 305, Sec. 1. (AB 897) Effective January 1, 2016.)
CA Labor Code § 2504 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2504.

2504.  (a) The incumbent grocery employer shall, within 15 days after the execution of the transfer document, provide to the successor grocery employer the name, address, date of hire, and employment occupation classification of each eligible grocery worker.(b) The successor grocery employer shall maintain a preferential hiring list of eligible grocery workers identified by the incumbent grocery employer pursuant to subdivision (a) and shall hire from that list for a period beginning upon the execution of the transfer document and continuing for 90 days after the grocery establishment is fully operational and open to the public under the successor grocery employer.(c) If the successor grocery employer extends an offer of employment to an eligible grocery worker pursuant to this part, the successor grocery employer shall retain written verification of that offer for at least three years after the date of the offer. The verification shall include the name, address, date of hire, and employment occupation classification of each eligible grocery worker.(Added by Stats. 2015, Ch. 212, Sec. 1. (AB 359) Effective January 1, 2016.)
CA Labor Code § 2506 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2506.

2506.  (a) A successor grocery employer shall retain each eligible grocery worker hired pursuant to this part for at least 90 days after the eligible grocery worker’s employment commencement date. During this 90-day transition employment period, eligible grocery workers shall be employed under the terms and conditions established by the successor grocery employer and pursuant to the terms of a relevant collective bargaining agreement, if any.(b) If, within the period established in subdivision (b) of Section 2504, the successor grocery employer determines that it requires fewer eligible grocery workers than were required by the incumbent grocery employer, the successor grocery employer shall retain eligible grocery workers by seniority within each job classification to the extent that comparable job classifications exist or pursuant to the terms of a relevant collective bargaining agreement, if any. Nonclassified eligible grocery workers shall be retained by seniority and according to experience or pursuant to the terms of a relevant collective bargaining agreement, if any.(c) During the 90-day transition employment period, the successor grocery employer shall not discharge without cause an eligible grocery worker retained pursuant to this part.(d) At the end of the 90-day transition employment period, the successor grocery employer shall make a written performance evaluation for each eligible grocery worker retained pursuant to this part. If the eligible grocery worker’s performance during the 90-day transition employment period is satisfactory, the successor grocery employer shall consider offering the eligible grocery worker continued employment under the terms and conditions established by the successor grocery employer and as required by law. The successor grocery employer shall retain a record of the written performance evaluation for at least three years.(Added by Stats. 2015, Ch. 212, Sec. 1. (AB 359) Effective January 1, 2016.)
CA Labor Code § 2508 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2508.

2508.  (a) The incumbent grocery employer shall post public notice of the change in control at the location of the affected grocery establishment within five business days following the execution of the transfer document. Notice shall remain posted during any closure of the grocery establishment and until the grocery establishment is fully operational and open to the public under the successor grocery employer.(b) Notice shall include, but not be limited to, the name of the incumbent grocery employer and its contact information, the name of the successor grocery employer and its contact information, and the effective date of the change in control.(c) Notice shall be posted in a conspicuous place at the grocery establishment in a manner to be readily viewed by eligible grocery workers and other employees, customers, and members of the public.(Added by Stats. 2015, Ch. 212, Sec. 1. (AB 359) Effective January 1, 2016.)
CA Labor Code § 2512 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 9.5 - Grocery Workers|Section 2512.

2512.  Parties subject to this part may, by collective bargaining agreement, provide that the agreement supersedes the requirements of this part.(Added by Stats. 2015, Ch. 212, Sec. 1. (AB 359) Effective January 1, 2016.)