reglab/housing_qa huggingface dataset:
RI Gen L § 28-55-2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program|Section 28-55-2 - Legislative findings.

§ 28-55-2. Legislative findings.The general assembly finds and declares that:(1) Rhode Island's statewide career pathways systems must be driven by local business and industry needs;(2) Despite high unemployment, businesses report difficulties and frustration in locating employment candidates with the requisite knowledge, skills, and abilities they need;(3) Locating, training and preparing candidates to fill job openings is an expense that few companies can afford;(4) The state needs a focused interagency collaboration to provide easy access for businesses to find competent employees and job seekers to obtain necessary resources, training and skills development; and(5) The state needs to build upon the efforts of the department of labor and training to facilitate employers' access to high quality, skilled job seekers and reduce the number of unemployed individuals in Rhode Island.History of Section.P.L. 2013, ch. 144, art. 15, § 4.
RI Gen L § 28-55-3 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program|Section 28-55-3 - The Rhode Island enhanced job match system.

§ 28-55-3. The Rhode Island enhanced job match system.On or before July 2, 2014, the department of labor and training shall implement the jobs match enhancement program using the current department of labor and training web based workforce and job system as a basis, with significant enhancements, as follows:(1) It shall be easy for employers to participate in, update and receive responses from job seekers, addressing potential barriers to participation;(2) It shall be understandable, accessible and productive for job seekers, including measures to ensure literacy-based accessibility;(3) It shall allow for the prompt identification of workers who are partially, but not fully matched for job openings, resulting in timely skill gap remediation plans;(4) It shall have the ability to address identified skill gaps through the provision of training and/or education;(5) It shall notify the department of labor and training of the nature of the skill gaps which exist between job openings and job seekers, and shall have the ability to aggregate skill gap reports for the department;(6) It shall be promoted and advertised to maximize business and employment use; and(7) In an effort to ensure that employers' hiring needs are being met, employers shall be encouraged to engage with the system and provide information pertaining to job openings and desired skill sets for potential new hires.History of Section.P.L. 2013, ch. 144, art. 15, § 4.
RI Gen L § 28-55-4 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program|Section 28-55-4 - Reporting.

§ 28-55-4. Reporting.On or before October 1, 2013, the department of labor and training shall report to the president of the senate and the speaker of the house of representatives on the progress toward implementing the jobs match enhancement program, along with an estimate of any additional costs related to the purchase of the enhancements listed in § 28-55-3.History of Section.P.L. 2013, ch. 144, art. 15, § 4.
RI Gen L § 28-55-5 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program|Section 28-55-5 - Funding.

§ 28-55-5. Funding.The implementation of enhancements to the department of labor and training's web based workforce and job system shall be contingent upon available public and/or private financing.History of Section.P.L. 2013, ch. 144, art. 15, § 4.
RI Gen L § 28-56-1 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-1 - Definitions.

§ 28-56-1. Definitions.For the purposes of this chapter:(1) "Social media account" means an electronic service or account, or electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, email, online service or accounts, or internet website profiles or locations. For the purposes of this chapter, social media account does not include an account opened at an employer's behest, or provided by an employer, or intended to be used primarily on behalf of the employer.(2) "Applicant" means an applicant for employment.(3) "Employee" means an individual who provides services or labor for an employer for wages or other remuneration.(4) "Employer" includes the state, and all political subdivisions of the state, and any person in this state, employing individuals, and any person acting in the interest of an employer directly or indirectly.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-56-2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-2 - Social media password requests prohibited.

§ 28-56-2. Social media password requests prohibited.No employer shall:(1) Require, coerce, or request an employee or applicant to disclose the password or any other means for accessing a personal social media account;(2) Require, coerce, or request an employee or applicant to access a personal social media account in the presence of the employer or representative;(3) Require or coerce an employee or applicant to divulge any personal social media account information, except when reasonably believed to be relevant to an investigation of allegations of employee misconduct or workplace-related violation of applicable laws and regulations and when not otherwise prohibited by law or constitution; provided that the information is accessed and used solely to the extent necessary for purposes of that investigation or a related proceeding.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-56-3 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-3 - Social media access requests prohibited.

§ 28-56-3. Social media access requests prohibited.No employer shall compel an employee or applicant to add anyone, including the employer or their agent, to their list of contacts associated with a personal social media account or require, request, or cause an employee or applicant to alter settings that affect a third party's ability to view the contents of a personal social media account.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-56-4 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-4 - Disciplinary actions prohibited.

§ 28-56-4. Disciplinary actions prohibited.No employer shall:(1) Discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize any employee for an employee's refusal to disclose or provide access to any information specified in § 28-56-2, or for refusal to add the employer to his or her list of contacts associated with a personal social media account, or to alter the settings associated with a personal social media account, as specified in § 28-56-3; or(2) Fail or refuse to hire any applicant as a result of the applicant's refusal to disclose or provide access to any information specified in § 28-56-2, or for refusal to add the employer or their agent to their list of contacts associated with a personal social media account, or to alter the settings associated with a personal social media account, as specified in § 28-56-3.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-56-5 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-5 - Exceptions.

§ 28-56-5. Exceptions.(a) This chapter shall not apply to information about an applicant or employee that is publicly available.(b) This chapter shall not prohibit or restrict an employer from complying with a duty to screen employees or applicants before hiring or to monitor or retain employee communications that is established by a self-regulatory organization as defined by the Securities and Exchange Act of 1934, 15 U.S.C. § 78c(a)(26), or under state or federal law or regulation to the extent necessary to supervise communications of regulated financial institutions insurance or securities licensees for banking insurance or securities related business purposes.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-56-6 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-56 - Employee Social Media Privacy|Section 28-56-6 - Penalties for violations.

§ 28-56-6. Penalties for violations.In any civil action alleging a violation of this chapter, the court may:(1) Award to a prevailing applicant or employee declaratory relief, damages and reasonable attorney's fees and costs; and(2) Award injunctive relief against any employer or agent of any employer that or who commits or proposes to commit a violation of this chapter.History of Section.P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
RI Gen L § 28-57-1 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-1 - Short title.

§ 28-57-1. Short title.This chapter shall be known and may be cited as the "Healthy and Safe Families and Workplaces Act."History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-2 - Legislative purpose.

§ 28-57-2. Legislative purpose.The purpose of this chapter is to ensure that employees in Rhode Island can address their own health and safety needs, as well as the health and safety needs of their family members, by requiring employers to allow employees to earn a minimum level of paid leave time, including time to care for their family members, and allow for ease and uniformity of administration for the business community in providing paid leave for their employees.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-4 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-4 - Exemptions.

§ 28-57-4. Exemptions.(a) Nothing in this chapter shall be construed to conflict with the provisions of the Food Code or the Rules and Regulations pertaining to Reporting Infectious, Environmental and Occupational Diseases.(b) Any employer with a paid leave time off policy or paid sick and safe leave policy who makes available at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019 and forty (40) hours per calendar year thereafter of paid time off or paid sick and safe leave time to employees or any employer who offers unlimited paid time off or paid sick and safe time is exempt from § 28-57-5(a), (b), (c) and (e). Employers that provide at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019, and forty (40) hours per calendar year thereafter of paid sick or safe leave or paid time off that can be used for the purposes consistent with this act at the beginning of each benefit year do not need to track accrual, allow any carryover, or payout.(c) Any employer that employs less than eighteen (18) employees as defined in this act is exempt from § 28-57-5; provided, however, that any such employer shall not take an adverse action against an employee of the employer solely based upon the employee's use of up to twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019, and forty (40) hours per calendar year thereafter, subject to § 28-57-6 and § 28-57-10.(d) Any employer is not required to provide any paid sick and/or safe leave time to any employees who are employed by a municipality or the state.(e) Any employer in the construction industry, as classified as code under the North American Industry Classification System, is not required to provide any paid sick and/or safe leave time to any employees who work under a collective bargaining agreement until July 1, 2018.(f) Any employee licensed to practice nursing pursuant to chapter 34 of title 5 is not subject to the provisions of this chapter if the employee:(1) Is employed by a healthcare facility;(2) Is under no obligation to work a regular schedule;(3) Works only when he or she indicates that he or she is available to work and has no obligation to work when he or she does not indicate availability; and(4) Receives higher pay than that paid to an employee of the same healthcare facility performing the same job on a regular schedule.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-7 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-7 - Family childcare providers.

§ 28-57-7. Family childcare providers.CCAP family childcare providers shall accrue and may use paid sick and safe leave in the same manner as do employees under this chapter. The implementation, but not the amount, of paid sick and safe leave for CCAP family childcare providers shall be a subject of negotiation with the director of the department of administration under § 40-6.6-4. The department of human services shall promulgate any necessary regulations to implement the requirement of paid sick and safe leave for CCAP family childcare providers. Nothing in this chapter shall be construed to make CCAP family childcare providers employees of the state for any purpose, including for the purposes of eligibility for the state employee pension program or state employee health benefits.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-8 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-8 - Uniformity.

§ 28-57-8. Uniformity.No municipality shall establish, mandate, or otherwise require an employer to provide benefits in excess of those required under this chapter, including paid sick and safe leave to its employees, other than the paid sick and safe leave requirements provided by this chapter, or to apply sick and safe leave policies to statutorily exempt employees and workers.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-9 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-9 - Regulations.

§ 28-57-9. Regulations.The department shall coordinate implementation and enforcement of this chapter and shall promulgate appropriate guidelines or regulations for such purposes. All regulations to be drafted by the department pursuant to this act shall conform with existing applicable regulations and statutes that govern chapter 12 of this title.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-10 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-10 - Enforcement.

§ 28-57-10. Enforcement.(a) Enforcement and notice requirements pursuant to this chapter shall be in accordance with enforcement and notice requirements of chapter 12 of this title.(b) Any employee or former employee aggrieved by a violation of the provisions of this chapter shall be entitled to the same protections and relief as under chapters 12 and 14 of this title.(c) An employer who violates this chapter shall be liable for a civil penalty in an amount not less than one hundred dollars ($100) for the first violation, and each subsequent violation shall be subject to the penalties under chapter 12 of this title.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-11 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-11 - Confidentiality and nondisclosure.

§ 28-57-11. Confidentiality and nondisclosure.An employer may not require disclosure of details relating to domestic violence, sexual assault, sexual contact, or stalking or the details of an employee's or an employee's family member's health information as a condition of providing paid sick and safe leave time under this chapter. If an employer possesses health information or information pertaining to domestic violence, sexual assault, sexual contact, or stalking about an employee or employee's family member, such information shall be treated as confidential and not disclosed except to the affected employee or with the permission of the affected employee unless required by existing regulation or statute.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-12 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-12 - Greater sick and safe leave policies.

§ 28-57-12. Greater sick and safe leave policies.(a) Nothing in this chapter shall be construed in a manner to discourage or prohibit an employer from the adoption of a paid sick and safe leave time policy that provides greater rights or benefits than those provided pursuant to this chapter.(b) Nothing in this chapter shall be construed as diminishing the obligation of an employer to comply with any contract, collective bargaining agreement, employment benefit plan or other agreement that provides greater sick and safe leave time to an employee than required in this chapter.(c) Nothing in this chapter shall be construed as diminishing the rights of public employees regarding paid sick and safe leave or use of sick and safe leave time as provided in the general laws.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-13 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-13 - Public education and outreach.

§ 28-57-13. Public education and outreach.The department shall develop and implement a multilingual outreach program to inform employers, employees, parents, and persons who are under the care of a healthcare provider about the availability of paid sick and safe leave time under this chapter. This program shall include the distribution of notices and other written materials in English and in all languages spoken by more than five percent (5%) of Rhode Island's population and any language deemed appropriate by the department to all child care and elder care providers, domestic violence shelters or victim services organizations, schools, hospitals, community health centers, and other healthcare providers.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-14 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-14 - Allowable substitution of employers' paid sick and safe leave time.

§ 28-57-14. Allowable substitution of employers' paid sick and safe leave time.(a) Employers may have different paid leave policies for different groups of employees, provided that all policies meet the minimum requirements of this chapter.(b) Employers that prefer not to track accrual of paid sick and safe leave time over the course of the benefit year may also use the following schedules for providing lump sums of sick leave or paid time off to their employees. Employers using these schedules will be in compliance even if an employee's hours vary from week to week. For employees working an average of:(1) Thirty-seven and one-half (37.5) to forty (40) hours per week, provide eight (8) hours per month for five (5) months;(2) Thirty (30) hours per week, provide five (5) hours per month for eight (8) months;(3) Twenty-four (24) hours per week, provide four (4) hours per month for ten (10) months;(4) Twenty (20) hours per week, provide four (4) hours per month for nine (9) months;(5) Sixteen (16) hours per week, provide three (3) hours per month for ten (10) months;(6) Ten (10) hours per week, provide two (2) hours per month for ten (10) months;(7) Five (5) hours per week, provide one hour per month for ten (10) months.(c) In the case of an employer whose regular work day for full-time employees is less than eight (8) hours per day, if the employer provides five (5) days of paid sick and safe time leave consisting of the number of hours per day that constitute that full-time employee's work day and provides them at the beginning of the year, the employer shall be in compliance with this subsection.(d) Employers that provide forty (40) or more hours of paid time off or vacation to employees that also may be used as paid sick and safe leave, consistent with this section, shall not be required to provide additional sick leave to employees who use all their time for other purposes and have need of paid sick and safe leave later in the year, provided that the employers' leave policies make clear that additional time will not be provided.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-57-15 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-57 - Healthy and Safe Families and Workplaces Act|Section 28-57-15 - Severability.

§ 28-57-15. Severability.If any provision of this chapter or any rule or regulation created under this chapter, or the application of any provision of this chapter to any person or circumstance shall be held invalid by any court of competent jurisdiction, the remainder of the chapter, rule or regulation and the application of such provision to other persons or circumstances shall not be affected thereby. The invalidity of any section or sections or parts of any section of this chapter shall not affect the validity of the remainder of this chapter and to this end the provisions of the chapter are declared to be severable.History of Section.P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
RI Gen L § 28-58-1 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-58 - Local Ownership Opportunity Act|Section 28-58-1 - Short title.

§ 28-58-1. Short title.This chapter shall be known and may be cited as the "Local Ownership Opportunity Act."History of Section.P.L. 2019, ch. 43, § 1; P.L. 2019, ch. 64, § 1.
RI Gen L § 28-58-2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-58 - Local Ownership Opportunity Act|Section 28-58-2 - Legislative purpose.

§ 28-58-2. Legislative purpose.The purpose of this legislation is to preserve jobs and create new opportunities for economic growth and entrepreneurship in Rhode Island by providing opportunities for employees to purchase a business otherwise at risk of closure.History of Section.P.L. 2019, ch. 43, § 1; P.L. 2019, ch. 64, § 1.
RI Gen L § 28-58-3 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-58 - Local Ownership Opportunity Act|Section 28-58-3 - Definitions.

§ 28-58-3. Definitions.(a) "Employer," "plant closing," "mass layoff," "representative," "employment loss," "unit of local government," and "part-time employee" means those terms as defined in 29 U.S.C. §  2101(a).(b) "Employing business" means the business enterprise or entity for which the affected employees worked or were suffered or permitted to work at the time the notice defined in § 28-58-4 was issued.History of Section.P.L. 2019, ch. 43, § 1; P.L. 2019, ch. 64, § 1.