reglab/housing_qa huggingface dataset:
CA Labor Code § 1056 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1056.

1056.  Every public utility corporation violating Section 1055 is guilty of a misdemeanor punishable by a fine of not less than fifty dollars ($50) nor more than two hundred dollars ($200) for each offense, which fine shall be collected by the district attorney of the county in which the public utility corporation has its principal place of business.(Amended by Stats. 1983, Ch. 1092, Sec. 203. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 1057 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1057.

1057.  Section 1051 shall not apply to any employee of a diversified or nondiversified management company, as defined in Section 80a-5 of Title 15 of the United States Code, and the affiliates thereof, as defined in Sections 80a-2(a)(2) and 80a-2(a)(3) of Title 15 of the United States Code, who is required to be fingerprinted pursuant to federal law.(Added by Stats. 1987, Ch. 77, Sec. 2.)
CA Labor Code § 1060 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1060.

1060.  The following definitions shall apply throughout this chapter:(a) “Awarding authority” means any person that awards or otherwise enters into contracts for janitorial or building maintenance services performed within the State of California, including any subcontracts for janitorial or building maintenance services.(b) “Contractor” means any person that employs 25 or more individuals and that enters into a service contract with the awarding authority.(c) “Employee” means any person employed as a service employee of a contractor or subcontractor who works at least 15 hours per week and whose primary place of employment is in the State of California under a contract to provide janitorial or building maintenance services. “Employee” does not include a person who is a managerial, supervisory, or confidential employee, including those employees who would be so defined under the federal Fair Labor Standards Act.(d) “Person” means any individual, proprietorship, partnership, joint venture, corporation, limited liability company, trust, association, or other entity that may employ individuals or enter into contracts.(e) “Service contract” means any contract that has the principal purpose of providing services through the use of service employees.(f) “Subcontractor” means any person who is not an employee who enters into a contract with a contractor to assist the contractor in performing a service contract.(g) “Successor service contract” means a service contract for the performance of essentially the same services as were previously performed pursuant to a different service contract at the same facility that terminated within the previous 30 days. A service contract entered into more than 30 days after the termination of a predecessor service contract shall be considered a “successor service contract” if its execution was delayed for the purpose of avoiding application of this chapter.(Added by Stats. 2001, Ch. 795, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1062 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1062.

1062.  (a) An employee, who was not offered employment or who has been discharged in violation of this chapter by a successor contractor or successor subcontractor, or an agent of the employee may bring an action against a successor contractor or successor subcontractor in any superior court of the State of California having jurisdiction over the successor contractor or successor subcontractor. Upon finding a violation of this chapter, the court shall award backpay, including the value of benefits, for each day during which the violation has occurred and continues to occur. The amount of backpay shall be calculated as the greater of either of the following:(1) The average regular rate of pay received by the employee during the last three years of the employee’s employment in the same occupation classification multiplied by the average hours worked during the last three years of the employee’s employment.(2) The final regular rate of pay received by the employee at the time of termination of the predecessor contract multiplied by the number of hours usually worked by the employee.(b) The court may order a preliminary or permanent injunction to stop the continued violation of this chapter.(c) If the employee is the prevailing party in the legal action, the court shall award the employee reasonable attorney’s fees and costs as part of the costs recoverable.(d) In the absence of a claim by an employee that he or she was terminated in violation of this chapter, an employee may not maintain a cause of action under this chapter solely for the failure of an employer to provide a written performance evaluation.(Added by Stats. 2001, Ch. 795, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1063 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1063.

1063.  (a) This chapter only applies to contracts entered into on or after January 1, 2002.(b) Except for the obligations specified in subdivisions (a) and (b) of Section 1061, nothing in this chapter changes or increases the relationship or duties of a property owner or an awarding authority, or their agents, with respect to contractors, subcontractors, or their employees.(c) Nothing in this chapter limits the right of a property owner or an awarding authority to terminate a service contract or to replace a contractor with another contractor or with the property owner’s or awarding authority’s own employees.(Added by Stats. 2001, Ch. 795, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1063.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1063.5.

1063.5.  (a) This chapter shall apply to every contractor that provides food and beverage services at a publicly owned entertainment venue.(b) For purposes of this chapter, and in addition to the definitions specified in Section 1060, the following terms shall also have the following meanings:(1) “Awarding authority” means any person that awards or otherwise enters into contracts for food and beverage services at a publicly owned entertainment venue.(2) “Contractor” means any person that employs an individual to provide food and beverage services at a publicly owned entertainment venue.(3) “Employee” means any person employed to provide food and beverage services at a publicly owned entertainment venue.(4) “Publicly owned entertainment venue” means a venue that meets all of the following:(A) Has been in operation for 15 years or more.(B) Is located in a zone designated under Chapter 12.8 (commencing with Section 7070) of Division 7 of Title 1 of the Government Code.(C) Hosts concerts, shows, or sporting events on a noncontinuous basis.(c) This section shall remain in effect only until December 31, 2014, and as of that date is repealed.(Added by Stats. 2013, Ch. 28, Sec. 39. (SB 71) Effective June 27, 2013.)
CA Labor Code § 1064 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1064.

1064.  Nothing in this chapter shall prohibit a local government agency from enacting ordinances relating to displaced janitors that impose greater standards than, or establish additional enforcement provisions to, those prescribed by this chapter.(Added by Stats. 2001, Ch. 795, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1065 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.5 - Displaced Janitor Opportunity Act|Section 1065.

1065.  If any provision or provisions of this chapter or any application thereof is held invalid, that invalidity shall not affect any other provisions or applications of this chapter that can be given effect notwithstanding that invalidity.(Added by Stats. 2001, Ch. 795, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1070 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1070.

1070.  The Legislature finds and declares all of the following:(a) That when public agencies with jurisdiction over public transit services or the collection and transportation of solid waste award contracts to operate bus and rail services, or to provide for the collection and transportation of solid waste to a new contractor, qualified employees of the prior contractor who are not reemployed by the successor contractor face significant economic dislocation as a result.(b) That those displaced employees rely unnecessarily upon the unemployment insurance system, public social services, and health programs, increasing costs to these vital government programs and placing a significant burden upon both the government and the taxpayers.(c) That it serves an important social purpose to establish incentives for contractors who bid on public transit service contracts or contracts for the collection and transportation of solid waste to retain qualified employees of the prior contractor to perform the same or similar work.(Amended by Stats. 2016, Ch. 874, Sec. 2. (AB 1669) Effective January 1, 2017.)
CA Labor Code § 1071 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1071.

1071.  The following definitions apply to this chapter:(a) “Awarding authority” means any local government agency, including any city, county, special district, transit district, joint powers authority, or nonprofit corporation that awards or otherwise enters into contracts for public transit services or for the collection and transportation of solid waste performed within the State of California.(b) “Bidder” means any person who submits a bid to an awarding authority for a public transit service contract, an exclusive contract for the collection and transportation of solid waste, or a subcontract.(c) “Contractor” means any person who enters into a public transit service contract or an exclusive contract for the collection and transportation of solid waste with an awarding authority.(d) “Employee” means any individual who works for a contractor or subcontractor under a contract. “Employee” does not include an executive, administrative, or professional employee exempt from the payment of overtime compensation within the meaning of subdivision (a) of Section 515 or any person who is not an “employee” as defined under Section 2(3) of the National Labor Relations Act (29 U.S.C. Sec. 152(3)).(e) “Person” means any individual, proprietorship, partnership, joint venture, corporation, limited liability company, trust, association, or other entity that may employ individuals or enter into contracts.(f) “Public transit services” means the provision of passenger transportation services to the general public, including paratransit service.(g) “Service contract” means any contract the principal purpose of which is to provide public transit services or the exclusive right to provide collection and transportation of solid waste through the use of employees.(h) “Solid waste” has the same meaning as defined in Section 40191 of the Public Resources Code.(i) “Subcontractor” means any person who is not an employee who enters into a contract with a contractor to perform a portion of the contractor’s express obligations under a service contract. “Subcontractor” does not include a contractor’s vendors, suppliers, insurers, or other service providers.(Amended by Stats. 2016, Ch. 874, Sec. 3. (AB 1669) Effective January 1, 2017.)
CA Labor Code § 1073 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1073.

1073.  (a) An employee who was not offered employment or who has been discharged in violation of this chapter, or his or her agent, may bring an action against the successor contractor or subcontractor in any superior court having jurisdiction over the successor contractor or subcontractor. Upon finding a violation of this chapter, the court shall order reinstatement to employment with the successor contractor or subcontractor and award backpay, including the value of benefits, for each day of violation. A violation of this chapter continues for each day that the successor contractor or subcontractor fails to employ the employee, within the period agreed to pursuant to Section 1072.(b) The court may preliminarily or permanently enjoin the continued violation of this chapter.(c) If the employee prevails in an action brought under this chapter, the court shall award the employee reasonable attorney’s fees and costs as part of the costs recoverable.(Added by Stats. 2003, Ch. 103, Sec. 1. Effective January 1, 2004.)
CA Labor Code § 1074 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1074.

1074.  (a) Upon its own motion or upon the request of any member of the public, an awarding authority may terminate any service contract made pursuant to Section 1072 if both of the following occur:(1) The contractor or subcontractor has substantially breached the contract.(2) The awarding authority holds a public hearing within 30 days of the receipt of the request or its announcement of its intention to terminate.(b) A contractor or subcontractor terminated pursuant to subdivision (a) shall be ineligible to bid on or be awarded a service contract or subcontract with that awarding authority for a period of not less than one year and not more than three years, to be determined by the awarding authority.(Added by Stats. 2003, Ch. 103, Sec. 1. Effective January 1, 2004.)
CA Labor Code § 1075 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1075.

1075.  Notwithstanding any other provision of this chapter, the following shall apply to service contracts for the collection and transportation of solid waste:(a) A successor contractor or subcontractor shall be required to retain only employees of a contractor or subcontractor under a prior service contract whose employment would be terminated if the service contract were awarded to another contractor or subcontractor.(b) A successor contractor or subcontractor shall not be required to retain an employee of a contractor or subcontractor under a prior service contract under any of the following circumstances:(1) If the employee of the prior contractor or subcontractor does not meet any standard hiring qualification lawfully required by the successor contractor or subcontractor for the position.(2) If the successor contractor or subcontractor would be required to terminate or reassign an existing employee covered under a collective bargaining agreement with the successor contractor or subcontractor in order to hire the employee of the prior contractor or subcontractor.(3) If, and to the extent, the actual number of employees meeting the requirements of this chapter exceeds the number of those employees communicated to bona fide bidders in accordance with paragraph (1) of subdivision (c) of Section 1072.(c) An employee or his or her agent shall not bring an action against a successor contractor or subcontractor under subdivision (a) of Section 1073 without first giving the successor contractor or subcontractor written notice of the violation or breach and 30 days to cure the violation or breach. An awarding authority shall not terminate a service contract under subdivision (a) of Section 1074 without first giving the successor contractor or subcontractor written notice of the violation or breach and 30 days to cure the violation or breach.(d) This chapter shall only apply to service contracts for the collection and transportation of solid waste when an awarding agency decides to let an exclusive solid waste collection and transportation contract out to bid. It is not intended to determine whether or not a local agency should procure a service contract by inviting bids, extend an existing service contract, renegotiate its service contract with the prior contractor, or exercise any other right it possesses pursuant to Section 40059 of the Public Resources Code to determine aspects of solid waste handling that are of local concern.(e) This chapter does not modify, limit, or abrogate in any manner any franchise, contract, license, or permit granted or extended by a city, county, or other local government agency before January 1, 2017.(Added by Stats. 2016, Ch. 874, Sec. 5. (AB 1669) Effective January 1, 2017.)
CA Labor Code § 1076 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4.6 - Public Transit Service Contracts and Contracts for the Collection and Transportation of Solid Waste|Section 1076.

1076.  The amendments and additions to this chapter made by the act adding this section shall not apply to contracts awarded before January 1, 2017, or to contracts for which the bid process has been completed before January 1, 2017.(Added by Stats. 2016, Ch. 874, Sec. 6. (AB 1669) Effective January 1, 2017.)
CA Labor Code § 1101 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1101.

1101.  No employer shall make, adopt, or enforce any rule, regulation, or policy:(a) Forbidding or preventing employees from engaging or participating in politics or from becoming candidates for public office.(b) Controlling or directing, or tending to control or direct the political activities or affiliations of employees.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1102 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1102.

1102.  No employer shall coerce or influence or attempt to coerce or influence his employees through or by means of threat of discharge or loss of employment to adopt or follow or refrain from adopting or following any particular course or line of political action or political activity.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1102.6 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1102.6.

1102.6.  In a civil action or administrative proceeding brought pursuant to Section 1102.5, once it has been demonstrated by a preponderance of the evidence that an activity proscribed by Section 1102.5 was a contributing factor in the alleged prohibited action against the employee, the employer shall have the burden of proof to demonstrate by clear and convincing evidence that the alleged action would have occurred for legitimate, independent reasons even if the employee had not engaged in activities protected by Section 1102.5.(Added by Stats. 2003, Ch. 484, Sec. 3. Effective January 1, 2004.)
CA Labor Code § 1102.61 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1102.61.

1102.61.  In any civil action or administrative proceeding brought pursuant to Section 1102.5, an employee may petition the superior court in any county wherein the violation in question is alleged to have occurred, or wherein the person resides or transacts business, for appropriate temporary or preliminary injunctive relief as set forth in Section 1102.62.(Added by Stats. 2017, Ch. 460, Sec. 3. (SB 306) Effective January 1, 2018.)
CA Labor Code § 1102.62 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1102.62.

1102.62.  (a) Upon the filing of the petition for injunctive relief, the petitioner shall cause notice thereof to be served upon the person, and thereupon the court shall have jurisdiction to grant such temporary injunctive relief as the court deems just and proper.(b) In addition to any harm resulting directly from the violation of Section 1102.5, the court shall consider the chilling effect on other employees asserting their rights under that section in determining whether temporary injunctive relief is just and proper.(c) Appropriate injunctive relief shall be issued on a showing that reasonable cause exists to believe a violation has occurred.(d) The order authorizing temporary injunctive relief shall remain in effect until an administrative or judicial determination or citation has been issued or until the completion of a review pursuant to subdivision (b) of Section 98.74, whichever is longer, or at a time certain set by the court. Thereafter, a preliminary or permanent injunction may be issued if it is shown to be just and proper. Any temporary injunctive relief shall not prohibit an employer from disciplining or terminating an employee for conduct that is unrelated to the claim of the retaliation.(e) Notwithstanding Section 916 of the Code of Civil Procedure, injunctive relief granted pursuant to this section shall not be stayed pending appeal.(Added by Stats. 2017, Ch. 460, Sec. 4. (SB 306) Effective January 1, 2018.)
CA Labor Code § 1102.7 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 5 - Political Affiliations|Section 1102.7.

1102.7.  (a) The office of the Attorney General shall maintain a whistleblower hotline to receive calls from persons who have information regarding possible violations of state or federal statutes, rules, or regulations, or violations of fiduciary responsibility by a corporation or limited liability company to its shareholders, investors, or employees.(b) The Attorney General shall refer calls received on the whistleblower hotline to the appropriate government authority for review and possible investigation.(c) During the initial review of a call received pursuant to subdivision (a), the Attorney General or appropriate government agency shall hold in confidence information disclosed through the whistleblower hotline, including the identity of the caller disclosing the information and the employer identified by the caller.(d) A call made to the whistleblower hotline pursuant to subdivision (a) or its referral to an appropriate agency under subdivision (b) may not be the sole basis for a time period under a statute of limitation to commence. This section does not change existing law relating to statutes of limitation.(Added by Stats. 2003, Ch. 484, Sec. 4. Effective January 1, 2004.)