reglab/housing_qa huggingface dataset:
CT Gen Stat § 31-120 (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 562 - Labor Disputes|Section 31-120 - Picketing of residences.

 No person shall engage in picketing before or about the home or residence of any individual unless such home or residence is adjacent to or in the same building or on the same premises in which such person was employed and which employment is involved in a labor dispute. Any person who violates the provisions of this section shall be fined not more than two hundred dollars or imprisoned not more than six months or both.(1949 Rev., S. 8610.)Cited. 186 C. 247; 190 C. 371. Statute is a “constitutionally impermissible regulation of speech that violates the first and fourteenth amendments” to U.S. Constitution. 203 C. 624.Residential picketing is prohibited by labor groups on labor issues only and statute is not extended beyond that. 6 Conn. Cir. Ct. 372.
CT Gen Stat § 31-121 (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 562 - Labor Disputes|Section 31-121 - Solicitations for employees to state existence of strike or lockout.

 No employer of labor shall, by himself or by his agent, solicit persons to replace employees, or fill the positions made vacant as the result of a strike, lockout or other labor dispute, by means of newspaper advertisements, posters, oral or written communications, or otherwise, unless such solicitations state plainly and specifically that a strike, lockout or other labor dispute exists. If such statements are printed, they shall be printed in boldface upper case letters, at least ten points larger than the largest of any other type appearing in the statement, and shall be separately stated.(1955, S. 3021d; 1971, P.A. 340.)History: 1971 act replaced requirement that statements of existence of strike, lockout, etc. be printed in twelve-point or larger size with provision requiring that statement be printed “at least ten points larger than the largest of any other type appearing in the statement”.Cited. 186 C. 247; 190 C. 371.
CT Gen Stat § 31-121a (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 562 - Labor Disputes|Section 31-121a - Labor disputes in health care institutions. Appointment of fact-finder by Labor Commissioner.

 In the event of a strike, work stoppage or lockout involving employees of a health care institution licensed by the Department of Public Health under sections 19a-490 to 19a-503, inclusive, the Labor Commissioner shall, upon the request of either party to such labor dispute, appoint an impartial fact-finder if he determines that such dispute is endangering or may endanger the health, welfare and safety of the patients of the institution or the general community. The fact-finder shall inquire into the causes and effects of the dispute and shall issue a report of his findings to the Labor Commissioner and the parties, including nonbinding recommendations for settlement of the dispute. The cost of the fact-finder shall be shared equally by both parties.(P.A. 87-183; P.A. 93-381, S. 9, 39; P.A. 95-257, S. 12, 21, 58.)History: P.A. 93-381 replaced department of health services with department of public health and addiction services, effective July 1, 1993; (Revisor's note: The phrase “commissioner of labor” was changed editorially by the Revisors to “labor commissioner”, in conformance with Sec. 31-1); P.A. 95-257 replaced Commissioner and Department of Public Health and Addiction Services with Commissioner and Department of Public Health, effective July 1, 1995.
CT Gen Stat § 31-123a (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563 - Fair Employment Practices (See Chapter 814c)|Section 31-123a - Commission as secretariat to executive committee on human rights and opportunities.

 Section 31-123a is repealed.(1967, P.A. 636, S. 9; P.A. 80-422, S. 50.)
CT Gen Stat § 31-128b (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128b - Employee access to personnel file, documentation of disciplinary action and notice of termination.

 (a) Each employer shall, not more than seven business days after receipt of a written request from an employee, permit such employee to inspect, and if requested, copy his or her personnel file if such a file exists. Such inspection shall take place during regular business hours at a location at or reasonably near the employee's place of employment. Each employer who has personnel files shall be required to keep any personnel file pertaining to a particular employee for at least one year after the termination of such employee's employment.(b) Each employer shall, not more than ten business days after receipt of a written request from a former employee, permit such former employee to inspect, and if requested, copy his or her personnel file if such a file exists, provided the employer receives such written request not later than one year after the termination of such former employee's employment with the employer. Such inspection shall take place during regular business hours at a location mutually agreed upon by the employer and former employee. If the employer and former employee cannot agree upon a location to conduct such inspection, the employer may satisfy the requirements of this subsection by mailing a copy of the former employee's personnel file to the former employee not more than ten business days after receipt of the written request from the former employee.(c) Each employer shall provide an employee with a copy of any documentation of any disciplinary action imposed on that employee not more than one business day after the date of imposing such action. Each employer shall immediately provide an employee with a copy of any documented notice of that employee's termination of employment.(P.A. 79-264, S. 2, 9; P.A. 80-158, S. 2, 6, 7; P.A. 13-176, S. 1.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 required that inspection take place at or near the employee's place of employment rather than “at the place where such file is kept”; P.A. 13-176 designated existing provisions as Subsec. (a) and amended same to replace “within a reasonable time” with “not more than seven business days” and add provision requiring employer to allow employee to copy his or her personnel file, added Subsec. (b) requiring employer to allow former employee to inspect and copy his or her personnel file within 1 year after termination of employment, and added Subsec. (c) requiring employer to provide employee with a copy of any documentation of disciplinary action or termination of employment.
CT Gen Stat § 31-128c (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128c - Employee access to medical records. Employer's duties re maintaining medical records.

 Each employer shall, within a reasonable time after receipt of a written request from an employee, permit an inspection of medical records pertaining to such employee which may be in such employer's possession. Such inspection shall take place during regular business hours at a location at or reasonably near the employee's place of employment and shall be made by a physician chosen by such employee or by a physician chosen by the employer with such employee's consent. Each employer that has medical records shall be required to keep any medical records pertaining to a particular employee for at least three years following termination of employment. Medical records, if kept by an employer, shall be kept separately and not as part of any personnel file.(P.A. 79-264, S. 3, 9; P.A. 80-158, S. 3, 6, 7; P.A. 99-284, S. 36, 60; P.A. 01-55.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 required that inspection take place at or near employee's place of employment rather than “at the place where such record is kept”; P.A. 99-284 changed “may” to “shall” re keeping medical records separately, effective July 1, 2000; P.A. 01-55 required the retention of medical records of an employee to be increased from one year to three years following the employee's termination and made a technical change.
CT Gen Stat § 31-128d (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128d - Employer's right to retain files on premises.

 Nothing in this chapter shall be construed as a requirement that an employee or his physician be permitted to remove his personnel file or medical records or any part of such file or records from the place on the employer's premises where it is made available for inspection. Each employer shall retain the right to protect his files and records from loss, damage or alteration to insure their integrity. Each employer may require that inspection of any personnel file or medical records take place in the presence of a designated official.(P.A. 79-264, S. 4, 9; P.A. 80-158, S. 4, 6, 7.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 added references to inspection of medical files and to inspections by employee's physician.
CT Gen Stat § 31-128e (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128e - Removal or correction of information. Employee's explanatory statement.

 (a) If, upon inspection of his or her personnel file or medical records, an employee disagrees with any of the information contained in such file or records, removal or correction of such information may be agreed upon by such employee and his or her employer. If such employee and employer cannot agree upon such removal or correction then such employee may submit a written statement explaining his or her position. Such statement shall be maintained as part of such employee's personnel file or medical records and shall accompany any transmittal or disclosure from such file or records made to a third party.(b) Each employer shall include a statement in clear and conspicuous language in any documented disciplinary action, notice of termination of such employee's employment or performance evaluation that the employee may, should the employee disagree with any of the information contained in such documented disciplinary action, notice of termination or performance evaluation, submit a written statement explaining his or her position. Such employee statement shall be maintained as part of such employee's personnel file and shall accompany any transmittal or disclosure from such file or records made to a third party.(P.A. 79-264, S. 5, 9; P.A. 80-158, S. 6, 7; P.A. 13-176, S. 2.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 changed effective date to July 1, 1980; P.A. 13-176 designated existing provisions as Subsec. (a) and made technical changes therein, and added Subsec. (b) requiring employer to include a statement in any disciplinary action, notice of termination or performance evaluation informing employee of his or her ability to submit a written statement explaining employee's position.
CT Gen Stat § 31-128f (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128f - Employee's consent required for disclosure.

 No individually identifiable information contained in the personnel file or medical records of any employee shall be disclosed by an employer to any person or entity not employed by or affiliated with the employer without the written authorization of such employee except where the information is limited to the verification of dates of employment and the employee's title or position and wage or salary or where the disclosure is made: (1) To a third party that maintains or prepares employment records or performs other employment-related services for the employer; (2) pursuant to a lawfully issued administrative summons or judicial order, including a search warrant or subpoena, or in response to a government audit or the investigation or defense of personnel-related complaints against the employer; (3) pursuant to a request by a law enforcement agency for an employee's home address and dates of his attendance at work; (4) in response to an apparent medical emergency or to apprise the employee's physician of a medical condition of which the employee may not be aware; (5) to comply with federal, state or local laws or regulations; or (6) where the information is disseminated pursuant to the terms of a collective bargaining agreement. Where such authorization involves medical records the employer shall inform the concerned employee of his or his physician's right of inspection and correction, his right to withhold authorization, and the effect of any withholding of such authorization upon such employee.(P.A. 79-264, S. 6, 9; P.A. 80-158, S. 5–7.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 made provisions specifically applicable to “individually identifiable” information, clarified that disclosure prohibition applies to persons or entities “not employed or affiliated with the employer”, expanded circumstances under which disclosure is allowed where previously disclosure was limited to cases “pursuant to a lawfully issued subpoena”, added reference to physician's right of inspection, changed wording slightly and changed effective date of P.A. 79-264 from January 1, 1981, to July 1, 1980.Cited. 201 C. 421.
CT Gen Stat § 31-128g (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128g - Employee's right to obtain copies.

 Each employer shall, within a reasonable time after receipt of a written request from an employee, provide such employee with a copy of all or part of his personnel file or provide such employee's physician with a copy of such employee's medical records, provided such request reasonably identifies the materials to be copied. Such employer may charge a fee for copying such file or records or any part of such file or records. Such fee shall be reasonably related to the cost of supplying the requested documents.(P.A. 79-264, S. 7, 9; P.A. 80-158, S. 6, 7.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 changed effective date to July 1, 1981.
CT Gen Stat § 31-128h (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128h - Frequency of inspection.

 No employer shall be required to permit an inspection of any employee's personnel file or medical records on more than two occasions in any calendar year.(P.A. 79-264, S. 8, 9; P.A. 80-158, S. 6, 7.)History: P.A. 79-264 effective January 1, 1981; P.A. 80-158 changed effective date to July 1, 1980.
CT Gen Stat § 31-128i (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128i - Employee's consent required for disclosure of participation in employee assistance program.

 (a) No employee assistance professional, employee or state employee shall be required to disclose any information or records concerning or confirming the employee's voluntary participation in an employee assistance program sponsored or authorized by an employer or the state or any of its agencies.(b) Except as permitted under section 31-128f, no employee assistance program, by itself or its agents or representatives, shall disclose any information or records concerning or confirming an employee's or a state employee's voluntary participation in such program without the prior written consent of the employee or state employee, except where disclosure is necessary to prevent harm to the employee or others.(c) For purposes of this section, “state employee” means any employee in the executive, legislative or judicial branch of state government, whether in the classified or unclassified service and whether full or part-time and any employee of a quasi-public agency.(P.A. 01-29; P.A. 03-187, S. 2.)History: P.A. 03-187 amended Subsec. (a) by adding “employee assistance professional”, “employee” and “employer” and amended Subsec. (b) by adding “employee” and authorizing disclosure where necessary to prevent harm.
CT Gen Stat § 31-128j (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 563a - Personnel Files|Section 31-128j - Labor Commissioner's subpoena powers.

 In connection with any investigation by the Labor Department regarding any provision of this chapter, the Labor Commissioner or the Labor Commissioner's duly authorized agent may summon by subpoena an employer against whom a complaint under this chapter has been filed, an employee who has filed a complaint that is the subject of such investigation, any other person having custody or control of such employee's medical records or personnel file or any person whose testimony may be pertinent to the matter under investigation, together with any records or other documents of the complaining employee relevant to such investigation. Any such records or documents obtained by the Labor Department pursuant to such subpoena shall be confidential and shall not be subject to disclosure under the Freedom of Information Act, as defined in section 1-200. In case of contumacy or refusal to obey a subpoena issued pursuant to this section, the Superior Court, upon application of the Labor Commissioner, shall have jurisdiction to make such order as may be appropriate to aid in the enforcement of this section.(P.A. 04-178, S. 1.)
CT Gen Stat § 31-129 (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 564 - Private Employment and Information Agencies|Section 31-129 - Definitions.

 As used in this chapter:(a) “Person” includes persons or a company, society, association, limited liability company or corporation;(b) “Employment agency” includes the business of procuring or offering to procure work or employment for persons seeking employment, or acting as agent for procuring such work or employment where a fee or other valuable thing is exacted, charged or received for procuring or assisting to procure employment, work or a situation of any kind or for procuring or providing help for any person;(c) “To accept or obtain employment, work or a situation” means to enter upon the duties of that employment, work or situation, with resulting remuneration for the same;(d) “Emigrant agent” means any person who, on behalf of an employment agency and for a fee, procures or attempts to procure domestic or household employment in Connecticut for persons outside the state seeking such employment, or domestic or household employees from outside the state for employers in the state seeking the services of such employees;(e) “Temporary help service” means any person conducting a business which consists of employing individuals directly for the purpose of furnishing part-time or temporary help to others.(1949 Rev., S. 3781; 1959, P.A. 640, S. 1; 1961, P.A. 401, S. 1; P.A. 73-461, S. 1, 8; P.A. 89-128, S. 1; P.A. 95-79, S. 116, 189.)History: 1959 act extended agency definition to include seeking employees for employers and defined “to accept or obtain employment,” etc.; 1961 act defined “emigrant agent”; P.A. 73-461 made technical changes and defined “temporary help service”; P.A. 89-128 redefined “employment agency” to exclude agencies who only supply employees to employers; P.A. 95-79 redefined “person” to include a limited liability company, effective May 31, 1995.Cited. 42 CS 376.
CT Gen Stat § 31-131b (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 564 - Private Employment and Information Agencies|Section 31-131b - Records to be kept.

 (a) Every licensed person shall keep a register for at least one year in which shall be entered the date of the application for employment and the name and address of every applicant from whom a fee is received or charged, the name and address of the person by whom the applicant was employed, the wages agreed to be paid, and the amount of fee charged and received. Such licensed person shall also enter, in the same or in a separate register, the name and address of every employer from whom a fee is received or charged, the date of such employer's request or assent that applicants be furnished, the name of the one employed, the capacity in which employed, the rate of wages agreed upon, and the amount of fee received or charged.(b) The original or duplicate original of each application for employment shall be retained by every employment agency for one year following the date on which the application is filed.(c) A true copy of every advertisement used, together with a true copy of the job order upon which it was predicated, shall be retained by every employment agency for a period of sixty days following the date of publication of such advertisement.(d) All such records shall, at all reasonable hours, be open to the examination of the commissioner or his authorized agents.(P.A. 73-461, S. 4, 8.)
CT Gen Stat § 31-131c (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 564 - Private Employment and Information Agencies|Section 31-131c - Enforcement, penalties.

 (a) The commissioner may cancel or suspend the license of any person when it appears to his satisfaction, upon hearing, that such person has been convicted in a state or federal court of an offense which, under the laws of the state, is a felony or of any offense involving moral turpitude, or that such person had obtained his license illegally or fraudulently or was guilty of fraud, false swearing or deception in applying for his license, or that such person has engaged in any immoral, fraudulent conduct in connection with the operation of an employment agency, or that such person has violated or is violating the provisions of this chapter. The commissioner shall not cancel the license of any person until a complaint in writing, made by a creditable person, is filed with him, specifying the ground or grounds of the complaint, and a full and fair hearing given to the licensee thereon.(b) Upon the filing of a complaint, the commissioner shall conduct a hearing on such complaint in accordance with the provisions of chapter 54, governing contested cases.(c) Any person whose license is suspended or cancelled or against whom a fine has been levied by the commissioner may, within thirty days after the service upon him of the decision of the commissioner, appeal such decision to the Superior Court. If the person whose license has been suspended or cancelled by the commissioner or against whom a fine has been levied by the commissioner, within ten days after receiving information of such suspension, cancellation, or fine, gives notice to the commissioner in writing of his intention to appeal such decision, the action of the commissioner in suspending or cancelling such license or imposing a fine shall be suspended for a period of thirty days but, unless such appeal is filed within said time, the action of the commissioner shall be final. If an appeal from the decision of the commissioner is filed within said time, the action of the commissioner shall remain suspended until the validity of the license or fine in question is adjudicated by the court in such appeal. Any person whose license is finally cancelled according to the provisions of this section shall be prohibited from obtaining another private employment agency license for a period of five years.(d) Any person who operates an employment agency without obtaining a license therefor shall be guilty of a class A misdemeanor. If it is shown to the satisfaction of the commissioner, after hearing as provided in subsection (b) of this section, that any person has violated any other provision of this chapter, the commissioner may levy a fine against such person not to exceed two hundred and fifty dollars.(P.A. 73-461, S. 6, 8; P.A. 76-436, S. 268, 681.)History: P.A. 76-436 replaced court of common pleas with superior court in Subsec. (c), effective July 1, 1978.