reglab/housing_qa huggingface dataset:
AR Code § 11-3-402 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 3 - Labor Relations and Practices|Subchapter 4 - Labor Disputes|§ 11-3-402. Interference with railroad engines and employees prohibited

 (a) Where a labor union or striking employees are picketing, or causing to be picketed, the premises or approach to the premises of any employer which is not a railroad, it shall be unlawful for any persons to stand upon the track or in the way or otherwise interfere with, prevent, delay, forbid, or obstruct by force or threats the progress of any railroad engine, train, or cars operated by a railroad common carrier in the performance of its common carrier duties and moving from, to, or past the premises.  (b) Where any labor union or striking employees are picketing, or causing to be picketed, the premises or approach to the premises of an employer which is not a railroad, it shall be unlawful for any person, through intimidation, picketing, or otherwise intentionally to induce or persuade, or to seek to induce or persuade, any employees of a railroad not to enter, leave, or pass the premises with any railroad engine, train, or cars operated by a railroad in the performance of its common carrier duties.  (c) Any person who shall violate any of the provisions of this section shall upon conviction be adjudged guilty of a misdemeanor and punished by a fine not exceeding five hundred dollars ($500) or by imprisonment in the county jail for a time not to exceed six (6) months, or by both fine and imprisonment.  (d) In addition to the penalty provisions of this section, it shall be the duty of any court of competent jurisdiction at the instance of any party adversely affected by a violation of this section to enforce the provisions by restraining orders and injunction.  (e) Anyone conspiring with others to cause a violation of this section shall be liable in a civil action for damages.
AR Code § 11-4-101 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 1 - General Provisions|§ 11-4-101. Assignment of wages

 No assignment or order for wages to be earned in the future to secure a loan of less than two hundred dollars ($200) shall be valid against any employer of the person making the assignment or order until the assignment or order is accepted in writing by the employer and the assignment or order and the acceptance of it has been filed with the recorder of the county where the party making the assignment or order resides if a resident of this state or in the state where he or she is employed.
AR Code § 11-4-103 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 1 - General Provisions|§ 11-4-103. Employment status

 For purposes of this chapter, employment status as an employee or independent contractor is determined by consideration of the twenty-factor test required by the Empower Independent Contractors Act of 2019, § 11-1-201 et seq.
AR Code § 11-4-201 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-201. Title

 This subchapter shall be known as the “Minimum Wage Act of the State of Arkansas”.
AR Code § 11-4-202 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-202. Policy

 It is declared to be the public policy of the State of Arkansas to establish minimum wages for workers in order to safeguard their health, efficiency, and general well-being and to protect them as well as their employers from the effects of serious and unfair competition resulting from wage levels detrimental to their health, efficiency, and well-being.
AR Code § 11-4-205 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-205. Right of collective bargaining not affected

 Nothing in this subchapter, including the provisions of § 11-4-218(b), shall be deemed to interfere with, impede, or in any way diminish the right of employers and employees to bargain collectively through representatives of their own choosing in order to establish wages or other conditions of work.
AR Code § 11-4-209 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-209. Director of the Division of Labor — Powers and duties

 (a) For any occupation, the Director of the Division of Labor shall make and revise such administrative rules, including definitions of terms, as he or she may deem appropriate to carry out the purposes of this subchapter or necessary to prevent the circumvention or evasion thereof and to safeguard the minimum wage rates established.  (b) The rules may include, but are not limited to, rules governing:  (1) Outside or commission salespersons;  (2) Learners and apprentices, their number, proportion, and length of service;  (3) Part-time pay, bonuses, and fringe benefits;  (4) Special pay for special or extra work;  (5) Permitted charges to employees or allowances for board, lodging, apparel, or other facilities or services customarily furnished by employers to employees;  (6) Allowances for gratuities; and  (7) Allowances for other special conditions or circumstances which may be usual in a particular employer-employee relationship.    (c) Rules shall be promulgated pursuant to the Arkansas Administrative Procedure Act, § 25-15-201 et seq.  (d) The director or his or her authorized representatives shall:  (1) Have authority to enter and inspect the place of business or employment of any employer in the state for the purpose of:  (A) Examining and inspecting any or all books, registers, payrolls, and other records of any employer that in any way relate to or have a bearing upon the question of wages, hours, and other conditions of employment of any employees;  (B) Copying any or all of the books, registers, payrolls, and other records as he or she may deem necessary or appropriate; and  (C) Questioning employees for the purpose of ascertaining whether the provisions of this subchapter and rules issued under this subchapter have been and are being complied with;    (2) Have authority to require from the employer full and correct statements in writing, including sworn statements, with respect to wages, hours, names, addresses, and such information pertaining to his or her employees as the director or his or her authorized representative may deem necessary or appropriate;  (3) Publish all rules promulgated pursuant to this subchapter; and  (4) Otherwise implement and enforce the provisions of this subchapter and the rules issued under this subchapter.
AR Code § 11-4-210 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-210. Minimum wage

 (a)  (1) Beginning October 1, 2006, every employer shall pay each of his or her employees wages at the rate of not less than six dollars and twenty-five cents ($6.25) per hour except as otherwise provided in this subchapter.  (2) Beginning January 1, 2015, every employer shall pay each of his or her employees wages at the rate of not less than seven dollars and fifty cents ($7.50) per hour, beginning January 1, 2016, the rate of not less than eight dollars ($8.00) per hour, and beginning January 1, 2017, the rate of not less than eight dollars and fifty cents ($8.50) per hour, except as otherwise provided in this subchapter.  (3) Beginning January 1, 2019, every employer shall pay each of his or her employees wages at the rate of not less than nine dollars and twenty-five cents ($9.25) per hour, beginning January 1, 2020 the rate of not less than ten dollars ($10.00) per hour and beginning January 1, 2021 the rate of not less than eleven dollars ($11.00) per hour except as otherwise provided in this subchapter.    (b) With respect to any full-time student attending any accredited institution of education within this state and who is employed to work an amount not to exceed twenty (20) hours during weeks that school is in session or forty (40) hours during weeks when school is not in session, the rate of wage shall be equal to but not less than eighty-five percent (85%) of the minimum wage provided in this section.
AR Code § 11-4-212 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-212. Allowance for gratuities

 (a) Every employer of an employee engaged in any occupation in which gratuities have been customarily and usually constituted and have been recognized as a part of remuneration for hiring purposes shall be entitled to an allowance for gratuities as a part of the hourly wage rate provided in § 11-4-210 in an amount of no less than three dollars and sixty-two cents ($3.62) per hour, provided that the employee actually received that amount in gratuities and that the application of the foregoing gratuity allowances results in payment of wages other than gratuities to tipped employees, including full-time students subject to the provisions of § 11-4-210, of no less than two dollars and sixty-three cents ($2.63) per hour.  (b) In determining whether an employee received in gratuities the amount claimed, the Director of the Division of Labor may require the employee to show to the satisfaction of the director that the actual amount of gratuities received by him or her during any work week was less than the amount determined by the employer as the amount by which the wage paid the employee was deemed to be increased under this section.
AR Code § 11-4-213 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-213. Allowance for furnishing board, lodging, apparel, etc

 (a) An employer of an employee engaged in an occupation in which board, lodging, apparel, or other items and services are customarily and regularly furnished to the employee for his or her benefit is entitled to an allowance for the reasonable value of board, lodging, apparel, or other items and services as part of the hourly wage rate provided in § 11-4-210 in an amount not to exceed the fair and reasonable cost of the board, lodging, apparel, or other items and services.  (b) The determination of reasonable cost of the board, lodging, apparel, or other items and services shall be based on 29 U.S.C. § 203(m), as it existed on January 1, 2019, and 29 C.F.R. § 531.1 et seq.
AR Code § 11-4-214 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-214. Temporary special exemptions — Definition

 (a) Any person handicapped by lack of skill, age, or physical or mental deficiency or injury in any way that his or her earning capacity is impaired shall be granted a temporary special exemption license or permit authorizing the employment of the person at wages lower than the minimum prescribed in this subchapter until such time as the Director of the Division of Labor shall hold a hearing and prescribe rules regarding exemption of these persons as authorized in this section.  (b)  (1) The director may provide by rule, after notice and public hearing at which any person may be heard, for the employment in any occupation of individuals whose earning capacity is impaired by age or physical or mental deficiency or injury at wages lower than the minimum wage rate provided in § 11-4-210 as he or she may find appropriate to prevent curtailment of opportunities for employment, to avoid undue hardship, and to safeguard the minimum wage rate under this subchapter.  (2) In addition, the director, by rule or special order, may provide for the employment of handicapped clients in work activities centers under special certificates at wages that are less than the minimum prescribed in § 11-4-210 that the director determines constitutes equitable compensation for the clients in work activities centers.    (c) For the purposes of this section, the term “work activities centers” shall mean centers planned and designed exclusively to provide therapeutic activities for handicapped clients whose physical and mental impairment is so severe as to make their productivity capacities inconsequential.
AR Code § 11-4-215 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-215. Learners, apprentices, and full-time students

 (a) For any occupation, the Director of the Division of Labor may provide, by rule, after a public hearing at which any person may be heard, for the employment in the occupation of learners, apprentices, and full-time students at wages lower than the minimum wage rate provided in § 11-4-210(b) as he or she may find appropriate to prevent curtailment of opportunities for employment and to safeguard the minimum wage rate under this subchapter.  (b) No employee shall be employed at wages fixed pursuant to this section, except under special license issued under applicable rules of the director.
AR Code § 11-4-216 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-216. Posting of law

 (a) Every employer subject to any provisions of this subchapter or of any rules issued under this subchapter shall keep a summary of this subchapter, approved by the Director of the Division of Labor, and copies of any applicable rules issued under this subchapter, or a summary of the rules approved by the director, posted in a conspicuous and accessible place in or about the premises wherein any person subject thereto is employed.  (b) Employers shall be furnished copies of the summaries of this statute and rules by the director on request without charge.
AR Code § 11-4-217 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-217. Records kept by employer

 (a) Every employer subject to any provision of this subchapter or of any rule issued under this subchapter shall make and keep for a period of not less than three (3) years in or about the premises wherein any employee is employed a record of the name, address, and occupation of each of his or her employees, the rate of pay, the amount paid each pay period to each employee, and such other information as the Director of the Division of Labor shall prescribe by rule as necessary or appropriate for the enforcement of the provisions of this subchapter or of the rules under this subchapter.  (b) The records shall be open for inspection or transcription by the director or his or her authorized representative at any reasonable time.  (c) Every employer shall furnish to the director or to his or her authorized representative on demand a sworn statement of the records and information upon forms prescribed or approved by the director.
AR Code § 11-4-219 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-219. Judicial review

 (a) Any interested person in any occupation for which any administrative rule has been issued under the provisions of this subchapter who may be aggrieved by any rule may obtain a review thereof in the circuit court of the county of the residence of the aggrieved party by filing in the court within twenty (20) days after the date of publication of the rule a written petition praying that the rule be modified or set aside.  (b) A copy of the petition shall be served upon the Director of the Division of Labor.  (c)  (1) The court shall review the record of the proceedings before the director, and the director's findings of fact shall be affirmed if supported by substantial evidence. The court shall determine whether the rule is in accordance with law.  (2) If the court determines that the rule is not in accordance with law, it shall remand the case to the director with directions to modify or revoke the rule.    (d)  (1) If application is made to the court for leave to adduce additional evidence by any aggrieved party, the party shall show to the satisfaction of the court that the additional evidence is material and that there were reasonable grounds for the failure to adduce the evidence before the director.  (2) If the court finds that the evidence is material and that reasonable grounds exist for failure of the aggrieved party to adduce the evidence in prior proceedings, the court shall remand the case to the director with directions that the additional evidence be taken before the director.  (3) The director may modify his or her findings and conclusions, in whole or in part, by reason of the additional evidence.    (e) Hearings in the circuit court on all appeals taken under the provisions of this subchapter shall take precedence over all matters except matters of the same character. The jurisdiction of the court shall be exclusive, and its judgment and decree shall be final, except that it shall be subject to review by the Supreme Court.  (f)  (1) The commencement of proceedings under subsections (a)-(d) of this section, unless specifically ordered by the court, shall not operate as a stay of an administrative rule issued under the provisions of this subchapter.  (2) The court shall not grant any stay of an administrative rule unless the person complaining of the rule shall file an amount in the court, undertaking with a surety satisfactory to the court, for payment to the employees affected by the rule in the event that the rule is affirmed. The surety shall be in an amount by which the compensation the employees are entitled to receive under the rule exceeds the compensation they actually receive while the stay is in effect.
AR Code § 11-4-220 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-220. Person entitled to file a claim

 (a) Any employee covered by this subchapter may file a claim with the Director of the Division of Labor charging that an employer has violated § 11-4-210 or § 11-4-211 as to any employee or other person.  (b) The director shall promptly investigate each claim.  (c) The name of any employee identified in a claim shall be kept confidential until the director issues an administrative complaint or the director is ordered to release the information by order of a court of competent jurisdiction.
AR Code § 11-4-222 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 2 - Minimum Wage Law|§ 11-4-222. Political subdivisions prohibited from requiring more than federal or state requirements from employers — Definitions

 (a) As used in this section:  (1) “Employee” means an individual employed in this state by an employer;  (2)  (A) “Employer” means an individual, sole proprietorship, partnership, limited liability company, corporation, or other entity that does business in this state.  (B) However, “employer” does not include a public employer;    (3) “Employment benefit” means anything of value that an employee may receive from an employer in addition to wages and salary, including without limitation:  (A) Health, disability, retirement, profit-sharing, and death benefits;  (B) Group accidental death and dismemberment benefits;  (C) Paid or unpaid days off from work for holidays, sick leave, vacation, and personal necessity; and  (D) Terms of employment, notice of scheduling, attendance, or leave policies;    (4) “Political subdivision” means a county, city, or town in this state; and  (5) “Public employer” means the State of Arkansas and each political subdivision of the state.    (b) A political subdivision shall not establish, mandate, or otherwise require an employer to provide to an employee a minimum or living wage rate or employment benefit that exceeds the requirements of federal laws or regulations or state laws or rules.
AR Code § 11-4-301 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-301. Definition

 As used in this subchapter, “labor” means work or service performed by a person employed for a period of time for which the wages or salary or remuneration for the work or services is to be paid at stated intervals or at the termination of the employment or for physical work actually performed by an independent contractor if the amount in controversy does not exceed two thousand dollars ($2,000).
AR Code § 11-4-302 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-302. Act cumulative

 This subchapter is a substitute for Acts 1923, No. 380, but apart from that act is cumulative in its effect and shall not be so construed as to nullify or repeal the laws now existing with regard to liens.
AR Code § 11-4-303 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-303. Director of Division of Labor to conduct hearing

 (a) Upon application of either employer or employee, the Director of the Division of Labor or any person authorized by the director shall have authority to inquire into, hear, and decide disputes arising from wages earned and shall allow or reject any deduction from wages.  (b) Upon motion of either employer or employee, the amount found to be due may be paid in the presence of the director or person designated by him or her, and after final hearing by the director or person appointed by him or her, he or she shall file in the office of the Division of Labor a copy of findings and facts and his or her award.  (c) The amount of the award of the director shall be presumed to be the amount of wages, if any, due and unpaid to the employee.
AR Code § 11-4-304 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 4 - Wage and Hour Regulation Generally|Subchapter 3 - Wage Disputes|§ 11-4-304. Judicial review

 (a) If either employer or employee shall fail or refuse to accept the findings of the Director of the Division of Labor, then either shall have the right to proceed at law as provided.  (b) If the claim is meritorious, and if within the discretion of the director the claimant's lack of financial ability entitles him or her to the services of the Division of Labor, the director in the name of the State of Arkansas, for the benefit of the claimant, may institute action in any court of competent jurisdiction, without paying costs or giving bond for costs, and shall be entitled to all remedies available to litigants in the prosecution of actions and their enforcement, if successful.  (c) Nothing in this section shall be construed so as to relieve an unsuccessful defendant from paying costs.