reglab/housing_qa huggingface dataset:
19 DE Code § 741. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 741. Statement of purpose.

§ 741. Statement of purpose. The General Assembly finds that the benefits of meaningful work have significance and importance to all working-age individuals, including persons with disabilities, which shall include, but not be limited to, veterans with service-connected disabilities. All persons, including persons with disabilities, have a right to the opportunity for competitive employment. In order to achieve meaningful and competitive employment for persons with disabilities, employment opportunities in fully-integrated work settings shall be the first and priority option explored in the service planning for working-age persons with disabilities. 78 Del. Laws, c. 331, §  1;
19 DE Code § 742. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 742. Definitions.

§ 742. Definitions. As used in this subchapter, unless the context otherwise requires:  (1) “Competitive employment” means work in the competitive labor market that is performed on a full-time or part-time basis in an integrated setting and for which a person with a disability is compensated at or above the minimum wage, but not less than the customary wage and level of benefits paid by the employer for the same or similar work performed by persons without disabilities. (2) “Disability” means, with respect to an individual:  a. A physical or mental impairment that substantially limits 1 or more major life activities of such individual; b. A record of such an impairment; or c. Being regarded as having such an impairment, as defined in the Americans with Disabilities Act of 1990, as amended [42 U.S.C. § 12101 et seq.]. (3) “Integrated setting” means with respect to an employment outcome, a setting typically found in the community in which persons with disabilities interact with persons without disabilities, other than persons without disabilities who are providing services to those persons with disabilities, to the same extent that persons without disabilities in comparable positions interact with other persons. (4) “Working age” means 14 years of age or older in accordance with § 505 of this title.78 Del. Laws, c. 331, §  1;
19 DE Code § 743. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 743. Employment first policy.

§ 743. Employment first policy. It is hereby declared to be the policy of this State that competitive employment in an integrated setting shall be considered its first and priority option when offering or providing services to persons with disabilities who are of working age. All state agencies that provide services and support to persons with disabilities shall follow this policy and ensure that it is effectively implemented in their programs and services. Nothing in this subchapter shall be construed to limit or disallow any disability benefits to which a person with a disability who is unable to be employed as contemplated by this subchapter would otherwise be entitled. Nothing in this subchapter shall be construed to require any employer to give preference to hiring persons with disabilities. 78 Del. Laws, c. 331, §  1;
19 DE Code § 744. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 744. Implementation of policy by state agencies.

§ 744. Implementation of policy by state agencies. (a) All state agencies shall coordinate efforts and shall collaborate within and among such agencies to ensure that state programs, policies, procedures and funding support competitive employment in integrated settings for persons with disabilities who are of working age. All state agencies shall, whenever feasible, share data and information across systems in order to track progress toward full implementation of this subchapter. All state agencies are encouraged to adopt measurable goals and objectives to promote assessment of progress in implementing this subchapter. (b) State agencies are authorized to adopt rules and regulations to implement this subchapter. 78 Del. Laws, c. 331, §  1;
19 DE Code § 745. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 745. Establishment of Employment First Oversight Commission.

§ 745. Establishment of Employment First Oversight Commission. (a) There is hereby established an Employment First Oversight Commission under the purview of the State Council for Persons with Disabilities, which shall facilitate the full, effective and timely implementation of this subchapter. (b) The Commission shall consist of members, who are residents of this State, or work in the State and whose employment agency shall either represent or advocate for the employment of persons with disabilities. (1) Four members who are persons with a disability and who are knowledgeable of disability issues whom shall be recommended by the Commission, 1 of whom shall be a veteran and 1 of whom shall be a member of the State Council for Persons with Disabilities, and including all of the following:  a. One shall be appointed by the Speaker of the House of Representatives. b. One shall be appointed by the Minority Leader of the House of Representatives. c. One shall be appointed by the President Pro Tempore of the Senate. d. One shall be appointed by the Minority Leader of the Senate. (2) One member who is experienced with employment service programs and who is not a state employee and who shall be appointed by the chair of the State Council for Persons with Disabilities. (3) A representative of the Division of Industrial Affairs, appointed by the Secretary of Labor. (4) A representative of the Division of Vocational Rehabilitation, appointed by the Secretary of Labor. (5) The Secretary of Education or a designee appointed by the Secretary. (6) The Secretary of Health and Social Services or a designee appointed by the Secretary. (7) The Director of the Division of Developmental Disabilities Services or a designee appointed by the Director. (8) The Chair of the Developmental Disabilities Council or a designee appointed by the Chair. (9) The Secretary of the Department of Human Resources or a designee appointed by the Secretary. (10) The Executive Director of the Delaware Community Legal Aid Society Inc. or a designee appointed by the Executive Director. (11) The Director of the Division for the Visually Impaired or a designee appointed by the Director. (12) The Director of the Division of Substance Abuse and Mental Health or a designee appointed by the Director. (13) Other councils, committees, agencies, organizations and individuals as approved by both the Employment First Oversight Commission and the affected council, committee, agency, organization or individual. (c)-(e) [Repealed.] (f) Members of the Commission shall serve without compensation. (g) Any member, who is absent without adequate reason for 3 consecutive meetings, or who fails to attend at least half of all regular business meetings during any calendar year, shall be subject to suspension or removal from the Commission. 78 Del. Laws, c. 331, §  1;  70 Del. Laws, c. 186, §  1;  81 Del. Laws, c. 408, § 1;  82 Del. Laws, c. 218, § 1;
19 DE Code § 746. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 746. Commission organization; meetings; officers; quorum.

§ 746. Commission organization; meetings; officers; quorum. (a) The Commission shall hold regularly scheduled business meetings at least once in each quarter, and at such times as the chairperson deems necessary, or at the request of a majority of the members of the Commission. (b) The Commission shall elect a chairperson and vice-chairperson. Each officer shall serve for a 2–year term. Each officer may be reelected for an additional consecutive term. (c) A majority of the members shall constitute a quorum for the purpose of transacting business. 78 Del. Laws, c. 331, §  1;  70 Del. Laws, c. 186, §  1;  82 Del. Laws, c. 218, § 1;
19 DE Code § 747. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter V. Employment First Act|§ 747. Powers and duties of Commission.

§ 747. Powers and duties of Commission. (a) The Commission shall review measurable goals and objectives as submitted to it by each relevant state agency to ensure implementation of this subchapter. The Commission shall track the measurable progress of state agencies in implementing this subchapter. All state agencies shall fully cooperate with and provide data and information to assist the Commission in carrying out its duties. (b) The Commission shall prepare an annual report as part of, and included in, the annual report submitted by the State Council for Persons with Disabilities to the Governor and members of the General Assembly. The report shall detail progress toward the goals and objectives and full implementation of this subchapter. All state agencies shall cooperate with the Commission on the creation and dissemination of the report. The report also shall identify barriers to achieving the outcomes along with the effective strategies and policies that can help realize the employment first initiative. 78 Del. Laws, c. 331, §  1;
19 DE Code § 750. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter VI. Jamie Wolfe Employment Act|§ 750. Short title.

§ 750. Short title. This subchapter may be known as the “Jamie Wolfe Employment Act.”  83 Del. Laws, c. 254, § 1;
19 DE Code § 751. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter VI. Jamie Wolfe Employment Act|§ 751. Statement of purpose.

§ 751. Statement of purpose. The General Assembly finds as follows:  In 1938, § 14(c) of the federal Fair Labor Standards Act (29 U.S.C. § 214(c)) authorized the United States Secretary of Labor to grant special wage certificates to certain entities, allowing those entities to pay individuals with disabilities subminimum wages. § 905 of this title authorizes the Department of Labor to promulgate regulations permitting the employment of persons with disabilities at wages lower than the minimum wage. While the special wage certificate program was considered progressive when initiated, advances in vocational rehabilitation, technology, and training as well as changes in attitudes and laws regarding the ability of, and opportunities for, both students and adults with disabilities to work and live in the community now provide persons with disabilities greater employment opportunities. Persons with disabilities, regardless of their work environment, should be compensated like their peers without disabilities. Competitive employment opportunities as well as meaningful alternatives should be offered to individuals who are currently participating in programs that pay less than the minimum wage. In order to effectuate the purpose of the Employment First Act contained in this chapter, authorization to pay subminimum wages will be phased out and ultimately eliminated. 83 Del. Laws, c. 254, § 1;
19 DE Code § 752. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter VI. Jamie Wolfe Employment Act|§ 752. Minimum wage for individuals with a disability.

§ 752. Minimum wage for individuals with a disability. Commencing January 31, 2024, an employer who is authorized to employ an individual with a disability at a subminimum wage pursuant to a special certificate issued under 29 U.S.C. § 214(c) or under regulations promulgated under § 905 of this title may not employ or agree to employ or otherwise remunerate or compensate an individual with a disability at an hourly rate lower than the effective rate payable under § 902 of this title. 83 Del. Laws, c. 254, § 1;
19 DE Code § 754. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 7. Employment Practices|Subchapter VI. Jamie Wolfe Employment Act|§ 754. Regulations.

§ 754. Regulations. The Department may promulgate regulations necessary for implementation of the Jamie Wolfe Employment Act. 83 Del. Laws, c. 254, § 1;
19 DE Code § 1601. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1601. Statement of policy.

§ 1601. Statement of policy. It is the declared policy of the State and the purpose of this chapter to promote harmonious and cooperative relationships between public employers and their employees, employed as police officers and firefighters, and to protect the public by assuring the orderly and uninterrupted operations and functions of public safety services. These policies are best effectuated by:  (1) Granting to police officers and firefighters the right of organization and representation; (2) Obligating public employers and organizations of police officers and firefighters which have been certified as representing their employees to enter into collective bargaining negotiations with the willingness to resolve disputes relating to terms and conditions of employment and to reduce to writing any agreements reached through such negotiations; and (3) Empowering the Public Employment Relations Board to assist in resolving disputes between police officers or firefighters and their public employers and to administer this chapter.65 Del. Laws, c. 477, §  1;
19 DE Code § 1603. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1603. Employee rights.

§ 1603. Employee rights. Employees shall have the right to:  (1) Organize, form, join or assist any employee organization, provided that membership in, or an obligation to pay any dues, fees, assessments or other charges to, an employee organization shall not be required as a condition of employment. (2) Negotiate collectively or grieve through representatives of their own choosing. (3) Engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection insofar as any such activity is not prohibited by this chapter or any other law of the State. (4) Be represented by their exclusive representative, if any, without discrimination.65 Del. Laws, c. 477, §  1;
19 DE Code § 1604. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1604. Employee organization as exclusive representative.

§ 1604. Employee organization as exclusive representative. (a) The employee organization designated or selected for the purpose of collective bargaining by the majority of the employees in an appropriate collective bargaining unit shall be the exclusive representative of all the employees in the unit for such purpose and shall have the duty to represent all unit employees without discrimination. Where an exclusive representative has been certified, a public employer shall not bargain in regard to matters covered by this chapter with any employee, group of employees or other employee organization. (b) Nothing contained in this section shall prevent employees individually, or as a group, from presenting complaints to a public employer and from having such complaints adjusted without the intervention of the exclusive representative for the bargaining unit of which they are a part, as long as the representative is given an opportunity to be present at such adjustment and to make its view known, and as long as the adjustment is not inconsistent with the terms of an agreement between the public employer and the exclusive representative which is then in effect. The right of the exclusive representative shall not apply where the complaint involves matters of personal, embarrassing and confidential nature, and the complainant specifically requests, in writing, that the exclusive representative not be present. (c) Any employee organization which has been certified as an exclusive representative shall have the right to have its dues deducted and collected by the employer from the salaries of those employees within the bargaining unit who authorize, in writing, the deduction of said dues. Such authorization is revocable at the employee's written request. Said deductions shall commence upon the exclusive representative's written request to the employer. Such right to deduction shall be in force for so long as the employee organization remains the exclusive bargaining representative for the employees in the unit. The public employer is expressly prohibited from any involvement in the collection of fines, penalties or special assessments levied on members by the exclusive representative. 65 Del. Laws, c. 477, §  1;
19 DE Code § 1605. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1605. Employer rights.

§ 1605. Employer rights. A public employer is not required to engage in collective bargaining on matters of inherent managerial policy which include, but are not limited to, such areas of discretion or policy as the functions and programs of the public employer, its standards of services, overall budget, utilization of technology, the organizational structure and the staffing levels, selection and direction of personnel. 65 Del. Laws, c. 477, §  1;
19 DE Code § 1606. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1606. Public Employment Relations Board.

§ 1606. Public Employment Relations Board. The Board, established by § 4006 of Title 14, known as the “Public Employment Relations Board,” shall be empowered to administer this chapter under rules and regulations which it shall adopt and publish. 65 Del. Laws, c. 477, §  1;
19 DE Code § 1607. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1607. Unfair labor practices — Enumerated.

§ 1607. Unfair labor practices — Enumerated. (a) It is an unfair labor practice for a public employer or its designated representative to do any of the following:  (1) Interfere with, restrain or coerce any employee in or because of the exercise of any right guaranteed under this chapter. (2) Dominate, interfere with or assist in the formation, existence or administration of any labor organization. (3) Encourage or discourage membership in any employee organization by discrimination in regard to hiring, tenure or other terms and conditions of employment. (4) Discharge or otherwise discriminate against an employee because the employee has signed or filed an affidavit, petition or complaint, or has given information or testimony under this chapter. (5) Refuse to bargain collectively in good faith with an employee representative which is the exclusive representative of employees in an appropriate unit. (6) Refuse or fail to comply with any provision of this chapter or with rules and regulations established by the Board pursuant to its responsibility to regulate the conduct of collective bargaining under this chapter. (7) Refuse to reduce an agreement, reached as a result of collective bargaining, to writing and sign the resulting contract. (8) Refuse to disclose any public record as defined by Chapter 100 of Title 29. (b) It is an unfair labor practice for a public employee or for an employee organization or its designated representative to do any of the following:  (1) Interfere with, restrain or coerce any employee in or because of the exercise of any right guaranteed under this chapter.  (2) Refuse to bargain collectively in good faith with the public employer or its designated representative if the employee organization is an exclusive representative. (3) Refuse or fail to comply with any provision of this chapter or with rules and regulations established by the Board pursuant to its responsibility to regulate the conduct of collective bargaining under this chapter. (4) Refuse to reduce an agreement reached as a result of collective bargaining to writing and sign the resulting contract. (5) Distribute organizational literature or otherwise solicit public employees during working hours in areas where the actual work of public employees is being performed in such a way as to hinder or interfere with the operation of the public employer. This paragraph shall not be construed to prohibit the distribution of literature during the employee's designated meal period or in such areas not specifically devoted to the performance of the employee's official duties. (6) Hinder or prevent (by threats, intimidation, force or coercion of any kind) the pursuit of any lawful work or employment by any person, or unreasonably interfere with the entrance to or egress from any place of employment.65 Del. Laws, c. 477, §  1;
19 DE Code § 1608. (2021)
2021 Delaware Code|Title 19 - Labor|Chapter 16. Police Officers’ and Firefighters’ Employment Relations Act|Subchapter I. General Provisions|§ 1608. Unfair labor practices — Disposition of complaints.

§ 1608. Unfair labor practices — Disposition of complaints. (a) The Public Employment Relations Board is empowered and directed to prevent any unfair labor practice described in § 1607(a) and (b) of this title and to issue appropriate remedial orders. Whenever it is charged that anyone has engaged or is engaging in any unfair practice described in § 1607(a) and (b) of this title, the Board or any designated agent thereof shall have authority to issue and cause to be served upon such party a complaint stating the specific unfair practice charge and including a notice of hearing containing the date and place of hearing before the Board or any designated agent thereof. Evidence shall be taken and filed with the Board; provided, that no complaint shall issue based on any unfair labor practice occurring more than 180 days prior to the filing of the charge with the Board. (b) (1) If, upon all the evidence taken, the Board shall determine that any party charged has engaged or is engaging in any such unfair practice, the Board shall state its findings of fact and conclusions of law and issue and cause to be served on such party an order requiring such party to cease and desist from such unfair practice, and to take such reasonable affirmative action as will effectuate the policies of this chapter, such as payment of damages and/or the reinstatement of employee; provided, however, that the Board shall not issue:  a. Any order providing for binding interest arbitration or any or all issues arising in collective bargaining between the parties involved; or b. Any order, the effect of which is to compel concessions on any items arising in collective bargaining between the parties involved. (2) If, upon the evidence taken, the Board shall determine that any party charged has not engaged or is not engaging in any such unfair practice, the Board shall state, in writing, its findings of fact and the conclusions of law and issues and dismiss the complaint. (c) In addition to the powers granted by this section, the Board shall have the power, at any time during proceedings authorized by this section, to issue orders providing such temporary or preliminary relief as the Board deems just and proper, subject to the limitations of subsection (b) of this section. 65 Del. Laws, c. 477, §  1;  72 Del. Laws, c. 145, §  1;