reglab/housing_qa huggingface dataset:
CA Labor Code § 230.3 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 230.3.

230.3.  (a) An employer shall not discharge or in any manner discriminate against an employee for taking time off to perform emergency duty as a volunteer firefighter, a reserve peace officer, or emergency rescue personnel.(b) An employee who is discharged, threatened with discharge, demoted, suspended, or in any other manner discriminated against in the terms and conditions of employment by his or her employer because the employee has taken time off to perform emergency duty as a volunteer firefighter, a reserve peace officer, or emergency rescue personnel shall be entitled to reinstatement and reimbursement for lost wages and work benefits caused by the acts of the employer. Any employer who willfully refuses to rehire, promote, or otherwise restore an employee or former employee who has been determined to be eligible for rehiring or promotion by a grievance procedure, arbitration, or hearing authorized by law, is guilty of a misdemeanor.(c) (1) Subdivisions (a) and (b) of this section shall not apply to any public safety agency or provider of emergency medical services if, as determined by the employer, the employee’s absence would hinder the availability of public safety or emergency medical services.(2) An employee who is a health care provider shall notify his or her employer at the time the employee becomes designated as emergency rescue personnel and when the employee is notified that he or she will be deployed as a result of that designation.(d) (1) For purposes of this section, “volunteer firefighter” shall have the same meaning as the term “volunteer” in Section 50952 of the Government Code.(2) For purposes of this section, “emergency rescue personnel” means any person who is an officer, employee, or member of a fire department or fire protection or firefighting agency of the federal government, the State of California, a city, county, city and county, district, or other public or municipal corporation or political subdivision of this state, or of a sheriff’s department, police department, or a private fire department, or of a disaster medical response entity sponsored or requested by this state, whether that person is a volunteer or partly paid or fully paid, while he or she is actually engaged in providing emergency services as defined by Section 1799.107 of the Health and Safety Code.(3) For purposes of this section, “health care provider” means any person licensed or certified pursuant to Division 2 (commencing with Section 500) of the Business and Professions Code, or licensed pursuant to the Osteopathic Initiative Act, or the Chiropractic Initiative Act. (Amended by Stats. 2014, Ch. 343, Sec. 1. (AB 2536) Effective January 1, 2015.)
CA Labor Code § 230.4 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 230.4.

230.4.  (a) An employee who performs duty as a volunteer firefighter, a reserve peace officer, or as emergency rescue personnel, as defined in Section 230.3, and who works for an employer employing 50 or more employees, shall be permitted to take temporary leaves of absence, not to exceed an aggregate of 14 days per calendar year, for the purpose of engaging in fire, law enforcement, or emergency rescue training.(b) An employee who works for an employer employing 50 or more employees who is discharged, threatened with discharge, demoted, suspended, or in any other manner discriminated against in the terms and conditions of employment by his or her employer because the employee has taken time off to engage in fire, law enforcement, or emergency rescue training as provided in subdivision (a), is entitled to reinstatement and reimbursement for lost wages and work benefits caused by the acts of the employer.(c) An employee seeking reinstatement and reimbursement pursuant to this section may file a complaint with the Division of Labor Standards Enforcement in accordance with Section 98.7 and, upon receipt of this type of complaint, the Labor Commissioner shall proceed as provided in that section.(Amended by Stats. 2014, Ch. 71, Sec. 108. (SB 1304) Effective January 1, 2015.)
CA Labor Code § 230.7 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 230.7.

230.7.  (a) No employer shall discharge or in any manner discriminate against an employee who is the parent or guardian of a pupil for taking time off to appear in the school of a pupil pursuant to a request made under Section 48900.1 of the Education Code, if the employee, prior to taking the time off, gives reasonable notice to the employer that he or she is requested to appear in the school. (b) Any employee who is discharged, threatened with discharge, demoted, suspended, or in any other manner discriminated against in the terms and conditions of employment by his or her employer because the employee has taken time off to appear in the school of a pupil pursuant to a request made under Section 48900.1 of the Education Code shall be entitled to reinstatement and reimbursement for lost wages and work benefits caused by those acts of the employer.(Added by Stats. 1989, Ch. 213, Sec. 2.)
CA Labor Code § 231 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 231.

231.  Any employer who requires, as a condition of employment, that an employee have a driver’s license shall pay the cost of any physical examination of the employee which may be required for issuance of such license, except where the physical examination was taken prior to the time the employee applied for such employment with the employer.(Added by Stats. 1971, Ch. 1279.)
CA Labor Code § 232 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 232.

232.  No employer may do any of the following:(a) Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages.(b) Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages.(c) Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.(Amended by Stats. 2002, Ch. 934, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 232.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 232.5.

232.5.  No employer may do any of the following:(a) Require, as a condition of employment, that an employee refrain from disclosing information about the employer’s working conditions.(b) Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose information about the employer’s working conditions.(c) Discharge, formally discipline, or otherwise discriminate against an employee who discloses information about the employer’s working conditions.(d) This section is not intended to permit an employee to disclose proprietary information, trade secret information, or information that is otherwise subject to a legal privilege without the consent of his or her employer.(Added by Stats. 2002, Ch. 934, Sec. 2. Effective January 1, 2003.)
CA Labor Code § 234 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 234.

234.  An employer absence control policy that counts sick leave taken pursuant to Section 233 as an absence that may lead to or result in discipline, discharge, demotion, or suspension is a per se violation of Section 233. An employee working under this policy is entitled to appropriate legal and equitable relief pursuant to Section 233.(Added by Stats. 2002, Ch. 1107, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 238.1 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 238.1.

238.1.  (a) Where an employer is conducting business in violation of Section 238, the Labor Commissioner may issue and serve on that employer a stop order prohibiting the use of employee labor by that employer until the employer’s compliance with Section 238, provided that the stop order would not compromise or imperil public safety or the life, health, and care of vulnerable individuals. The stop order shall also prohibit the employer from continuing to provide services by conducting business using the labor of another business, contractor, or subcontractor. The stop order shall become effective immediately upon the service of the order. Any employee affected by the work stoppage shall be paid by the employer for such time lost, not exceeding 10 days, pending compliance by the employer. The employer may protest the stop order by making and filing with the Labor Commissioner a written request for a hearing within 20 days after service of the stop order. The hearing shall be held within five days from the date of filing the request. The Labor Commissioner shall notify the employer of the time and place of the hearing by mail. At the conclusion of the hearing, the stop order shall be immediately affirmed or dismissed, and within 24 hours thereafter, the Labor Commissioner shall issue and serve on all parties to the hearing by registered or certified mail a written notice of findings, accompanied by written findings. A writ of mandate may be taken from the findings to the appropriate superior court. The writ shall be taken within 45 days after the mailing of the notice of findings accompanied by written findings. The Labor Commissioner may file an action in superior court for injunctive and other appropriate relief to enforce the stop order and shall be entitled to recovery of costs and attorney’s fees if any relief is obtained by the Labor Commissioner.(b) Failure of an employer, owner, director, officer, or managing agent of the employer to observe a stop order issued and served upon him or her pursuant to this section is guilty of a misdemeanor punishable by imprisonment in county jail not exceeding 60 days or by a fine not exceeding ten thousand dollars ($10,000), or both. For the purposes of this section, the term “managing agent” has the same meaning as in subdivision (b) of Section 3294 of the Civil Code.(Added by Stats. 2015, Ch. 803, Sec. 5. (SB 588) Effective January 1, 2016.)
CA Labor Code § 238.2 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 238.2.

238.2.  (a) The Labor Commissioner may create a lien on any real property in California of an employer, or a successor employer pursuant to subdivision (e) of Section 238, that is conducting business in violation of Section 238 for the full amount of any wages, interest, and penalties claimed to be owed to any employee. To the extent attorney’s fees are specifically allowed to be recovered by this code, such as by, but not limited to, subdivision (f) of Section 2673.1 and Section 2802, during a hearing pursuant to Section 98, the Labor Commissioner may include that amount in the lien.(b) The Labor Commissioner may create the lien provided in this section by recording a certificate of lien using the same procedure applicable under subdivision (g) of Section 98.2.(c) The Labor Commissioner shall issue a certificate of release, releasing the lien created under this section, upon final satisfaction of any judgment entered in favor of the employee, upon adjudication of the claim in favor of the employer, upon the filing of a surety bond pursuant to Section 238. The certificate of release may be recorded by the employer at the employer’s expense.(d) Unless the lien is satisfied or released, a lien under this section shall continue until 10 years from the date of its creation.(e) Prior to using the lien procedure in this section, the Labor Commissioner shall provide at least 20 days’ notice to the employer. The notice shall advise the employer of the Labor Commissioner’s authority to create a lien on the property to secure payment of the claim.(f) The Labor Commissioner may serve the notice with and in the same manner as the order, decision, and award in accordance with Section 98.1.(g) A lien created pursuant to this section is in addition to any other lien rights available to an employee or to the Labor Commissioner and shall not be construed to limit those rights. (Added by Stats. 2015, Ch. 803, Sec. 6. (SB 588) Effective January 1, 2016.)
CA Labor Code § 238.4 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 238.4.

238.4.  (a) If an employer in the long-term care industry that is also required to obtain a license from the State Department of Public Health or the State Department of Social Services pursuant to Division 2 (commencing with Section 1200) of the Health and Safety Code, is found to be in violation of Section 238, the State Department of Public Health or the State Department of Social Services may deny a new license or the renewal of an existing license for that employer.(b) If the Labor Commissioner finds that an employer in the long-term care industry is conducting business in violation of Section 238, the Labor Commissioner shall notify the State Department of Public Health or the State Department of Social Services. (c) For purposes of this section “long-term care” means the operation of a skilled nursing facility, intermediate care facility, congregate living health facility, hospice facility, adult residential facility, residential care facility for persons with chronic life-threatening illness, residential care facility for the elderly, continuing care retirement community, home health agency, or home care organization, as those terms are used in Division 2 (commencing with Section 1200) of the Health and Safety Code.(Added by Stats. 2015, Ch. 803, Sec. 8. (SB 588) Effective January 1, 2016.)
CA Labor Code § 244 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1 - General Occupations|Section 244.

244.  (a) An individual is not required to exhaust administrative remedies or procedures in order to bring a civil action under any provision of this code, unless that section under which the action is brought expressly requires exhaustion of an administrative remedy. This subdivision shall not be construed to affect the requirements of Section 2699.3.(b) Reporting or threatening to report an employee’s, former employee’s, or prospective employee’s suspected citizenship or immigration status, or the suspected citizenship or immigration status of a family member of the employee, former employee, or prospective employee, to a federal, state, or local agency because the employee, former employee, or prospective employee exercises a right under the provisions of this code, the Government Code, or the Civil Code constitutes an adverse action for purposes of establishing a violation of an employee’s, former employee’s, or prospective employee’s rights. As used in this subdivision, “family member” means a spouse, parent, sibling, child, uncle, aunt, niece, nephew, cousin, grandparent, or grandchild related by blood, adoption, marriage, or domestic partnership.(Added by Stats. 2013, Ch. 577, Sec. 4. (SB 666) Effective January 1, 2014.)
CA Labor Code § 245 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1.5 - Paid Sick Days|Section 245.

245.  (a) This article shall be known and may be cited as the Healthy Workplaces, Healthy Families Act of 2014.(b) The provisions of this article are in addition to and independent of any other rights, remedies, or procedures available under any other law and do not diminish, alter, or negate any other legal rights, remedies, or procedures available to an aggrieved person.(Added by Stats. 2014, Ch. 317, Sec. 3. (AB 1522) Effective January 1, 2015.)
CA Labor Code § 246.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1.5 - Paid Sick Days|Section 246.5.

246.5.  (a) Upon the oral or written request of an employee, an employer shall provide paid sick days for the following purposes:(1) Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member.(2) For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in subdivision (c) of Section 230 and subdivision (a) of Section 230.1.(b) An employer shall not require as a condition of using paid sick days that the employee search for or find a replacement worker to cover the days during which the employee uses paid sick days.(c) (1) An employer shall not deny an employee the right to use accrued sick days, discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using accrued sick days, attempting to exercise the right to use accrued sick days, filing a complaint with the department or alleging a violation of this article, cooperating in an investigation or prosecution of an alleged violation of this article, or opposing any policy or practice or act that is prohibited by this article.(2) There shall be a rebuttable presumption of unlawful retaliation if an employer denies an employee the right to use accrued sick days, discharges, threatens to discharge, demotes, suspends, or in any manner discriminates against an employee within 30 days of any of the following:(A) The filing of a complaint by the employee with the Labor Commissioner or alleging a violation of this article.(B) The cooperation of an employee with an investigation or prosecution of an alleged violation of this article.(C) Opposition by the employee to a policy, practice, or act that is prohibited by this article.(Added by Stats. 2014, Ch. 317, Sec. 3. (AB 1522) Effective January 1, 2015.)
CA Labor Code § 247 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1.5 - Paid Sick Days|Section 247.

247.  (a) In each workplace of the employer, the employer shall display a poster in a conspicuous place containing all the information specified in subdivision (b). The Labor Commissioner shall create a poster containing this information and make it available to employers.(b) The poster shall state all of the following:(1) An employee is entitled to accrue, request, and use paid sick days.(2) The amount of sick days provided for by this article.(3) The terms of use of paid sick days.(4) That retaliation or discrimination against an employee who requests paid sick days or uses paid sick days, or both, is prohibited and that an employee has the right under this article to file a complaint with the Labor Commissioner against an employer who retaliates or discriminates against the employee.(c) An employer who willfully violates the posting requirements of this section is subject to a civil penalty of not more than one hundred dollars ($100) per each offense.(Added by Stats. 2014, Ch. 317, Sec. 3. (AB 1522) Effective January 1, 2015.)
CA Labor Code § 247.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1.5 - Paid Sick Days|Section 247.5.

247.5.  (a) An employer shall keep for at least three years records documenting the hours worked and paid sick days accrued and used by an employee, and shall allow the Labor Commissioner to access these records pursuant to the requirements set forth in Section 1174. An employer shall make these records available to an employee in the same manner as described in Section 226. If an employer does not maintain adequate records pursuant to this section, it shall be presumed that the employee is entitled to the maximum number of hours accruable under this article, unless the employer can show otherwise by clear and convincing evidence.(b) Notwithstanding any other provision of this article, an employer is not obligated to inquire into or record the purposes for which an employee uses paid leave or paid time off.(Amended by Stats. 2015, Ch. 67, Sec. 3. (AB 304) Effective July 13, 2015.)
CA Labor Code § 249 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 1.5 - Paid Sick Days|Section 249.

249.  (a) This article does not limit or affect any laws guaranteeing the privacy of health information, or information related to domestic violence or sexual assault, regarding an employee or employee’s family member. That information shall be treated as confidential and shall not be disclosed to any person except to the affected employee, or as required by law.(b) This article shall not be construed to discourage or prohibit an employer from the adoption or retention of a paid sick days policy more generous than the one required herein.(c) This article does not lessen the obligation of an employer to comply with a contract, collective bargaining agreement, employment benefit plan, or other agreement providing more generous sick days to an employee than required herein.(d) This article establishes minimum requirements pertaining to paid sick days and does not preempt, limit, or otherwise affect the applicability of any other law, regulation, requirement, policy, or standard that provides for greater accrual or use by employees of sick days, whether paid or unpaid, or that extends other protections to an employee.(Added by Stats. 2014, Ch. 317, Sec. 3. (AB 1522) Effective January 1, 2015.)
CA Labor Code § 250 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 2 - Seasonal Labor|Section 250.

250.  As used in this article “seasonal labor” means all labor performed by any person hired in this State to perform services outside of this State for a period greater than one month, where the wages are to be paid in this State, not at fixed intervals, but at the termination of such employment.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 251 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 2 - Seasonal Labor|Section 251.

251.  This article shall not apply to wages earned by seamen or other persons, where payment is regulated by Federal statute.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 252 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 1 - Payment of Wages|ARTICLE 2 - Seasonal Labor|Section 252.

252.  Upon application of either the employer or the employee, the wages earned in seasonal labor shall be paid in the presence of the Labor Commissioner, or his deputy or agent.(Enacted by Stats. 1937, Ch. 90.)