reglab/housing_qa huggingface dataset:
RI Gen L § 28-5.1-1 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-1 - Declaration of policy.

§ 28-5.1-1. Declaration of policy.(a) (1) Equal opportunity and affirmative action toward its achievement is the policy of all units of Rhode Island state government, including all public and quasi-public agencies, commissions, boards and authorities, and in the classified, unclassified, and non-classified services of state employment. This policy applies in all areas where the state dollar is spent, in employment, public service, grants and financial assistance, and in state licensing and regulation.(2) All policies, programs, and activities of state government shall be periodically reviewed and revised to assure their fidelity to this policy.(3) Each department head shall make a report to the governor and the general assembly not later than September 30 of each year on the statistical results of the implementation of this chapter and to the state equal opportunity office; provided, that the mandatory provisions of this section do not apply to the legislative branch of state government.(b) The provisions of this chapter shall in no way impair any contract or collective bargaining agreement currently in effect. Any contract or collective bargaining agreements entered into or renewed after July 6, 1994 shall be subject to the provisions of this chapter.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1994, ch. 133, § 2.
RI Gen L § 28-5.1-2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-2 - State equal opportunity office.

§ 28-5.1-2. State equal opportunity office.(a) There shall be a state equal opportunity office. This office, under the direct administrative supervision of the office of diversity, equity and opportunity, shall report to the governor and to the general assembly on state equal opportunity programs. The state equal opportunity office shall be responsible for ensuring compliance with the requirements of all federal agencies for equal opportunity and shall provide training and technical assistance as may be requested by any company doing business in Rhode Island and all state departments as is necessary to comply with the intent of this chapter.(b) The state equal opportunity office shall issue any guidelines, directives, or instructions that are necessary to effectuate its responsibilities under this chapter, and is authorized to investigate possible discrimination, hold hearings, and direct corrective action to the discrimination.History of Section.P.L. 1988, ch. 149, § 1; P.L. 2016, ch. 142, art. 4, § 1.
RI Gen L § 28-5.1-3.1 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-3.1 - Appointments to state boards, commissions, public authorities, and quasi-public corporations.

§ 28-5.1-3.1. Appointments to state boards, commissions, public authorities, and quasi-public corporations.(a) The general assembly finds that, as a matter of public policy, the effectiveness of each appointed state board, commission, and the governing body of each public authority and quasi-public corporation is enhanced when it reflects the diversity, including the racial and gender composition, of Rhode Island's population. Consequently, each person responsible for appointing one or more individuals to serve on any board or commission or to the governing body of any public authority or board shall endeavor to ensure that, to the fullest extent possible, the composition of the board, commission, or governing body reflects the diversity of Rhode Island's population.(b) During the month of January in each year the boards, agencies, commissions, or authorities are requested to file with the state equal opportunity office a list of its members, designating their race, gender, and date of appointment.(c) Of the candidates considered for appointment by the governor and the general assembly, the governor and the general assembly shall give due consideration to recommendations made by representatives of Rhode Island's minority community-based organizations. The human resources outreach and diversity office shall act as the liaison with state government and shall forward the recommendations to appointing authorities.(d) The appointing authority, in consultation with the equal employment opportunity administrator and the human resources outreach and diversity administrator within the department of administration, shall annually conduct a utilization analysis of appointments to state boards, commissions, public authorities and quasi-public corporations based upon the annual review conducted pursuant to § 28-5.1-3.(e) The equal employment opportunity administrator shall report the results of the analysis to the Rhode Island commission for human rights and to the general assembly by or on January 31 and July 31 of each year, consistent with § 28-5.1-17. The report shall be a public record and shall be made available electronically on the secretary of state's website.History of Section.P.L. 1993, ch. 275, § 1; P.L. 2007, ch. 502, § 1; P.L. 2007, ch. 514, § 1; P.L. 2016, ch. 142, art. 4, § 1.
RI Gen L § 28-5.1-3.2 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-3.2 - Enforcement.

§ 28-5.1-3.2. Enforcement.(a) The state equal opportunity administrator is authorized to initiate complaints against any agencies, administrators, or employees of any department or division within state government, excluding the legislative branch, who or which willfully fail to comply with the requirements of any applicable affirmative action plan or of this chapter or who or which fail to meet the standards of good faith effort, reasonable basis, or reasonable action, as defined in guidelines promulgated by the federal Equal Employment Opportunity Commission as set forth in 29 CFR 1607.(b) Whenever the equal employment opportunity administrator initiates a complaint, he or she shall cause to be issued and served in the name of the equal employment opportunity office a written notice, together with a copy of the complaint, requiring that the agency, administrator, agent, or employee respond and appear at a hearing at a time and place specified in the notice. The equal employment opportunity office shall follow its lawfully adopted rules and regulations concerning hearings of discrimination complaints.(c) The equal employment opportunity office shall have the power, after a hearing, to issue an order requiring a respondent to a complaint to cease and desist from any unlawful discriminatory practice and/or to take any affirmative action, including, but not limited to, hiring, reinstatement, transfer, or upgrading employees, with or without back pay, or dismissal, that may be necessary to secure compliance with any applicable affirmative action plan or with state or federal law.(d) A final order of the equal employment opportunity office constitutes an "order" within the meaning of § 42-35-1(j); is enforceable as an order; is to be rendered in accordance with § 42-35-12; and is subject to judicial review in accordance with § 42-35-15.History of Section.P.L. 1994, ch. 133, § 4.
RI Gen L § 28-5.1-4 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-4 - Employment policies for state employees.

§ 28-5.1-4. Employment policies for state employees.(a) Each appointing authority shall review the recruitment, appointment, assignment, upgrading, and promotion policies and activities for state employees without regard to race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, or disability. All appointing authorities shall hire and promote employees without discrimination.(b) Special attention shall be given to the parity of classes of employees doing similar work and the training of supervisory personnel in equal opportunity/affirmative action principles and procedures.(c) Annually, each appointing authority shall include in its budget presentation any necessary programs, goals and objectives that shall improve the equal opportunity aspects of their department's employment policies.(d) Each appointing authority shall make a monthly report to the state equal opportunity office on persons hired, disciplined, terminated, promoted, transferred, and vacancies occurring within their department.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1997, ch. 150, § 5; P.L. 2004, ch. 6, § 44.
RI Gen L § 28-5.1-5 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-5 - Personnel administration.

§ 28-5.1-5. Personnel administration.(a) (1) The office of personnel administration of the department of administration, in consultation with the office of diversity, equity and opportunity, shall prepare a comprehensive plan indicating the appropriate steps necessary to maintain and secure the equal-opportunity responsibility and commitment of that division. The plan shall set forth attainable goals and target dates based upon a utilization study for achievement of the goals, together with operational assignment for each element of the plan to assure measurable progress.(2) The office of personnel administration shall:(i) Take positive steps to ensure that the entire examination and testing process, including the development of job specifications and employment qualifications, is free from either conscious or inadvertent bias, and(ii) Review all recruitment procedures for all state agencies covered by this chapter for compliance with federal and state law, and bring to the attention of the equal opportunity administrator matters of concern to its jurisdiction.(3) The division of budget shall indicate in the annual personnel supplement progress made toward the achievement of equal-employment goals.(4) The division of purchases shall cooperate in administering the state contract-compliance programs.(5) The division of statewide planning shall cooperate in ensuring compliance from all recipients of federal grants.(b) The office of labor relations shall propose in negotiations the inclusion of affirmative-action language suitable to the need for attaining and maintaining a diverse workforce.(c) There is created a six-member (6) committee that shall monitor negotiations with all collective bargaining units within state government specifically for equal-opportunity and affirmative-action interests. The members of that committee shall include the director of the Rhode Island commission for human rights, the associate director of the office of diversity, equity and opportunity, the equal opportunity administrator, the personnel administrator, one member of the house of representatives appointed by the speaker, and one member of the senate appointed by the president of the senate.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1994, ch. 133, § 5; P.L. 2001, ch. 180, § 59; P.L. 2016, ch. 142, art. 4, § 1.
RI Gen L § 28-5.1-6 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-6 - Commission for human rights.

§ 28-5.1-6. Commission for human rights.The Rhode Island commission for human rights shall exercise its enforcement powers as defined in chapter 5 of this title and in this chapter, and shall have the full cooperation of all state agencies. Wherever necessary, the commission shall, at its own initiative or upon a complaint, bring charges of discrimination against those agencies and their personnel who fail to comply with the applicable state laws and this chapter. This commission also has the power to order discontinuance of any departmental or division employment pattern or practice deemed discriminatory in intent by the commission, after a hearing on the record, and may seek court enforcement of such an order. The commission shall utilize the state equal opportunity office as its liaison with state government. The Rhode Island commission for human rights is authorized to make any rules and regulations that it deems necessary to carry out its responsibilities under this chapter, and to establish any sanctions that may be appropriate within the rules and regulations of the state.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-7 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-7 - State services and facilities.

§ 28-5.1-7. State services and facilities.(a) Every state agency shall render service to the citizens of this state without discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, or disability. No state facility shall be used in furtherance of any discriminatory practice nor shall any state agency become a party to any agreement, arrangement, or plan which has the effect of sanctioning those patterns or practices.(b) At the request of the state equal opportunity office, each appointing authority shall critically analyze all of its operations to ascertain possible instances of noncompliance with this policy and shall initiate sustained, comprehensive programs based on the guidelines of the state equal opportunity office to remedy any defects found to exist.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1995, ch. 32, § 8; P.L. 1997, ch. 150, § 5; P.L. 2001, ch. 340, § 7.
RI Gen L § 28-5.1-8 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-8 - Education, training, and apprenticeship programs.

§ 28-5.1-8. Education, training, and apprenticeship programs.(a) All educational programs and activities of state agencies, or in which state agencies participate, shall be open to all qualified persons without regard to race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, or disability. The programs shall be conducted to encourage the fullest development of the interests, aptitudes, skills, and capacities of all participants.(b) Those state agencies responsible for educational programs and activities shall take positive steps to insure that all programs are free from either conscious or inadvertent bias, and shall make quarterly reports to the state equal opportunity office with regard to the number of persons being served and to the extent to which the goals of the chapter are being met by the programs.(c) Expansion of training opportunities shall also be encouraged with a view toward involving larger numbers of participants from those segments of the labor force where the need for upgrading levels of skill is greatest.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1995, ch. 32, § 8; P.L. 1997, ch. 150, § 5; P.L. 2001, ch. 340, § 7; P.L. 2004, ch. 6, § 44.
RI Gen L § 28-5.1-9 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-9 - State employment services.

§ 28-5.1-9. State employment services.(a) All state agencies, including educational institutions, which provide employment referral or placement services to public or private employees, shall accept job orders, refer for employment, test, classify, counsel and train only on a nondiscriminatory basis. They shall refuse to fill any job order which has the effect of excluding any persons because of race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, or disability.(b) The agencies shall advise the commission for human rights promptly of any employers, employment agencies, or unions suspected of practicing unlawful discrimination.(c) The agencies shall assist employers and unions seeking to broaden their recruitment programs to include qualified applicants from minority groups.(d) The department of labor and training, the governor's commission on disabilities, the advisory commission on women, and the Rhode Island economic development corporation shall fully utilize their knowledge of the labor market and economic conditions of the state, and their contacts with job applicants, employers, and unions, to promote equal employment opportunities, and shall require and assist all persons within their jurisdictions to initiate actions which remedy any situations or programs which have a negative impact on protected classes within the state.History of Section.P.L. 1988, ch. 149, § 1; P.L. 1995, ch. 32, § 8; P.L. 1997, ch. 150, § 5; P.L. 2001, ch. 340, § 7.
RI Gen L § 28-5.1-10 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-10 - State contracts.

§ 28-5.1-10. State contracts.The division of purchases shall prepare any rules, regulations, and compliance reports that shall require of state contractors the same commitment to equal opportunity as prevails under federal contracts controlled by federal executive orders 11246, 11625 and 11375. Affirmative action plans prepared pursuant to those rules and regulations shall be reviewed by the state equal opportunity office. The state equal opportunity office shall prepare a comprehensive plan to provide compliance reviews for state contracts. A contractor's failure to abide by the rules, regulations, contract terms, and compliance reporting provisions as established shall be ground for forfeitures and penalties as established by the department of administration in consultation with the state equal opportunity office.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-11 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-11 - Law enforcement.

§ 28-5.1-11. Law enforcement.The attorney general, the department of corrections, and the Rhode Island justice commission shall stress to state and local law enforcement officials the necessity for nondiscrimination in the control of criminal behavior. These agencies shall develop and publish formal procedures for the investigation of citizen complaints of alleged abuses of authority by individual peace officers. Employment in all state law enforcement and correctional agencies and institutions shall be subject to the same affirmative action standards applied under this chapter to every state unit of government, in addition to applicable federal requirements.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-12 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-12 - Health care.

§ 28-5.1-12. Health care.The state equal opportunity office shall review the equal opportunity activity of all private health care facilities licensed or chartered by the state, including hospitals, nursing homes, convalescent homes, rest homes, and clinics. These state licensed or chartered facilities shall be required to comply with the state policy of equal opportunity and nondiscrimination in patient admissions, employment, and health care service. The compliance shall be a condition of continued participation in any state program, or in any educational program licensed or accredited by the state, or of eligibility to receive any form of assistance.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-13 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-13 - Private education institutions.

§ 28-5.1-13. Private education institutions.The state equal opportunity office shall review all private educational institutions licensed or chartered by the state, including professional, business, and vocational training schools. These state licensed or chartered institutions shall at the request of the board of regents of elementary and secondary education be required to show compliance with the state policy of nondiscrimination and affirmative action in their student admissions, employment, and other practices as a condition of continued participation in any state program or of eligibility to receive any form of state assistance.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-15 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-15 - State financial assistance.

§ 28-5.1-15. State financial assistance.State agencies disbursing financial assistance, including, but not limited to, loans and grants, shall require recipient organizations and agencies to undertake affirmative action programs designed to eliminate patterns and practices of discrimination. At the request of the state equal opportunity office, state agencies disbursing assistance shall develop, in conjunction with the state equal opportunity office, regulations and procedures necessary to implement the goals of nondiscrimination and affirmative action and shall be reviewed for compliance according to state policy.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-5.1-16 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-5.1 - Equal Opportunity and Affirmative Action|Section 28-5.1-16 - Prior executive orders - Effect.

§ 28-5.1-16. Prior executive orders — Effect.All executive orders shall, to the extent that they are not inconsistent with this chapter, remain in full force and effect.History of Section.P.L. 1988, ch. 149, § 1.
RI Gen L § 28-6-1 - 28-6-16 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-6 - Wage Discrimination Based on Sex|Section 28-6-1 - 28-6-16 - Repealed.

§ 28-6-1 — 28-6-16. [Repealed.]
RI Gen L § 28-6-17 (2021)
2021 Rhode Island General Laws|Title 28 - Labor and Labor Relations|Chapter 28-6 - Wage Discrimination Based on Sex|Section 28-6-17 - Definitions.

§ 28-6-17. Definitions. [Effective until January 1, 2023.](a) "Director" means the director of labor and training.(b) "Employee" as used in §§ 28-6-17 — 28-6-21 means any person employed for hire by any employer in any lawful employment, but does not include persons engaged in domestic service in the home of the employer, or employees of any social club, fraternal, charitable, educational, religious, scientific, or literary association, no part of the net earnings of which inures to the benefit of any private individual.(c) "Employer" includes any person acting in the interest of an employer directly or indirectly.(d) "Employment" means any employment under contract of hire, expressed or implied, written or oral, including all contracts entered into by helpers and assistants of employees, whether paid by employer or employee, if employed with the knowledge, actual or constructive, of the employer in which all or the greater part of the work is to be performed within the state.History of Section.P.L. 1946, ch. 1786, § 1; G.L. 1956, § 28-6-17.