reglab/housing_qa huggingface dataset:
CA Labor Code § 432.3 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 432.3.

432.3.  (a) An employer shall not rely on the salary history information of an applicant for employment as a factor in determining whether to offer employment to an applicant or what salary to offer an applicant.(b) An employer shall not, orally or in writing, personally or through an agent, seek salary history information, including compensation and benefits, about an applicant for employment.(c) An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment. For purposes of this section, “pay scale” means a salary or hourly wage range. For purposes of this section “reasonable request” means a request made after an applicant has completed an initial interview with the employer.(d) Section 433 does not apply to this section.(e) This section does not apply to salary history information disclosable to the public pursuant to federal or state law, including the California Public Records Act (Chapter 3.5 (commencing with Section 6250) of Division 7 of Title 1 of the Government Code) or the federal Freedom of Information Act (Section 552 of Title 5 of the United States Code).(f) This section applies to all employers, including state and local government employers and the Legislature.(g) Nothing in this section shall prohibit an applicant from voluntarily and without prompting disclosing salary history information to a prospective employer.(h) If an applicant voluntarily and without prompting discloses salary history information to a prospective employer, nothing in this section shall prohibit that employer from considering or relying on that voluntarily disclosed salary history information in determining the salary for that applicant.(i) Nothing in this section shall prohibit an employer from asking an applicant about his or her salary expectation for the position being applied for.(j) Consistent with Section 1197.5, nothing in this section shall be construed to allow prior salary to justify any disparity in compensation.(k) For purposes of this section, the term “applicant” or “applicant for employment” means an individual who is seeking employment with the employer and is not currently employed with that employer in any capacity or position.(Amended by Stats. 2018, Ch. 127, Sec. 1. (AB 2282) Effective January 1, 2019. Superseded on January 1, 2023; see amendment by Stats. 2021, Ch. 615.)
CA Labor Code § 432.3 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 432.3.

432.3.  (a) An employer shall not rely on the salary history information of an applicant for employment as a factor in determining whether to offer employment to an applicant or what salary to offer an applicant.(b) An employer shall not, orally or in writing, personally or through an agent, seek salary history information, including compensation and benefits, about an applicant for employment.(c) An employer, upon reasonable request, shall provide the pay scale for a position to an applicant applying for employment. For purposes of this section, “pay scale” means a salary or hourly wage range. For purposes of this section, “reasonable request” means a request made after an applicant has completed an initial interview with the employer.(d) Section 433 does not apply to this section.(e) This section does not apply to salary history information disclosable to the public pursuant to federal or state law, including the California Public Records Act (Division 10 (commencing with Section 7920.000) of Title 1 of the Government Code) or the federal Freedom of Information Act (Section 552 of Title 5 of the United States Code).(f) This section applies to all employers, including state and local government employers and the Legislature.(g) Nothing in this section shall prohibit an applicant from voluntarily and without prompting disclosing salary history information to a prospective employer.(h) If an applicant voluntarily and without prompting discloses salary history information to a prospective employer, nothing in this section shall prohibit that employer from considering or relying on that voluntarily disclosed salary history information in determining the salary for that applicant.(i) Nothing in this section shall prohibit an employer from asking an applicant about the applicant’s salary expectation for the position being applied for.(j) Consistent with Section 1197.5, nothing in this section shall be construed to allow prior salary to justify any disparity in compensation.(k) For purposes of this section, the term “applicant” or “applicant for employment” means an individual who is seeking employment with the employer and is not currently employed with that employer in any capacity or position.(Amended by Stats. 2021, Ch. 615, Sec. 320. (AB 474) Effective January 1, 2022. Operative January 1, 2023, pursuant to Sec. 463 of Stats. 2021, Ch. 615.)
CA Labor Code § 432.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 432.5.

432.5.  No employer, or agent, manager, superintendent, or officer thereof, shall require any employee or applicant for employment to agree, in writing, to any term or condition which is known by such employer, or agent, manager, superintendent, or officer thereof to be prohibited by law.(Added by Stats. 1963, Ch. 559.)
CA Labor Code § 432.6 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 432.6.

432.6.  (a) A person shall not, as a condition of employment, continued employment, or the receipt of any employment-related benefit, require any applicant for employment or any employee to waive any right, forum, or procedure for a violation of any provision of the California Fair Employment and Housing Act (Part 2.8 (commencing with Section 12900) of Division 3 of Title 2 of the Government Code) or this code, including the right to file and pursue a civil action or a complaint with, or otherwise notify, any state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity of any alleged violation.(b) An employer shall not threaten, retaliate or discriminate against, or terminate any applicant for employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of the California Fair Employment and Housing Act or this code, including the right to file and pursue a civil action or a complaint with, or otherwise notify, any state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity of any alleged violation.(c) For purposes of this section, an agreement that requires an employee to opt out of a waiver or take any affirmative action in order to preserve their rights is deemed a condition of employment.(d) In addition to injunctive relief and any other remedies available, a court may award a prevailing plaintiff enforcing their rights under this section reasonable attorney’s fees.(e) This section does not apply to a person registered with a self-regulatory organization as defined by the Securities Exchange Act of 1934 (15 U.S.C. Sec. 78c) or regulations adopted under that act pertaining to any requirement of a self-regulatory organization that a person arbitrate disputes that arise between the person and their employer or any other person as specified by the rules of the self-regulatory organization.(f) Nothing in this section is intended to invalidate a written arbitration agreement that is otherwise enforceable under the Federal Arbitration Act (9 U.S.C. Sec. 1 et seq.).(g) This section does not apply to postdispute settlement agreements or negotiated severance agreements.(h) This section applies to contracts for employment entered into, modified, or extended on or after January 1, 2020.(i) The provisions of this section are severable. If any provision of this section or its application is held invalid, that invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application. (Added by Stats. 2019, Ch. 711, Sec. 3. (AB 51) Effective January 1, 2020.)
CA Labor Code § 432.8 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 432.8.

432.8.  The limitations on employers and the penalties provided for in Section 432.7 shall apply to a conviction for violation of subdivision (b) or (c) of Section 11357 of the Health and Safety Code or a statutory predecessor thereof, or subdivision (c) of Section 11360 of the Health and Safety Code, or Section 11364, 11365, or 11550 of the Health and Safety Code as they related to marijuana prior to January 1, 1976, or a statutory predecessor thereof, two years from the date of such a conviction.(Added by Stats. 1976, Ch. 952.)
CA Labor Code § 433 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 433.

433.  Any person violating this article is guilty of a misdemeanor.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 434 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 434.

434.  The provisions of this article shall not apply to applications for employment filed with common carriers by railroad subject to the act of Congress known as the Railway Labor Act.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 435 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 3 - Contracts and Applications for Employment|Section 435.

435.  (a) No employer may cause an audio or video recording to be made of an employee in a restroom, locker room, or room designated by an employer for changing clothes, unless authorized by court order.(b) No recording made in violation of this section may be used by an employer for any purpose. This section applies to a private or public employer, except the federal government.(c) A violation of this section constitutes an infraction.(Added by Stats. 1998, Ch. 515, Sec. 1. Effective January 1, 1999.)
CA Labor Code § 450 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 4 - Purchases|Section 450.

450.  (a) No employer, or agent or officer thereof, or other person, may compel or coerce any employee, or applicant for employment, to patronize his or her employer, or any other person, in the purchase of any thing of value.(b) For purposes of this section, to compel or coerce the purchase of any thing of value includes, but is not limited to, instances where an employer requires the payment of a fee or consideration of any type from an applicant for employment for any of the following purposes:(1) For an individual to apply for employment orally or in writing.(2) For an individual to receive, obtain, complete, or submit an application for employment.(3) For an employer to provide, accept, or process an application for employment.(Amended by Stats. 1998, Ch. 442, Sec. 1. Effective January 1, 1999.)
CA Labor Code § 451 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 4 - Purchases|Section 451.

451.  Any person, or agent or officer thereof, who violates this article is guilty of a misdemeanor.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 452 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 1 - COMPENSATION|CHAPTER 3 - Privileges and Perquisites|ARTICLE 4 - Purchases|Section 452.

452.  Nothing in this article shall prohibit an employer from prescribing the weight, color, quality, texture, style, form and make of uniforms required to be worn by his employees.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 880 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 1 - Title|Section 880.

880.  This act shall be known, and may be cited, as the Emergency Ambulance Employee Safety and Preparedness Act.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 881 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 2 - Findings and Declarations|Section 881.

881.  The people of the State of California find and declare the following:(a) California has the nation’s largest population, third largest landmass, and is prone to natural disasters such as earthquakes, wildfires, and floods. These circumstances demand a well-trained emergency ambulance workforce.(b) In California, private companies provide the primary emergency medical technician (EMT) and paramedic services for 74 percent of state residents. Unfortunately, catastrophes like natural disasters, active shooters, and mass casualty incidents occur far too frequently throughout the state and nation. Like all other first responders, emergency ambulance employees such as EMTs and paramedics must be adequately trained and available to respond to all types of crises and pleas for help.(c) Private companies that employ emergency ambulance employees such as EMTs and paramedics should be required to provide compensated yearly training to prepare them to handle active shooter and mass casualty incidents, in addition to natural disasters.(d) It takes a special type of person to be an emergency ambulance employee like an EMT or paramedic dedicated to serve, protect, and provide lifesaving services for their fellow neighbors around the clock. Emergency ambulance employees such as EMTs and paramedics often witness traumatic events. Employers should provide mental health services to emergency ambulance employees.(e) Emergency ambulance employees such as EMTs and paramedics work hard and can be called into action at any time during their work shift to provide lifesaving care. Therefore, it is important that they receive adequate meal and rest time to remain at their peak performance.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 882 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 3 - Statement of Purpose|Section 882.

882.  The purpose of the Emergency Ambulance Employee Safety and Preparedness Act is to enhance public health and safety by ensuring that emergency ambulance employees such as EMTs and paramedics receive adequate training, meal and rest time, and mental health benefits and are available to respond to 911 emergency-type requests for medical assistance at all times.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 883 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 883.

883.  Training.(a) In addition to other minimum employment qualifications and certifications, every emergency ambulance employee shall annually receive employer-paid training in each of the following areas:(1) Responding to active shooter and mass casualty incidents.(2) Responding to natural disasters.(3) Preventing violence against emergency ambulance employees and patients.(b) The training required by subdivision (a) shall be provided free of charge to emergency ambulance employees. Emergency ambulance employees shall be compensated at their regular hourly rate of pay while participating in training required by subdivision (a).(c) The training required to be provided pursuant to this section shall be generally comparable in content, scope, and quality to courses offered by the Federal Emergency Management Agency’s Emergency Management Institute or National Training and Education Division, or both.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 884 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 884.

884.  Mental Health.(a) Every emergency ambulance employee shall receive employer-paid mental health and wellness education within 30 days of being hired and shall receive employer-paid mental health and wellness education each calendar year thereafter. Mental health and wellness education shall inform emergency ambulance employees of available mental health treatments and support services and provide general information regarding common mental health illnesses.(b) Every emergency ambulance employee shall be entitled to employer-paid mental health services through an employee assistance program (EAP). The EAP coverage shall provide up to 10 mental health treatments per issue, per calendar year.(c) Every emergency ambulance employee that qualifies for or is eligible to receive employer-provided health insurance shall have access to health insurance plans that offer long-term mental health treatment services.(d) For purposes of this section, “issue” means episodes of mental health conditions such as stress, depression, grief, loss, relationship struggles, substance abuse, parenting challenges, and other mental health conditions as described within the EAP.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 885 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 885.

885.  Meal and Rest Periods.(a) All emergency ambulance employees are hereby entitled to meal and rest periods as prescribed elsewhere by the Industrial Welfare Commission.(b) Emergency ambulance employees shall be compensated at their regular hourly rate of pay during meal and rest periods.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 886 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 886.

886.  Staffing for Meal Periods.(a) (1) An emergency ambulance provider shall not require an emergency ambulance employee to take a meal period during the first or last hour of a work shift and must allow an emergency ambulance employee to space multiple meal periods during a work shift at least two hours apart.(2) An emergency ambulance provider shall manage staffing at levels sufficient to provide enough inactivity in a work shift for emergency ambulance employees to meet the requirements of this subdivision.(b) Any meal period that does not comply with paragraph (1) of subdivision (a) shall not be counted towards the meal periods an employee is entitled to during his or her work shift.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 887 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 887.

887.  Communication to Protect Public Health and Safety.Notwithstanding any provision of law to the contrary:(a) In order to maximize protection of public health and safety, emergency ambulance employees shall remain reachable by a portable communications device throughout the entirety of each work shift.(b) If an emergency ambulance employee is contacted during a meal or rest period, that particular meal or rest period shall not be counted towards the meal and rest periods the employee is entitled to during his or her work shift.(c) If an emergency ambulance employee is not contacted during a meal or rest period, that particular meal or rest period shall be counted towards the meal and rest periods the employee is entitled to during his or her work shift.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 888 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 888.

888.  Definitions.As used in this chapter, all of the following definitions apply:(a) “Emergency ambulance employee” means a person who meets both of the following requirements:(1) Is an emergency medical technician (EMT), dispatcher, paramedic, or other licensed or certified ambulance transport personnel who contributes to the delivery of ambulance services.(2) Is employed by an emergency ambulance provider.(b) “Emergency ambulance provider” means an employer that provides ambulance services, but not including the state, or any political subdivision thereof, in its capacity as the direct employer of a person meeting the description contained in paragraph (1) of subdivision (a).(c) “Contacted” means receiving a message or directive over a portable communications device that requires a response. A bare requirement to carry a portable communications device and remain reachable does not constitute being “contacted.”(d) “Portable communications device” means a pager, radio, station alert box, intercom, cellular telephone, or other communications method.(e) “Work shift” means designated hours of work by an emergency ambulance employee, with a designated beginning time and quitting time, including any periods for meals or rest.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)
CA Labor Code § 889 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 7 - Emergency Ambulance Services|ARTICLE 4 - Emergency Ambulance Employee Safety and Preparedness|Section 889.

889.  Notwithstanding any other provision of law to the contrary, Sections 887 and 888 are declaratory of, and do not alter or amend, existing California law and shall apply to any and all actions pending on, or commenced after, October 25, 2017, alleging a violation of Section 11090 of Title 8 of the California Code of Regulations (Industrial Welfare Commission (IWC) Order No. 9-2001) or any amended, successor, or replacement law, regulation, or IWC order.(Added November 6, 2018, by initiative Proposition 11, Sec. 1. Effective December 19, 2018.)