reglab/housing_qa huggingface dataset:
NC Gen Stat § 95-25.22 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.22 - Recovery of unpaid wages.

 95-25.22. Recovery of unpaid wages.(a) Any employer who violates the provisions of G.S. 95-25.3 (Minimum Wage), G.S. 95-25.4 (Overtime), or G.S. 95-25.6 through 95-25.12 (Wage Payment) shall be liable to the employee or employees affected in the amount of their unpaid minimum wages, their unpaid overtime compensation, or their unpaid amounts due under G.S. 95-25.6 through 95-25.12, as the case may be, plus interest at the legal rate set forth in G.S. 24-1, from the date each amount first came due.(a1) In addition to the amounts awarded pursuant to subsection (a) of this section, the court shall award liquidated damages in an amount equal to the amount found to be due as provided in subsection (a) of this section, provided that if the employer shows to the satisfaction of the court that the act or omission constituting the violation was in good faith and that the employer had reasonable grounds for believing that the act or omission was not a violation of this Article, the court may, in its discretion, award no liquidated damages or may award any amount of liquidated damages not exceeding the amount found due as provided in subsection (a) of this section.(b) Action to recover such liability may be maintained in the General Court of Justice by any one or more employees.(c) Action to recover such liability may also be maintained in the General Court of Justice by the Commissioner at the request of the employees affected. Any sums thus recovered by the Commissioner on behalf of an employee shall be held in a special deposit account and shall be paid directly to the employee or employees affected.(d) The court, in any action brought under this Article may, in addition to any judgment awarded plaintiff, order costs and fees of the action and reasonable attorneys' fees to be paid by the defendant. In an action brought by the Commissioner in which a default judgment is entered, the clerk shall order attorneys' fees of three hundred dollars ($300.00) to be paid by the defendant.The court may order costs and fees of the action and reasonable attorneys' fees to be paid by the plaintiff if the court determines that the action was frivolous.(e) The Commissioner is authorized to determine and supervise the payment of the amounts due under this section, including interest at the legal rate set forth in G.S. 24-1, from the date each amount first came due, and the agreement to accept such amounts by the employee shall constitute a waiver of the employee's right to bring an action under subsection (b) of this section.(f) Actions under this section must be brought within two years pursuant to G.S. 1-53.(g) Prior to initiating any action under this section, the Commissioner shall exhaust all administrative remedies, including giving the employer the opportunity to be heard on the matters at issue and giving the employer notice of the pending action. (1959, c. 475; 1975, c. 413, s. 11; 1979, c. 839, s. 1; 1989, c. 687, s. 4; 1991, c. 298.)
NC Gen Stat § 95-25.23 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.23 - Violation of youth employment; civil penalty.

 95-25.23. Violation of youth employment; civil penalty.(a) Any employer who violates the provisions of G.S. 95-25.5 (Youth Employment) or any regulation issued thereunder, shall be subject to a civil penalty not to exceed five hundred dollars ($500.00) for the first violation and not to exceed one thousand dollars ($1,000) for each subsequent violation. In determining the amount of such penalty, the appropriateness of such penalty to the size of the business of the person charged and the gravity of the violation shall be considered. The determination by the Commissioner shall be final, unless within 15 days after receipt of notice thereof by certified mail with return receipt, by signature confirmation as provided by the U.S. Postal Service, by a designated delivery service authorized pursuant to 26 U.S.C. 7502(f)(2) with delivery receipt, or via hand delivery, the person charged with the violation takes exception to the determination, in which event final determination of the penalty shall be made in an administrative proceeding pursuant to Article 3 of Chapter 150B and in a judicial proceeding pursuant to Article 4 of Chapter 150B.(b) The amount of such penalty when finally determined may be recovered in the manner set forth in G.S. 95-25.23B.(c) The clear proceeds of civil penalties provided for in this section shall be remitted to the Civil Penalty and Forfeiture Fund in accordance with G.S. 115C-457.2.(d) Assessment of penalties under this section shall be subject to a two-year statute of limitations commencing at the time of the occurrence of the violation.  (1979, c. 839, s. 1; 1981, c. 663, s. 9; 1989, c. 687, s. 6; 1993, c. 225, s. 1; 1998-215, s. 107; 2003-308, s. 1; 2007-231, s. 4; 2009-351, s. 1.)
NC Gen Stat § 95-25.23A (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.23A - Violation of record-keeping requirement; civil penalty.

 95-25.23A. Violation of record-keeping requirement; civil penalty.(a) Any employer who violates the provisions of G.S. 95-25.15(b) or any regulation issued pursuant to G.S. 95-25.15(b), shall be subject to a civil penalty of up to two hundred fifty dollars ($250.00) per employee with the maximum not to exceed two thousand dollars ($2,000) per violation by the Commissioner or the Commissioner's authorized representative. In determining the amount of the penalty, the Commissioner shall consider each of the following:(1) The appropriateness of the penalty for the size of the business of the employer charged.(2) The gravity of the violation.(3) Whether the violation involves an employee under 18 years of age.The determination by the Commissioner shall be final, unless within 15 days after receipt of notice thereof by certified mail with return receipt, by signature confirmation as provided by the U.S. Postal Service, by a designated delivery service authorized pursuant to 26 U.S.C. 7502(f)(2) with delivery receipt, or via hand delivery, the person charged with the violation takes exception to the determination, in which event final determination of the penalty shall be made in an administrative proceeding pursuant to Article 3 of Chapter 150B and in a judicial proceeding pursuant to Article 4 of Chapter 150B.(b) The amount of the penalty when finally determined may be recovered in the manner set forth in G.S. 95-25.23B.(c) The clear proceeds of civil penalties provided for in this section shall be remitted to the Civil Penalty and Forfeiture Fund in accordance with G.S. 115C-457.2.(d) Assessment of penalties under this section shall be subject to a two-year statute of limitations commencing at the time of the occurrence of the violation.  (1989, c. 687, s. 5; 1993, c. 225, s. 2; 1998-215, s. 108; 2003-308, s. 2; 2007-231, s. 5; 2009-351, s. 3; 2021-82, s. 8.)
NC Gen Stat § 95-25.23B (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.23B - Civil penalty collection.

 95-25.23B. Civil penalty collection.The Commissioner may file in the office of the clerk of the superior court of any county a certified copy of an assessment, either unappealed from or affirmed in whole or in part upon appeal, of a civil money penalty under G.S. 95-25.23 or G.S. 95-25.23A. Upon such filing, the clerk shall enter judgment in accordance with the unappealed or affirmed portion of the assessment and shall notify the parties. Such judgment shall have the same effect, and all proceedings in relation to the judgment shall thereafter be the same, as though the judgment had been rendered in a suit duly heard and determined by the superior court of the General Court of Justice. (1993, c. 225, s. 3.)
NC Gen Stat § 95-25.24 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.24 - Restraint of violations.

 95-25.24. Restraint of violations.The General Court of Justice has jurisdiction and authority upon application of the Commissioner to enjoin or restrain violations of this Article, including the restraint of any withholding of payment of unpaid wages, minimum wages, or overtime compensation found by the court to be due to employees under this Article (except sums which employees are barred from recovering, at the time of the commencement of the action to restrain the violations, by virtue of the applicable statute of limitations). (1979, c. 839, s. 1; 1991, c. 330, s. 4.)
NC Gen Stat § 95-25.24A (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.24A - Franchisee status.

 95-25.24A. Franchisee status.Neither a franchisee nor a franchisee's employee shall be deemed to be an employee of the franchisor for any purposes, including, but not limited to, this Article and Chapters 96, 97, and 105 of the General Statutes. For purposes of this section, "franchisee" and "franchisor" have the same definitions as set out in 16 C.F.R. 436.1.  (2017-10, s. 1.1.)
NC Gen Stat § 95-25.25 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 2A - Wage and Hour Act.|§ 95-25.25 - Construction of Article and severability.

 95-25.25. Construction of Article and severability.This Article shall receive a liberal construction to the end that the welfare of adult and minor workers may be protected. If any provisions of this Article or the application thereof to any person or circumstance is held to be invalid, such invalidity shall not affect the provisions or application of the Article which can be given effect without the invalid provision or application, and to this end the provisions of this Article are severable. (1979, c. 839, s. 1.)
NC Gen Stat § 95-28.1 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 3 - Various Regulations.|§ 95-28.1 - Discrimination against any person possessing sickle cell trait or hemoglobin C trait prohibited.

 95-28.1. Discrimination against any person possessing sickle cell trait or hemoglobin C trait prohibited.No person, firm, corporation, unincorporated association, State agency, unit of local government or any public or private entity shall deny or refuse employment to any person or discharge any person from employment on account of the fact such person possesses sickle cell trait or hemoglobin C trait. The term "sickle cell trait" is defined as the condition wherein the major natural hemoglobin components present in the blood of the individual are hemoglobin A (normal) and hemoglobin S (sickle hemoglobin) as defined by standard chemical and physical analytic techniques, including electrophoresis; and the proportion of hemoglobin A is greater than the proportion of hemoglobin S or one natural parent of the individual is shown to have only normal hemoglobin components (hemoglobin A, hemoglobin A2, hemoglobin F) in the normal proportions by standard chemical and physical analytic tests. The term "hemoglobin C trait" is defined as the condition wherein the major natural hemoglobin components present in the blood of the individual are hemoglobin A (normal) and hemoglobin C as defined by standard chemical and physical analytic techniques, including electrophoresis; and the proportion of hemoglobin A is greater than the proportion of hemoglobin C or one natural parent of the individual is shown to have only normal hemoglobin components (hemoglobin A, hemoglobin A2, hemoglobin F) in the normal proportions by standard chemical and physical analytic tests, provided, however, that this section shall not be construed to give employment, promotion, or layoff preference to persons who possess the above traits, or to prevent such persons being discharged for cause. (1975, c. 463, s. 1.)
NC Gen Stat § 95-28.1A (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 3 - Various Regulations.|§ 95-28.1A - Discrimination against persons based on genetic testing or genetic information prohibited.

 95-28.1A. Discrimination against persons based on genetic testing or genetic information prohibited.(a) No person, firm, corporation, unincorporated association, State agency, unit of local government, or any public or private entity shall deny or refuse employment to any person or discharge any person from employment on account of the person's having requested genetic testing or counseling services, or on the basis of genetic information obtained concerning the person or a member of the person's family. This section shall not be construed to prevent the person from being discharged for cause.(b) As used in this section, the term "genetic test" means a test for determining the presence or absence of genetic characteristics in an individual or a member of the individual's family in order to diagnose a genetic condition or characteristic or ascertain susceptibility to a genetic condition. The term "genetic characteristic" means any scientifically or medically identifiable genes or chromosomes, or alterations or products thereof, which are known individually or in combination with other characteristics to be a cause of a disease or disorder, or determined to be associated with a statistically increased risk of development of a disease or disorder, and which are asymptomatic of any disease or disorder. The term "genetic information" means information about genes, gene products, or inherited characteristics that may derive from an individual or a family member. (1997-350, s. 2.)
NC Gen Stat § 95-28.3 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 3 - Various Regulations.|§ 95-28.3 - Leave for parent involvement in schools.

 95-28.3. Leave for parent involvement in schools.(a) It is the belief of the General Assembly that parent involvement is an essential component of school success and positive student outcomes. Therefore, employers shall grant four hours per year leave to any employee who is a parent, guardian, or person standing in loco parentis of a school-aged child so that the employee may attend or otherwise be involved at that child's school. However, any leave under this section is subject to the following conditions:(1) The leave shall be at a mutually agreed upon time between the employer and the employee.(2) The employer may require an employee to provide the employer with a written request for the leave at least 48 hours before the time desired for the leave.(3) The employer may require that the employee furnish written verification from the child's school that the employee attended or was otherwise involved at that school during the time of the leave.For the purpose of this section, "school" means any (i) public school, (ii) private church school, church of religious charter, or nonpublic school described in Parts 1 and 2 of Article 39 of Chapter 115C of the General Statutes that regularly provides a course of grade school instruction, (iii) preschool, and (iv) child care facility as defined in G.S. 110-86(3).(b) Employers shall not discharge, demote, or otherwise take an adverse employment action against an employee who requests or takes leave under this section. Nothing in this section shall require an employer to pay an employee for leave taken under this section.(c) An employee who is demoted or discharged or who has had an adverse employment action taken against him or her in violation of this section may bring a civil action within one year from the date of the alleged violation against the employer who violates this section and obtain either of the following:(1) Any wages or benefits lost as a result of the violation; or(2) An order of reinstatement without loss of position, seniority, wages, or benefits.The burden of proof shall be upon the employee. (1993, c. 509, s. 1; 1997-506, s. 34.)
NC Gen Stat § 95-28.4 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 3 - Various Regulations.|§ 95-28.4 - Veterans preference.

 95-28.4. Veterans preference.A private, nonpublic employer in the State may provide a preference to a veteran for employment. Spouses of honorably discharged veterans who have a service-connected permanent and total disability also may be preferred for employment. Granting of this preference is not a violation of any State or local equal employment opportunity law.  (2013-413, s. 14.)
NC Gen Stat § 95-31 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 3 - Various Regulations.|§ 95-31 - Acceptance by employer of assignment of wages.

 95-31. Acceptance by employer of assignment of wages.No employer of labor shall be responsible for any assignment of wages to be earned in the future, executed by an employee, unless and until such assignment of wages is accepted by the employer in a written agreement to pay same. (1935, c. 410; 1937, c. 90.)
NC Gen Stat § 95-32 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4 - Conciliation Service and Mediation of Labor Disputes.|§ 95-32 - Declaration of policy.

 95-32. Declaration of policy.It is hereby declared as the public policy of this State that the best interests of the people of the State are served by the prevention or prompt settlement of labor disputes; that strikes and lockouts and other forms of industrial strife, regardless of where the merits of the controversy lie, are forces productive ultimately of economic waste; that the interests and rights of the consumers and the people of the State, while not direct parties thereto, should always be considered, respected and protected; and that the conciliation and voluntary mediation of such disputes under the guidance and supervision of a governmental agency will tend to promote permanent industrial peace and the health, welfare, comfort and safety of the people of the State. To carry out such policy, the necessity for the enactment of the provisions of this Article is hereby declared as a matter of legislative determination. (1941, c. 362, s. 1.)
NC Gen Stat § 95-33 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4 - Conciliation Service and Mediation of Labor Disputes.|§ 95-33 - Scope of Article.

 95-33. Scope of Article.The provisions of this Article shall apply to all labor disputes in North Carolina. (1941, c. 362, s. 2.)
NC Gen Stat § 95-34 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4 - Conciliation Service and Mediation of Labor Disputes.|§ 95-34 - Administration of Article.

 95-34. Administration of Article.The administration of this Article shall be under the general supervision of the Commissioner of Labor of North Carolina. (1941, c. 362, s. 3.)
NC Gen Stat § 95-35 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4 - Conciliation Service and Mediation of Labor Disputes.|§ 95-35 - Conciliation service established; personnel; removal; compensation.

 95-35. Conciliation service established; personnel; removal; compensation.There is hereby established in the Department of Labor a conciliation service. The Commissioner of Labor may appoint such employees as may be required for the consummation of the work under this Article, prescribe their duties and fix their compensation, subject to existing laws applicable to the appointment and compensation of employees of the State of North Carolina. Any member of or employee in the conciliation service may be removed from office by the Commissioner of Labor, acting in his discretion. (1941, c. 362, s. 4.)
NC Gen Stat § 95-36 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4 - Conciliation Service and Mediation of Labor Disputes.|§ 95-36 - Powers and duties of Commissioner and conciliator.

 95-36. Powers and duties of Commissioner and conciliator.Upon his own motion in an existent or imminent labor dispute, the Commissioner of Labor may, and, upon the direction of the Governor, must order a conciliator to take such steps as seem expedient to effect a voluntary, amicable and expeditious adjustment and settlement of the differences and issues between employer and employees which have precipitated or culminated in or threaten to precipitate or culminate in such labor dispute.The conciliator shall promptly put himself in communication with the parties to such controversy, and shall use his best efforts, by mediation, to bring them to agreement.The Commissioner of Labor, any conciliator or conciliators and all other employees of the Commissioner of Labor engaged in the enforcement and duties prescribed by this Article, shall not be compelled to disclose to any administrative or judicial tribunal any information relating to, or acquired in the course of their official activities under the provisions of this Article, nor shall any reports, minutes, written communications, or other documents or copies of documents of the Commissioner of Labor and the above employees pertaining to such information be subject to subpoena: Provided, that the Commissioner of Labor, any conciliator or conciliators and all other employees of the Commissioner of Labor engaged in the enforcement of this Article, may be required to testify fully in any examination, trial, or other proceeding in which the commission of a crime is the subject of inquiry. (1941, c. 362, s. 5; 1949, c. 673.)
NC Gen Stat § 95-36.1 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4A - Voluntary Arbitration of Labor Disputes.|§ 95-36.1 - Declaration of policy.

 95-36.1. Declaration of policy.It is hereby declared as the public policy of this State that the best interests of the people of the State are served by the prompt settlement of labor disputes; that strikes and lockouts and other forms of industrial strife, regardless of where the merits of the controversy lie, are forces productive ultimately of economic waste; that the interests and rights of the consumers and the people of the State, while not direct parties to such disputes, should always be considered, respected and protected; and, where efforts at amicable settlement have been unsuccessful, that the voluntary arbitration of such disputes will tend to promote permanent industrial peace and the health, welfare, comfort and safety of the people of the State. To carry out such policies, the necessity for the enactment of the provisions of this Article is hereby declared as a matter of legislative determination. (1945, c. 1045, s. 1; 1951, c. 1103, s. 1.)
NC Gen Stat § 95-36.2 (2021)
2021 North Carolina General Statutes|Chapter 95 - Department of Labor and Labor Regulations|Article 4A - Voluntary Arbitration of Labor Disputes.|§ 95-36.2 - Scope of Article.

 95-36.2. Scope of Article.The provisions of this Article shall apply only to voluntary agreements to arbitrate labor disputes including, but not restricted to, all controversies between employers, employees and their respective bargaining representatives, or any of them, relating to wages, hours, and other conditions of employment. (1945, c. 1045, s. 2; 1951, c. 1103, s. 1.)