reglab/housing_qa huggingface dataset:
HI Rev Stat § 377-3 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-3 Conciliator.

  §377-3 Conciliator.  In the event the board receives information that a labor dispute exists and determines that the dispute is within its jurisdiction and that the possibility of settlement and termination of the dispute may be increased by conciliation, the board shall so notify the governor.  Upon receipt of the notice, the governor shall appoint, as conciliator with respect to the dispute, a person who is well-known in the community as being impartial to both labor and industry, and shall so notify the board. The position of conciliator shall not be subject to chapters 76 and 89.  Upon receipt of notice of the appointment of a conciliator, the board shall forthwith refer the dispute to the conciliator. The conciliator shall use the conciliator's best efforts to terminate the dispute by conciliation within the ten days immediately succeeding the reference of the dispute to the conciliator or within such additional time, not to exceed ten days, as is agreed upon by all parties to the dispute. If, within the ten days, or the additional time, if any, the conciliator succeeds in terminating the dispute by conciliation, the conciliator shall immediately certify such fact to the board and the conciliator's appointment shall then end. If, within the ten days, or the additional time, if any, the conciliator fails to terminate the dispute by conciliation, the conciliator shall immediately certify such fact to the board and the conciliator's appointment shall then end. Upon the termination of the appointment of the conciliator, the board shall so notify the governor. [L 1945, c 250, §5; am L 1951, c 249, §2; RL 1955, §90-4; HRS §377-3; am L 1985, c 251, §14; gen ch 1985; am L 2002, c 148, §42] Cross References  Appointment of mediator, §371-10.
HI Rev Stat § 377-4 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-4 Rights of employees.

  §377-4 Rights of employees. Employees shall have the right of self-organization and the right to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in lawful, concerted activities for the purpose of collective bargaining or other mutual aid or protection, and such employees shall also have the right to refrain from any and all such activities, provided that employees may be required to join a union under an all-union agreement as provided in section 377-6(3). [L 1945, c 250, §6; RL 1955, §90-5; HRS §377-4] Case Notes  Does not grant professional employees an automatic right to constitute a bargaining unit separate from clerical and administrative employees. 5 H. App. 158, 681 P.2d 587 (1984).
HI Rev Stat § 377-4.5 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-4.5 Religious exemption from labor organization membership.

  §377-4.5 Religious exemption from labor organization membership. Notwithstanding any other provision of law to the contrary, any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support any labor organization as a condition of employment; except that an employee may be required in a contract between an employees' employer and a labor organization in lieu of periodic dues and initiation fees, to pay sums equal to the dues and initiation fees to a nonreligious, nonlabor organization charitable fund exempt from taxation under section 501(c)(3) of the Internal Revenue Code, chosen by an employee from a list of at least three funds, designated in the contract or if the contract fails to designate any funds, then to any fund chosen by the employee. If any employee who holds conscientious objections pursuant to this section requests the labor organization to use the grievance-arbitration procedure on the employee's behalf, the labor organization is authorized to charge the employee for the reasonable cost of using the procedure. [L 1982, c 102, §2; am L 1983, c 124, §9]
HI Rev Stat § 377-4.6 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-4.6 Streamlining union certification.

  §377-4.6 Streamlining union certification. (a) When an employee, group of employees, or any individual or labor organization acting on their behalf, files a petition alleging that a majority of employees in a unit appropriate for the purposes of collective bargaining wish to be represented by an individual or labor organization for those purposes, the board shall investigate the petition. If the board finds that a majority of the employees in a unit appropriate for bargaining have signed valid authorizations designating the individual or labor organization specified in the petition as their bargaining representative, and that no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit, the board shall certify the individual or labor organization as the representative without directing an election similar to that under section [377-1].  (b) The board shall adopt rules governing the certification of an exclusive representative under this section and shall have the final determination on any controversy concerning the eligibility of an employee to sign an authorization card and the validity of an employee's signature on an authorization card.  (c) For the purposes of this section, the term "employee" means an employee as defined in section 377-1; provided that the employee is employed by an employer with an annual gross revenue of more than $5,000,000. [L Sp 2009, c 6, pt of §1]
HI Rev Stat § 377-4.7 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-4.7 Facilitating initial collective bargaining agreements. (a) No later than ten days after receiving a written request for collective bargaining from an individual or labor organization that has been newly organized or certified as a representative, the parties shall meet and commence to bargain collectively and shall make every reasonable effort to conclude and sign a collective bargaining agreement. (b) If, after the expiration of the ninety-day period beginning on the date on which bargaining commenced, or such additional period as the parties may agree upon, the parties have failed to reach an agreement, either party may notify the board of the existence of a dispute and request conciliation under section 377-3. (c) If, after the expiration of the twenty-day period beginning on the date on which the request for conciliation is made under subsection (b), or such additional period as the parties may agree upon, the conciliator is not able to bring the parties to agreement by conciliation, the board shall refer the dispute to an arbitration panel established in accordance with section 89-11(e)(2)(A) and rules as may be prescribed by the board. The arbitration panel shall render a decision settling the dispute, and the decision shall be binding upon the parties for a period of two years, unless amended during that period by written consent of the parties. [L Sp 2009, c 6, pt of §1]

  §377-4.7 Facilitating initial collective bargaining agreements. (a) No later than ten days after receiving a written request for collective bargaining from an individual or labor organization that has been newly organized or certified as a representative, the parties shall meet and commence to bargain collectively and shall make every reasonable effort to conclude and sign a collective bargaining agreement.  (b) If, after the expiration of the ninety-day period beginning on the date on which bargaining commenced, or such additional period as the parties may agree upon, the parties have failed to reach an agreement, either party may notify the board of the existence of a dispute and request conciliation under section 377-3.  (c) If, after the expiration of the twenty-day period beginning on the date on which the request for conciliation is made under subsection (b), or such additional period as the parties may agree upon, the conciliator is not able to bring the parties to agreement by conciliation, the board shall refer the dispute to an arbitration panel established in accordance with section 89-11(e)(2)(A) and rules as may be prescribed by the board. The arbitration panel shall render a decision settling the dispute, and the decision shall be binding upon the parties for a period of two years, unless amended during that period by written consent of the parties. [L Sp 2009, c 6, pt of §1]
HI Rev Stat § 377-5 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-5 Representatives and elections.

  §377-5 Representatives and elections. (a) Representatives chosen for the purposes of collective bargaining by a majority of the employees voting in a collective bargaining unit shall be the exclusive representatives of all of the employees in such unit for the purposes of collective bargaining. Any individual employee or any minority group of employees in any collective bargaining unit shall have the right at any time to present grievances to their employer in person or through representatives of their own choosing.  (b) Whenever a question arises concerning the determination of a collective bargaining unit as defined in section 377-1, the board, in order to assure to employees the fullest freedom in exercising the rights guaranteed by this chapter, shall conduct an appropriate hearing upon due notice and it shall decide in each case the unit appropriate for the purpose of collective bargaining.  (c) Whenever a question arises concerning the representation of employees in a collective bargaining unit, the board shall determine the representatives thereof by taking a secret ballot of employees and certifying in writing the results thereof to the interested parties and to their employer. There shall be included on any ballot for the election of representatives the names of all persons submitted by an employee or group of employees participating in the election, except that the board may in its discretion exclude from the ballot one who, at the time of the election, stands deprived of one's rights under this chapter by reason of a prior adjudication of one's having engaged in an unfair labor practice. The ballot shall be so prepared as to permit of a vote against representation by anyone named on the ballot. The board's certification of the results of any election shall be conclusive unless an appeal is taken therefrom under this chapter.  (d) Questions concerning the representation of employees may be raised by petition of any employee, or group of employees, or the employee's representative, or labor organization acting in their behalf, or by petition of the employee's employer in the case of jurisdictional disputes, or in any case after a union has requested recognition. Where it appears by the petition that an emergency exists requiring prompt action, the board shall act upon the petition forthwith and hold the election requested within such time as will meet the requirements of the emergency presented. The fact that one election has been held shall not prevent the holding of another election among the same group of employees, if it appears to the board that sufficient reason therefor exists. In any election where the choices on the ballot do not receive a majority, a run off shall be conducted, the ballot providing for a selection between the two choices receiving the largest and second largest number of valid votes cast in the election. [L 1945, c 250, §7; RL 1955, §90-6; am L 1965, c 244, §3; HRS §377-5; am L 1985, c 251, §15; gen ch 1985]
HI Rev Stat § 377-7 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-7 Unfair labor practices of employees.

  §377-7 Unfair labor practices of employees. It shall be an unfair labor practice for an employee individually or in concert with others:  (1) To coerce or intimidate an employee in the enjoyment of the employee's legal rights, including those guaranteed in section 377-4;  (2) To coerce, intimidate, or induce any employer to interfere with any of the employer's employees in the enjoyment of their legal rights, including those guaranteed in section 377-4, or to engage in any practice with regard to the employer's employees which would constitute an unfair labor practice if undertaken by the employer on the employer's own initiative;  (3) To violate the terms of a collective bargaining agreement;  (4) To refuse or fail to recognize or accept as conclusive of any issue in any controversy as to employment relations the final determination of the board or of any tribunal of competent jurisdiction;  (5) To cooperate in engaging in, promoting, or inducing picketing (not constituting an exercise of constitutionally guaranteed freedom of speech), boycotting or any other overt act accompanying a strike unless a majority in a collective bargaining unit of the employees of an employer against whom such acts are primarily directed have voted by secret ballot to call a strike;  (6) To hinder or prevent, by mass picketing, threats, intimidation, force, or coercion of any kind the pursuit of any lawful work or employment, or to obstruct or interfere with entrance to or egress from any place of employment, or to obstruct or interfere with free and uninterrupted use of public roads, streets, highways, railways, airports, or other ways of travel or conveyance;  (7) To engage in a secondary boycott; or to hinder or prevent by threats, intimidation, force, coercion, or sabotage, the obtaining, use, or disposition of materials, equipment, or services; or to combine or conspire to hinder or prevent, by any means whatsoever, the obtaining, use, or disposition of materials, equipment, or service. Nothing herein shall prevent sympathetic strikes in support of those in similar occupations working for other employers in the same craft;  (8) To take unauthorized possession of property of the employer or to engage in any concerted effort to interfere with production except by leaving the premises in an orderly manner for the purpose of going on strike;  (9) To fail to give the notice of intention to strike provided in section 377-12. [L 1945, c 250, pt of §8; RL 1955, §90-8; HRS §377-7; am L 1985, c 251, §17; gen ch 1985] Cross References  Practices of government employees, see chapter 89.
HI Rev Stat § 377-8 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-8 Unfair labor practices of any person.

  §377-8 Unfair labor practices of any person. It shall be an unfair labor practice for any person to do or cause to be done, on behalf or in the interest of employers or employees, or in connection with or to influence the outcome of any controversy as to employment relations, any act prohibited by sections 377-6 and 377-7. [L 1945, c 250, pt of §8; RL 1955, §90-9; HRS §377-8]
HI Rev Stat § 377-10 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-10 Financial reports to employees.

  §377-10 Financial reports to employees. Every person acting as the representative of employees for collective bargaining shall keep an adequate record of the person's financial transactions and shall present annually, to such employees as may be members of the association with which the representative is connected, within sixty days after the end of the person's fiscal year a detailed written financial report thereof in the form of a balance sheet and an operating statement. In the event of failure of compliance with this section, any such employee may petition the board for an order compelling such compliance. An order of the board on such petition shall be enforceable in the same manner as other orders of the board under this chapter. [L 1945, c 250, §10; RL 1955, §90-11; HRS §377-10; am L 1985, c 251, §19; gen ch 1985]
HI Rev Stat § 377-11 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-11 Rules.

  §377-11 Rules. The board may adopt rules relative to the exercise of its powers and authority and to govern the proceedings before it in accordance with chapter 91. [L 1945, c 250, §11; RL 1955, §90-12; am L 1965, c 96, §67 superseded by c 244, §6; HRS §377-11; am L 1985, c 251, §20]
HI Rev Stat § 377-12 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-12 Strike notice.

  §377-12 Strike notice. Where the exercise of the right to strike by employees of any employer engaged in the State in the production, harvesting, or initial processing of any farm, agricultural, or dairy product produced in the State would tend to cause the destruction or serious deterioration of the product, such employees shall give to the board at least ten days' notice of their intention to strike, and the board shall immediately advise the employer of the notice. [L 1945, c 250, §12; RL 1955, §90-13; HRS §377-12; am L 1985, c 251, §21]
HI Rev Stat § 377-13 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-13 Public records and proceedings.

  §377-13 Public records and proceedings.  The complaints, orders, and testimony relating to a proceeding instituted by the board under section 377-9 shall be public records and be available for inspection or copying. All proceedings pursuant to section 377-9 shall be open to the public. [L 1945, c 250, §13; RL 1955, §90-14; HRS §377-13; am L 1985, c 251, §22] Cross References  Records, see chapter 92.
HI Rev Stat § 377-14 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-14 List of labor organizations.

  §377-14 List of labor organizations. The board shall maintain a list of labor organizations. To be recognized as such and to be included in the list, an organization shall file with the board a statement of its name, the name and address of its secretary or other officer to whom notices may be sent, the date of its organization, and its affiliations, if any, with other organizations. No other qualifications for inclusion shall be required, but every labor organization shall notify the board promptly of any change of name, or of the name and address of its secretary or other officer to whom notices may be sent, or of its affiliations. [L 1945, c 250, §14; RL 1955, §90-15; HRS §377-14; am L 1985, c 251, §23]
HI Rev Stat § 377-15 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-15 Penalty.

  §377-15 Penalty. Any person who wilfully assaults, resists, prevents, impedes, or interferes with the conciliator or any member of the board or any of the agents or agencies of either in the performance of duties pursuant to this chapter shall be fined not more than $500 or imprisoned not more than one year, or both. [L 1945, c 250, §15; RL 1955, §90-16; HRS §377-15; am L 1985, c 251, §24]
HI Rev Stat § 377-16 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-16 Construction.

  §377-16 Construction. Except as specifically provided in this chapter, nothing herein shall be construed so as to interfere with or impede or diminish in any way the right to strike or the right of individuals to work, nor shall anything in this chapter be so construed as to invade unlawfully the right to freedom of speech. [L 1945, c 250, §16; RL 1955, §90-17; HRS §377-16]
HI Rev Stat § 377-17 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-17 Conflicting provisions.

  §377-17 Conflicting provisions. Wherever the application of the provisions of other laws conflicts with the application of the provisions of this chapter, this chapter shall prevail, provided that in any situation where the provisions of this chapter cannot be validly enforced the provisions of such other laws shall apply. [L 1945, c 250, §18; RL 1955, §90-18; HRS §377-17]
HI Rev Stat § 377-18 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|377. Hawaii Employment Relations Act|377-18 Cooperation with National Labor Relations Board.

  §377-18 Cooperation with National Labor Relations Board. The conciliator and the board shall cooperate with the National Labor Relations Board and its agents and representatives. [L 1945, c 250, §20; RL 1955, §90-19; HRS §377-18; am L 1985, c 251, §25]
HI Rev Stat § 378-2.2 (2021)
2021 Hawaii Revised Statutes|Title 21. Labor and Industrial Relations|378. Employment Practices|378-2.2 Sexual harassment or sexual assault; nondisclosure agreements; prohibited.

  §378-2.2 Sexual harassment or sexual assault; nondisclosure agreements; prohibited. (a) No employer shall require an employee to enter into, as a condition of employment, a nondisclosure agreement that prevents the employee from disclosing or discussing sexual harassment or sexual assault occurring in the workplace, at work-related events, between employees, or between an employer and an employee.  (b) No employer shall retaliate against an employee for disclosing or discussing sexual harassment or sexual assault.  (c) This section shall not apply to:  (1) Human resources employees who are expected to maintain the confidentiality of an investigation as part of their official duties;  (2) Employees who are requested to maintain the confidentiality of an ongoing human resources investigation; and  (3) Proceedings pursuant to section 624-25.5. [L 2020, c 17, §1]