reglab/housing_qa huggingface dataset:
CT Gen Stat § 31-49m (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49m - Enrollment in program by self-employed individual or sole proprietor. Withdrawal from program.

 (a) A self-employed individual or sole proprietor, upon application to the authority, in a form and manner prescribed by the authority, may enroll in the Family and Medical Leave Insurance Program, provided such self-employed individual or sole proprietor is enrolled in the program for an initial period of not less than three years. Such self-employed individual or sole proprietor shall be automatically reenrolled in the program for a subsequent period, or periods, of not less than one year. Such reenrollment begins immediately following a period of participation in the program.(b) A self-employed individual or sole proprietor may withdraw from the program upon submitting written notice to the authority not less than thirty days prior to the expiration of the initial enrollment or subsequent reenrollment period, or at such other times as the authority may prescribe by rule.(P.A. 19-25, S. 9.)History: P.A. 19-25 effective June 25, 2019.
CT Gen Stat § 31-49n (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49n - Public education campaign. Web site, web-based form, application or digital service.

 (a) The authority shall conduct a public education campaign to inform individuals and employers regarding the Family and Medical Leave Insurance Program. Such campaign shall include, but not be limited to, information about the requirements for receiving family and medical leave compensation, how to apply for such compensation and the circumstances for which such compensation may be available. The authority may use funds contributed to the Family and Medical Leave Insurance Trust Fund for purposes of the public education campaign. Information distributed or made available under the campaign shall be available in English and Spanish and in any other language prescribed by the authority.(b) The authority shall ensure to the greatest extent practicable that any web site, web-based form, application or digital service: (1) is accessible to individuals with disabilities in accordance with WCAG2.0 AA or similar updated standard; (2) has a consistent appearance; (3) contains a search function that allows users to easily search content intended for public use; (4) is provided through an industry standard secure connection; (5) is designed around user needs with data-driven analysis influencing management and development decisions, using qualitative and quantitative data to determine user goals, needs and behaviors and continually test the web site, web-based form, web-based application or digital service to ensure that user needs are addressed; (6) provides users of the new or redesigned web site, web-based form, web-based application or digital service with the option for a more customized digital experience that allows users to complete digital transactions in an efficient and accurate manner; (7) is fully functional and usable on common mobile devices; and (8) uses free and open-source tools when possible, such as open standards in accordance with the US Web Design Standards built by the US General Services Administration.(P.A. 19-25, S. 10.)History: P.A. 19-25 effective January 1, 2020.
CT Gen Stat § 31-49p (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49p - Covered employees. Denial of compensation. Penalty. Complaints filed with Labor Commissioner.

 Any covered employee aggrieved by a denial of compensation under the Family and Medical Leave Insurance Program or any person aggrieved by the imposition of a penalty imposed pursuant to section 31-49r may file a complaint with the Labor Commissioner. Upon receipt of any such complaint, the commissioner shall hold a hearing. After the hearing, the commissioner shall send each party a written copy of the commissioner's decision. The commissioner may award the covered employee or person all appropriate relief, including any compensation or benefits to which the employee otherwise would have been eligible if such denial had not occurred. Any party aggrieved by the decision of the commissioner may appeal the decision to the Superior Court in accordance with the provisions of chapter 54.(P.A. 19-25, S. 12.)History: P.A. 19-25 effective June 25, 2019.
CT Gen Stat § 31-49q (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49q - (Note: This section is effective July 1, 2022.) Written notice required of employer.

 Each employer shall, at the time of hiring, and annually thereafter, provide written notice to each of the employer's employees (1) of the entitlement to family and medical leave under sections 31-51kk to 31-51qq, inclusive, and 31-51ss and the terms under which such leave may be used, (2) of the opportunity to file a claim for compensation under the program, (3) that retaliation by the employer against the employee for requesting, applying for or using family and medical leave for which the employee is eligible is prohibited, and (4) that the employee has a right to file a complaint with the Labor Commissioner for any violation of said sections. The Labor Commissioner may adopt regulations, in accordance with chapter 54, to establish additional requirements concerning the means by which employers shall provide such notice.(P.A. 19-25, S. 13.)History: P.A. 19-25 effective July 1, 2022.
CT Gen Stat § 31-49r (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49r - Disqualification from program. Repayment of benefits. Wilful misrepresentation. Financial penalties. Health care providers. Medical certifications.

 (a) Any individual participating in the program who wilfully makes a false statement or misrepresentation regarding a material fact, or wilfully fails to report a material fact, to obtain family and medical leave compensation shall be disqualified from receiving any compensation under the program for two years after making such false statement or misrepresentation or failing to report such material fact.(b) If family and medical leave compensation is paid to a covered employee erroneously or as a result of wilful misrepresentation by such employee, or if a claim for family and medical leave compensation is rejected after compensation is paid, the authority may seek repayment of benefits from the employee having received such compensation and may also, in the case of wilful misrepresentation, seek payment of a penalty in the amount of fifty per cent of the benefits paid as a result of such misrepresentation. The authority may waive, in whole or in part, the amount of any such payments if the recovery would be against equity and good conscience.(c) If family and medical leave compensation is paid as a result of wilful misrepresentation by any health care provider, the authority shall notify the Labor Commissioner and may seek payment of a penalty from such health care provider in the amount of three hundred per cent of the benefits paid as a result of such misrepresentation. The authority may waive, in whole or in part, the amount of any such payments where the recovery would be against equity and good conscience.(d) Any person, including an employer, who intentionally aids, abets, assists, promotes or facilitates the making of, or the attempt to make, any claim for benefits or the receipt or attempted receipt of benefits by another person in violation of subsection (b) of this section shall be liable for the same financial penalty as the person making or attempting to make the claim or receiving or attempting to receive the benefits.(e) A health care provider shall complete a timely medical certification of a patient's serious medical condition at the request of the patient. No health care provider shall charge a patient a fee for such service.(P.A. 19-25, S. 14.)History: P.A. 19-25 effective June 25, 2019.
CT Gen Stat § 31-49s (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49s - Employer providing more expansive benefits.

 Nothing in sections 31-49e to 31-49t, inclusive, 31-51kk to 31-51qq, inclusive, or section 31-51ss shall be construed to (1) prevent employers from providing any benefits that are more expansive than those provided for under said sections, (2) diminish any rights provided to any covered employee under the terms of the covered employee's employment or a collective bargaining agreement, or (3) interfere with, impede or in any way diminish the right of an employee to bargain collectively with his or her employer through a representative of his or her choosing, in order to establish wages or conditions of work in excess of the applicable minimum pursuant to sections 3-13c, 31-49e to 31-49t, inclusive, 31-51kk to 31-51mm, inclusive, and 31-51oo to 31-51qq, inclusive.(P.A. 19-25, S. 15.)History: P.A. 19-25 effective June 25, 2019.
CT Gen Stat § 31-49t (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-49t - Authority's annual report.

 Not later than July 1, 2022, and annually thereafter, the authority shall report, in accordance with section 11-4a of the general statutes, to the Office of Policy and Management and to the joint standing committees of the General Assembly having cognizance of matters relating to appropriations and the budgets of state agencies and labor, on (1) the projected and actual participation in the program, (2) the balance of the trust, (3) the reasons claimants are receiving family and medical leave compensation, (4) the success of outreach and education efforts, (5) demographic information of claimants, including gender, age, town of residence and income level, and (6) the total number of claims made and claims denied.(P.A. 19-25, S. 16.)History: P.A. 19-25 effective June 25, 2019.
CT Gen Stat § 31-50 (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-50 - Enforcement.

 The commissioner shall enforce the provisions of part I of this chapter and sections 31-23 to 31-49, inclusive, by giving proper orders or notices to the persons or corporations owning, operating or managing the factories or buildings inspected by him and shall make complaint to the state's attorneys of any violation of said provisions.(1949 Rev., S. 3760.)Statute does not apply when it is agreed that reciprocal notice shall be given. 58 C. 104. Cited. 196 C. 529.
CT Gen Stat § 31-50a (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-50a - Noncompete agreements: Security guards.

 (a) No employer may require any person employed in the classification 339032 of the standard occupational classification system of the Bureau of Labor Statistics of the United States Department of Labor to enter into an agreement prohibiting such person from engaging in the same or a similar job, at the same location at which the employer employs such person, for another employer or as a self-employed person, unless the employer proves that such person has obtained trade secrets, as defined in subsection (d) of section 35-51, of the employer.(b) (1) Any person who is aggrieved by a violation of this section may bring a civil action in the Superior Court to recover damages and for such injunctive and equitable relief as the court deems appropriate.(2) The Labor Commissioner may request the Attorney General to bring an action in the superior court for the judicial district of Hartford for restitution on behalf of any person injured by any violation of this section and for such injunctive or equitable relief as the court deems appropriate.(c) The provisions of this section shall apply to agreements entered into, renewed or extended on or after October 1, 2007.(P.A. 07-237, S. 1.)
CT Gen Stat § 31-50b (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-50b - Noncompete agreements: Broadcast employees.

 (a) As used in this section:(1) “Associated broadcast entities” means entities that provide reporting services to broadcast television or radio stations, including without limitation, subcontractors that provide weather, sports, traffic and other reports for broadcast or cablecast;(2) “Broadcast employee” means any employee of a broadcast industry employer, except those employees whose services primarily include sales or management functions;(3) “Broadcast industry employer” means the owner or operator of one or more broadcast television or radio stations, including any associated broadcast entity, but excluding cable stations or cable networks;(4) “Broadcast television or radio station” means an entity that is owned or operated either by holding a Federal Communications Commission television or radio license for the station, or by operating a station through a local service, sales, marketing or outsourcing agreement;(5) “Cable network” means an entity that distributes programming to two or more local cable systems;(6) “Cable station” means an entity that produces or transmits programming to one or more local cable systems; and(7) “Local cable system” means a cable system, as defined in 47 USC 522, as from time to time amended, operating in the state.(b) No broadcast industry employer employment contract for the services of a broadcast employee may contain a provision requiring that such broadcast employee:(1) Refrain from obtaining employment in a specified geographical area for a specified period of time after termination of employment with that broadcast industry employer;(2) Disclose the terms or conditions of an offer of employment, or the existence of any such offer, from any other broadcast industry employer following the expiration of the term of the employment contract; or(3) Agree to enter into a subsequent employment contract with the broadcast industry employer, or extend or renew the existing employment contract, upon the same terms and conditions offered by a prospective employer.(c) Any person who is aggrieved by a violation of this section may bring a civil action in the Superior Court to recover damages, together with court costs and reasonable attorney's fees.(d) The provisions of this section shall apply to employment contracts entered into, renewed or extended on or after July 1, 2007.(P.A. 07-237, S. 2.)History: P.A. 07-237 effective July 1, 2007.
CT Gen Stat § 31-51 (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51 - Blacklisting.

 Any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, who blacklists any employee, mechanic or laborer, or publishes or causes to be published the name of any such employee, mechanic or laborer, with the intent and for the purpose of preventing such employee, mechanic or laborer from engaging in or securing employment from any other person, corporation, company, firm, or the state or any political subdivision thereof, or, in any manner, conspires or contrives, by correspondence or otherwise, to prevent such employee, mechanic or laborer from procuring employment, shall be fined not less than fifty and not more than two hundred dollars; but the provisions of this section shall not be construed so as to prohibit any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, from giving a truthful statement of any facts concerning a present or former employee of such person, corporation, company, firm, or the state or any political subdivision thereof, on the application of such employee or of any person, or any officer or agent of any corporation, company, firm, or the state or any political subdivision thereof, who may be considering the employment of such employee.(1949 Rev., S. 8531; P.A. 75-104.)History: P.A. 75-104 made provisions applicable to the state and its political subdivisions.See Sec. 31-105 re unfair labor practices.Cited. 313 U.S. 184. Section does not preclude application of a qualified privilege to statements made in an employment reference. 284 C. 35.
CT Gen Stat § 31-51aa (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51aa - Drug testing: Effect of collective bargaining agreement.

 No provision of any collective bargaining agreement may contravene or supersede any provision of sections 31-51t to 31-51aa, inclusive, so as to infringe the privacy rights of any employee.(P.A. 87-551, S. 12.)
CT Gen Stat § 31-51bb (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51bb - Right of employee to pursue cause of action.

 No employee shall be denied the right to pursue, in a court of competent jurisdiction, a cause of action arising under the state or federal Constitution or under a state statute solely because the employee is covered by a collective bargaining agreement. Nothing in this section shall be construed to give an employee the right to pursue a cause of action in a court of competent jurisdiction for breach of any provision of a collective bargaining agreement or other claims dependent upon the provisions of a collective bargaining agreement.(P.A. 88-275, S. 1.)Permits employee, despite prior voluntary submission of a related claim to final arbitration under collective bargaining agreement, to pursue statutory cause of action in Superior Court. 226 C. 475. Cited. 229 C. 801; 236 C. 421. Section does not create independent right to jury determination of damages when it is unclear that any litigant has such a right. 278 C. 692. Although collective bargaining agreement was relevant to degree of economic losses suffered by plaintiff, her indemnification claim was authorized by statute, Sec. 53-39a, and she was not required to exhaust administrative remedies prior to bringing action. 300 C. 708. The phrase “in a court of competent jurisdiction” was not intended to specify the forum in which an employee covered by a collective bargaining agreement may vindicate the right to raise a statutory claim in an agency, but was intended to make clear that the procedures provided for in a collective bargaining agreement would not be the exclusive vehicle by which employees covered by that agreement may vindicate their statutory and constitutional rights; Compensation Review Board correctly determined that section permitted plaintiff to file a claim with the Workers' Compensation Commission pursuant to Sec. 31-290a, despite the fact that the State Board of Mediation and Arbitration had issued an adverse decision on a similar claim in the arbitration proceeding brought pursuant to plaintiff's collective bargaining agreement. 329 C. 366.
CT Gen Stat § 31-51f (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51f - Participation in Manpower Development and Training Act.

 The Labor Department and the Department of Education are authorized to participate in the Manpower Development and Training Act of 1962, as amended, by providing from funds appropriated or transferred to them for such purpose, in accordance with and to the extent required by said federal act, amounts necessary to match the amounts expended by the United States Treasury.(1963, P.A. 608, S. 1.)History: (Revisor's note: In 1997 a reference to “Education Department” was changed editorially by the Revisors to “Department of Education” for consistency with customary statutory usage).
CT Gen Stat § 31-51g (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51g - Use of polygraph prohibited. Penalty. Exceptions.

 (a) For the purposes of this section “polygraph” means any mechanical or electrical instrument or device of any type used or allegedly used to examine, test or question individuals for the purpose of determining truthfulness.(b) (1) No person, firm, corporation, association or the state or any political subdivision thereof shall request or require any prospective employee or any employee to submit to, or take, a polygraph examination as a condition of obtaining employment or of continuing employment with such employer or dismiss or discipline in any manner an employee for failing, refusing or declining to submit to or take a polygraph examination. (2) No employment agency, as defined in section 31-129, and no agent for an employer shall require any person to submit to, or take, a polygraph examination for any purposes whatsoever.(c) Any person, firm, corporation or association which violates any provision of this section shall be fined not less than two hundred fifty dollars nor more than one thousand dollars for each violation.(d) The provisions of this section shall not apply to persons to be employed (1) by the state or any local government or any political subdivision thereof in any police department except for civilian employees within the department or (2) by the Department of Correction, but shall apply with respect to obtaining and maintaining employment of other persons by the state or any local government or political subdivision thereof.(1967, P.A. 488, S. 1-4; P.A. 75-631; P.A. 98-126, S. 2.)History: P.A. 75-631 made provisions applicable to the state and its political subdivisions; P.A. 98-126 amended Subsec. (d) to make provisions of section inapplicable to persons to be employed by the Department of Correction.
CT Gen Stat § 31-51h (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51h - Employer not to cancel insurance coverage or cease making contributions to welfare fund of employee eligible to receive or receiving workers' compensation or sick leave payments. Employer accident report. Complaint. Hearing. Appeal.

 Section 31-51h is repealed.(1967, P.A. 782; P.A. 76-420, S. 1, 2; P.A. 77-116; P.A. 79-376, S. 29; P.A. 81-464, S. 1; P.A. 82-398, S. 7.)
CT Gen Stat § 31-51hh (2020)
2020 Connecticut General Statutes|Title 31 - Labor|Chapter 557 - Employment Regulation|Section 31-51hh - Reimbursement by employee of any loss or shortage resulting from wrongdoing by a customer.

 No employer may request or require reimbursement from an employee for any loss or shortage incurred in the course of the employer's business as a result of any wrongdoing on the part of a customer.(P.A. 89-78.)