reglab/housing_qa huggingface dataset:
CA Labor Code § 1017 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3 - Class of Labor Employed; Labor Union Insignia|Section 1017.

1017.  Any person who wilfully uses the card of any labor union to obtain aid, assistance, or employment, unless entitled to use such card under the rules and regulations of a labor union within this State is guilty of a misdemeanor.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1018 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3 - Class of Labor Employed; Labor Union Insignia|Section 1018.

1018.  Any person who willfully wears the button of any labor union of this state, unless entitled to wear the button under the rules of such union, is guilty of a misdemeanor, and is punishable by imprisonment in the county jail for not more than 20 days or by a fine of not more than forty dollars ($40), or by both fine and imprisonment.(Amended by Stats. 1983, Ch. 1092, Sec. 202. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 1019.1 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.1 - Unfair Immigration-Related Practices|Section 1019.1.

1019.1.  (a) It is unlawful for an employer, in the course of satisfying the requirements of Section 1324a(b) of Title 8 of the United States Code, to do any of the following: (1) Request more or different documents than are required under Section 1324a(b) of Title 8 of the United States Code.(2) Refuse to honor documents tendered that on their face reasonably appear to be genuine.(3) Refuse to honor documents or work authorization based upon the specific status or term of status that accompanies the authorization to work.(4) Attempt to reinvestigate or reverify an incumbent employee’s authorization to work using an unfair immigration-related practice.(b) (1) Any person who violates this section shall be subject to a penalty imposed by the Labor Commissioner and liability for equitable relief.(2) An applicant for employment or an employee who is subject to an unlawful act that is prohibited by this section, or a representative of that applicant for employment or employee, may file a complaint with the Division of Labor Standards Enforcement pursuant to Section 98.7.(3) The penalty recoverable by the applicant or employee, or by the Labor Commissioner, for a violation of this section shall not exceed ten thousand dollars ($10,000) per violation.(Added by Stats. 2016, Ch. 782, Sec. 1. (SB 1001) Effective January 1, 2017.)
CA Labor Code § 1019.4 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.1 - Unfair Immigration-Related Practices|Section 1019.4.

1019.4.  For purposes of this chapter, the terms “reverify” or “reverifying” mean the actions described in Section 274a.2(b)(1)(vii) of Title 8 of the Code of Federal Regulations. These terms shall be interpreted consistently with any applicable federal rules, regulations, and controlling federal case law.(Added by Stats. 2019, Ch. 364, Sec. 11. (SB 112) Effective September 27, 2019.)
CA Labor Code § 1020 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.5 - Contractors|Section 1020.

1020.  It is the intent of the Legislature in enacting this chapter to establish a citation system for the imposition of prompt and effective civil sanctions against violators of the laws and regulations of this state relating to the employment of workers by unlicensed contractors and the utilization of unlicensed contractors and other persons who are not valid independent contractors by licensed contractors.(Amended by Stats. 1982, Ch. 761, Sec. 1.)
CA Labor Code § 1021 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.5 - Contractors|Section 1021.

1021.  Any person who does not hold a valid state contractor’s license issued pursuant to Chapter 9 (commencing with Section 7000) of Division 3 of the Business and Professions Code, and who employs any worker to perform services for which a license is required, shall be subject to a civil penalty in the amount of two hundred dollars ($200) per employee for each day of employment. The civil penalties provided for by this section are in addition to any other penalty provided by law.(Amended by Stats. 2003, Ch. 329, Sec. 6. Effective January 1, 2004.)
CA Labor Code § 1021.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.5 - Contractors|Section 1021.5.

1021.5.  Any person who holds a valid state contractor’s license issued pursuant to Chapter 9 (commencing with Section 7000) of Division 3 of the Business and Professions Code, and who willingly and knowingly enters into a contract with any person to perform services for which a license is required as an independent contractor, and that person does not meet the burden of proof of independent contractor status pursuant to Section 2750.5 or hold a valid state contractor’s license, shall be subject to a civil penalty in the amount of two hundred dollars ($200) per person so contracted with for each day of the contract. The civil penalties provided for by this section are in addition to any other penalty provided by law.(Amended by Stats. 2003, Ch. 329, Sec. 7. Effective January 1, 2004.)
CA Labor Code § 1022 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.5 - Contractors|Section 1022.

1022.  If upon inspection or investigation the Labor Commissioner determines that any person is employing workers in violation of Section 1021 or 1021.5, he or she may issue a citation to the person in violation. The citation may be served personally or by registered mail in accordance with subdivision (c) of Section 11505 of the Government Code. Each citation shall be in writing and shall describe the nature of the violation, including reference to the statutory provision alleged to have been violated.(Amended by Stats. 1982, Ch. 761, Sec. 3.)
CA Labor Code § 1024 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.5 - Contractors|Section 1024.

1024.  (a) It is the intent of the Legislature in enacting this section to provide for the prompt and effective enforcement of labor laws relating to the construction industry.(b) Before July 1, 2013, all civil penalties collected pursuant to this chapter shall be deposited in the Industrial Relations Construction Industry Enforcement Fund. All moneys in the fund shall be used for the purpose of enforcing this chapter, as appropriated by the Legislature.(c) On or after July 1, 2013, all civil penalties collected pursuant to this chapter shall be deposited in the Labor Enforcement and Compliance Fund.(Amended by Stats. 2013, Ch. 28, Sec. 38. (SB 71) Effective June 27, 2013.)
CA Labor Code § 1024.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.6 - Employer Use of Consumer Credit Reports|Section 1024.5.

1024.5.  (a) An employer or prospective employer shall not use a consumer credit report for employment purposes unless the position of the person for whom the report is sought is any of the following:(1) A managerial position.(2) A position in the state Department of Justice.(3) That of a sworn peace officer or other law enforcement position.(4) A position for which the information contained in the report is required by law to be disclosed or obtained.(5) A position that involves regular access, for any purpose other than the routine solicitation and processing of credit card applications in a retail establishment, to all of the following types of information of any one person:(A) Bank or credit card account information.(B) Social security number.(C) Date of birth.(6) A position in which the person is, or would be, any of the following:(A) A named signatory on the bank or credit card account of the employer.(B) Authorized to transfer money on behalf of the employer.(C) Authorized to enter into financial contracts on behalf of the employer.(7) A position that involves access to confidential or proprietary information, including a formula, pattern, compilation, program, device, method, technique, process or trade secret that (i) derives independent economic value, actual or potential, from not being generally known to, and not being readily ascertainable by proper means by, other persons who may obtain economic value from the disclosure or use of the information, and (ii) is the subject of an effort that is reasonable under the circumstances to maintain secrecy of the information.(8) A position that involves regular access to cash totaling ten thousand dollars ($10,000) or more of the employer, a customer, or client, during the workday.(b) This section does not apply to a person or business subject to Sections 6801 to 6809, inclusive, of Title 15 of the United States Code and state and federal statutes or regulations implementing those sections if the person or business is subject to compliance oversight by a state or federal regulatory agency with respect to those laws. (c) The following definitions apply to this section:(1) “Consumer credit report” has the same meaning as defined in subdivision (c) of Section 1785.3 of the Civil Code, but does not include a report that (A) verifies income or employment, and (B) does not include credit-related information, such as credit history, credit score, or credit record.(2) “Managerial position” means an employee covered by the executive exemption set forth in subparagraph (1) of paragraph (A) of Section 1 of Wage Order 4 of the Industrial Welfare Commission (8 Cal. Code Regs. 11040).(Added by Stats. 2011, Ch. 724, Sec. 2. (AB 22) Effective January 1, 2012.)
CA Labor Code § 1024.6 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.6 - Employer Use of Consumer Credit Reports|Section 1024.6.

1024.6.  An employer may not discharge an employee or in any manner discriminate, retaliate, or take any adverse action against an employee because the employee updates or attempts to update his or her personal information based on a lawful change of name, social security number, or federal employment authorization document. An employer’s compliance with this section shall not serve as the basis for a claim of discrimination, including any disparate treatment claim.(Amended by Stats. 2014, Ch. 79, Sec. 3. (AB 2751) Effective January 1, 2015.)
CA Labor Code § 1025 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.7 - Alcohol and Drug Rehabilitation|Section 1025.

1025.  Every private employer regularly employing 25 or more employees shall reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol or drug rehabilitation program, provided that this reasonable accommodation does not impose an undue hardship on the employer.Nothing in this chapter shall be construed to prohibit an employer from refusing to hire, or discharging an employee who, because of the employee’s current use of alcohol or drugs, is unable to perform his or her duties, or cannot perform the duties in a manner which would not endanger his or her health or safety or the health or safety of others.(Amended by Stats. 1987, Ch. 506, Sec. 2.)
CA Labor Code § 1026 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.7 - Alcohol and Drug Rehabilitation|Section 1026.

1026.  The employer shall make reasonable efforts to safeguard the privacy of the employee as to the fact that he or she has enrolled in an alcohol or drug rehabilitation program.(Amended by Stats. 1987, Ch. 506, Sec. 3.)
CA Labor Code § 1027 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.7 - Alcohol and Drug Rehabilitation|Section 1027.

1027.  Nothing in this chapter shall be construed to require an employer to provide time off with pay, except that an employee may use sick leave to which he or she is entitled for the purpose of entering and participating in an alcohol or drug rehabilitation program.(Amended by Stats. 1987, Ch. 506, Sec. 4.)
CA Labor Code § 1028 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.7 - Alcohol and Drug Rehabilitation|Section 1028.

1028.  An employee may file a complaint with the Labor Commissioner if he or she believes that he or she has been denied reasonable accommodation as required by this chapter. Sections 98, 98.1, 98.2, 98.3, 98.4, 98.5, 98.6, and 98.7 shall be applicable to a complaint filed pursuant to this section.(Added by Stats. 1984, Ch. 1103, Sec. 1.)
CA Labor Code § 1030 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.8 - Lactation Accommodation|Section 1030.

1030.  Every employer, including the state and any political subdivision, shall provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child each time the employee has need to express milk. The break time shall, if possible, run concurrently with any break time already provided to the employee. Break time for an employee that does not run concurrently with the rest time authorized for the employee by the applicable wage order of the Industrial Welfare Commission shall be unpaid.(Amended by Stats. 2019, Ch. 720, Sec. 1. (SB 142) Effective January 1, 2020.)
CA Labor Code § 1032 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.8 - Lactation Accommodation|Section 1032.

1032.  An employer is not required to provide break time under this chapter if to do so would seriously disrupt the operations of the employer.(Added by Stats. 2001, Ch. 821, Sec. 1. Effective January 1, 2002.)
CA Labor Code § 1033 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.8 - Lactation Accommodation|Section 1033.

1033.  (a) The denial of reasonable break time or adequate space to express milk in accordance with this chapter shall be deemed a failure to comply for purposes of Section 226.7. An aggrieved employee may file a complaint under this subdivision with the Labor Commissioner pursuant to Section 98.(b) An employer shall not discharge, or in any other manner discriminate or retaliate against, an employee for exercising or attempting to exercise any right protected under this chapter. This subdivision is not intended to limit or expand an employee’s rights pursuant to Section 98.6. An aggrieved employee may file a complaint under this subdivision with the Labor Commissioner pursuant to Section 98.7.(c) An employee may report a violation of this chapter to the Labor Commissioner’s field enforcement unit. If, upon inspection or investigation, the Labor Commissioner determines that a violation of this chapter has occurred, the Labor Commissioner may issue a citation and may impose a civil penalty in the amount of one hundred dollars ($100) for each day that an employee is denied reasonable break time or adequate space to express milk in violation of this chapter. The procedures for issuing, contesting, and enforcing judgments for citations or civil penalties issued by the Labor Commissioner for violations of this chapter shall be the same as those set forth in Section 1197.1.(d) Notwithstanding any other provision of this code, violations of this chapter shall not be misdemeanors under this code.(Amended by Stats. 2019, Ch. 720, Sec. 3. (SB 142) Effective January 1, 2020.)
CA Labor Code § 1034 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.8 - Lactation Accommodation|Section 1034.

1034.  (a) An employer shall develop and implement a policy regarding lactation accommodation that includes the following:(1) A statement about an employee’s right to request lactation accommodation.(2) The process by which the employee makes the request described in paragraph (1).(3) An employer’s obligation to respond to the request described in paragraph (1) as outlined in subdivision (d).(4) A statement about an employee’s right to file a complaint with the Labor Commissioner for any violation of a right under this chapter.(b) The employer shall include the policy described in subdivision (a) in an employee handbook or set of policies that the employer makes available to employees.(c) The employer shall distribute the policy described in subdivision (a) to new employees upon hiring and when an employee makes an inquiry about or requests parental leave.(d) If an employer cannot provide break time or a location that complies with the policy described in subdivision (a), the employer shall provide a written response to the employee.(Added by Stats. 2019, Ch. 720, Sec. 4. (SB 142) Effective January 1, 2020.)
CA Labor Code § 1040 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.9 - Employee Literacy Assistance|Section 1040.

1040.  This chapter shall be known and may be cited as the Employee Literacy Education Assistance Act.(Added by Stats. 1991, Ch. 339, Sec. 2.)
CA Labor Code § 1041 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.9 - Employee Literacy Assistance|Section 1041.

1041.  (a) Every private employer regularly employing 25 or more employees shall reasonably accommodate and assist any employee who reveals a problem of illiteracy and requests employer assistance in enrolling in an adult literacy education program, provided that this reasonable accommodation does not impose an undue hardship on the employer. (b) For purposes of this section, employer assistance includes, but is not limited to, providing the employee with the locations of local literacy education programs or arranging for a literacy education provider to visit the jobsite.(Added by Stats. 1991, Ch. 339, Sec. 2.)
CA Labor Code § 1042 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.9 - Employee Literacy Assistance|Section 1042.

1042.  The employer shall make reasonable efforts to safeguard the privacy of the employee as to the fact that he or she has a problem with illiteracy.(Added by Stats. 1991, Ch. 339, Sec. 2.)
CA Labor Code § 1043 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.9 - Employee Literacy Assistance|Section 1043.

1043.  Nothing in this chapter shall be construed to require an employer to provide time off with pay for an employee to enroll and participate in an adult literacy education program.(Added by Stats. 1991, Ch. 339, Sec. 2.)
CA Labor Code § 1044 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 3.9 - Employee Literacy Assistance|Section 1044.

1044.  An employee who reveals a problem of illiteracy and who satisfactorily performs his or her work shall not be subject to termination of employment because of the disclosure of illiteracy.(Added by Stats. 1991, Ch. 339, Sec. 2.)
CA Labor Code § 1050 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1050.

1050.  Any person, or agent or officer thereof, who, after having discharged an employee from the service of such person or after an employee has voluntarily left such service, by any misrepresentation prevents or attempts to prevent the former employee from obtaining employment, is guilty of a misdemeanor.(Amended by Stats. 1981, Ch. 513, Sec. 1.)
CA Labor Code § 1051 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1051.

1051.  Except as provided in Section 1057, any person or agent or officer thereof, who requires, as a condition precedent to securing or retaining employment, that an employee or applicant for employment be photographed or fingerprinted by any person who desires his or her photograph or fingerprints for the purpose of furnishing the same or information concerning the same or concerning the employee or applicant for employment to any other employer or third person, and these photographs and fingerprints could be used to the detriment of the employee or applicant for employment is guilty of a misdemeanor.(Amended by Stats. 1987, Ch. 77, Sec. 1.)
CA Labor Code § 1052 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1052.

1052.  Any person who knowingly causes, suffers, or permits an agent, superintendent, manager, or employee in his employ to commit a violation of sections 1050 and 1051, or who fails to take all reasonable steps within his power to prevent such violation is guilty of a misdemeanor.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1053 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1053.

1053.  Nothing in this chapter shall prevent an employer or an agent, employee, superintendent or manager thereof from furnishing, upon special request therefor, a truthful statement concerning the reason for the discharge of an employee or why an employee voluntarily left the service of the employer. If such statement furnishes any mark, sign, or other means conveying information different from that expressed by words therein, such fact, or the fact that such statement or other means of furnishing information was given without a special request therefor is prima facie evidence of a violation of sections 1050 to 1053.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1054 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1054.

1054.  In addition to and apart from the criminal penalty provided any person or agent or officer thereof, who violates any provision of sections 1050 to 1052, inclusive, is liable to the party aggrieved, in a civil action, for treble damages. Such civil action may be brought by such aggrieved person or his assigns, or successors in interest, without first establishing any criminal liability under this article.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1055 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 4 - Reemployment Privileges|Section 1055.

1055.  Every public utility corporation shall, upon request by any employee leaving its service, give to such employee a letter stating the period of service and the kind of service rendered to the public utility corporation by the employee.(Enacted by Stats. 1937, Ch. 90.)