reglab/housing_qa huggingface dataset:
IA Code § 91.9 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.9 - Right to enter premises.

91.9 Right to enter premises.   The labor commissioner and the inspectors shall have the power to enter any factory or mill, workshop, mine, store, railway facility, including locomotive or caboose, business house, public or private work, when the same is open or in operation, for the purpose of gathering facts and statistics such as are contemplated by this chapter, and to examine into the methods of protection from danger to employees, and the sanitary conditions in and around such buildings and places, and make a record thereof.  [C97, §2472; S13, §2472; C24, 27, 31, 35, 39, §1518; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.9]
IA Code § 91.10 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.10 - Power to secure evidence.

91.10 Power to secure evidence.   The labor commissioner, or the commissioner’s designee, may issue subpoenas, administer oaths, and take testimony in all matters relating to the duties required of them. Witnesses subpoenaed and testifying before the commissioner or the commissioner’s designee shall be paid the same fees as witnesses under section 622.69, payment to be made out of the funds appropriated to the division of labor services.  [C97, §2471; S13, §2471; C24, 27, 31, 35, 39, §1519; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.10]  83 Acts, ch 186, §10041, 10201; 99 Acts, ch 68, §16
IA Code § 91.11 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.11 - Prosecutions for violations.

91.11 Prosecutions for violations.   If the commissioner learns of any violation of any law administered by the division, the commissioner may give the county attorney of the county in which the violation occurred written notice of the facts, whereupon that officer shall institute the proper proceedings against the person charged with the offense.   If the commissioner is of the opinion that the violation is not willful, or is an oversight or of a trivial nature, the commissioner may at the commissioner’s discretion fix a time within which the violation shall be corrected and notify the owner, operator, superintendent, or person in charge, and if corrected within the time fixed, then the commissioner shall not cause prosecution to be begun.  [C97, §2472; S13, §2472; C24, 27, 31, 35, 39, §1520; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.11]  99 Acts, ch 68, §17  Referred to in §331.756(16)
IA Code § 91.12 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.12 - Reports and records to division of labor services.

91.12 Reports and records to division of labor services.   1. An owner, operator, or manager of every factory, mill, workshop, mine, store, railway, business house, public or private work, or any other establishment where labor is employed, shall submit to the division of labor services reports in the form and manner prescribed by the commissioner, for the purpose of compiling labor statistics. The owner, operator, or business manager shall submit the reports within sixty days from receipt of notice, and shall certify under oath the accuracy of the reports.   2. Notwithstanding chapter 22, records containing identifiable financial institution or credit card account numbers obtained by the commissioner shall be kept confidential.  [C97, §2474; S13, §2474; C24, 27, 31, 35, 39, §1521; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.12]  98 Acts, ch 1105, §4
IA Code § 91.15 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.15 - Definition of terms.

91.15 Definition of terms.   The expressions “factory”, “mill”, “workshop”, “mine”, “store”, “railway”, “business house”, and “public or private work”, as used in this chapter, shall be construed to mean any factory, mill, workshop, mine, store, railway, business house, public or private work, where wage earners are employed for a compensation.  [C97, §2473; SS15, §2473; C24, 27, 31, 35, 39, §1524; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.15]
IA Code § 91.16 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91 - LABOR SERVICES DIVISION|Section 91.16 - Violations — penalties.

91.16 Violations — penalties.   Persons violating any of the provisions of this chapter shall be punished as in this section provided, respectively:   1. Any owner, superintendent, manager, or person in charge of any factory, mill, workshop, store, mine, hotel, restaurant, cafe, railway, business house, public or private work, who shall refuse to allow the labor commissioner or any inspector or employee of the division of labor services to enter the same, or who shall hinder or deter the commissioner, inspector, or employee in collecting information which it is that person’s duty to collect shall be guilty of a simple misdemeanor.   2. Any officer or employee of the division of labor services, or any person making unlawful use of names or information obtained by virtue of the person’s office, shall be guilty of a serious misdemeanor.   3. Any owner, operator, or manager of a factory, mill, workshop, mine, store, railway, business house, public or private work, who shall neglect or refuse for thirty days after receipt of notice from the commissioner to furnish any reports or returns the commissioner may require to enable the commissioner to discharge the commissioner’s duties shall be guilty of a simple misdemeanor.  [C97, §2471, 2472, 2474, 2475; S13, §2471, 2472, 2474; C24, 27, 31, 35, 39, §1525; C46, 50, 54, 58, 62, 66, 71, 73, 75, 77, 79, 81, §91.16]  2007 Acts, ch 22, §24
IA Code § 91A.1 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.1 - Short title.

91A.1 Short title.   This chapter shall be known and may be referred to as the “Iowa Wage Payment Collection Law”.  [C77, 79, 81, §91A.1]
IA Code § 91A.4 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.4 - Employment suspension or termination — how wages are paid.

91A.4 Employment suspension or termination — how wages are paid.   When the employment of an employee is suspended or terminated, the employer shall pay all wages earned, less any lawful deductions specified in section 91A.5 by the employee up to the time of the suspension or termination not later than the next regular payday for the pay period in which the wages were earned as provided in section 91A.3. However, if any of these wages are the difference between a credit paid against wages determined on a commission basis and the wages actually earned on a commission basis, the employer shall pay the difference not more than thirty days after the date of suspension or termination. If vacations are due an employee under an agreement with the employer or a policy of the employer establishing pro rata vacation accrued, the increment shall be in proportion to the fraction of the year which the employee was actually employed.  [C77, 79, 81, §91A.4]  95 Acts, ch 37, §1
IA Code § 91A.5 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.5 - Deductions from wages.

91A.5 Deductions from wages.   1. An employer shall not withhold or divert any portion of an employee’s wages unless:   a. The employer is required or permitted to do so by state or federal law or by order of a court of competent jurisdiction; or   b. The employer has written authorization from the employee to so deduct for any lawful purpose accruing to the benefit of the employee.   2. The following shall not be deducted from an employee’s wages:   a. Cash shortage in a common money till, cash box, or register operated by two or more employees or by an employee and an employer. However, the employer and a full-time employee who is the manager of an establishment may agree in writing signed by both parties that the employee will be responsible for a cash shortage that occurs within forty-five days prior to the most recent regular payday. Not more than one such agreement shall be in effect per establishment.   b. Losses due to acceptance by an employee on behalf of the employer of checks which are subsequently dishonored if the employee has been given the discretion to accept or reject such checks and the employee does not abuse the discretion given.   c. Losses due to breakage, damage to property, default of customer credit, or nonpayment for goods or services rendered so long as such losses are not attributable to the employee’s willful or intentional disregard of the employer’s interests.   d. Lost or stolen property, unless the property is equipment specifically assigned to, and receipt acknowledged in writing by, the employee from whom the deduction is made.   e. Gratuities received by an employee from customers of the employer.   f. Costs of personal protective equipment, other than items of clothing or footwear which may be used by an employee during nonworking hours, needed to protect an employee from employment-related hazards, unless provided otherwise in a collective bargaining agreement.   g. Costs of more than twenty dollars for an employee’s relocation to the place of employment. This paragraph shall apply only to an employer as defined in section 91E.1.  [C77, 79, 81, §91A.5]  90 Acts, ch 1134, §1; 90 Acts, ch 1136, §7, 8  Referred to in §91A.3, 91A.4, 91A.7
IA Code § 91A.5A (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.5A - Holiday time off — Veterans Day.

91A.5A Holiday time off — Veterans Day.   1. An employer shall provide each employee who is a veteran, as defined in section 35.1, with holiday time off for Veterans Day, November 11, if the employee would otherwise be required to work on that day, as provided in this section.   2. An employer, in complying with this section, shall have the discretion of providing paid or unpaid time off on Veterans Day, unless providing time off would impact public health or safety or would cause the employer to experience significant economic or operational disruption.   3. a. An employee shall provide the employer with at least one month’s prior written notice of the employee’s intent to take time off for Veterans Day and shall also provide the employer with a federal certificate of release or discharge from active duty, or such similar federal document, for purposes of determining the employee’s eligibility for the benefit provided in this section.   b. The employer shall, at least ten days prior to Veterans Day, notify the employee if the employee shall be provided paid or unpaid time off on Veterans Day. If the employer determines that the employer is unable to provide time off for Veterans Day for all employees who request time off, the employer shall deny time off to the minimum number of employees needed by the employer to protect public health and safety or to maintain minimum operational capacity, as applicable.  2010 Acts, ch 1172, §1
IA Code § 91A.7 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.7 - Wage disputes.

91A.7 Wage disputes.   If there is a dispute between an employer and employee concerning the amount of wages or expense reimbursement due, the employer shall, without condition and pursuant to section 91A.3, pay all wages conceded to be due and reimburse all expenses conceded to be due, less any lawful deductions specified in section 91A.5. Payment of wages or reimbursement of expenses under this section shall not relieve the employer of any liability for the balance of wages or expenses claimed by the employee.  [C77, 79, 81, §91A.7]
IA Code § 91A.8 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.8 - Damages recoverable by an employee.

91A.8 Damages recoverable by an employee.   When it has been shown that an employer has intentionally failed to pay an employee wages or reimburse expenses pursuant to section 91A.3, whether as the result of a wage dispute or otherwise, the employer shall be liable to the employee for any wages or expenses that are so intentionally failed to be paid or reimbursed, plus liquidated damages, court costs and any attorney’s fees incurred in recovering the unpaid wages and determined to have been usual and necessary. In other instances the employer shall be liable only for unpaid wages or expenses, court costs and usual and necessary attorney’s fees incurred in recovering the unpaid wages or expenses.  [C77, 79, 81, §91A.8]  Referred to in §91A.3, 91A.10
IA Code § 91A.9 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.9 - General powers and duties of the commissioner.

91A.9 General powers and duties of the commissioner.   1. The commissioner shall administer and enforce the provisions of this chapter. The commissioner may hold hearings and investigate charges of violations of this chapter.   2. The commissioner may, consistent with due process of law, enter any place of employment to inspect records concerning wages and payrolls, to question the employer and employees, and to investigate such facts, conditions, or matters as are deemed appropriate in determining whether any person has violated the provisions of this chapter. However, such entry by the commissioner shall only be in response to a written complaint.   3. The commissioner may employ such qualified personnel as are necessary for the enforcement of this chapter. Such personnel shall be employed pursuant to chapter 8A, subchapter IV.   4. The commissioner shall, in consultation with the United States department of labor, develop a database of the employers in this state utilizing special certificates issued by the United States secretary of labor as authorized under 29 U.S.C. §214, and shall maintain the database.   5. The commissioner shall promulgate, pursuant to chapter 17A, any rules necessary to carry out the provisions of this chapter.  [C77, 79, 81, §91A.9]  2003 Acts, ch 145, §163; 2009 Acts, ch 136, §2
IA Code § 91A.11 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.11 - Wage claims brought under reciprocity.

91A.11 Wage claims brought under reciprocity.   1. The commissioner may enter into reciprocal agreements with the labor department or corresponding agency of any other state or its representatives for the collection in such other states of claims or judgments for wages and other demands based upon claims assigned to the commissioner.   2. The commissioner may, to the extent provided for by any reciprocal agreement entered into by law or with an agency of another state as provided in this section, maintain actions in the courts of such other state to the extent permitted by the laws of that state for the collection of claims for wages, judgments and other demands and may assign such claims, judgments and demands to the labor department or agency of such other state for collection to the extent that such an assignment may be permitted or provided for by the laws of such state or by reciprocal agreement.   3. The commissioner may, upon the written consent of the labor department or other corresponding agency of any other state or its representatives, maintain actions in the courts of this state upon assigned claims for wages, judgments and demands arising in such other state in the same manner and to the same extent that such actions by the commissioner are authorized when arising in this state. However, such actions may be maintained only in cases in which such other state by law or reciprocal agreement extends a like comity to cases arising in this state.  [C77, 79, 81, §91A.11]
IA Code § 91A.12 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.12 - Civil penalties.

91A.12 Civil penalties.   1. Any employer who violates the provisions of this chapter or the rules promulgated under it shall be subject to a civil money penalty of not more than five hundred dollars per pay period for each violation. The commissioner may recover such civil money penalty according to the provisions of subsections 2 to 5. Any civil money penalty recovered shall be deposited in the general fund of the state.   2. The commissioner may propose that an employer be assessed a civil money penalty by serving the employer with notice of such proposal in the same manner as an original notice is served under the rules of civil procedure. Upon service of such notice, the proposed assessment shall be treated as a contested case under chapter 17A. However, an employer must request a hearing within thirty days of being served.   3. If an employer does not request a hearing pursuant to subsection 2 or if the commissioner determines, after an appropriate hearing, that an employer is in violation of this chapter, the commissioner shall assess a civil money penalty which is consistent with the provisions of subsection 1 and which is rendered with due consideration for the penalty amount in terms of the size of the employer’s business, the gravity of the violation, the good faith of the employer, and the history of previous violations.   4. An employer may seek judicial review of any assessment rendered under subsection 3 by instituting proceedings for judicial review pursuant to chapter 17A. However, such proceedings must be instituted in the district court of the county in which the violation or one of the violations occurred and within thirty days of the day on which the employer was notified that an assessment has been rendered. Also, an employer may be required, at the discretion of the district court and upon instituting such proceedings, to deposit the amount assessed with the clerk of the district court. Any moneys so deposited shall either be returned to the employer or be forwarded to the commissioner for deposit in the general fund of the state, depending on the outcome of the judicial review, including any appeal to the supreme court.   5. After the time for seeking judicial review has expired or after all judicial review has been exhausted and the commissioner’s assessment has been upheld, the commissioner shall request the attorney general to recover the assessed penalties in a civil action.  [C77, 79, 81, §91A.12]  2009 Acts, ch 49, §1  Referred to in §91A.6
IA Code § 91A.13 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.13 - Travel time to worksite — when compensable.

91A.13 Travel time to worksite — when compensable.   Unless a collective bargaining agreement provides otherwise, an employee is not entitled to compensation for the time that an employee spends traveling to and from the worksite on transportation provided by the employer, when during that time, the employee performs no work, the transportation is provided by the employer as a convenience for the employee, and the employee is not required by the employer to use that means of transportation to the worksite. An employee is entitled to compensation for the time that an employee spends traveling between worksites if the travel is done during working hours.  2001 Acts, ch 121, §1
IA Code § 91A.14 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.14 - Former employees.

91A.14 Former employees.   The rights and obligations outlined in this chapter continue until they are fulfilled, even though the employer-employee relationship has been severed.  2000 Acts, ch 1097, §3
IA Code § 91A.15 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91A - WAGE PAYMENT COLLECTION|Section 91A.15 - Franchisor-franchisee relationship.

91A.15 Franchisor-franchisee relationship.   1. For purposes of this section, “franchisee” and “franchisor” mean the same as defined in section 523H.1.   2. For purposes of this chapter, a franchisor shall not be considered to be an employer of a franchisee or of an employee of a franchisee unless any of the following conditions apply:   a. The franchisor has agreed in writing to be considered to be the employer of the franchisee or of the employees of the franchisee.   b. The franchisor has been found by the commissioner to have exercised a type or degree of control over the franchisee or the franchisee’s employees that is not customarily exercised by a franchisor for the purpose of protecting the franchisor’s trademarks and brand.  2019 Acts, ch 21, §2, 6  Section applies to work performed on or after July 1, 2019;  2019 Acts, ch 21, §6  Section not amended; editorial changes applied
IA Code § 91B.1 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91B - PERSONNEL INFORMATION|Section 91B.1 - Files — access by employees.

91B.1 Files — access by employees.   1. An employee, as defined in section 91A.2, shall have access to and shall be permitted to obtain a copy of the employee’s personnel file maintained by the employee’s employer, as defined in section 91A.2, including but not limited to performance evaluations, disciplinary records, and other information concerning employer-employee relations.   2. However, an employee’s access to a personnel file is subject to all of the following:   a. The employer and employee shall agree on the time the employee may have access to the employee’s personnel file, and a representative of the employer may be present.   b. An employee shall not have access to employment references written for the employee.   c. An employer may charge a reasonable fee for each page of a copy made by the employer for an employee of an item in the employee’s personnel file. For purposes of this paragraph, “reasonable fee” means an amount equivalent to an amount charged per page for copies made by a commercial copying business.  90 Acts, ch 1033, §1; 98 Acts, ch 1022, §1; 2008 Acts, ch 1032, §201
IA Code § 91B.2 (2021)
2021 Iowa Code|Title III - PUBLIC SERVICES AND REGULATION|Chapter 91B - PERSONNEL INFORMATION|Section 91B.2 - Information provided by employers about current or former employees — immunity.

91B.2 Information provided by employers about current or former employees — immunity.   1. An employer or an employer’s representative who, upon request by or authorization of a current or former employee or upon request made by a person who in good faith is believed to be a representative of a prospective employer of a current or former employee, provides work-related information about a current or former employee, is immune from civil liability unless the employer or the employer’s representative acted unreasonably in providing the work-related information.   2. For purposes of this section, an employer acts unreasonably if any of the following are present:   a. The work-related information violates a civil right of the current or former employee.   b. The work-related information knowingly is provided to a person who has no legitimate and common interest in receiving the work-related information.   c. The work-related information is not relevant to the inquiry being made, is provided with malice, or is provided with no good faith belief that it is true.   3. For purposes of this section, “employer” and “employee” are defined as provided in section 91A.2.  97 Acts, ch 179, §1