reglab/housing_qa huggingface dataset:
CA Labor Code § 860 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 6 - Agriculture|Section 860.

860.  Notwithstanding any other provision of law, including Chapter 1 (commencing with Section 500):(a) (1) Commencing January 1, 2019, except as provided in paragraph (2), any person employed in an agricultural occupation shall not be employed more than nine and one-half hours in any one workday or work in excess of 55 hours in any one workweek, unless the employee receives one and one-half times that employee’s regular rate of pay for all hours worked over nine and one-half hours in any workday or over 55 hours in any workweek.(2) This subdivision shall apply to an employer who employs 25 or fewer employees commencing January 1, 2022.(b) (1) Commencing January 1, 2020, except as provided in paragraph (2), any person employed in an agricultural occupation shall not be employed more than nine hours in any one workday or work in excess of 50 hours in any one workweek, unless the employee receives one and one-half times that employee’s regular rate of pay for all hours worked over nine hours in any workday or over 50 hours in any workweek.(2) This subdivision shall apply to an employer who employs 25 or fewer employees commencing January 1, 2023.(c) (1) Commencing January 1, 2021, except as provided in paragraph (2), any person employed in an agricultural occupation shall not be employed more than eight and one-half hours in any one workday or work in excess of 45 hours in any one workweek, unless the employee receives one and one-half times that employee’s regular rate of pay for all hours worked over eight and one-half hours in any workday or over 45 hours in any workweek.(2) This subdivision shall apply to an employer who employs 25 or fewer employees commencing January 1, 2024.(d) (1) Commencing January 1, 2022, except as provided in paragraph (2), any person employed in an agricultural occupation shall not be employed more than eight hours in any one workday or work in excess of 40 hours in any one workweek, unless the employee receives one and one-half times that employee’s regular rate of pay for all hours worked over eight hours in any workday or over 40 hours in any workweek.(2) This subdivision shall apply to an employer who employs 25 or fewer employees commencing January 1, 2025.(Added by Stats. 2016, Ch. 313, Sec. 2. (AB 1066) Effective January 1, 2017.)
CA Labor Code § 861 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 6 - Agriculture|Section 861.

861.  Except as set forth in Section 860 and subdivision (a) of Section 862, all other provisions of Chapter 1 (commencing with Section 500) regarding compensation for overtime work shall apply to workers in an agricultural occupation commencing January 1, 2017.(Added by Stats. 2016, Ch. 313, Sec. 2. (AB 1066) Effective January 1, 2017.)
CA Labor Code § 862 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 6 - Agriculture|Section 862.

862.  (a) Beginning January 1, 2022, except as provided in subdivision (c), and consistent with Section 510, any work performed by a person, employed in an agricultural occupation, in excess of 12 hours in one day shall be compensated at the rate of no less than twice the employee’s regular rate of pay.(b) Consistent with Section 861, notwithstanding subdivision (a) or Section 863, the other provisions of Section 510 shall be applicable to workers in an agricultural occupation commencing January 1, 2019.(c) Subdivision (a) shall apply to an employer who employs 25 or fewer employees commencing January 1, 2025.(Added by Stats. 2016, Ch. 313, Sec. 2. (AB 1066) Effective January 1, 2017.)
CA Labor Code § 863 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 6 - Agriculture|Section 863.

863.  (a) Notwithstanding Section 860 or 862, the Governor may temporarily suspend scheduled phase in of the overtime requirements set forth in Section 860, or subdivision (a) of Section 862 only if the Governor suspends scheduled minimum wage increases pursuant to clause (i) of subparagraph (A) of, and subparagraph (B) of, paragraph (3) of subdivision (d) of Section 1182.12.(b) If the Governor makes a final determination to temporarily suspend scheduled phase in of the overtime requirements set forth in Section 860 or subdivision (a) of Section 862 for the following year, all implementation dates applicable to Section 860 and subdivision (a) of Section 862 that are suspended subsequent to the September 1 final determination date, consistent with clause (i) of subparagraph (A) of, and subparagraph (B) of, paragraph (3) of subdivision (d) of Section 1182.12, shall be postponed by an additional year, but the full implementation of the overtime requirements set forth in Section 860 or subdivision (a) of Section 862 shall in no event be later than January 1, 2022. The Governor’s temporary suspension under this section shall be by proclamation.(c) The Governor’s authority to suspend the scheduled overtime requirements under this section shall end upon the phase in of the overtime requirements contained in subdivision (d) of Section 860, the phase in of the overtime requirements contained in subdivision (c) of Section 862, or January 1, 2025, whichever occurs first.(Added by Stats. 2016, Ch. 313, Sec. 2. (AB 1066) Effective January 1, 2017.)
CA Labor Code § 864 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 2 - WORKING HOURS|CHAPTER 6 - Agriculture|Section 864.

864.  The Department of Industrial Relations shall update Wage Order No. 14-2001 to be consistent with this chapter, except that any existing provision in Wage Order 14-2001 providing greater protections or benefits to agricultural employees shall continue in full force and effect, notwithstanding any provision of this chapter.(Added by Stats. 2016, Ch. 313, Sec. 2. (AB 1066) Effective January 1, 2017.)
CA Labor Code § 920 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 1 - Contracts Against Public Policy|Section 920.

920.  As used in this chapter, unless the context otherwise indicates, “promise” includes promise, undertaking, contract, or agreement, whether written or oral, express or implied.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 921 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 1 - Contracts Against Public Policy|Section 921.

921.  Every promise made after August 21, 1933, between any employee or prospective employee and his employer, prospective employer or any other person is contrary to public policy if either party thereto promises any of the following:(a) To join or to remain a member of a labor organization or to join or remain a member of an employer organization,(b) Not to join or not to remain a member of a labor organization or of an employer organization,(c) To withdraw from an employment relation in the event that he joins or remains a member of a labor organization or of an employer organization.Such promise shall not afford any basis for the granting of legal or equitable relief by any court against a party to such promise, or against any other persons who advise, urge, or induce, without fraud or violence or threat thereof, either party thereto to act in disregard of such promise.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 922 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 1 - Contracts Against Public Policy|Section 922.

922.  Any person or agent or officer thereof who coerces or compels any person to enter into an agreement, written or verbal, not to join or become a member of any labor organization, as a condition of securing employment or continuing in the employment of any such person is guilty of a misdemeanor.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 923 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 1 - Contracts Against Public Policy|Section 923.

923.  In the interpretation and application of this chapter, the public policy of this State is declared as follows:Negotiation of terms and conditions of labor should result from voluntary agreement between employer and employees. Governmental authority has permitted and encouraged employers to organize in the corporate and other forms of capital control. In dealing with such employers, the individual unorganized worker is helpless to exercise actual liberty of contract and to protect his freedom of labor, and thereby to obtain acceptable terms and conditions of employment. Therefore it is necessary that the individual workman have full freedom of association, self-organization, and designation of representatives of his own choosing, to negotiate the terms and conditions of his employment, and that he shall be free from the interference, restraint, or coercion of employers of labor, or their agents, in the designation of such representatives or in self-organization or in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 925 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 1 - Contracts Against Public Policy|Section 925.

925.  (a) An employer shall not require an employee who primarily resides and works in California, as a condition of employment, to agree to a provision that would do either of the following:(1) Require the employee to adjudicate outside of California a claim arising in California.(2) Deprive the employee of the substantive protection of California law with respect to a controversy arising in California.(b) Any provision of a contract that violates subdivision (a) is voidable by the employee, and if a provision is rendered void at the request of the employee, the matter shall be adjudicated in California and California law shall govern the dispute.(c) In addition to injunctive relief and any other remedies available, a court may award an employee who is enforcing his or her rights under this section reasonable attorney’s fees.(d) For purposes of this section, adjudication includes litigation and arbitration.(e) This section shall not apply to a contract with an employee who is in fact individually represented by legal counsel in negotiating the terms of an agreement to designate either the venue or forum in which a controversy arising from the employment contract may be adjudicated or the choice of law to be applied.(f) This section shall apply to a contract entered into, modified, or extended on or after January 1, 2017.(Added by Stats. 2016, Ch. 632, Sec. 1. (SB 1241) Effective January 1, 2017.)
CA Labor Code § 970 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 970.

970.  No person, or agent or officer thereof, directly or indirectly, shall influence, persuade, or engage any person to change from one place to another in this State or from any place outside to any place within the State, or from any place within the State to any place outside, for the purpose of working in any branch of labor, through or by means of knowingly false representations, whether spoken, written, or advertised in printed form, concerning either:(a) The kind, character, or existence of such work;(b) The length of time such work will last, or the compensation therefor;(c) The sanitary or housing conditions relating to or surrounding the work;(d) The existence or nonexistence of any strike, lockout, or other labor dispute affecting it and pending between the proposed employer and the persons then or last engaged in the performance of the labor for which the employee is sought. (Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 971 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 971.

971.  Any person, or agent or officer thereof, who violates Section 970 is guilty of a misdemeanor punishable by a fine of not less than fifty dollars ($50) nor more than one thousand dollars ($1,000) or imprisonment for not more than six months or both.(Amended by Stats. 1983, Ch. 1092, Sec. 197. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 972 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 972.

972.  In addition to such criminal penalty, any person, or agent or officer thereof who violates any provision of Section 970 is liable to the party aggrieved, in a civil action, for double damages resulting from such misrepresentations. Such civil action may be brought by an aggrieved person or his assigns or successors in interest, without first establishing any criminal liability.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 973 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 973.

973.  If any person advertises for, or seeks employees by means of newspapers, posters, letters, or otherwise, or solicits or communicates by letter or otherwise with persons to work for him or the person for whom he is acting, or to work at any shop, plant, or establishment while a strike, lockout, or other trade dispute is still in active progress at such shop, plant, or establishment, he shall plainly and explicitly mention in such advertisement or oral or written solicitations or communications that a strike, lockout, or other labor disturbance exists.The person inserting any such advertisement, solicitation, or communication in a newspaper, on a poster, or otherwise, shall insert in such advertisement, solicitation or communication his own name and, if he is representing another, the name of the person he is representing and at whose direction and under whose authority he is inserting the advertisement, solicitation or communication. The appearance of this name in connection with such advertisement, solicitation or communication is prima facie evidence as to the person responsible for the advertisement, solicitation or communication.(Amended by Stats. 1947, Ch. 281.)
CA Labor Code § 974 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 974.

974.  Any person, or agent or officer thereof, who violates Section 973 is guilty of a misdemeanor.(Amended by Stats. 1943, Ch. 1024.)
CA Labor Code § 976 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 976.

976.  No person shall publish or cause to be published any advertisement, solicitation or communication in any newspaper, poster or letter, offering employment as a salesman, broker or agent, whether as an employee or independent contractor, which advertisement, solicitation or communication (a) is willfully designed to mislead any person as to compensation or commissions which may be earned; or (b) falsely represents the compensation or commissions which may be earned.This section shall not be applicable to any publisher of a newspaper, magazine, or other publication, who publishes an advertisement, solicitation or communication in good faith, without knowledge of its false, deceptive or misleading character.(Amended by Stats. 1970, Ch. 243.)
CA Labor Code § 977 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2 - Solicitation of Employees by Misrepresentation|Section 977.

977.  Any person, or agent or officer thereof, who violates Section 976 is guilty of a misdemeanor.(Added by Stats. 1961, Ch. 1583.)
CA Labor Code § 980 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 3 - PRIVILEGES AND IMMUNITIES|CHAPTER 2.5 - Employer Use of Social Media|Section 980.

980.  (a) As used in this chapter, “social media” means an electronic service or account, or electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, email, online services or accounts, or Internet Web site profiles or locations.(b) An employer shall not require or request an employee or applicant for employment to do any of the following:(1) Disclose a username or password for the purpose of accessing personal social media.(2) Access personal social media in the presence of the employer.(3) Divulge any personal social media, except as provided in subdivision (c).(c) Nothing in this section shall affect an employer’s existing rights and obligations to request an employee to divulge personal social media reasonably believed to be relevant to an investigation of allegations of employee misconduct or employee violation of applicable laws and regulations, provided that the social media is used solely for purposes of that investigation or a related proceeding.(d) Nothing in this section precludes an employer from requiring or requesting an employee to disclose a username, password, or other method for the purpose of accessing an employer-issued electronic device.(e) An employer shall not discharge, discipline, threaten to discharge or discipline, or otherwise retaliate against an employee or applicant for not complying with a request or demand by the employer that violates this section. However, this section does not prohibit an employer from terminating or otherwise taking an adverse action against an employee or applicant if otherwise permitted by law.(Amended by Stats. 2013, Ch. 76, Sec. 142. (AB 383) Effective January 1, 2014.)
CA Labor Code § 1010 (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 1010.

1010.  As used in this chapter “label” includes label, imprint, trade-mark, tag, stamp, inscription, or other device.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1011 (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 1011.

1011.  A person engaged in the production, manufacture, or sale of any article of merchandise in this state, shall not, by any label placed or impressed upon such article, or upon its container, misrepresent or falsely state any of the following as to the production of such article:(a) The kind, character, or nature of the labor employed.(b) The extent of the labor employed.(c) The number or kind of persons exclusively employed.(d) That a particular or distinctive class or character of laborers was wholly and exclusively employed, when in fact another class, or character, or distinction of laborers was used or employed either jointly or in anywise supplementary to such exclusive class, character, or distinction of laborers.Violation of any provision of this section is a misdemeanor punishable by a fine of not less than one hundred dollars ($100) nor more than one thousand dollars ($1,000), or by imprisonment for not less than 20 nor more than 90 days, or both.(Amended by Stats. 1983, Ch. 1092, Sec. 198. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 1012 (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 1012.

1012.  Any person engaged in the production, manufacture, or sale of any article of merchandise in this state, or any person engaged in the performance of any acts or services of a private, public, or quasi-public nature for profit, who willfully misrepresents or falsely states that members of trades unions, labor associations, or labor organizations were engaged or employed in the manufacture, production, or sale of such article or in the performance of such acts or services, is guilty of a misdemeanor punishable by a fine of not more than one thousand dollars ($1,000), or by imprisonment in the county jail for not more than 90 days, or both.(Amended by Stats. 1983, Ch. 1092, Sec. 199. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 1013 (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 1013.

1013.  As used in this chapter “forge” means forge, reproduce, copy, imitate, or counterfeit.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1014 (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 1014.

1014.  Any trade union, labor association, or labor organization, organized and existing in this State, which has adopted and registered a label or trademark in accordance with the law of this State, has the exclusive right to the ownership, use, and control of such label or trademark.(Enacted by Stats. 1937, Ch. 90.)
CA Labor Code § 1015 (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 1015.

1015.  Any person who, without having an unrevoked written authority from such trade union, labor association or labor organization, willfully forges or procures to be forged such label or trademark, with intent to sell or assist other persons to sell, any goods to which such forged label is affixed as having been made, manufactured, or produced in whole or in part by labor, laborers, or employees who are members of, or allied or associated with, such trade union, labor association, or labor organization, is guilty of a misdemeanor, punishable by a fine not more than one thousand dollars ($1,000) or imprisonment for not more than 90 days, or both.(Amended by Stats. 1983, Ch. 1092, Sec. 200. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)
CA Labor Code § 1016 (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 1016.

1016.  Any person who willfully uses or displays the genuine label, trademark, insignia, seal, device, or form of advertisement of any association or labor union, in any manner not authorized by such association or labor organization or not in conformity with the bylaws thereof, is guilty of a misdemeanor punishable by a fine not exceeding two hundred dollars ($200) or imprisonment for not more than three months, or both.(Amended by Stats. 1983, Ch. 1092, Sec. 201. Effective September 27, 1983. Operative January 1, 1984, by Sec. 427 of Ch. 1092.)