reglab/housing_qa huggingface dataset:
DC Code § 32-102 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter I - [General]|§ 32-102. Transition employment period

(a) The present contractor within a period of 10 days after the awarding of a contract shall make available to prospective contractors the names of all employees of the present contractor employed at the site or sites covered by the prospective contract, the date each employee was hired, and the employee’s occupation classification. (b) A new contractor who is awarded a contract to provide similar covered services provided by the previous contractor shall retain, for a 90-day transition employment period, covered employees who have been employed by the previous contractor for the preceding 8 months or longer at the site or sites covered by the contract. (c) If at any time, the new contractor determines that fewer employees are required to perform the new contract than were required by the previous contractor, the new contractor shall retain employees by seniority within job classification. (d) During the 90-day transition employment period, the new contractor shall maintain a preferential hiring list of eligible covered employees not retained by the new contractor from which the new contractor may hire additional employees. (e) Except as provided in subsection (c) of this section, the new contractor shall not discharge an employee retained pursuant to this chapter during the 90-day transition period without cause. (f) At the end of the 90-day transition employment period, the new contractor shall perform a written performance evaluation for each employee retained pursuant to this chapter. If the employee’s performance during the 90-day transition employment period is satisfactory, the new contractor shall offer the employee continued employment under the terms and conditions established by the new contractor. (g) If a contractor’s contract at an establishment in the District of Columbia is not renewed, and within 30 days the contractor is awarded a similar contract at another establishment in the District of Columbia, the contractor shall retain at least 50% of the employees from each establishment as needed to perform the contract.  (Apr. 26, 1994, D.C. Law 10-105, § 3, 41 DCR 1011; Apr. 18, 1996, D.C. Law 11-110, § 43, 43 DCR 530.)  Prior Codifications 1981 Ed., § 36-1502.
DC Code § 32-103 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter I - [General]|§ 32-103. Enforcement

(a) An employee who has been wrongfully discharged by a new contractor may bring an action in the Superior Court of the District of Columbia and may be awarded: (1) Back pay for each day the violation continues at a rate of compensation not less than the higher of: (A) The average regular rate of pay received by the employee during the last 3 years of the employee’s employment in the same occupation classification; or (B) The final regular rate received by the employee; and (2) Costs of benefits the new contractor would have incurred for the employee under the new contractor’s benefit plan. (b) In any suit, the court shall allow the prevailing party reasonable attorney’s fees as part of the costs recoverable. (c) This chapter shall not be construed to limit an employee’s right to bring a common law cause of action for wrongful termination.  (Apr. 26, 1994, D.C. Law 10-105, § 4, 41 DCR 1011.)  Prior Codifications 1981 Ed., § 36-1503.
DC Code § 32-111.02 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter II - Protections for Workers Displaced by COVID-19|§ 32-111.02. Right to reinstatement

(a)(1) Beginning February 1, 2021, as positions become available with the contractor or in the employer's operation at a covered establishment, the contractor or employer shall offer each eligible employee reinstatement to the employee's previous position or to a position performing the same or substantially similar duties, and that requires essentially the same skills, as those performed by the eligible employee before the eligible employee ceased working for the contractor or at the covered establishment. (2)(A) A contractor or an employer shall make the offer of reinstatement in writing, to the employee's last known address by registered mail, or by email, text, or other method that is documented and retained. (B) If the offer of reinstatement is made by email, text, or other same-day delivery, a contractor or employer shall give a deadline that is no less than 3 calendar days from the date the offer of reinstatement is sent for an eligible employee to accept or decline the offer. (C) If the offer of reinstatement is made by registered mail, non-registered mail, or some other method that does not provide for a same-day delivery, a contractor or employer shall give a deadline that is no less than 3 calendar days from the date the offer of reinstatement is received for an eligible employee to accept or decline the offer. (D) If the eligible employee accepts the offer of reinstatement, the eligible employee shall report to work no later than 7 days, or later if requested by the employer, from the date the offer of reinstatement is received. (3) If more than one eligible employee is entitled to reinstatement to a particular position, the contractor or employer may make simultaneous, conditional offers of reinstatement to eligible employees for the same position; provided, that the contractor or employer makes offers of reinstatement based on seniority within job classifications, unless the employer is offering reinstatement to positions at a restaurant, tavern, brew pub, nightclub, or club. (4) A contractor or employer shall not hire a new employee for a position until all eligible employees have either not responded to an offer of reinstatement by the deadline indicated in the offer or have declined the offer of reinstatement.  (Apr. 26, 1994, D.C. Law 10-105, § 202; as added Apr. 27, 2021, D.C. Law 23-281, § 2(c), 68 DCR 001177.)  Emergency Legislation  For temporary (90 days) creation of, see § 2 of Displaced Workers Right to Reinstatement and Retention Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-69, May 3, 2021, 68 DCR 004914).   For temporary (90 days) creation of this section, see § 2(c) of Displaced Workers Right to Reinstatement and Retention Emergency Amendment Act of 2020 (D.C. Act 23-605, Jan. 13, 2021, 68 DCR 001213).
DC Code § 32-111.04 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter II - Protections for Workers Displaced by COVID-19|§ 32-111.04. Retaliation prohibited

 *NOTE: This section will expire on June 6, 2024.*  (a) No contractor or employer may terminate, refuse to reinstate or employ, or otherwise take an adverse action against any eligible employee or retained employee because the eligible employee or retained employee asserted rights under or participated in proceedings related to this subchapter, or because the eligible employee or retained employee opposed any practice the individual reasonably believes, in good faith, to be proscribed by this subchapter. (b) If it is established that an employee engaged in conduct protected by subsection (a) of this section, and the contractor or employer thereafter terminated, refused to reinstate or employ, or otherwise took adverse action against such person within 60 days after such protected activity, then a rebuttable presumption shall arise that the contractor or employer's action was taken in violation of subsection (a) of this section. In such a case, the contractor or employer may rebut the presumption by producing credible evidence that the sole reason for the adverse action was a legitimate business reason. The contractor or employer's asserted business reason may be rebutted by a showing of pretext.  (Apr. 26, 1994, D.C. Law 10-105, § 204; as added Apr. 27, 2021, D.C. Law 23-281, § 2(c), 68 DCR 001177.)  Emergency Legislation  For temporary (90 days) creation of, see § 2 of Displaced Workers Right to Reinstatement and Retention Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-69, May 3, 2021, 68 DCR 004914).   For temporary (90 days) creation of this section, see § 2(c) of Displaced Workers Right to Reinstatement and Retention Emergency Amendment Act of 2020 (D.C. Act 23-605, Jan. 13, 2021, 68 DCR 001213).
DC Code § 32-111.05 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter II - Protections for Workers Displaced by COVID-19|§ 32-111.05. Enforcement

 *NOTE: This section will expire on June 6, 2024.*   An eligible employee or retained employee may, on their own behalf or on behalf of other eligible employees or retained employees similarly situated, bring an action to enforce this subchapter in the Superior Court of the District of Columbia and upon prevailing shall be awarded: (1) Back pay for each day the violation continues at a rate of compensation not less than the higher of: (A) The average regular rate of pay received by the eligible employee or retained employee during the last 3 years of the eligible employee or retained employee's employment in the same occupation classification, or (B) The final regular rate received by the eligible employee or retained employee; (2) The costs of benefits the employer would have incurred for the eligible employee or retained employee under the employer's benefit plan; (3) If it is established that a contractor or employer violated this subchapter with malice or with reckless indifference, an affected eligible employee or retained employee treble damages, and, in addition, may be awarded compensatory or punitive damages; and (4) Reasonable attorney fees and costs of the suit, including expert witness fees.  (Apr. 26, 1994, D.C. Law 10-105, § 205; as added Apr. 27, 2021, D.C. Law 23-281, § 2(c), 68 DCR 001177.)  Emergency Legislation  For temporary (90 days) creation of, see § 2 of Displaced Workers Right to Reinstatement and Retention Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-69, May 3, 2021, 68 DCR 004914).   For temporary (90 days) creation of this section, see § 2(c) of Displaced Workers Right to Reinstatement and Retention Emergency Amendment Act of 2020 (D.C. Act 23-605, Jan. 13, 2021, 68 DCR 001213).
DC Code § 32-111.06 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter II - Protections for Workers Displaced by COVID-19|§ 32-111.06. Relationship to employment contracts and agreements

The requirements of this subchapter shall not diminish the obligation of a contractor or an employer to comply with the provisions of any contract, including any individual contractual arrangement or any collective bargaining agreement that provides greater or equal rights to employees than the rights afforded under this subchapter.  (Apr. 26, 1994, D.C. Law 10-105, § 206; as added Apr. 27, 2021, D.C. Law 23-281, § 2(c), 68 DCR 001177.)  Emergency Legislation  For temporary (90 days) creation of, see § 2 of Displaced Workers Right to Reinstatement and Retention Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-69, May 3, 2021, 68 DCR 004914).   For temporary (90 days) creation of this section, see § 2(c) of Displaced Workers Right to Reinstatement and Retention Emergency Amendment Act of 2020 (D.C. Act 23-605, Jan. 13, 2021, 68 DCR 001213).
DC Code § 32-111.07 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 1 - Displaced Workers Protection|Subchapter II - Protections for Workers Displaced by COVID-19|§ 32-111.07. [Sunsets]

(a) Except as provided in subsection (b) of this section, this subchapter shall expire on June 30, 2023. (b) Sections 32-111.04 and 32-111.05 shall expire on June 30, 2024.  (Apr. 26, 1994, D.C. Law 10-105, § 207-130; as added Apr. 27, 2021, D.C. Law 23-281, § 2(c), 68 DCR 001177.)  Emergency Legislation  For temporary (90 days) creation of, see § 2 of Displaced Workers Right to Reinstatement and Retention Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-69, May 3, 2021, 68 DCR 004914).   For temporary (90 days) creation of this section, see § 2(c) of Displaced Workers Right to Reinstatement and Retention Emergency Amendment Act of 2020 (D.C. Act 23-605, Jan. 13, 2021, 68 DCR 001213).
DC Code § 32-201 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-201. Employment of minors under 14 years of age; distribution of newspapers permitted

Except as provided in §§ 32-206 and 32-207, no minor under 14 years of age shall be employed, permitted, or suffered to work in the District of Columbia, in, about, or in connection with any gainful occupation, with the exemption of housework performed outside of school hours in the home of the minor’s parent or legal guardian or agricultural work performed outside of school hours in connection with the minor’s own home and directly for the minor’s parent or legal guardian; provided, that minors 10 years of age and over may be employed outside of school hours in the distribution or sale of newspapers, subject to the provisions of §§ 32-215 to 32-221.  (May 29, 1928, 45 Stat. 998, ch. 908, § 1; June 15, 1976, D.C. Law 1-68, § 2(1), 23 DCR 512.)  Prior Codifications 1981 Ed., § 36-501. 1973 Ed., § 36-201. Section References This section is referenced in § 16-801, § 32-202, and § 32-207. Cross References Devices and safeguards, reports, records, see § 32-808.
DC Code § 32-202 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-202. Employment of minors under 18 years of age; hours of employment; notice to be posted in place of employment; list of minors employed

Except as provided in § 32-206, no minor under 18 years of age shall be employed, permitted, or suffered to work in, about, or in connection with any gainful occupation, except in agricultural work, or housework, or in the distribution or sale of newspapers, as prescribed in § 32-201, and except in newspaper stuffing, subject to the provisions of § 32-215, more than 6 consecutive days in any 1 week, or more than 48 hours in any 1 week, or more than 8 hours in any 1 day, nor shall any minor 16 or 17 years of age be employed, permitted, or suffered to work before 6:00 a.m. or after 10:00 p.m. of any day; nor shall any minor under 16 years of age be employed, permitted, or suffered to work before 7:00 a.m. or after 7:00 p.m. of any day, except during the summer (June 1 through Labor Day) when the evening hour shall be 9:00. Every employer shall post and keep conspicuously posted in the establishment, in or about which any minor is employed, permitted, or suffered to work, a printed notice, furnished by the official authorized to enforce this subchapter, setting forth the legal regulations governing the employment and hours of work of minors and occupations prohibited to minors in such establishments, and, in addition, shall keep accessible in the place of employment a list of minors under 18 employed, permitted, or suffered to work, and an accurate time record showing the hours of beginning and ending work each day. The presence of any such minor in the place of work for a longer time in the day or week than stated in the printed regulation hours shall be prima facie evidence of a violation of the provisions of this section.  (May 29, 1928, 45 Stat. 999, ch. 908, § 2; June 15, 1976, D.C. Law 1-68, § 2(2), 23 DCR 512.)  Prior Codifications 1981 Ed., § 36-502. 1973 Ed., § 36-202.
DC Code § 32-203 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-203. Employment dangerous or prejudicial to life prohibited; Board of Education to prohibit such employment by general or special order

No minor shall be employed, permitted, or suffered to work in any place of employment, or at any employment, dangerous or prejudicial to the life, health, safety, or welfare of such minor. It shall be the duty of the Board of Education of the District of Columbia and the said board shall have the power, jurisdiction and authority, after hearing duly held, to issue general or special orders prohibiting the employment of such minors in any employment or at any place of employment dangerous or prejudicial to the life, health, safety, or welfare of such minors; provided, that no such order shall permit the employment of any minor at any employment specified in §§ 32-204 through 32-206 at a lower age than the age therein specified; provided further, that no hearing shall be necessary for the issuance of an order prohibiting employment in any occupation found by the Secretary of Labor under the authority of the Fair Labor Standards Act to be particularly hazardous for minors under 18 years of age or detrimental to their health and well-being.  (May 29, 1928, 45 Stat. 999, ch. 908, § 3; June 15, 1976, D.C. Law 1-68, § 2(3), 23 DCR 514.)  Prior Codifications 1981 Ed., § 36-503. 1973 Ed., § 36-203. Section References This section is referenced in § 32-207 and § 32-213. References in Text The Fair Labor Standards Act, referred to near the end of this section, is the Act of June 25, 1938, 52 Stat. 1060, ch. 676, which is codified in 29 U.S.C. §§ 201 to 219.
DC Code § 32-204 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-204. Employment of minors under 16 years of age in certain occupations prohibited; exception

(a) No minor under 16 years of age shall be employed, permitted, or suffered to work at any of the following occupations: (1) In the operation of any machinery operated by power other than hand or foot power; or (2) In oiling, wiping, or cleaning machinery or assisting therein. (b) This section does not apply to any duly approved vocational education program or training under the auspices of the Board of Education or the Trustees of the University.  (May 29, 1928, 45 Stat. 999, ch. 908, § 4; June 15, 1976, D.C. Law 1-68, § 2(4), 23 DCR 514.)  Prior Codifications 1981 Ed., § 36-504. 1973 Ed., § 36-204. Section References This section is referenced in § 32-203.
DC Code § 32-205 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-205. Employment of minors under 18 years of age in certain occupations prohibited

No minor under 18 years of age shall be employed, permitted, or suffered to work at operating any freight or nonautomatic elevator, or in any quarry, tunnel, or excavation.  (May 29, 1928, 45 Stat. 999, ch. 908, § 5; June 15, 1976, D.C. Law 1-68, § 2(5), 23 DCR 514.)  Prior Codifications 1981 Ed., § 36-505. 1973 Ed., § 36-205.
DC Code § 32-207 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-207. Work or vacation permit — Procurement by employer

No minor under 18 years of age shall be employed, permitted, or suffered to work in, about, or in connection with any gainful occupation, except in agricultural work or housework as specified in § 32-201, unless the employer procures and keeps on file and accessible to any attendance officer, inspector or other person authorized to enforce this subchapter a work or vacation permit issued as hereinafter prescribed, except that minors under 18 years of age may be employed without a permit outside of school hours in irregular or casual work usual to the home of the employer; provided, that such employment shall not be in connection with nor form a part of the business, trade, profession, or occupation of the employer; and provided further, that such employment shall not be specifically prohibited by any provision of this subchapter or by any order issued under the authority of § 32-203.  (May 29, 1928, 45 Stat. 1000, ch. 908, § 8; renumbered as § 7 and amended June 15, 1976, D.C. Law 1-68, § 2(9), 23 DCR 516.)  Prior Codifications 1981 Ed., § 36-507. 1973 Ed., § 36-208. Section References This section is referenced in § 32-201.
DC Code § 32-208 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 2 - Employment of Minors|Subchapter I - General|§ 32-208. Work or vacation permit — Issue by Board of Education; contents; records of applicants

The work or vacation permit required by this subchapter shall be issued by the Board of Education and shall state the name, sex, date, and place of birth, and place of residence of the minor, the grade last completed by said minor, and the kind of evidence of age accepted, and such other details as may be necessary for the identification of the minor. It shall certify that all the requirements for issuing a work or vacation permit under the provisions of this subchapter have been fulfilled and shall be signed by the person issuing it. It shall state the name and address of the employer for whom and the nature of the specific occupation in which the work permit authorizes the minor to be employed, and no permit shall be valid except for the employer so named and for the occupation so designated. It shall bear a number, shall show the date of its issue, and shall be signed by the minor for whom it is issued in the presence of the person issuing it, and shall be mailed or delivered to the employer. The Board shall maintain an office record for each applicant containing the minor’s name, sex, date and place of birth; evidence of age, residence, name and address of the employer; and nature of the specific occupation in which the minor is employed; the grade and school last attended by the minor; the employer’s statement of intention to employ; and the parent’s, guardian’s, or custodian’s written consent if such written consent is required.  (May 29, 1928, 45 Stat. 1000, ch. 908, § 9; renumbered as § 8 and amended June 15, 1976, D.C. Law 1-68, § 2(10), 23 DCR 516.)  Prior Codifications 1981 Ed., § 36-508. 1973 Ed., § 36-209. Section References This section is referenced in § 38-2605.