reglab/housing_qa huggingface dataset:
AR Code § 11-6-116 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 6 - Child Labor|§ 11-6-116. Sports officiating permitted in certain sports

 (a) As used in this section, “employed as a sports official” means employed as an official, referee, or umpire in organized youth football, baseball, softball, basketball, or soccer leagues.  (b) Except as provided in this section, the provisions of this chapter relating to child labor shall not apply to a minor at least eleven (11) years of age employed as a sports official for an age bracket younger than the minor's own age if:  (1) An adult representing the state or local athletic program is on the premises at which the athletic program event is occurring; and  (2) A person responsible for the state or local athletic program possesses a written acknowledgment signed by the minor's parent or guardian consenting to the minor's employment as a sports official.    (c) The provisions of §§ 11-6-108 and 11-6-110, relating to hours of employment, shall apply to any minor employed under this section.
AR Code § 11-8-101 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-101. Definition

 The word “corporation” as used in §§ 11-8-102 — 11-8-108, unless the context otherwise requires, shall include the receiver or other persons charged with the duty of the management and operation of the business of the corporation.
AR Code § 11-8-102 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-102. Exception

 Sections 11-8-101 — 11-8-108 shall not apply to railroad corporations and shall not amend nor repeal any part of §§ 23-12-501 — 23-12-507.
AR Code § 11-8-103 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-103. Corporations liable for injury or death resulting from negligence

 (a) Every corporation, except while engaged in interstate commerce, shall be liable in damages to any person suffering injury while he or she is employed by the corporation.  (b) In case of death of the employee, the corporation shall be liable to his or her personal representative for the benefit of the surviving widow or spouse and children of the employee or, if no spouse or children exist, then to the employee's parents or, if none, then to the next of kin of the employee for the injury or death resulting in whole or in part from negligence of the corporation or from the negligence of any of the officers, agents, or employees of the corporation.
AR Code § 11-8-104 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-104. Contributory negligence no bar to recovery

 (a) In all actions brought against any corporation under or by virtue of any of the provisions of §§ 11-8-101 — 11-8-108 to recover damages for personal injuries to an employee, or where the injuries have resulted in his or her death, the fact that the employee may have been guilty of contributory negligence shall not bar a recovery, but the damages shall be diminished by the jury and not by the court in proportion to the amount of negligence attributable to the employee.  (b) However, no employee who may be injured or killed shall be held to have been guilty of contributory negligence in any case where the violation by the corporation of any statute enacted for the safety of employees contributed to the injury or death of the employee.
AR Code § 11-8-105 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-105. Assumption of risk no defense when safety statute violated

 In any action brought against any corporation under or by virtue of any of the provisions of §§ 11-8-101 — 11-8-108 to recover damages for injuries to, or the death of, any of its employees, the employee shall not be held to have assumed the risks of his or her employment in any case where the violation by the corporation of any statute enacted for the safety of employees contributed to the injury or death of the employee.
AR Code § 11-8-106 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-106. Contract exemptions void — Setoff for insurance contributions

 (a) Any contract, rule, or device whatsoever, the purpose or intent of which shall be to enable any corporation to exempt itself from any liability created by §§ 11-8-101 — 11-8-108, shall to that extent be void.  (b) However, in any action brought against any corporation under or by virtue of any of the provisions of §§ 11-8-101 — 11-8-108, the corporation may set off therein any sum it has contributed or paid to any insurance relief benefit or indemnity that may have been paid to the injured employee or the person entitled thereto on account of the injury or death for which the action was brought.
AR Code § 11-8-107 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-107. Limitation of action

 No action shall be maintained under §§ 11-8-101 — 11-8-108 unless commenced within three (3) years from the date the cause of action accrued.
AR Code § 11-8-108 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-108. Survival of cause of action

 Any right of action given by §§ 11-8-101 — 11-8-108 to a person suffering injury shall survive to his or her personal representative for the benefit of the surviving spouse and children of the employee and, if none, then of the employee's parents and, if none, then of the next of kin of the employee, but in these cases, there shall be only one (1) recovery for the same injury.
AR Code § 11-8-109 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 8 - Injury or Death of Employees Generally|§ 11-8-109. Liability of companies engaged in coal mining

 Every company, whether incorporated or not, engaged in the mining of coal who may employ agents, servants, or employees, those agents, servants, or employees being in the exercise of due care, shall be liable to respond in damages for injuries or death sustained by an agent, employee, or servant when resulting from the careless omission of duty or negligence of the employer or which may result from the carelessness, omission of duty, or negligence of any other agent, servant, or employee of the employer, in the same manner and to the same extent as if the carelessness, omission of duty, or negligence causing the injury or death was that of the employer.
AR Code § 11-12-101 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 12 - Employment of Children in Entertainment Industry|§ 11-12-101. Purpose

 The General Assembly finds that the employment of minor children in the entertainment industry is necessary to create realistic theatrical, motion picture, radio, and television productions and to promote industry and economic growth. The purpose of this chapter is to provide minor children and the community with opportunities in the entertainment industry not heretofore provided.
AR Code § 11-12-102 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 12 - Employment of Children in Entertainment Industry|§ 11-12-102. Definitions

 As used in this chapter, unless the context otherwise requires:   (1) [Repealed.]  (2) “Employ” means to use the services of an individual in any remunerative occupation; and  (3) “Entertainment industry” means any individual, partnership, corporation, association, or group of persons using the services of a child under sixteen (16) years of age in motion picture productions, television or radio productions, theatrical productions, modeling productions, horse shows, rodeos, and musical performances.
AR Code § 11-12-103 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 12 - Employment of Children in Entertainment Industry|§ 11-12-103. Penalty

 (a) Any person, firm, corporation, or association who violates a provision of this chapter or a lawful rule promulgated under this chapter shall be liable for a civil penalty in accordance with the provisions of § 11-6-103.  (b)  (1) Any person who willfully or intentionally violates the provisions of this chapter or a lawful rule promulgated under this chapter is guilty of a misdemeanor and upon conviction shall be punished by a fine not to exceed one thousand dollars ($1,000) or by imprisonment for not more than thirty (30) days, or by both a fine and imprisonment.  (2) Each day that the violation continues shall be deemed a separate offense.
AR Code § 11-12-104 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 12 - Employment of Children in Entertainment Industry|§ 11-12-104. Restrictions on employment

 (a) A child under sixteen (16) years of age may be employed in the entertainment industry, and the provisions of §§ 11-6-101 — 11-6-111, with respect to child labor, shall not be applicable to the employment of child actors as authorized in this chapter.  (b) No child under sixteen (16) years of age may be employed in the entertainment industry:  (1) In a role or in an environment deemed to be hazardous or detrimental to the health, morals, education, or welfare of the child as determined by the Director of the Division of Labor;  (2) When the child is required to use a dressing room that is simultaneously occupied by an adult or by other children of the opposite sex;  (3) When the child is not provided with a suitable place to rest or play;  (4) When the parent or guardian of the child is prevented from being present at the scene of employment during all the times the child is working;  (5) When the parent or guardian of the child is prevented from being within sight and sound of the child; and  (6) Without a permit issued by the director and the written consent of the child's parent or guardian for the issuance of the permit.
AR Code § 11-12-105 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 12 - Employment of Children in Entertainment Industry|§ 11-12-105. Implementation and enforcement

 The Director of the Division of Labor shall have the authority to:   (1) Promulgate rules for the implementation of this chapter;  (2) Suspend or revoke a permit for the employment of a child in the entertainment industry for cause;  (3) Enter or authorize his or her representative to enter and inspect any place of employment where children work, rest, or play; and  (4) Otherwise enforce and implement the provisions of this chapter.
AR Code § 11-14-101 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-101. Legislative intent

 (a) It is the intent of the General Assembly to promote drug-free workplaces in order that employers in this state may be afforded the opportunity to maximize their levels of productivity, enhance their competitive positions in the marketplace, and reach their desired levels of success without experiencing the costs, delays, and tragedies associated with work-related accidents resulting from drug or alcohol abuse by employees. It is further the intent of the General Assembly that drug and alcohol abuse be discouraged and that employees who choose to engage in drug or alcohol abuse face the risk of unemployment and the forfeiture of workers' compensation benefits.  (b)  (1) If an employer implements a drug-free workplace program under this chapter that includes notice, education, and procedural requirements for testing for drugs and alcohol under rules developed by the Workers' Health and Safety Division, the covered employer may require the employee to submit to a test for the presence of drugs or alcohol, and if a drug or alcohol is found to be present in the employee's system at a level prescribed by statute or by rule adopted under this chapter as excessive, the employee may be terminated and may be precluded from workers' compensation medical and indemnity benefits.  (2) However, a drug-free workplace program shall require the covered employer to notify all employees that it is a condition of employment for an employee to refrain from reporting to work or working with the presence of drugs or alcohol in the employee's body, and if an injured employee refuses to submit to a test for drugs or alcohol, the employee may be precluded from workers' compensation medical and indemnity benefits.
AR Code § 11-14-103 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-103. Applicability

 (a) This chapter applies to a drug-free workplace program implemented pursuant to rules adopted by the Director of the Workers' Health and Safety Division of the Workers' Compensation Commission.  (b) The application of the provisions of this chapter is subject to the provisions of any applicable collective bargaining agreement.  (c) Nothing in the program authorized by this chapter is intended to authorize any employer to test any applicant or employee for alcohol or drugs in any manner inconsistent with federal constitutional or statutory requirements, including those imposed by the Americans with Disabilities Act and the National Labor Relations Act.
AR Code § 11-14-104 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-104. Testing for drugs or alcohol authorized — Conditions for testing — Effect of failure to comply

 (a)  (1) A covered employer may test a job applicant for alcohol or for any drug described in § 11-14-102. Provided, for public employees such testing shall be limited to the extent permitted by the Arkansas Constitution and the United States Constitution. A covered employer may test an employee for any drug and at any time as set out in § 11-14-106. An employee who is not in a safety-sensitive position may be tested for alcohol only when the test is based upon reasonable suspicion. An employee in a safety-sensitive position may be tested for alcohol use at any occasion described in §§ 11-14-102 — 11-14-105, inclusive.  (2) In order to qualify as having established a drug-free workplace program that affords a covered employer the ability to qualify for the discounts provided under § 11-14-112, all drug or alcohol testing conducted by covered employers shall be in conformity with the standards and procedures established in this chapter and all applicable rules adopted pursuant to this chapter. If a covered employer fails to maintain a drug-free workplace program in accordance with the standards and procedures established in this section and in applicable rules, the covered employers shall not be eligible for discounts under § 11-14-112. All covered employers qualifying for and receiving discounts provided under § 11-14-112 must be reported annually by the insurer to the Director of the Workers' Health and Safety Division of the Workers' Compensation Commission.    (b) The director shall adopt a form pursuant to rule-making authority, which form shall be used by the employer to certify compliance with the provisions of this chapter. Substantial compliance in completing and filing the form with the director shall create a rebuttable presumption that the employer has established a drug-free workplace program and is entitled to the protection and benefit of this chapter. Prior to granting any premium credit to an employer pursuant to § 11-14-112, all insurers shall obtain the form from the employer.  (c) It is intended that any employer required to test its employees pursuant to the requirements of any federal statute or regulation shall be deemed to be in conformity with this section as to the employees it is required to test by those standards and procedures designated in that federal statute or regulation. All other employees of the employer shall be subject to testing as provided in this chapter in order for the employer to qualify as having a drug-free workplace program.
AR Code § 11-14-107 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-107. Testing subject to United States Department of Transportation procedures — Verification — Chain of custody procedures — Costs — Discrimination on grounds of voluntary treatment prohibited

 (a) All specimen collection and testing for drugs and alcohol under this chapter shall be performed in accordance with the procedures provided for by the United States Department of Transportation rules for workplace drug and alcohol testing compiled at 49 C.F.R., Part 40.  (b) A covered employer may not discharge, discipline, refuse to hire, discriminate against, or request or require rehabilitation of an employee or job applicant on the sole basis of a positive test result that has not been verified by a confirmation test and by a medical review officer.  (c) A covered employer that performs drug testing or specimen collection shall use chain-of-custody procedures established by regulations of the United States Department of Transportation or such other recognized authority approved by rule by the Director of the Workers' Health and Safety Division of the Workers' Compensation Commission governing drug testing.  (d) A covered employer shall pay the cost of all drug and alcohol tests, initial and confirmation, that the covered employer requires of employees. An employee or job applicant shall pay the costs of any additional drug or alcohol tests not required by the covered employer.  (e) A covered employer shall not discharge, discipline, or discriminate against an employee solely upon the employee's voluntarily seeking treatment while under the employ of the covered employer for a drug-related or alcohol-related problem if the employee has not previously tested positive for drug or alcohol use, entered an employee assistance program for drug-related or alcohol-related problems, or entered a drug or alcohol rehabilitation program. Unless otherwise provided by a collective bargaining agreement, a covered employer may select the employee assistance program or drug or alcohol rehabilitation program if the covered employer pays the cost of the employee's participation in the program. However, nothing in this chapter is intended to require any employer to permit or provide such a rehabilitation program.  (f) If drug or alcohol testing is conducted based on reasonable suspicion, the covered employer shall promptly detail in writing the circumstances that formed the basis of the determination that reasonable suspicion existed to warrant the testing. A copy of this documentation shall be given to the employee upon request, and the original documentation shall be kept confidential by the covered employer pursuant to § 11-14-109 and shall be retained by the covered employer for at least one (1) year.
AR Code § 11-14-109 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-109. Confidentiality of records

 (a) All information, interviews, reports, statements, memoranda, and drug or alcohol test results, written or otherwise, received by the covered employer through a drug or alcohol testing program are confidential communications and may not be used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings except in accordance with this section or in determining compensability under this chapter or the Workers' Compensation Law, § 11-9-101 et seq.  (b) Covered employers, laboratories, medical review officers, employee assistance programs, drug or alcohol rehabilitation programs, and their agents who receive or have access to information concerning drug or alcohol test results shall keep all information confidential. Release of such information under any other circumstance is authorized solely pursuant to a written consent form signed voluntarily by the person tested, unless the release is compelled by a hearing officer or a court of competent jurisdiction pursuant to an appeal taken under this section relevant to a legal claim asserted by the employee or is deemed appropriate by a professional or occupational licensing board in a related disciplinary proceeding. At a minimum, the consent form must contain:  (1) The name of the person who is authorized to obtain the information;  (2) The purpose of the disclosure;  (3) The precise information to be disclosed;  (4) The duration of the consent; and  (5) The signature of the person authorizing release of the information.    (c) Information on drug or alcohol test results for tests administered pursuant to this chapter shall not be released or used in any criminal proceeding against the employee or job applicant. Information released contrary to this section is inadmissible as evidence in any such criminal proceeding.  (d) This section does not prohibit a covered employer, agent of such employer, or laboratory conducting a drug or alcohol test from having access to employee drug or alcohol test information or using such information when consulting with legal counsel in connection with actions brought under or related to this section, or when the information is relevant to its defense in a civil or administrative matter. Neither is this section intended to prohibit disclosure among management as is reasonably necessary for making disciplinary decisions relating to violations of drug or alcohol standards of conduct adopted by an employer.  (e) A person who discloses confidential medical records of an employee except as provided in this chapter shall be deemed guilty of a Class C misdemeanor.
AR Code § 11-14-110 (2020)
2020 Arkansas Code|Title 11 - Labor and Industrial Relations|Chapter 14 - Voluntary Program for Drug-free Workplaces|§ 11-14-110. Licensure of testing laboratory

 (a) A laboratory may not analyze initial or confirmation test specimens unless:  (1) The laboratory is licensed and approved by the Department of Health, using criteria established by the United States Department of Health and Human Services as guidelines for modeling the state drug-free testing program pursuant to this section, or the laboratory is certified by the United States Department of Health and Human Services, the College of American Pathologists, or such other recognized authority approved by rule by the Director of the Workers' Health and Safety Division of the Workers' Compensation Commission. The Department of Health may license and approve any new laboratory to analyze initial or confirmation test specimens under the provisions of this chapter and may charge a fee not to exceed two thousand dollars ($2,000) for the license and approval of the new laboratory; and  (2) The laboratory complies with the procedures established by the United States Department of Transportation for a workplace drug test program or such other recognized authority approved by the director.  (3) The fees set forth in this section shall be cash funds of the Department of Health and shall be deposited as provided in § 19-4-801 et seq.    (b) Confirmation tests may be conducted only by a laboratory that meets the requirements of subsection (a) of this section and is certified by either the Substance Abuse and Mental Health Services Administration or the Forensic Urine Testing Accreditation Programs of the College of American Pathologists.