reglab/housing_qa huggingface dataset:
DC Code § 32-1331.06 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.06. Hearings

(a)(1) Within 15 days after service of notice of a violation, an alleged violator may submit a written request to the Mayor to hold a hearing on the alleged violation. (2) Upon receipt of a timely request, the Mayor shall conduct a hearing in accordance with the procedures set forth in subchapter I of Chapter 5 of Title 2 [§ 2-501 et seq.], and issue a decision within 30 days after the hearing. (b) If the Mayor, after investigation but before a hearing, has cause to believe that a person is violating any provision of this subchapter and the violation has caused, or may cause, immediate and irreparable harm to the public, the Mayor may issue a stop work order requiring the alleged violator to immediately cease and desist construction-related business activities. The order shall be served by certified mail or delivery in person. (c)(1) Within 10 days after service of a stop work order, the alleged violator may submit a written request to the Mayor for an expedited hearing on the alleged violation. (2) Upon receipt of a timely request for an expedited hearing, the Mayor shall conduct a hearing within 10 days after the date of receiving the request and shall deliver to the alleged violator at his or her last known address a written notice of the hearing by any means guaranteed to be received at least 5 days before the hearing date. (3) The Mayor shall issue a decision within 10 days after an expedited hearing. (d) Any party aggrieved by a final order of the Mayor under subsection (c)(3) of this section may seek judicial review and appeal under § 2-510.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 206; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section. Emergency Legislation For temporary (90 days) repeal of D.C. Law 19-300, § 4, see § 7019 of the Fiscal Year 2014 Budget Support Emergency Act of 2013 (D.C. Act 20-130, July 30, 2013, 60 DCR 11384, 20 DCSTAT 1827). For temporary (90 days) repeal of D.C. Law 19-300, § 4, see 7019 of the Fiscal Year 2014 Budget Support Congressional Review Emergency Act of 2013 (D.C. Act 20-204, October 17, 2013, 60 DCR 15341, 20 DCSTAT 2311). Short Title Section 7001 of D.C. Law 20-61 provided that Subtitle A of Title VII of the act may be cited as the “Subject to Appropriations Repealers Amendment Act of 2013”. Editor's Notes Section 4 of D.C. Law 19-300 provided that D.C. Law 19-300, §§ 205, 206, and 212(e) shall apply upon the inclusion of their fiscal effect in an approved budget and financial plan, as certified by the Chief Financial Officer to the Budget Director of the Council in a certification published by the Council in the District of Columbia Register. Section 7019 of D.C. Law 20-61 repealed D.C. Law 19-300, § 4.
DC Code § 32-1331.07 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.07. Penalties

(a) Any employer who violates or fails to comply with the requirements of this subchapter shall be subject to a civil penalty of not less than $1,000, and not more than $5,000, for each violation. Each employee who is not properly classified in violation of this subchapter shall be considered a separate violation. (b) An employer who violates § 32-1331.10 shall be subject to a civil penalty of not less than $5,000, and not more than $10,000, for each such violation. (c) In addition to the penalties provided in subsections (a) and (b) of this section, an employer may be subject to a stop work order, and may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations. (d) Within 30 days of the final order, an employer found in violation of this subchapter shall be required to: (1) Pay restitution to or on behalf of any individual not properly classified; and (2) Otherwise come into compliance with all applicable labor laws, including those related to income tax withholding, unemployment insurance, wage and hour laws, and workers’ compensation. (e) Notwithstanding subsections (a) and (b) of this section, an employer who has been found to have violated this subchapter more than twice in a 2-year period: (1) Shall have the choice of being assessed an administrative penalty of $20,000 for each employee that was not properly classified, or be debarred for 5 years; and (2) If an employer is debarred pursuant to paragraph (1) of this subsection, the employer shall be subject to a civil penalty of not less than $5,000, and not more than $10,000, for each employee that was not properly classified, and may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations. (f) Any penalty issued under this section against an employer shall be in effect against any successor corporation or business entity that: (1) Has one or more of the same principals or officers as the employer against whom the penalty was assessed; and (2) Is engaged in the same or equivalent trade or activity.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 207; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.08 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.08. Provisions of law may not be waived by agreement

No provision of this subchapter may in any way be contravened or set aside by private agreement. Any agreement between an employer and employee in which the employee, despite not being an exempt person, agrees to be classified as an independent contractor shall be no defense to any action to recover unpaid wages or liquidated damages.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 208; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.09 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.09. Private right of action

(a) A person aggrieved by a violation of this subchapter, or any rule issued pursuant to this subchapter, by an employer or entity may bring a civil action in any court of competent jurisdiction within 3 years after the occurrence of the alleged violation of [this] subchapter. A person whose rights have been violated under this subchapter by an employer or entity is entitled to collect: (1) The amount of any wages, salary, employment benefits, or other compensation denied or lost to the person by reason of the violation, plus an additional equal amount in liquidated damages; (2) Compensatory damages and an amount up to $500 for each violation of this subchapter or any rule issued pursuant to this subchapter; and (3) In the case of unlawful retaliation, all legal or equitable relief as may be appropriate. (b) A court may order the following: (1) Reinstatement and the payment of back wages; (2) Fringe benefits; (3) Seniority rights; (4) Treble damages for lost wages or benefits; or (5) Any combination of the remedies set forth in paragraphs (1) through (4) of this subsection. (c) The court shall allow for reasonable attorneys fees and costs of the action to be paid by the defendant.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 209; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Section References This section is referenced in § 32-1331.11. Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.10 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.10. Retaliation prohibited

(a) An employer may not discriminate in any manner or take adverse action against any person because the person: (1) Makes an oral or written complaint with the employer or the Mayor alleging that the employer violated any provision of this subchapter or any rule issue pursuant to this subchapter; (2) Brings an action or initiates a proceeding involving a violation of this subchapter; (3) Testifies in an action authorized under this subchapter or a proceeding involving a violation of the provisions of this subchapter or any rule issued pursuant to this subchapter; or (4) Assists in an investigation by providing information to a litigant in a civil action, the Mayor, or another agency in proceedings as provided by [this] subchapter. (b)(1) A person who believes that an employer has discriminated in any manner or taken adverse action against the person in violation of this subchapter may submit to the Mayor a written complaint, signed by the complainant, that alleges the discrimination. (2) Upon receipt of a complaint, the Mayor shall conduct an investigation.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 210; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Section References This section is referenced in § 32-1331.07. Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.11 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.11. Provisions relating to contracts with public bodies

(a) Where, after investigation, the Mayor determines that an employer who is or has engaged in work on a project funded by District funds is in violation of this subchapter, the Mayor shall: (1) Withhold from payment due to the employer an amount that is sufficient to: (A) Pay restitution to each employee according to § 32-1331.09, including any applicable prevailing wages; and (B) Pay any benefits, taxes, or other contributions that are required by law to be paid on behalf of the employee. (2) Upon a final determination, the Mayor shall release the full amount of the withheld funds if no violation is found, or if a violation is found, the balance of the withheld funds after all obligations are satisfied pursuant to paragraph (1) of this subsection. (b) An employer found to be in violation of this section more than twice in a 2-year period shall be subject to debarment. A debarment under this section shall be in effect against any successor corporation or business entity that: (1) Has one or more of the same principals or officers as the employer against whom the debarment was imposed; and (2) Is engaged in the same or equivalent trade or activity.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 211; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.13 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.13. Further acts prohibited; penalty

(a) A person who knowingly incorporates or forms, or assists in the incorporation or formation of, a corporation, partnership, limited liability company, or other entity, or pays or collects a fee for use of a foreign or domestic corporation, partnership, limited liability corporation, or other entity for the purpose of facilitating, or evading detection of, a violation of this subchapter shall be subject to a civil penalty not less than $5,000 and not to exceed $20,000. (b) A person who knowingly conspires with, aids and abets, assists, advises, or facilitates, an employer with the intent of violating this subchapter shall be subject to a civil penalty not less than $5,000 and not to exceed $20,000.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 213; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.14 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.14. Rules

The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 [§ 2-501 et seq.], may issue rules to implement the provisions of this subchapter. The proposed rules shall be submitted to the Council for a 30-day period of review, excluding Saturdays, Sundays, legal holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution within this 30-day review period, the proposed rules shall be deemed approved.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 214; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1331.15 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13 - Wages and Workplace Fraud|Subchapter II - Workplace Fraud|§ 32-1331.15. Workplace Fraud Fund

There is established as a nonlapsing fund the Workplace Fraud Fund (“Fund”). Each civil penalty collected pursuant to this subchapter shall be paid into the Fund to partially offset the administration, investigation, and other expenses incurred in implementing this subchapter. All funds deposited into the Fund, and any interest earned on those funds, shall not revert to the unrestricted fund balance of the General Fund of the District of Columbia at the end of the fiscal year, or at any other time, but shall be continually available for the administration of this subchapter without regard to fiscal year limitation, subject to authorization of Congress.  (Aug. 3, 1956, 70 Stat. 976, ch. 924, § 215; as added Apr. 27, 2013, D.C. Law 19-300, § 2(b), 60 DCR 2679.)  Effect of Amendments The 2013 amendment by D.C. Law 19-300 added this section.
DC Code § 32-1341 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1341. Definitions

For the purposes of this subchapter, the term: (1) “Applicant” means any person considered or who requests to be considered for employment by an employer. (2) “Arrest” means being apprehended, detained, taken into custody, held for investigation, or restrained by a law enforcement agency due to an accusation or suspicion that the person committed a crime. (3) “Conditional offer” means an offer that is conditional solely on: (A) The results of the employer’s subsequent inquiring into or gathering information about the applicant’s criminal record; or (B) Some other employment-related contingency expressly communicated to the applicant at the time of the offer. (4) “Conviction” means any sentence arising from a verdict or plea of guilty or nolo contendere, including a sentence of incarceration, a suspended sentence, a sentence of probation, or a sentence of unconditional discharge. (5) “Criminal accusation” means an existing accusation that an individual has committed a crime, lodged by a law enforcement agency through an indictment, information, complaint, or other formal charge. (6) “Employer” means any person, company, corporation, firm, labor organization, or association, including the District government, but not including the courts, that employs more than 10 employees in the District of Columbia. (7) “Employment” means any occupation, vocation, job, or work for pay, including temporary or seasonal work, contracted work, contingent work, and work through the services of a temporary or other employment agency or any form of vocational or educational training with or without pay, where the physical location of the employment is in whole or substantial part within the District of Columbia. (8) “Inquiry” means any direct or indirect conduct intended to gather criminal history information from or about an applicant using any method, including application forms, interviews, and criminal history checks. (9) “Interview” means any direct contact by the employer with the applicant, whether in person or by telephone, to discuss the employment being sought or the applicant’s qualifications.  (Dec. 17, 2014, D.C. Law 20-152, § 2, 61 DCR 8904.)  Editor's Notes Because of the codification of D.C. Law 20-152 as subchapter I of this chapter, the preexisting text, § 32-1351, has been designated as subchapter II.
DC Code § 32-1342 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1342. Inquiries into certain arrests, accusations, and convictions

(a) An employer may not make an inquiry about or require an applicant to disclose or reveal: (1) An arrest; or (2) A criminal accusation made against the applicant, which: (A) Is not then pending against the applicant; or (B) Did not result in a conviction. (b) An employer may not make an inquiry about or require an applicant to disclose or reveal a criminal conviction until after making a conditional offer of employment. (c) The prohibitions of this subchapter shall not apply: (1) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment; (2) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; or (3) To any facility or employer that provides programs, services, or direct care to minors or vulnerable adults. (d) Following the extension of a conditional offer of employment, an employer may only withdraw the conditional offer to an applicant or take an adverse action against an applicant for a legitimate business reason. The employer’s determination of a legitimate business reason must be reasonable in light of the following factors: (1) The specific duties and responsibilities necessarily related to the employment sought or held by the applicant; (2) The bearing, if any, of the criminal offense for which the applicant was previously convicted will have on his or her fitness or ability to perform one or more such duties or responsibilities; (3) The time which has elapsed since the occurrence of the criminal offense; (4) The age of the applicant at the time of the occurrence of the criminal offense; (5) The frequency and seriousness of the criminal offense; and (6) Any information produced by the applicant, or produced on his or her behalf, in regard to his or her rehabilitation and good conduct since the occurrence of the criminal offense. (e) If an applicant believes that a conditional offer was terminated or an adverse action was taken against the applicant on the basis of a criminal conviction, the applicant may request, within 30 days after the termination or adverse action, that the employer provide the applicant within 30 days after the receipt of the request: (1) A copy of any and all records procured by the employer in consideration of the applicant, including criminal records; and (2) A notice that advises the applicant of his or her opportunity to file an administrative complaint with the Office of Human Rights.  (Dec. 17, 2014, D.C. Law 20-152, § 3, 61 DCR 8904.)
DC Code § 32-1343 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1343. Filing a complaint with the Office of Human Rights; exclusive remedy

(a) A person claiming to be aggrieved by a violation of this subchapter may file an administrative complaint with the Office of Human Rights, in accordance with the procedures set forth in subchapter III of Unit A of Chapter 14 of Title 2 [§ 2-1403.01 et seq.]. (b) The administrative remedies referenced in § 32-1344 are exclusive. A person claiming to be aggrieved by a violation of this subchapter shall have no private cause of action in any court based on a violation of this subchapter.  (Dec. 17, 2014, D.C. Law 20-152, § 4, 61 DCR 8904; June 16, 2015, D.C. Law 20-278, § 309, 62 DCR 1920.)  Effect of Amendments The 2015 amendment by D.C. Law 20-278 rewrote (b).
DC Code § 32-1344 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1344. Penalties

If the Commission on Human Rights finds that a violation of this subchapter has occurred, the commission shall impose the following penalties, of which half shall be awarded to the complainant: (1) For employers that employ 11 to 30 employees, a fine of up to $1,000; (2) For employers that employ 31 to 99 employees, a fine of up to $2,500; or (3) For employers that employ 100 or more employees, a fine of up to $5,000.  (Dec. 17, 2014, D.C. Law 20-152, § 5, 61 DCR 8904.)
DC Code § 32-1345 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1345. Reporting requirements

(a) The Office of Human Rights shall maintain data on the number of complaints filed pursuant to this subchapter, demographic information on the complainants, the number of investigations it conducts, and the disposition of every complaint and investigation. (b) Data maintained by the Office of Human Rights pursuant to subsection (a) of this section shall be submitted to the Council annually, beginning one year from the December 17, 2014. (c) Eighteen months after December 17, 2014, the Office of the District of Columbia Auditor (“ODCA”) shall provide the Council with a report, using information that ODCA may request from relevant government agencies, nonprofit organizations, and employers that are willing to voluntarily provide data, on the hiring of applicants with criminal backgrounds by employers and the impact of this subchapter on employers.  (Dec. 17, 2014, D.C. Law 20-152, § 6, 61 DCR 8904.)
DC Code § 32-1346 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter I - Fair Criminal Record Screening|§ 32-1346. Rules

The Director of the Office of Human Rights, pursuant to subchapter I of Chapter 5 of Title 2, shall issue rules to implement the provisions of this subchapter.  (Dec. 17, 2014, D.C. Law 20-152, § 6a; as added Oct. 8, 2016, D.C. Law 21-160, § 3104, 63 DCR 10775.)
DC Code § 32-1351 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13B - Hiring of Ex-Offenders|Subchapter II - Public Works programs|§ 32-1351. Hiring of qualified ex-offenders

The Department of Public Works shall hire qualified ex-offenders to fill at least 26.9 full-time equivalent positions dedicated to the agency’s alley-cutback, graffiti-removal, and other public works programs.  (Sept. 18, 2007, D.C. Law 17-20, § 6132, 54 DCR 7052.)  Emergency Legislation For temporary (90 day) addition, see § 6132 of Fiscal Year 2008 Budget Support Emergency Act of 2007 (D.C. Act 17-74, July 25, 2007, 54 DCR 7549). Short Title Short title: Section 6131 of D.C. Law 17-20 provided that subtitle N of title VI of the act may be cited as the “Hiring of Ex-Offenders Act of 2007”.
DC Code § 32-1401 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 14 - Voluntary Apprentices|Subchapter I - General|§ 32-1401. Purpose. [Repealed]

Repealed.  (May 21, 1946, 60 Stat. 204, ch. 267, § 1; Oct. 22, 2015, D.C. Law 21-36, § 2012(a), 62 DCR 10905.)  Prior Codifications 1981 Ed., § 36-401. 1973 Ed., § 36-121. Section References This section is referenced in § 2-218.50 and § 10-1601.04. Emergency Legislation For temporary (90 days) amendment of this section, see § 2(a) of the Apprenticeship Modernization Emergency Amendment Act of 2014 (D.C. Act 20-579, Jan. 13, 2015, 62 DCR 1258, 21 STAT 724). For temporary (90 days) amendment of this section, see § 2(a) of the Apprenticeship Modernization Congressional Review Emergency Amendment Act of 2015 (D.C. Act 21-16, Mar. 26, 2015, 62 DCR 3847, 21 DCSTAT 843). For temporary (90 days) repeal of this section, see § 2012(a) of the Fiscal Year 2016 Budget Support Emergency Act of 2015 (D.C. Act 21-127, July 27, 2015, 62 DCR 10201). Temporary Legislation For temporary (225 days) amendment of this section, see § 2(a) of the Apprenticeship Modernization Temporary Amendment Act of 2015 (D.C. Law 20-256, Apr. 30, 2015, 62 DCR 2259).