reglab/housing_qa huggingface dataset:
CA Labor Code § 1400 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1400.

1400.  The definitions set forth in this section shall govern the construction and meaning of the terms used in this chapter:(a) “Covered establishment” means any industrial or commercial facility or part thereof that employs, or has employed within the preceding 12 months, 75 or more persons.(b) “Employer” means any person, as defined by Section 18, who directly or indirectly owns and operates a covered establishment. A parent corporation is an employer as to any covered establishment directly owned and operated by its corporate subsidiary.(c) “Layoff” means a separation from a position for lack of funds or lack of work.(d) “Mass layoff” means a layoff during any 30-day period of 50 or more employees at a covered establishment.(e) “Relocation” means the removal of all or substantially all of the industrial or commercial operations in a covered establishment to a different location 100 miles or more away.(f) “Termination” means the cessation or substantial cessation of industrial or commercial operations in a covered establishment.(g) (1) This chapter does not apply where the closing or layoff is the result of the completion of a particular project or undertaking of an employer subject to Wage Order 11, regulating the Broadcasting Industry, Wage Order 12, regulating the Motion Picture Industry, or Wage Order 16, regulating Certain On-Site Occupations in the Construction, Drilling, Logging and Mining Industries, of the Industrial Welfare Commission, and the employees were hired with the understanding that their employment was limited to the duration of that project or undertaking.(2) This chapter does not apply to employees who are employed in seasonal employment where the employees were hired with the understanding that their employment was seasonal and temporary.(h) “Employee” means a person employed by an employer for at least 6 months of the 12 months preceding the date on which notice is required.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1401 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1401.

1401.  (a) An employer may not order a mass layoff, relocation, or termination at a covered establishment unless, 60 days before the order takes effect, the employer gives written notice of the order to the following:(1) The employees of the covered establishment affected by the order.(2) The Employment Development Department, the local workforce investment board, and the chief elected official of each city and county government within which the termination, relocation, or mass layoff occurs.(b) An employer required to give notice of any mass layoff, relocation, or termination under this chapter shall include in its notice the elements required by the federal Worker Adjustment and Retraining Notification Act (29 U.S.C. Sec. 2101 et seq.).(c) Notwithstanding the requirements of subdivision (a), an employer is not required to provide notice if a mass layoff, relocation, or termination is necessitated by a physical calamity or act of war.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1402 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1402.

1402.  (a) An employer who fails to give notice as required by paragraph (1) of subdivision (a) of Section 1401 before ordering a mass layoff, relocation, or termination is liable to each employee entitled to notice who lost his or her employment for:(1) Back pay at the average regular rate of compensation received by the employee during the last three years of his or her employment, or the employee’s final rate of compensation, whichever is higher.(2) The value of the cost of any benefits to which the employee would have been entitled had his or her employment not been lost, including the cost of any medical expenses incurred by the employee that would have been covered under an employee benefit plan.(b) Liability under this section is calculated for the period of the employer’s violation, up to a maximum of 60 days, or one-half the number of days that the employee was employed by the employer, whichever period is smaller.(c) The amount of an employer’s liability under subdivision (a) is reduced by the following:(1) Any wages, except vacation moneys accrued prior to the period of the employer’s violation, paid by the employer to the employee during the period of the employer’s violation.(2) Any voluntary and unconditional payments made by the employer to the employee that were not required to satisfy any legal obligation.(3) Any payments by the employer to a third party or trustee, such as premiums for health benefits or payments to a defined contribution pension plan, on behalf of and attributable to the employee for the period of the violation.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1402.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1402.5.

1402.5.  (a) An employer is not required to comply with the notice requirement contained in subdivision (a) of Section 1401 if the department determines that all of the following conditions exist:(1) As of the time that notice would have been required, the employer was actively seeking capital or business.(2) The capital or business sought, if obtained, would have enabled the employer to avoid or postpone the relocation or termination.(3) The employer reasonably and in good faith believed that giving the notice required by subdivision (a) of Section 1401 would have precluded the employer from obtaining the needed capital or business.(b) The department may not determine that the employer was actively seeking capital or business under subdivision (a) unless the employer provides the department with both of the following:(1) A written record consisting of all documents relevant to the determination of whether the employer was actively seeking capital or business, as specified by the department.(2) An affidavit verifying the contents of the documents contained in the record.(c) The affidavit provided to the department pursuant to paragraph (2) of subdivision (b) shall contain a declaration signed under penalty of perjury stating that the affidavit and the contents of the documents contained in the record submitted pursuant to paragraph (1) of subdivision (b) are true and correct.(d) This section does not apply to notice of a mass layoff as defined by subdivision (d) of Section 1400.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1403 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1403.

1403.  An employer who fails to give notice as required by paragraph (2) of subdivision (a) of Section 1401 is subject to a civil penalty of not more than five hundred dollars ($500) for each day of the employer’s violation. The employer is not subject to a civil penalty under this section, however, if the employer pays to all applicable employees the amounts for which the employer is liable under Section 1402 within three weeks from the date the employer orders the mass layoff, relocation, or termination.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1404 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1404.

1404.  A person, including a local government or an employee representative, seeking to establish liability against an employer may bring a civil action on behalf of the person, other persons similarly situated, or both, in any court of competent jurisdiction. The court may award reasonable attorney’s fees as part of costs to any plaintiff who prevails in a civil action brought under this chapter.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1405 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1405.

1405.  If the court determines that an employer conducted a reasonable investigation in good faith, and had reasonable grounds to believe that its conduct was not a violation of this chapter, the court may reduce the amount of any penalty imposed against the employer under this chapter.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1406 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1406.

1406.  In any investigation or proceeding under this chapter, the Labor Commissioner has, in addition to all other powers granted by law, the authority to examine the books and records of an employer.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1407 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1407.

1407.  (a) Payments to a person under subdivision (a) of Section 1402 by an employer who has failed to provide the advance notice of facility closure required by this chapter or the federal Worker Adjustment and Retraining Notification Act (29 U.S.C. Sec. 2101 et seq.) may not be construed as wages or compensation for personal services under Article 2 (commencing with Section 926) of Chapter 4 of Part 1 of Division 1 of the Unemployment Insurance Code.(b) Benefits payable under Chapter 5 (commencing with Section 1251) of Part 1 of Division 1 of the Unemployment Insurance Code may not be denied or reduced because of the receipt of payments related to an employer’s violation of this chapter or the federal Worker Adjustment and Retraining Notification Act (29 U.S.C. Sec. 2101 et seq.).(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1408 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4 - EMPLOYEES|CHAPTER 4 - Relocations, Terminations, and Mass Layoffs|Section 1408.

1408.  The provisions of this chapter are severable. If any provision of this chapter or its application is held invalid, that invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application.(Added by Stats. 2002, Ch. 780, Sec. 1. Effective January 1, 2003.)
CA Labor Code § 1450 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.5 - Domestic Work Employees|CHAPTER 1 - General Provisions and Definitions|Section 1450.

1450.  This part shall be known and may be cited as the Domestic Worker Bill of Rights. (Added by Stats. 2013, Ch. 374, Sec. 1. (AB 241) Effective January 1, 2014.)
CA Labor Code § 1452 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.5 - Domestic Work Employees|CHAPTER 1 - General Provisions and Definitions|Section 1452.

1452.  The Governor shall convene a committee composed of personal attendants or their representatives and the employers of personal attendants or their representatives. The committee shall study and report to the Governor on the effects this part has on personal attendants and their employers.(Added by Stats. 2013, Ch. 374, Sec. 1. (AB 241) Effective January 1, 2014.)
CA Labor Code § 1454 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.5 - Domestic Work Employees|CHAPTER 2 - Domestic Work Employee Rights|Section 1454.

1454.  A domestic work employee who is a personal attendant shall not be employed more than nine hours in any workday or more than 45 hours in any workweek unless the employee receives one and one-half times the employee’s regular rate of pay for all hours worked over nine hours in any workday and for all hours worked more than 45 hours in the workweek.(Added by Stats. 2013, Ch. 374, Sec. 1. (AB 241) Effective January 1, 2014.)
CA Labor Code § 1455 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.5 - Domestic Work Employees|CHAPTER 2 - Domestic Work Employee Rights|Section 1455.

1455.  (a) (1) The Division of Labor Standards Enforcement, upon appropriation of funds to the division for purposes of this section, shall establish and maintain an outreach and education program. The purpose of the program shall be to promote awareness of, and compliance with, labor protections that affect the domestic work industry and to promote fair and dignified labor standards in this industry and other low-wage industries.(2) For purposes of this section:(A) “CBO” means community-based organization.(B) “Division” means the Division of Labor Standards Enforcement.(b) The program duration shall continue until June 30, 2024, with an opportunity to expand or renew contingent on allocation of state funds or identification of other revenue sources.(c) The division shall issue a competitive request to CBOs to provide education and outreach services primarily focused on, but not limited to, domestic work employees and employers. CBOs shall have demonstrated experience in carrying out outreach and education directed at these populations, including knowledge of, and demonstrated familiarity with, issues facing the domestic work industry.(d) CBOs shall be responsible for developing, and consulting with the division regarding, the core education and outreach materials regarding minimum wage, overtime, sick leave, record-keeping, retaliation, and the division wage adjudication and retaliation process, including specific issues that affect certain industries, such as the domestic work industry, differently. CBOs shall be responsible for all costs related to the development, printing, advertising, or distribution of the education and outreach materials. The materials shall be translated into non-English languages as may be appropriate, as determined by the applicable CBO in consultation with the division. At the discretion of the division, the division shall have final approval over the education and outreach materials.(e) The division and CBOs shall meet biannually, or more frequently at the discretion of the division, to coordinate efforts around outreach, education, and enforcement, including sharing information, in accordance with applicable privacy and confidentiality laws, that will shape and inform the overall enforcement strategy of the division regarding low-wage industries, including the domestic work industry.(f) The division shall not expend more than 5 percent of the budget allocation on the administration of the program.(g) This section shall become inoperative on July 1, 2024, and, as of January 1, 2025, is repealed.(Added by Stats. 2019, Ch. 24, Sec. 33. (SB 83) Effective June 27, 2019. Section inoperative July 1, 2024. Repealed as of January 1, 2025, by its own provisions.)
CA Labor Code § 1682 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.

1682.  As used in this chapter:(a) “Person” includes any individual, firm, partnership, association, limited liability company, or corporation.(b) “Farm labor contractor” designates any person who, for a fee, employs workers to render personal services in connection with the production of any farm products to, for, or under the direction of a third person, or who recruits, solicits, supplies, or hires workers on behalf of an employer engaged in the growing or producing of farm products, and who, for a fee, provides in connection therewith one or more of the following services: furnishes board, lodging, or transportation for those workers; supervises, times, checks, counts, weighs, or otherwise directs or measures their work; or disburses wage payments to these persons.(c) “License” means a license issued by the Labor Commissioner to carry on the business, activities, or operations of a farm labor contractor under this chapter.(d) “Licensee” means a farm labor contractor who holds a valid and unrevoked license under this chapter.(e) “Fee” shall mean (1) the difference between the amount received by a labor contractor and the amount paid out by him or her to persons employed to render personal services to, for or under the direction of a third person; (2) any valuable consideration received or to be received by a farm labor contractor for or in connection with any of the services described above, and shall include the difference between any amount received or to be received by him or her, and the amount paid out by him or her, for or in connection with the rendering of such services.(Amended by Stats. 1994, Ch. 1010, Sec. 183. Effective January 1, 1995.)
CA Labor Code § 1682.3 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.3.

1682.3.  “Farm labor contractor” includes any “day hauler.” “Day hauler” means any person who is employed by a farm labor contractor to transport, or who for a fee transports, by motor vehicle, workers to render personal services in connection with the production of any farm products to, for, or under the direction of a third person.(Added by Stats. 1957, Ch. 1704.)
CA Labor Code § 1682.4 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.4.

1682.4.  “Farm labor contractor” does not include a commercial packing house engaged in both the harvesting and the packing of citrus fruit or soft fruit for a client or customer.(Added by Stats. 1985, Ch. 662, Sec. 1.)
CA Labor Code § 1682.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.5.

1682.5.  This chapter does not apply to:(a) A nonprofit corporation or organization with respect to services specified in subdivision (b) of Section 1682, which are performed for its members.(b) Any person who performs the services specified in subdivision (b) of Section 1682 only within the scope of his employment by the third person on whose behalf he is so acting and not as an independent contractor.(Added by Stats. 1955, Ch. 1834.)
CA Labor Code § 1682.7 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.7.

1682.7.  The Labor Commissioner shall ensure that the office maintained in Fresno has suitable facilities and sufficient personnel for the examination and licensing of farm labor contractors and for the processing of complaints against farm labor contractors or any agent of a farm labor contractor.(Added by Stats. 2000, Ch. 877, Sec. 1. Effective January 1, 2001.)
CA Labor Code § 1682.8 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1682.8.

1682.8.  The Labor Commissioner may establish and maintain a Farm Labor Contractor Special Enforcement Unit within the Division of Labor Standards Enforcement office in Fresno of the Department of Industrial Relations for the hiring of additional agents to enforce the provisions of this chapter by revoking, suspending, or refusing to renew farm labor contractors’ licenses pursuant to Section 1690.(Added by Stats. 2000, Ch. 917, Sec. 1. Effective January 1, 2001.)
CA Labor Code § 1683 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1683.

1683.  (a) A person shall not act as a farm labor contractor until a license to do so has been issued to the person by the Labor Commissioner and the license is in full force and effect and in the person’s possession. The Labor Commissioner shall provide by regulation a means of issuing duplicate licenses in case of loss of the original license or any other appropriate instances.(b) (1) A person who violates this section is subject to a civil penalty as follows:(A) For any initial citation, one hundred dollars ($100) for each farmworker employed by the unlicensed person, plus one hundred dollars ($100) for each calendar day that a violation occurs, for a total penalty not to exceed ten thousand dollars ($10,000).(B) For a second citation, two hundred dollars ($200) for each farmworker employed by the unlicensed person, plus two hundred dollars ($200) for each calendar day that a violation occurs, for a total penalty not to exceed twenty thousand dollars ($20,000).(C) For a third or subsequent citation, five hundred dollars ($500) for each farmworker employed by the unlicensed person, plus five hundred dollars ($500) for each calendar day that a violation occurs, for a total penalty not to exceed fifty thousand dollars ($50,000).(2) If, upon inspection or investigation, the Labor Commissioner determines that a person has violated this section, the Labor Commissioner shall issue a citation. The procedures for issuing, contesting, and enforcing citations or civil penalties issued by the Labor Commissioner for a violation of this section are the same as those described in Section 1197.1.(3) The civil penalties collected pursuant to this section shall be deposited into the Farmworker Remedial Account and shall be available, upon appropriation by the Legislature, for purposes of this chapter.(4) The civil penalties provided for in this section are in addition to any other penalty provided by law.(c) For purposes of this section, “license” includes a letter of authorization issued by the Labor Commissioner pursuant to paragraph (2) of subdivision (a) of Section 1695.7.(Amended by Stats. 2012, Ch. 857, Sec. 1. (AB 1675) Effective January 1, 2013.)
CA Labor Code § 1684.3 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1684.3.

1684.3.  Whenever an application for a license or renewal is made, and application processing pursuant to this chapter has not been completed, the Labor Commissioner may, at his or her discretion, issue a temporary or provisional license valid for a period not exceeding 90 days, and subject, where appropriate, to the automatic and summary revocation by the Labor Commissioner. Otherwise, the conditions for issuance or renewal shall meet the requirements of Section 1684.(Added by Stats. 1984, Ch. 557, Sec. 2.)
CA Labor Code § 1684.5 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 6 - LICENSING|CHAPTER 3 - Farm Labor Contractors|Section 1684.5.

1684.5.  The Labor Commissioner shall quarterly submit to the Department of the California Highway Patrol a list of all licensees.(Amended by Stats. 2000, Ch. 917, Sec. 3. Effective January 1, 2001.)