reglab/housing_qa huggingface dataset:
V.I. Code tit. 24, § 378 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 378. Unfair labor practices

 (a) It is hereby expressly prohibited for any public employer or agent of a public employer willfully to: (1) interfere with, restrain, or coerce any employee in the exercise of any right guaranteed by this chapter; (2) dominate, interfere with, or assist in the formation, existence or administration of any employee organization; (3) discriminate through hiring, tenure, or any term or condition of employment to encourage or discourage membership in an employee organization except as otherwise provided herein; (4) discharge or otherwise take reprisals against any employee because he or she has signed or filed an affidavit, petition, or complaint or given any information or testimony pursuant to this chapter; (5) refuse to bargain collectively in good faith with an exclusive representative; (6) refuse to participate in good faith in an impasse procedure or hearing or other form of mediation permitted by this chapter; (7) violate or fail to comply with any of the provisions of this chapter; (8) violate or fail to comply with any of the terms of a valid collective bargaining agreement to which it is a party. (b) It is hereby expressly prohibited for any exclusive representative or public employee willfully to: (1) interfere with, restrain, or coerce any employee in the exercise of any right guaranteed by this chapter; (2) refuse to bargain collectively in good faith with a public employer; (3) refuse to participate in good faith in an impasse procedure or hearing or other form of mediation permitted by this chapter; (4) violate or fail to comply with any of the provisions of this chapter; (5) violate or fail to comply with any of the terms of a valid collective bargaining agreement to which it is a party or which is applicable by virtue of being a member of a bargaining unit exclusively represented by a party thereto.
V.I. Code tit. 24, § 379 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 379. PERB review of alleged violations

 (a) Any party aggrieved by the action of another, which action is believed to be a violation of this chapter, may complain of such violation in writing to the PERB and shall state in the complaint any relief sought. No fee shall be charged for the filing of any complaint. No complaint shall be considered which is filed more than 180 days after the alleged violation is known to the complaining party. Upon receipt of a complaint, the PERB shall: (1) promptly notify the party which is the subject of the complaint of the allegations against such party and order such party to respond in writing to the allegations within a reasonable time certain; (2) investigate the complaint, and if warranted, conduct a hearing to receive testimony from each side on the alleged violations; (3) make findings of fact and law based on its investigations and hearing, if any, and issue a written opinion of its final determinations; (4) issue written orders to enforce its findings and opinions and take such action as may be warranted to remedy the complaint and/or penalize a party found in violation of this chapter. Actions in remedy shall include, but not be limited to, dismissal of the complaint, issuance of a cease and desist order, levy fines against a party found in contempt of the PERB for failure to abide by an order, reinstate an employee with or without back pay, or otherwise make whole the employment or tenure of any employee, compel bargaining in good faith, and direct compliance with the provisions of this chapter. (b) The PERB may request the Superior Court of the Virgin Islands to enforce any order issued pursuant to its powers under this chapter. No defense or objection to an order of the PERB shall be considered by the court, unless such defense or objection was first urged before the PERB, unless the failure to urge the objection is excused by the court because of extraordinary circumstances. The findings of the PERB with respect to questions of fact shall be conclusive if supported by substantial evidence on the record considered as a whole. The court may enforce any order of the PERB it deems just and proper and enter a decree enforcing, modifying and enforcing as so modified, or setting aside, in whole or in part, the order of the PERB. (c) The complaints, transcripts of hearings, findings, testimony, answers to complaints, orders, and all other material relevant to the review procedures of the PERB of a complaint shall be public records and be made available for inspection or copying. All proceedings pursuant to this section shall be open to the public.
V.I. Code tit. 24, § 379a (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 379a. Relief from final orders of the PERB

 The PERB may correct clerical mistakes in final orders or other parts of the record and other errors therein in accordance with the applicable provisions of Federal Rule of Civil Procedure 60.
V.I. Code tit. 24, § 380 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 380. Judicial review of final orders of the PERB

 (a) Any party aggrieved by any final order of the PERB made pursuant to section 379 of this chapter, may appeal to the Superior Court of the Virgin Islands for review of such order and shall name the PERB as a party respondent. An application for review must be filed within 20 days after the date of the final order. The rules of procedure of the Superior Court not inconsistent with this chapter shall govern the appeal proceeding. An application not filed in a timely manner shall entitle the prevailing party to summary judgment enforcing the final order of the PERB. (b) In a review by appeal pursuant to this section, all questions of fact determined by the PERB pursuant to section 379, shall be conclusive if supported by substantial evidence on the record considered as a whole. No objection not urged before the PERB shall be considered in a review by the Superior Court unless the failure to urge the objection is excused by the court because of extraordinary circumstances. (c) In reviewing a final order of the PERB, the court may enforce the order, modify the order and enforce it, set the order aside, or return the matter to the PERB with instructions for further proceedings not inconsistent with this chapter. (d) The Federal District Court of the Virgin Islands shall have appellate jurisdiction of any decision of the Superior Court made pursuant to this chapter unless otherwise prohibited by law.
V.I. Code tit. 24, § 381 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 381. Penalties

 (a) Any person who willfully assaults, resists, prevents, impedes, or interferes, or willfully attempts to assault, resist, prevent, impede, or interfere with a mediator, arbitrator or member of the PERB or any of their agents or employees in the lawful performance of their duties pursuant to this chapter shall be fined not more than $5,000 or imprisoned not more than one year, or both. (b) Any public employer found to have maliciously or willfully violated an existing PERB order shall be fined $2,000, plus any associated costs of restoring the status quo of the affected employee or employees. Notwithstanding section 382 of this chapter, fines levied pursuant to this subsection shall be retained by the PERB and the costs with the restoration of the status quo must be remitted to the aggrieved party or parties.
V.I. Code tit. 24, § 382 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 382. Disposition of fines

 Monies collected by the courts or the PERB as fines for contempt or as penalties under the provisions of this chapter shall be deposited in the Treasury of the Virgin Islands or disbursed as the court or the PERB, whichever has levied the fine or penalty, finds equitable.
V.I. Code tit. 24, § 383 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 14 - Public Employee Labor Relations|§ 383. Suits by and against labor organizations

 (a) Suits for violation of contracts between a public employer and an exclusive representative, or between labor organizations, may be brought in any court of this Territory having jurisdiction of the parties, including the Federal District Court, without respect to the amount in controversy or without regard to the citizenship of the parties. (b) Any exclusive representative of public employees of this Territory shall be bound by the acts of its agents. Any such exclusive representative may sue or be sued as an entity and in behalf of the employees whom it represents in the courts of this Territory, including the Federal District Court. Any money judgment against an exclusive representative in a court of this Territory, including the Federal District Court, shall be enforceable only against the labor organization as an entity and against its assets, and shall not be enforceable against any individual member or his assets. (c) The service of summons, subpoena or other legal process of any court of this Territory, including the Federal District Court, upon an officer or managing agent of a labor organization, in his capacity as such, shall constitute service upon the labor organization. (d) For the purposes of this section, in determining whether any person is acting as an “agent” of another person so as to make such other person responsible for his acts, the question of whether the specific acts performed were actually authorized or subsequently ratified shall not be controlling.
V.I. Code tit. 24, § 401 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 401. Declaration of purpose

 The Legislature hereby finds and declares that the public welfare requires that minors be protected from conditions of labor which have a pernicious effect on their health, morals and educational competence of youth, and to this end, the purpose of this chapter is to regulate the employment of minors in the manner herein set forth.
V.I. Code tit. 24, § 402 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 402. Definitions

 For the purpose of this chapter, unless otherwise provided or the context requires a different construction, application or meaning— Commissioner means the Commissioner of Labor or his authorized representative. Education, Health, and Human Services mean respectively the Commissioners of such departments or their authorized representatives. Minor means any person who has not reached the age of 18 years.
V.I. Code tit. 24, § 403 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 403. Occupations in which minors may not be employed; findings and orders of Commissioner

 (a) Except as hereinafter provided, no minor shall be employed or permitted to work in any occupation in the Virgin Islands, in or involving (1) heavy construction work; (2) the operation of power-driven, metal-forming, punching and shearing machines; (3) the making of alcoholic beverages in bottling plants; (4) electric and power generating plants; (5) steam laundries; (6) any quarry; (7) the operation of power driven woodworking machines; (8) spray painting or occupations involving exposure to lead or its compounds, or to dangerous or poisonous dyes and chemicals; (9) any other business, industry or any other occupation that the Commissioner, upon investigation, and after public notice and hearing, shall find and by order declare to be particularly hazardous for the employment of minors, or detrimental to their health, safety, morals, or well being; Provided, That such order of the Commissioner may be made on an industry or business basis specifying the occupations therein that are not covered, or on an occupational basis, irrespective of the industry or business in which the occupation is found; And provided further, That such order may be also made on the basis of sex or categories of age groups.
V.I. Code tit. 24, § 404 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 404. Administration by, and regulations of, Commissioner; consultation with other officials

 Except as herein otherwise specifically provided, the Commissioner shall administer the provisions of this chapter, and is authorized to issue, subject to the approval of the Governor, such regulations and orders consistent with the provisions of this chapter as may be necessary or appropriate to effectuate and implement the same. In the preparation of such regulations and orders the Commissioner shall consult with Education, Health, and Human Services, and with such other agencies of the territorial or Federal Government having to do with matters affecting the health, safety, morals or well-being as may be appropriate.
V.I. Code tit. 24, § 405 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 405. Nonapplicability to employment of minors under certain programs; notice

 The provisions of this chapter shall not apply to employment of minors under supervised on-the-job training programs, including apprenticeship or student-learner programs, authorized by law; Provided, That an employer shall prior to commencement of a minor's employment under such a program notify Education as to the same.
V.I. Code tit. 24, § 406 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 406. Violation of chapter or rules or regulations

 Any employer who wilfully violates any provision of this chapter or of any rules or regulations pursuant thereto shall be guilty of a misdemeanor.
V.I. Code tit. 24, § 407 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 15 - Child Labor|§ 407. Injunctive actions by Attorney General

 In addition to any other penalty specified by law, the Attorney General may bring action in any of the Courts of the Virgin Islands to restrain violations of this chapter.
V.I. Code tit. 24, § 421 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 16 - Personnel Records|§ 421. Definitions

 As used in this chapter, unless the context clearly requires otherwise: (1) “Employee” means any person currently employed, laid off with reemployment rights, or on leave of absence. The term “employee” shall not include applicants for employment, agents, contractors or any other person. (2) “Employer” means any individual, person, partnership, association, corporation, and the Government of the Virgin Islands or any of its agencies, authorities, boards or commissions. (3) “Personnel file” includes, if maintained by the employer, any application for employment, wage or salary information, notices of commendations, warning or discipline, authorization for a deduction or withholding of pay, fringe benefit information, leave records, employment history with the employer, including salary information, job title, dates of changes, retirement record, attendance records and performance evaluations. The term “personnel file” shall not include records of an employee relating to the investigation of a possible criminal offense, letters of reference, documents which are being developed or prepared for use in civil, criminal or grievance procedures, medical records or materials which are used by the employer to plan for future operations or information available to the employee under the Fair Credit Reporting Act, under 15 U.S.C. § 1618.
V.I. Code tit. 24, § 422 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 16 - Personnel Records|§ 422. Inspection of personnel files

 (a) An employer shall, at reasonable times, upon request of an employee permit that employee to inspect his personnel files. The employer shall make these records available during the regular business hours of the office where these records are usually and ordinarily maintained, when sufficient time is available during the course of a regular business day, to inspect the personnel files in question. If the records are maintained at a geographic location other than the employee's normal place of business, the employer shall, within two weeks of any request, make the files or its duplicate available at the employee's normal place of business. (b) Any employer or agent of an employer as defined in section 421 of this chapter who willfully removes or causes to be removed any item or items from an employee's personnel file for the express purpose of denying or withholding such item or items from an employee shall be fined not less than $100.00.
V.I. Code tit. 24, § 474 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 18 - Plant Closings|§ 474. Preference in hiring; employment assistance

 (a) Employees affected by a plant closing must be given permanent preference in hiring and employment at other work places of the employer. Any employee who is so rehired or employed must be granted seniority as determined on the date of termination of employment. (b) The Commissioner shall establish a program to provide affected employees employment assistance, training, and related employment services including: (1) Job search assistance; (2) Job development; (3) Training in job skills; (4) Supportive services including commuting assistance, day care for dependents, and financial, career, and personal counseling; (5) Pre-layoff assistance; (6) Relocation assistance; (7) Mediation services or other programs conducted in cooperation with employers or labor organizations to provide early intervention in the event of major business closures; and (8) Assistance under applicable sections of the Worker Adjustment and Retraining Notification Act (“WARN”) 29 U.S.C. 2001 et seq., and other federal assistance.
V.I. Code tit. 24, § 475 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 18 - Plant Closings|§ 475. Right to purchase facility

 Employees affected by a plant closing shall have the right of first refusal to purchase an affected facility within 90 days of the employer's notice to close the facility as provided by section 472 of this chapter. If the employees do not elect to purchase the facility the Government of the Virgin Islands shall maintain an option to purchase such facility for a period of 60 days.
V.I. Code tit. 24, § 476 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 18 - Plant Closings|§ 476. Penalties

 (a) Any employer who willfully violates any provision of this chapter or any rule or regulation issued under this chapter is guilty of a misdemeanor and is subject to a fine of not less than $100 and not more than $3000 for every affected employee. (b) Any employer who has been adjudged as having violated any provision of this chapter is liable to each affected employee in an amount equal to the value of all the employee's, benefits, and other compensation for the three months preceding the closure, partial closure or relocation of the covered facility.
V.I. Code tit. 24, § 477 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 18 - Plant Closings|§ 477. Injunctions

 In addition to any other penalties prescribed by law, the Attorney General may bring action in any court in the Virgin Islands to restrain violations of this chapter.
V.I. Code tit. 24, § 478 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 18 - Plant Closings|§ 478. Regulations

 The Commissioner may adopt such rules and regulations, consistent with the provisions of this chapter, pursuant to the provisions of Title 3, chapter 35, Virgin Islands Code, as may be necessary to effectuate the purposes of this chapter.
V.I. Code tit. 24, § 609 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 609. Short title

 This chapter may be cited and shall be known as the “Youth Transitional Employment Act.”
V.I. Code tit. 24, § 610 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 610. Legislative declaration of purpose

 The purpose of this chapter is to provide for an employment program in the 11th and 12th grades of high school, for a period of one (1) year to assist young individuals who need and can benefit from an employment program immediately upon graduation from high school or a recognized institution of higher learning to become more responsible, employable, and productive citizens; and to do so in a way that contributes to the development of territorial and community resources; to improve the long-term employability of youth; to enhance the educational, occupational, and citizenship skills of youth; to increase the employment and earnings of youth; to reduce welfare dependency; and to assist youth in addressing problems that impair their ability to make a successful transition from school to work.
V.I. Code tit. 24, § 611 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 611. Establishment of Youth Transitional Employment Program

 There is established within the Department of Labor a program to be called the “Youth Transitional Employment Program”. For the purpose of this chapter and unless the definition clearly indicates otherwise, “Commissioner” means the Commissioner of the Virgin Islands Department of Labor.
V.I. Code tit. 24, § 612 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 612. Individual eligible for the Youth Transitional Employment Program

 To become a participant in the Youth Employment Transitional Employment Program, a person must be an eligible youth who— (1) is domiciled in the Virgin Islands; (2) is an 11th or 12th grader in an accredited high school or has graduated from an accredited high school or institution of higher learning within two years of approved eligibility for the program; and (3) meets such other standards for enrollment as prescribed by the Commissioner; and (4) agrees to comply with all Youth Transitional Employment Program rules and regulations.
V.I. Code tit. 24, § 613 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 613. Screening and selection of applicants

 The Commissioner shall prescribe specific standards and procedures for the department's screening and selection of applicants for the Youth Transitional Employment Program. The rules shall also provide for the interviewing of each applicant for the purpose of— (1) determining the applicant's education and vocational skills and determining how those qualifications can best be utilized through the Youth Transitional Employment Program; and (2) obtaining from the applicant pertinent data relating to interests for determining eligibility and potential assignment; and (3) giving the applicant a full understanding of the Youth Transitional Employment Program.
V.I. Code tit. 24, § 614 (2019)
2019 US Virgin Islands Code|Title 24 - Labor|Chapter 19 - Youth Transitional Employment Program|§ 614. Enrollment and assignment

 (a) No individual may be enrolled in the Youth Transitional Employment Program for more than three years. (b) Enrollment in the Youth Transitional Employment Program shall not relieve any individual of obligations under the Military Selective Service Act (50 U.S.C. App. 451 et seq.).