reglab/housing_qa huggingface dataset:
21 V.S.A. § 495c
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495c. Application

§ 495c. Application|This subchapter shall not be construed as limiting the rights of employers to hire and fire and of labor organizations to determine the membership as long as such rights are not exercised in violation of this subchapter. (1963, No. 196, § 4.)
21 V.S.A. § 495e
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495e. Restitution

§ 495e. Restitution|The Superior Courts may order restitution of wages or other benefits on behalf of a class of employees similarly situated, and may order reinstatement and other appropriate relief on behalf of a class of employees. (Added 1975, No. 198 (Adj. Sess.), § 4, eff. July 1, 1977.)
21 V.S.A. § 495f
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495f. Exemptions

§ 495f. Exemptions|Notwithstanding any other provision of this subchapter, it is not unlawful discrimination on the basis of age or disability for any employer, employment agency or labor organization to observe the terms of a bona fide seniority system or any bona fide employee benefit plan, such as a retirement, pension, or life or health insurance plan, any of which is not a subterfuge to evade the purposes of this subchapter. No employee benefit plan, however, excuses the failure to hire any individual. No seniority system or employee benefit plan shall require or permit the involuntary retirement of any individual because of age. Mandatory retirement on account of age, necessitated under a police or firefighter retirement system, is specifically authorized. (Added 1981, No. 65, § 4; amended 1999, No. 103 (Adj. Sess.), § 3.)
21 V.S.A. § 495g
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495g. Provision applicable to college professors

§ 495g. Provision applicable to college professors|Nothing in this subchapter shall be construed to prohibit any institution of higher education as defined by section 1201(a) of the federal Higher Education Act of 1965 from retiring any employee who is serving under a contract of unlimited tenure, who attains 65 years of age prior to July 1, 1982, or 70 years of age thereafter. Any employee whose tenure contract is terminated may, in the discretion of the institution, be allowed to continue in the employ of the institution on a nontenured basis. (Added 1981, No. 65, § 5; amended 2017, No. 74, § 38.)
21 V.S.A. § 495j
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495j. Criminal history records; employment applications

§ 495j. Criminal history records; employment applications|(a) Except as provided in subsection (b) of this section, an employer shall not request criminal history record information on its initial employee application form. An employer may inquire about a prospective employee's criminal history record during an interview or once the prospective employee has been deemed otherwise qualified for the position.(b)(1) An employer may inquire about criminal convictions on an initial employee application form if the following conditions are met:   (A)(i) the prospective employee is applying for a position for which any federal or State law or regulation creates a mandatory or presumptive disqualification based on a conviction for one or more types of criminal offenses; or  (ii) the employer or an affiliate of the employer is subject to an obligation imposed by any federal or State law or regulation not to employ an individual, in either one or more positions, who has been convicted of one or more types of criminal offenses; and  (B) the questions on the application form are limited to the types of criminal offenses creating the disqualification or obligation. (2) An employer shall be permitted to inquire about criminal convictions on an initial employee application form pursuant to subdivision (1) of this subsection even if the federal or State law or regulation creating an obligation for the employer or its affiliate not to employ an individual who has been convicted of one or more types of criminal offenses also permits the employer or its affiliate to obtain a waiver that would allow the employer or its affiliate to employ such an individual.    (c) If an employer inquires about a prospective employee's criminal history record information, the prospective employee, if still eligible for the position under applicable federal or State law, must be afforded an opportunity to explain the information and the circumstances regarding any convictions, including postconviction rehabilitation.(d) An employer who violates the provisions of this section shall be assessed a civil penalty of up to $100.00 for each violation.(e) As used in this section:  (1) "Criminal history record" has the same meaning as set forth in 20 V.S.A. § 2056a. (2) "Employee" has the same meaning as set forth in section 495d of this chapter. (3) "Employer" has the same meaning as set forth in section 495d of this chapter. (Added 2015, No. 81 (Adj. Sess.), § 1, eff. July 1, 2017.)
21 V.S.A. § 495k
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495k. Accommodations for pregnancy-related conditions

§ 495k. Accommodations for pregnancy-related conditions|(a)(1) It shall be an unlawful employment practice for an employer to fail to provide a reasonable accommodation for an employee's pregnancy-related condition, unless it would impose an undue hardship on the employer.  (2) An employee with a pregnancy-related condition, regardless of whether the employee is an "individual with a disability" as defined in subdivision 495d(5) of this subchapter, shall have the same rights and be subject to the same standards with respect to the provision of a reasonable accommodation, pursuant to this subchapter, as a qualified individual with a disability as defined in subdivision 495d(6) of this subchapter.   (b) Nothing in this section shall be construed to diminish the rights, privileges, or remedies of an employee pursuant to federal or State law, a collective bargaining agreement, or an employment contract.(c) An employer shall post notice of the provisions of this section in a form provided by the Commissioner in a place conspicuous to employees at the employer's place of business.(d) Nothing in this section shall be construed to indicate or deem that a pregnancy-related condition necessarily constitutes a disability. (Added 2017, No. 21, § 2, eff. Jan. 1, 2018.)
21 V.S.A. § 495m
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495m. Salary history; employment applications

§ 495m. Salary history; employment applications|(a) An employer shall not:  (1) inquire about or seek information regarding a prospective employee's current or past compensation from either the prospective employee or a current or former employer of the prospective employee; (2) require that a prospective employee's current or past compensation satisfy minimum or maximum criteria; or (3) determine whether to interview a prospective employee based on the prospective employee's current or past compensation.   (b) Notwithstanding subdivision (a)(1) of this section, if a prospective employee voluntarily discloses information about his or her current or past compensation, an employer may, after making an offer of employment with compensation to the prospective employee, seek to confirm or request that the prospective employee confirm that information.(c) Nothing in this section shall be construed to prevent an employer from:  (1) inquiring about a prospective employee's salary expectations or requirements; or (2) providing information about the wages, benefits, compensation, or salary offered in relation to a position.   (d) As used in this section, "compensation" includes wages, salary, bonuses, benefits, fringe benefits, and equity-based compensation. (Added 2017, No. 126 (Adj. Sess.), § 1.)
21 V.S.A. § 495n
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 495n. Sexual harassment complaints; notice to Attorney General and Human Rights Commission

§ 495n. Sexual harassment complaints; notice to Attorney General and Human Rights Commission|(a) A person that files a claim of sexual harassment pursuant to section 495b of this subchapter in which neither the Attorney General nor the Human Rights Commission is a party shall provide notice of the action to the Attorney General and the Human Rights Commission within 14 days after filing the complaint. The notice may be submitted electronically and shall include a copy of the filed complaint.(b)(1) Upon receiving notice of a complaint in which the State is a party, the Human Rights Commission may elect to:   (A) intervene in the action to seek remedies pursuant to section 495b of this subchapter; or (B) without becoming a party to the action, file a statement with the court addressing questions of law related to the provisions of this subchapter.  (2) Upon receiving notice of a complaint in which the State is not a party, the Attorney General may elect to:  (A) intervene in the action to seek remedies pursuant to section 495b of this subchapter; or (B) without becoming a party to the action, file a statement with the court addressing questions of law related to the provisions of this subchapter. (Added 2017, No. 183 (Adj. Sess.), § 7.)
21 V.S.A. § 496a
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 496a. State funds; union organizing

§ 496a. State funds; union organizing|An employer that is the recipient of a grant of State funds in a single grant of more than $1,000.00 shall certify to the State that none of the funds will be used to interfere with or restrain the exercise of an employee's rights with respect to unionization and upon request shall provide records to the Secretary of Administration which attest to such certification. (Added 2011, No. 154 (Adj. Sess.), § 4; amended 2013, No. 1, § 94, eff. March 7, 2013.)
21 V.S.A. § 497
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497. Purpose

§ 497. Purpose|The purpose of this subchapter is to carry on a continuing program to promote the employment of people with disabilities in Vermont by creating statewide interest in the rehabilitation and employment of people with disabilities and by obtaining and maintaining cooperation with all public and private groups and individuals in this field. (1963, No. 200, § 1, eff. June 29, 1963; amended 1991, No. 168 (Adj. Sess.), § 2.)
21 V.S.A. § 497a
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497a. Committee established

§ 497a. Committee established|There is hereby established a permanent committee to be known as the Vermont Governor's Committee on Employment of People with Disabilities, to consist of 23 members, including one representative each from the Vermont Department of Labor's Workforce Development Division and the Jobs for Veterans State Grant, one representative from the Department of Disabilities, Aging, and Independent Living, Vocational Rehabilitation Division and one from the Division for the Blind and Visually Impaired, one representative of the U.S. Department of Veterans Affairs, one representative of the State of Vermont Office of Veterans Affairs, and 17 members to be appointed by the Governor. The appointive members shall hold office for the term specified or until their successors are named by the Governor. The members shall receive no salary for their services as such, but the necessary expenses of the Committee shall be paid by the State. (Added 1963, No. 200, § 2, eff. June 29, 1963; amended 1991, No. 168 (Adj. Sess.), § 3; 2005, No. 174 (Adj. Sess.), § 51; 2015, No. 51, § C.5, eff. June 3, 2015.)
21 V.S.A. § 497b
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497b. Duties

§ 497b. Duties|(a) The Committee shall coordinate a program to promote the employment of people with disabilities by creating statewide interest in the rehabilitation and employment of people with disabilities and by obtaining and maintaining cooperation from all public and private groups in this field. The Committee shall work in cooperation with the President's Committee on Employment of People with Disabilities in order to carry out more effectively the purposes of this subchapter.(b) [Repealed.]  (Added 1963, No. 200, § 3, eff. June 29, 1963; amended 1985, No. 179 (Adj. Sess.), § 2, eff. May 13, 1986; 1991, No. 168 (Adj. Sess.), § 4; 2011, No. 139 (Adj. Sess.), § 51, eff. May 14, 2012.)
21 V.S.A. § 497c
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497c. Disability awareness month

§ 497c. Disability awareness month|The month of October is designated as "Disability Awareness Month."  (Added 1963, No. 200, § 4, eff. June 29, 1963; amended 1991, No. 168 (Adj. Sess.), § 5.)
21 V.S.A. § 497d
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497d. Powers

§ 497d. Powers|The Vermont Governor's Committee on Employment of People with Disabilities is authorized to receive any gifts, grants, or donations made for any of the purposes of its program. (1963, No. 200, § 6, eff. June 29, 1963; amended 1991, No. 168 (Adj. Sess.), § 6.)
21 V.S.A. § 497e
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 497e. Funds; revenue; use

§ 497e. Funds; revenue; use|(a) The Chair of the Governor's Committee on Employment of People with Disabilities or his or her designated representative may authorize or sponsor fund-raising events and the revenue therefrom shall be placed in the account of the Governor's Committee on Employment of People with Disabilities.(b) The Chair or his or her designated representative may authorize the sale of products which relate to Vermonters with disabilities and the revenue therefrom shall be placed in the account of the Governor's Committee on Employment of People with Disabilities.(c) The funds credited to the Governor's Committee on Employment of People with Disabilities shall remain in the special account from year to year and shall not be put back into the General Fund.(d) The Governor's Committee on Employment of People with Disabilities is also authorized to receive and keep in its account any gifts, grants, or donations.(e) This account will be used in accordance with any of the purposes of the Governor's Committee on Employment of People with Disabilities program or activities, as established in this subchapter. (Added 1975, No. 87; amended 1991, No. 168 (Adj. Sess.), § 7; 2013, No. 96 (Adj. Sess.), § 131.)
21 V.S.A. § 499
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 499. Jurors and witnesses

§ 499. Jurors and witnesses|(a) No employer may discharge an employee by reason of his or her service as a juror, or penalize such employee or deprive him or her of any right, privilege, or benefit on a basis which discriminates between such employee and other employees not serving as jurors. All employees shall be considered in the service of their employer during all times while serving as jurors in accordance with this section for purposes of determining seniority, fringe benefits, credit toward vacations, and other rights, privileges, and benefits of employment.(b) No employer may discharge an employee by reason of the employee's absence from work while in attendance as a witness pursuant to a summons duly issued and served in any proceeding, civil or criminal, in any court of competent jurisdiction within or without the State, or in any other proceeding before a board, commission, attorney, or other person or tribunal in the State authorized by law to hear testimony under oath; nor shall an employer penalize such employee or deprive him or her of any right, privilege, or benefit on a basis which discriminates between such employee and other employees not appearing as witnesses. All employees shall be considered in the service of their employer while appearing as witnesses in accordance with this section for purposes of determining seniority, fringe benefits, credit toward vacations, and other rights, privileges, and benefits of employment.(c) A person who violates a provision of this section shall be fined not more than $200.00. (Added 1969, No. 228 (Adj. Sess.), § 5, eff. March 31, 1970.)
21 V.S.A. § 501
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 501. Definitions

§ 501. Definitions|As used in this subchapter:  (1) "Person who is blind or visually impaired" means a person whose visual acuity with correction is no better than 20/60, or whose field of vision subtends an angle of no greater than 20 degrees. (2) "Division" means the Division for the Blind and Visually Impaired. (3) "State property" means any building or land owned, leased, or controlled by the Department of Buildings and General Services. (4) "Vending facility" means a cafeteria, snack bar, cart service, concession stand, or other facility for the sale of newspapers, periodicals, confection, tobacco products, foods, beverages, and other articles or services which is operated by a person licensed under this subchapter. (5) "Vending machine" means any coin or currency operated machine that sells food, tobacco, beverages, sundries, or other retail merchandise or service, but shall not include vending machines used in connection with the operation of rest room facilities. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 1995, No. 148 (Adj. Sess.), § 4(c)(1); 2013, No. 96 (Adj. Sess.), § 132.)
21 V.S.A. § 502
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 502. Duties

§ 502. Duties|The Division shall have the authority to:  (1) establish vending facilities on State property; (2) coordinate with the Commissioner of Buildings and General Services or the designee of the Commissioner, for the establishment of vending facilities; (3) issue licenses to persons who are blind or visually impaired for the operation of vending facilities on State property; (4) provide vending facility equipment and an adequate initial stock of suitable articles to licensed persons who are blind or visually impaired; (5) provide the necessary training and supervision to licensed persons who are blind or visually impaired; (6) adopt rules to implement the provisions of this subchapter including criteria for the selection and operation of vending facilities and machines, distribution of income to vendors, and grievance procedures. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 1995, No. 148 (Adj. Sess.), § 4(c)(1), eff. May 6, 1996; 2013, No. 96 (Adj. Sess.), § 133.)
21 V.S.A. § 503
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 503. Vending machines

§ 503. Vending machines|If it is determined by the Department of Disabilities, Aging, and Independent Living and the Department of Buildings and General Services that a vending facility is not economically feasible in a particular location, vending machines may be placed in that location. Contracts shall be awarded by the Department of Disabilities, Aging, and Independent Living in accordance with the procedures set forth in 29 V.S.A. § 161, notwithstanding the $50,000.00 limitation therein. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 1995, No. 62, § 56, eff. April 26, 1995; 1995, No. 148 (Adj. Sess.), § 4(c)(1); 2005, No. 174 (Adj. Sess.), § 52.)
21 V.S.A. § 504
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 504. Income from vending facilities and machines

§ 504. Income from vending facilities and machines|(a) All net income from a vending facility on State property shall accrue to the person who is blind or visually impaired and licensed to operate that facility.(b) All net income from vending machines not placed within vending facilities on State property shall accrue to the Division.(c) Income which accrues to the Division under this subchapter shall be used to:  (1) maintain or enhance the vending facilities program; (2) provide benefit programs, including health insurance or pension plans for licensed persons who are blind or visually impaired who operate vending facilities; (3) provide vocational rehabilitation services for persons who are blind or visually impaired. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 2005, No. 71, § 135; 2013, No. 96 (Adj. Sess.), § 134.)
21 V.S.A. § 505
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 505. Vending facilities; operation by other than a person who is blind or visually impaired

§ 505. Vending facilities; operation by other than a person who is blind or visually impaired|Where vending facilities on State property are operated by those other than persons who are blind or visually impaired on July 1, 1984, the contracts of these vending facilities may be renewed or extended. A person who does not intend to renew or extend such a contract shall so notify the Director of the Division in a timely manner. Within 30 days of such notice, the Director shall determine whether the vending facility is suited for operation by a person who is blind or visually impaired. If the Director determines that the facility is suited for operation by such person, preference in operation of the facility shall be given to a person who is blind or visually impaired. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 2013, No. 96 (Adj. Sess.), § 135.)
21 V.S.A. § 506
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 506. Exemptions

§ 506. Exemptions|The following are exempt from the provisions of this subchapter:  (1) food services or vending machines provided by hospitals or residential institutions as a direct service to patients, inmates, students or otherwise institutionalized persons; and (2) State property not under the control of the Department of Buildings and General Services. (Added 1983, No. 221 (Adj. Sess.), § 2; amended 1995, No. 148 (Adj. Sess.), § 4(c)(1).)
21 V.S.A. § 508
2021 Vermont Statutes|Title 21 - Labor|Chapter 5 - Employment Practices|§ 508. Enforcement

§ 508. Enforcement|(a) An employee aggrieved by a violation of this subdivision may:  (1) utilize any available internal process, grievance procedure, or similar process available to the employee to maintain or restore any loss of employment rights with the employer; or (2) bring an action in the Superior Court of the county in which the violation is alleged to have occurred.   (b) The initiation or completion of an internal process, grievance procedure, or similar process under subdivision (a)(1) of this section shall not be a condition precedent to bringing an action in Superior Court under subdivision (a)(2) of this section.(c) No later than July 1, 2005, all hospitals as defined in 18 V.S.A. § 1902(1) shall revise their internal processes referred to in subdivision (a)(1) to include and be consistent with ANCC Magnet Recognition Program standards that support the improvement of quality patient care and professional nursing practice.(d) If the court finds that the employer has violated subsection 507(b) of this title, the court shall order, as appropriate:  (1) reinstatement of the employee, including employment benefits, seniority, and same or equivalent position, shift schedule, or hours worked as the employee had before the retaliatory action; (2) payment of back pay, lost wages, benefits, and other remuneration; (3) any appropriate injunctive relief; (4) compensatory damages; (5) punitive damages; (6) attorney's fees; or (7) any other appropriate relief. (Added 2003, No. 134 (Adj. Sess.), § 2.)