reglab/housing_qa huggingface dataset:
CA Labor Code § 150 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7 - Labor Statistics and Research|Section 150.

150.  (a) The department shall collect, compile, and present facts and statistics relating to the condition of labor in the state, including information as to cost of living, labor supply and demand, industrial relations, industrial disputes, industrial accidents and safety, labor productivity, sanitary and other conditions, prison labor, and such other matters in relation to labor as the Director of Industrial Relations deems desirable.(b) To the extent not in conflict with this or any other section, on the date this subdivision becomes operative, the responsibilities of the Division of Labor Statistics and Research that are specified in Subchapter 1 (commencing with Section 14000) and Subchapter 2 (commencing with Section 14900) of Chapter 7 of Division 1 of Title 8 of the California Code of Regulations are reassigned to the Division of Occupational Safety and Health and the responsibilities of the Division of Labor Statistics and Research that are specified in Subchapter 3 (commencing with Section 16000) of Chapter 8 of Division 1 of Title 8 of the California Code of Regulations are reassigned to the Division of Labor Standards Enforcement.(Amended by Stats. 2012, Ch. 46, Sec. 83. (SB 1038) Effective June 27, 2012.)
CA Labor Code § 151 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7 - Labor Statistics and Research|Section 151.

151.  (a) The department shall conduct an annual survey of the ethnic derivation of the individuals who are parties to apprentice agreements described in Section 3077. In conducting this survey, the division shall use any pertinent data which the federal government may provide to avoid duplication of effort.(b) The Division of Apprenticeship Standards shall cooperate in the accomplishment of the survey required by this section. The occasion of this survey may be used to gather such additional current data as may be of benefit to apprenticeship programs.(c) Data gathered pursuant to this section shall not be evidence per se of an unlawful employment practice.(d) Nothing in this section shall be construed to authorize any state agency to require an employer to employ a specified percentage of individuals of any particular ethnic derivation irrespective of such individuals’ qualifications for employment.(Amended by Stats. 2012, Ch. 46, Sec. 84. (SB 1038) Effective June 27, 2012.)
CA Labor Code § 152 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7 - Labor Statistics and Research|Section 152.

152.  The Director of Industrial Relations and authorized employees of the department may issue subpoenas to compel the attendance of witnesses and production of books, papers, and records; administer oaths; examine witnesses under oath; take the verification or proof of written instruments; and take depositions and affidavits for the purpose of carrying out the provisions of this code and performing the duties required by this chapter. They shall have free access to all places of labor. Any person, or agent or officer thereof, who willfully neglects or refuses to furnish statistics requested by the division, which are in his or her possession, or under his or her control, or who refuses to admit the director or his or her authorized employee to a place of labor, is guilty of a misdemeanor. The director may direct the chief and the employees of other divisions of the department to transmit any statistical information in their possession, or to conduct investigations and otherwise assist in the gathering of whatever statistics the director deems desirable.(Amended by Stats. 2012, Ch. 46, Sec. 85. (SB 1038) Effective June 27, 2012.)
CA Labor Code § 153 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7 - Labor Statistics and Research|Section 153.

153.  Except as provided in Section 151 no use shall be made in the statistical or other reports prepared pursuant to this chapter of the names of persons supplying the information required under this code. Any agent or employee of the department who violates this section is guilty of a misdemeanor.(Amended by Stats. 2012, Ch. 46, Sec. 86. (SB 1038) Effective June 27, 2012.)
CA Labor Code § 156 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7 - Labor Statistics and Research|Section 156.

156.  An annual report containing statistics on California work injuries and occupational diseases and fatalities by industry classifications shall be completed and published by the department no later than December 31 of the following calendar year. All of the reports and statistics shall be available to the public.(Amended by Stats. 2012, Ch. 46, Sec. 87. (SB 1038) Effective June 27, 2012.)
CA Labor Code § 175 (2021)
2021 California Code|Labor Code - LAB|DIVISION 1 - DEPARTMENT OF INDUSTRIAL RELATIONS|CHAPTER 7.5 - Division of Occupational Safety and Health|Section 175.

175.  The Division of Occupational Safety and Health shall be the lead agency in providing for public health and safety as well as worker health and safety in the construction, maintenance, and operation of any liquefied petroleum gas storage facility, other than a facility owned or maintained by a public utility, having a capacity of 100,000 barrels or more, including storage vessels, and related piping, pumping, distribution, and transfer apparatus. As the lead agency, the division shall request any state or local agency having statutory public health and safety jurisdiction over any part of the construction, maintenance, or operation of any such liquefied petroleum gas storage facility, other than a facility owned or maintained by a public utility, to exercise its statutory jurisdiction in relation to such facility, and shall report to the Legislature any instance in which such jurisdiction was not exercised.(Amended by Stats. 1980, Ch. 676.)
CA Labor Code § 1421 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1421.

1421.  Every employer shall keep accurate records for three years, showing all of the following:(a) The names and addresses of all employees engaged in rendering actual services for any business of the employer.(b) The hours worked daily by each employee, including the times the employee begins and ends each work period.(c) The wage and wage rate paid each payroll period.(d) The age of all minor employees.(e) Any other conditions of employment.(f) The names, addresses, periods of work, and compensation paid to all other covered workers.(Amended by Stats. 2019, Ch. 24, Sec. 27. (SB 83) Effective June 27, 2019.)
CA Labor Code § 1422 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1422.

1422.  The Division of Labor Standards Enforcement shall enforce this part. The commissioner may adopt any regulations necessary to carry out this part.(Added by Stats. 2016, Ch. 373, Sec. 1. (AB 1978) Effective January 1, 2017.)
CA Labor Code § 1423 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1423.

1423.  Effective July 1, 2018, every employer shall register with the commissioner annually.(Added by Stats. 2016, Ch. 373, Sec. 1. (AB 1978) Effective January 1, 2017.)
CA Labor Code § 1424 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1424.

1424.  When a certificate of current and valid registration is originally issued or renewed under this part, the Division of Labor Standards Enforcement shall provide related and supplemental information to the registrant regarding business administration and applicable labor laws. As of July 1, 2018, employers covered by this part shall provide all covered workers a copy of the Department of Fair Employment and Housing pamphlet DFEH-185, entitled “Sexual Harassment,” until the sexual violence and harassment prevention training requirement is established pursuant to Section 1429.5.(Added by Stats. 2016, Ch. 373, Sec. 1. (AB 1978) Effective January 1, 2017.)
CA Labor Code § 1425 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1425.

1425.  Proof of current and valid registration shall be by an official Division of Labor Standards Enforcement registration form. The Division of Labor Standards Enforcement shall issue two types of registrations, one for registrants with employees and one for registrants with no employees.(Amended by Stats. 2019, Ch. 715, Sec. 3. (AB 547) Effective January 1, 2020.)
CA Labor Code § 1426 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1426.

1426.  At least 60 days prior to the expiration of each registrant’s registration, the Division of Labor Standards Enforcement shall send a renewal notice to the last known address of the registrant. However, omission of the Division of Labor Standards Enforcement to provide the renewal notice in accordance with this section shall not excuse a registrant from making timely application for renewal of registration, shall not be a defense in any action or proceeding involving failure to renew registration, and shall not subject the Division of Labor Standards Enforcement to any legal liability.(Added by Stats. 2016, Ch. 373, Sec. 1. (AB 1978) Effective January 1, 2017.)
CA Labor Code § 1427 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1427.

1427.  The Division of Labor Standards Enforcement shall collect from each employer an initial nonrefundable application fee of five hundred dollars ($500), and an annual fee of five hundred dollars ($500) on the anniversary date of initial application, and may periodically adjust the registration fee in an amount sufficient to fund all direct and indirect costs to administer and enforce this part.(Added by Stats. 2016, Ch. 373, Sec. 1. (AB 1978) Effective January 1, 2017.)
CA Labor Code § 1428 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1428.

1428.  An employer shall not conduct any janitorial business without complying with the registration requirements of this part. The commissioner may revoke a registration if the commissioner finds an employer to be out of compliance with any requirement of this part or to have failed to satisfy any of the conditions of Section 1429.(Amended by Stats. 2019, Ch. 24, Sec. 28. (SB 83) Effective June 27, 2019.)
CA Labor Code § 1430 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1430.

1430.  The Division of Labor Standards Enforcement shall not register or renew the registration of an employer in any of the following circumstances:(a) The employer has not fully satisfied any final judgment for unpaid wages due to an employee or former employee of a business for which the employer is required to register under this chapter.(b) The employer has failed to remit the proper amount of contributions required by the Unemployment Insurance Code or the Employment Development Department has made an assessment for those unpaid contributions against the employer that has become final and the employer has not fully paid the amount of delinquency for those unpaid contributions.(c) The employer has failed to remit the amount of Social Security and Medicare tax contributions required by the Federal Insurance Contributions Act (FICA) to the Internal Revenue Service and the employer has not fully paid the amount or delinquency for those unpaid contributions.(d) The employer has not fully satisfied the terms of any administrative settlement pursuant to the Department of Fair Employment and Housing processes or a final judicial decree agreed upon with an employee or former employee of a business for which the employer is required to register under this part for any final judgment for a violation of Section 12940 of the Government Code.(e) The employer has not fully satisfied any final judgment for failing to secure valid workers’ compensation coverage as required by Section 3700.(Amended by Stats. 2019, Ch. 24, Sec. 31. (SB 83) Effective June 27, 2019.)
CA Labor Code § 1431 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1431.

1431.  The commissioner shall maintain a public database of property service employers, on the internet website of the department, including the name, address, registration number, whether the registrant is a nonemployee registrant exempt from the requirement to secure workers’ compensation coverage under Section 3700 of the Labor Code, and effective dates of registration.(Amended by Stats. 2019, Ch. 715, Sec. 6. (AB 547) Effective January 1, 2020.)
CA Labor Code § 1432 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1432.

1432.  (a) An employer who fails to register pursuant to Section 1423 is subject to a civil fine of one hundred dollars ($100) for each calendar day that the employer is unregistered, not to exceed ten thousand dollars ($10,000).(b) Any person or entity that contracts with an employer who lacks a current and valid registration, as displayed on the online registration database at the time the contract is executed, extended, renewed, or modified, under this part on the date the person or entity enters into or renews a contract or subcontract for janitorial services with the employer is subject to a civil fine of not less than two thousand dollars ($2,000) nor more than ten thousand dollars ($10,000) in the case of a first violation, and a civil fine of not less than ten thousand dollars ($10,000) nor more than twenty-five thousand dollars ($25,000) for a subsequent violation.(c) An employer who makes a material misrepresentation in connection with an initial or renewal application is subject to a civil fine of ten thousand dollars ($10,000) per violation.(d) Notwithstanding any other provision of law, the authority to enforce this section is vested exclusively with the commissioner. The procedures for issuing, contesting, and enforcing judgments for citations or civil penalties issued by the commissioner shall be the same as those set forth in Section 1197.1.(Amended by Stats. 2019, Ch. 715, Sec. 7. (AB 547) Effective January 1, 2020.)
CA Labor Code § 1433 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1433.

1433.  (a) All registration fees collected pursuant to Section 1427, all civil fines collected pursuant to Section 1432, and any other moneys as are designated by statute or order shall be deposited in the Labor Enforcement and Compliance Fund.(b) Moneys deposited in the fund pursuant to Sections 1427 and 1432 shall be used only for the following purposes:(1) The reasonable costs of administering the registration of janitorial contractors pursuant to this part by the Division of Labor Standards and Enforcement.(2) The costs and obligations associated with the administration and enforcement of this part by the Division of Labor Standards and Enforcement.(c) The annual employer registration renewal fee specified in of Section 1427, and any adjusted application renewal fee, shall be set in amounts that are sufficient to support the direct costs and a reasonable percentage attributable to the indirect costs of the division for administering this part.(Amended by Stats. 2017, Ch. 561, Sec. 172. (AB 1516) Effective January 1, 2018.)
CA Labor Code § 1434 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 4.2 - Property Service Workers Protection|Section 1434.

1434.  A successor employer is liable for any wages, damages, and penalties its predecessor employer owes to any of the predecessor employer’s former workforce if the successor employer meets any of the following criteria:(a) Uses substantially the same workforce to offer substantially the same services as the predecessor employer. This factor does not apply to employers who maintain the same workforce pursuant to Chapter 4.5 (commencing with Section 1060) of Part 3.(b) Shares in the ownership, management, control of the labor relations, or interrelations of business operations with the predecessor employer.(c) Employs in a managerial capacity any person who directly or indirectly controlled the wages, hours, or working conditions of the affected workforce of the predecessor employer.(d) Is an immediate family member of any owner, partner, officer, or director of the predecessor employer of any person who had a financial interest in the predecessor employer.(Amended by Stats. 2019, Ch. 24, Sec. 32. (SB 83) Effective June 27, 2019.)
CA Labor Code § 1500 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1500.

1500.  This part shall be known and may be cited as the Civil Air Patrol Employment Protection Act.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1501 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1501.

1501.  In this part, the following terms have the following meanings:(a) “Civil Air Patrol leave” means leave requested by an employee who is a volunteer member of the California Wing of the civilian auxiliary of the United States Air Force commonly known as the Civil Air Patrol and who has been duly directed and authorized by the United States Air Force, the California Emergency Management Agency, or other political subdivision of the State of California that has the authority to authorize an emergency operational mission of the California Wing of the Civil Air Patrol, to respond to an emergency operational mission, within or outside of the state, of the California Wing of the Civil Air Patrol.(b) “Employee” means a person who may be permitted, required, or directed by an employer for wages or pay to engage in any employment and who has been employed by that employer for at least a 90-day period immediately preceding the commencement of leave, if otherwise eligible for leave.(c) “Employee benefits” means all benefits, other than salary and wages, provided or made available to an employee by an employer and includes group life insurance, health insurance, disability insurance, and pensions, regardless of whether benefits are provided by a policy or practice of an employer.(d) “Employer” means any person, partnership, corporation, association, or other business entity; or the State of California, a municipality, or other unit of local government; that employs more than 15 employees.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1502 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1502.

1502.  An employer shall not discriminate against or discharge from employment a member of the Civil Air Patrol because of such membership and shall not hinder or prevent a member from performing service as part of the California Wing of the Civil Air Patrol during an emergency operational mission of the California Wing of the Civil Air Patrol for which a member is entitled to leave under this part.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1503 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1503.

1503.  (a) (1) An employer shall provide not less than 10 days per calendar year of unpaid Civil Air Patrol leave to an employee responding to an emergency operational mission of the California Wing of the Civil Air Patrol. Civil Air Patrol leave for a single emergency operational mission shall not exceed three days, unless an extension of time is granted by the governmental entity that authorized the emergency operational mission, and the extension of the leave is approved by the employer.(2) Notwithstanding paragraph (1), an employer is not required to grant Civil Air Patrol leave to an employee who is required to respond to either the same or other simultaneous emergency operational mission as a first responder or disaster service worker for a local, state, or federal agency.(b) (1) An employee shall give the employer as much notice as possible of the intended dates upon which the Civil Air Patrol leave will begin and end.(2) An employer may require certification from the proper Civil Air Patrol authority to verify the eligibility of the employee for the leave requested or taken. The employer may deny the leave to be taken as Civil Air Patrol leave if the employee fails to provide the required certification.(c) An employee taking leave under this part shall not be required to exhaust all accrued vacation leave, personal leave, compensatory leave, sick leave, disability leave, and any other leave that may be available to the employee in order to take Civil Air Patrol leave.(d) Nothing in this act prevents an employer from providing paid leave for leave taken pursuant to this part.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1504 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1504.

1504.  (a) An employer shall, upon expiration of a leave authorized by this part, restore an employee to the position held by him or her when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. An employer may decline to restore an employee as required in this subdivision because of conditions unrelated to the exercise of rights under this part by the employee.(b) An employer and an employee may negotiate for the employer to maintain the benefits of the employee at the expense of the employer during the leave.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)
CA Labor Code § 1505 (2021)
2021 California Code|Labor Code - LAB|DIVISION 2 - EMPLOYMENT REGULATION AND SUPERVISION|PART 5 - Civil Air Patrol|Section 1505.

1505.  (a) Taking Civil Air Patrol leave under this part shall not result in the loss of an employee benefit accrued before the date on which the leave began.(b) This part does not affect the obligation of an employer to comply with any collective bargaining agreement or employee benefit plan that provides greater leave rights to employees than the rights provided under this part.(c) The rights provided under this part shall not be diminished by any collective bargaining agreement or employee benefit plan entered into on or after January 1, 2010.(d) This part does not affect or diminish the contract rights or seniority status of an employee not entitled to Civil Air Patrol leave.(Added by Stats. 2009, Ch. 242, Sec. 1. (AB 485) Effective January 1, 2010.)