reglab/statecodes huggingface dataset:
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-9. - State employment services.

§ 28-5.1-9. State employment services.
(a)
All state agencies, including educational institutions, that provide employment referral or placement services to public or private employees shall accept job orders, refer for employment, test, classify, counsel, and train only on a nondiscriminatory basis. They shall refuse to fill any job order that has the effect of excluding any persons because of race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin, or disability.
(b)
The agencies shall advise the commission for human rights promptly of any employers, employment agencies, or unions suspected of practicing unlawful discrimination.
(c)
The agencies shall assist employers and unions seeking to broaden their recruitment programs to include qualified applicants from minority groups.
(d)
The department of labor and training, the governor’s commission on disabilities, the advisory commission on women, and the Rhode Island commerce corporation shall fully utilize their knowledge of the labor market and economic conditions of the state, and their contacts with job applicants, employers, and unions, to promote equal employment opportunities, and shall require and assist all persons within their jurisdictions to initiate actions that remedy any situations or programs that have a negative impact on protected classes within the state.
History of Section.
P.L. 1988, ch. 149, § 1; P.L. 1995, ch. 32, § 8; P.L. 1997, ch. 150, § 5; P.L. 2001, ch. 340, § 7.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-10. - State contracts.

§ 28-5.1-10. State contracts.
The division of purchases shall prepare any rules, regulations, and compliance reports that shall require of state contractors the same commitment to equal opportunity as prevails under federal contracts controlled by federal executive orders 11246, 11625 and 11375. Affirmative action plans prepared pursuant to those rules and regulations shall be reviewed by the state equal opportunity office. The state equal opportunity office shall prepare a comprehensive plan to provide compliance reviews for state contracts. A contractor’s failure to abide by the rules, regulations, contract terms, and compliance reporting provisions as established shall be ground for forfeitures and penalties as established by the department of administration in consultation with the state equal opportunity office.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-11. - Law enforcement.

§ 28-5.1-11. Law enforcement.
The attorney general, the department of corrections, and the Rhode Island justice commission shall stress to state and local law enforcement officials the necessity for nondiscrimination in the control of criminal behavior. These agencies shall develop and publish formal procedures for the investigation of citizen complaints of alleged abuses of authority by individual peace officers. Employment in all state law enforcement and correctional agencies and institutions shall be subject to the same affirmative action standards applied under this chapter to every state unit of government, in addition to applicable federal requirements.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-12. - Health care.

§ 28-5.1-12. Health care.
The state equal opportunity office shall review the equal opportunity activity of all private healthcare facilities licensed or chartered by the state, including hospitals, nursing homes, convalescent homes, rest homes, and clinics. These state-licensed or -chartered facilities shall be required to comply with the state policy of equal opportunity and nondiscrimination in patient admissions, employment, and healthcare service. The compliance shall be a condition of continued participation in any state program, or in any educational program licensed or accredited by the state, or of eligibility to receive any form of assistance.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-13. - Private education institutions.

§ 28-5.1-13. Private education institutions.
The state equal opportunity office shall review all private educational institutions licensed or chartered by the state, including professional, business, and vocational training schools. These state-licensed or -chartered institutions shall at the request of the council on elementary and secondary education be required to show compliance with the state policy of nondiscrimination and affirmative action in their student admissions, employment, and other practices as a condition of continued participation in any state program or of eligibility to receive any form of state assistance.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-15. - State financial assistance.

§ 28-5.1-15. State financial assistance.
State agencies disbursing financial assistance, including, but not limited to, loans and grants, shall require recipient organizations and agencies to undertake affirmative action programs designed to eliminate patterns and practices of discrimination. At the request of the state equal opportunity office, state agencies disbursing assistance shall develop, in conjunction with the state equal opportunity office, regulations and procedures necessary to implement the goals of nondiscrimination and affirmative action and shall be reviewed for compliance according to state policy.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-5.1 - Equal Opportunity and Affirmative Action › Section 28-5.1-16. - Prior executive orders — Effect.

§ 28-5.1-16. Prior executive orders — Effect.
All executive orders shall, to the extent that they are not inconsistent with this chapter, remain in full force and effect.
History of Section.
P.L. 1988, ch. 149, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6 - Wage Discrimination Based on Sex › Section 28-6-17. - Definitions.

§ 28-6-17. Definitions.
As used in this chapter:
(1)
“Age” means anyone who is at least forty (40) years of age.
(2)
“Comparable work” means work that requires substantially similar skill, effort, and responsibility, and is performed under similar working conditions. Determining whether jobs are comparable will require an analysis of the jobs as a whole. Minor differences in skill, effort, or responsibility will not prevent two (2) jobs from being considered comparable.
(3)
“Director” means the director of labor and training.
(4)
“Employee” means any person as defined in § 28-14-1.
(5)
“Employer” means any person or entity as defined in § 28-14-1.
(6)
“Employment” means any employment under contract of hire, expressed or implied, written or oral, including all contracts entered into by helpers and assistants of employees, whether paid by employer or employee, if employed with the knowledge, actual or constructive, of the employer in which all or the greater part of the work is to be performed within the state.
(7)
“Occurrence of discriminatory practice” means whenever a discriminatory compensation decision or other practice is adopted; whenever an individual becomes subject to a discriminatory compensation decision or other practice; or whenever an individual is affected by the application of a discriminatory compensation decision or other practice.
(8)
“Wage” means all amounts at which the labor or service rendered is recompensed, whether the amount is fixed or ascertained on a time, task, piece, commission basis, or other method of calculating the amount, and includes benefits. An employer shall not be liable under this chapter for disparities in total gratuities as defined in § 28-12-5 or overtime pay as defined in § 28-12-4.1 or commissions if the disparity is due to a factor over which the employer does not have control.
(9)
“Wage history” means the wages paid to an applicant for employment by the applicant’s current employer and/or previous employer or employers. Wage history shall not include any objective measure of the applicant’s productivity, such as revenue, sales, or other production reports.
(10)
“Wage range,” as applied to an applicant for employment, means the wage range that the employer anticipates relying on in setting wages for the position and may include reference to any applicable pay scale; previously determined range of wages for the position; the actual range of wages for those currently holding equivalent positions; or the budgeted amount for the position, as applicable. “Wage range,” as applied to a current employee, may include reference to any applicable pay scale; previously determined range of wages for the position; or the range of wages for incumbents in equivalent positions, as applicable.
History of Section.
P.L. 1946, ch. 1786, § 1; G.L. 1956, § 28-6-17; P.L. 2021, ch. 168, § 2, effective January 1, 2023; P.L. 2021, ch. 169, § 2, effective January 1, 2023.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6 - Wage Discrimination Based on Sex › Section 28-6-20. - Liability of employer.

§ 28-6-20. Liability of employer.
(a)
Any employee or former employee aggrieved by a violation of §§ 28-6-18(a) through (i) shall be entitled to the same protections and relief as under § 28-14-19.2(a).
(b)
An employer who violates § 28-6-22 shall be liable for any compensatory damages; or special damages not to exceed ten thousand dollars ($10,000); appropriate equitable relief; and reasonable attorneys’ fees and costs. In setting the amount of damages, the appropriate finder of fact should consider the size of the employer’s business; the good faith of the employer; the gravity of the violation; the history of previous violations; and whether or not the violation was an innocent mistake or willful.
History of Section.
P.L. 1946, ch. 1786, § 4; G.L. 1956, § 28-6-20; P.L. 2021, ch. 168, § 2, effective January 1, 2023; P.L. 2021, ch. 169, § 2, effective January 1, 2023.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6 - Wage Discrimination Based on Sex › Section 28-6-21. - Penalty for violations.

§ 28-6-21. Penalty for violations.
(a)
In addition to any other relief to which any aggrieved party may be entitled for such a violation, an employer who violates § 28-6-18 or § 28-6-22 may be liable for a civil penalty to be paid to the department of labor and training. That penalty shall be set within the following ranges:
(1)
Up to one thousand dollars ($1,000) for a first violation;
(2)
Up to two thousand five hundred dollars ($2,500) for a violation where the employer has had one violation of § 28-6-18 or § 28-6-22 within the five (5) years prior to the complaint or action being filed; or
(3)
Up to five thousand dollars ($5,000) for a violation where the employer has had two (2) or more violations of § 28-6-18 or § 28-6-22 within the seven (7) years prior to the complaint or action being filed.
(b)
In determining the amount of any penalty imposed under this section, the director or the court shall consider the size of the employer’s business; the good faith of the employer; the gravity of the violation; the history of previous violations; and whether or not the violation was an innocent mistake or willful. The director or the court may lower any penalty imposed under this section if the employer demonstrates that they completed a self-evaluation as defined in § 28-6-24.
(c)
No civil penalties shall be assessed from January 1, 2023, to December 31, 2024.
History of Section.
P.L. 1946, ch. 1786, § 5; G.L. 1956, § 28-6-21; P.L. 2021, ch. 168, § 2, effective January 1, 2023; P.L. 2021, ch. 169, § 2, effective January 1, 2023.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6 - Wage Discrimination Based on Sex › Section 28-6-23. - Regulations.

§ 28-6-23. Regulations.
The department shall coordinate implementation and enforcement of this chapter and shall promulgate appropriate guidelines or regulations for such purposes.
History of Section.
P.L. 2021, ch. 169, § 3, effective January 1, 2023; P.L. 2021, ch. 168, § 3, effective January 1, 2023.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.1 - Lie Detector Tests as Conditions of Employment › Section 28-6.1-1. - Lie detector tests prohibited.

§ 28-6.1-1. Lie detector tests prohibited.
(a)
No employer or agent of any employer shall either orally or in writing request, require, or subject any employee to any lie detector tests as a condition of employment or continued employment.
(b)
Written examinations as defined in § 28-6.1-4 may be used as long as the results of the written examinations are not used to form the primary basis for an employment decision.
(c)
It is not a valid defense brought under this chapter that the lie detector test was administered outside the state for the purpose of employment within the state.
History of Section.
P.L. 1964, ch. 229, § 1; P.L. 1986, ch. 398, § 1; P.L. 1987, ch. 159, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.1 - Lie Detector Tests as Conditions of Employment › Section 28-6.1-2. - Penalty — Exception.

§ 28-6.1-2. Penalty — Exception.
Any employer who subjects any person employed by him or her, or any person applying for employment, to a lie detector test, or causes, directly or indirectly, any employee or applicant to take a lie detector test, is guilty of a misdemeanor punishable by a fine of not more than one thousand dollars ($1,000). This section does not apply to lie detector tests administered by law enforcement agencies in the performance of their official duties.
History of Section.
P.L. 1964, ch. 229, § 1; P.L. 1986, ch. 398, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.1 - Lie Detector Tests as Conditions of Employment › Section 28-6.1-3. - Punitive damages and attorney’s fees.

§ 28-6.1-3. Punitive damages and attorney’s fees.
In any civil action alleging a violation of this chapter, the court may:
(1)
Award punitive damages to a prevailing employee or prospective employee in addition to any award of actual damages; and
(2)
Award reasonable attorneys’ fees and costs to a prevailing employee or prospective employee.
History of Section.
P.L. 1986, ch. 398, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.1 - Lie Detector Tests as Conditions of Employment › Section 28-6.1-4. - “Lie detector test” defined.

§ 28-6.1-4. “Lie detector test” defined.
As used in this chapter the term “lie detector test” means any test utilizing a polygraph or any other device, mechanism, instrument, or written examination that is operated or the results of which are used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.
History of Section.
P.L. 1987, ch. 159, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.2 - Physical Examination as a Condition of Employment › Section 28-6.2-1. - Cost of physical examination.

§ 28-6.2-1. Cost of physical examination.
(a)
Whenever any employer requires a physical examination prior to employment, the cost of the examination shall be paid by the employer whether or not the prospective employee is hired.
(b)
Any employer who fails to comply with the provisions of this section shall be subject to a fine of two hundred dollars ($200).
History of Section.
P.L. 1976, ch. 21, § 1; P.L. 2002, ch. 259, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.3 - Fees for Employment Applications › Section 28-6.3-1. - Employment application fee prohibited.

§ 28-6.3-1. Employment application fee prohibited.
No employer or agent of any employer shall charge a fee for the filing of an employment application.
History of Section.
P.L. 1984, ch. 260, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.3 - Fees for Employment Applications › Section 28-6.3-2. - Penalty.

§ 28-6.3-2. Penalty.
Any employer who charges a fee for the filing of an employment application shall be punished by a fine of not more than two hundred dollars ($200).
History of Section.
P.L. 1984, ch. 260, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.4 - Inspection of Personnel Files › Section 28-6.4-1. - Inspection of files.

§ 28-6.4-1. Inspection of files.
(a)(1)
Every employer shall, upon not less than seven (7) days’ advance notice, holidays, Saturdays, and Sundays excluded, and at any reasonable time other than the employee’s work hours and upon the written request of an employee, permit an employee to inspect personnel files that are used or have been used to determine that employee’s qualifications for employment, promotion, additional compensation, termination, or disciplinary action. This inspection shall be made in the presence of an employer or employer’s designee.
(2)
The employee shall not be permitted to make any copies of nor remove his or her personnel file from the immediate place of inspection located on the business premises.
(3)
The employer may charge the employee a fee reasonably related to the cost of supplying copies of requested documents.
(4)
This section does not apply to records of an employee relating to the investigation of a possible criminal offense or records prepared for use in any civil, criminal, or grievance proceedings, any letter of reference, recommendations, managerial records kept or used only by the employer, confidential reports from previous employers, and managerial planning records.
(b)
Employers are not required to permit an inspection of any employee’s personnel file or records on more than three (3) occasions in any calendar year.
(c)
An employer that, upon request by a prospective employer or a current or former employee, provides fair and unbiased information about a current or former employee’s job performance is presumed to be acting in good faith and is immune from civil liability for the disclosure and the consequences of the disclosure. The presumption of good faith is rebuttable upon a showing by a preponderance of the evidence that the information disclosed was:
(1)
Knowingly false;
(2)
Deliberately misleading;
(3)
Disclosed for a malicious purpose; or
(4)
Violative of the current or former employee’s civil rights under the employment discrimination laws in effect at the time of the disclosure.
History of Section.
P.L. 1986, ch. 43, § 1; P.L. 1987, ch. 302, § 1; P.L. 1996, ch. 195, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.4 - Inspection of Personnel Files › Section 28-6.4-2. - Violation — Penalties.

§ 28-6.4-2. Violation — Penalties.
Any employer or any agent of an employer who violates the provisions of this chapter without just cause shall be fined not more than one hundred dollars ($100).
History of Section.
P.L. 1986, ch. 43, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.5 - Urine and Blood Tests as a Condition of Employment › Section 28-6.5-2. - Testing of prospective employees.

§ 28-6.5-2. Testing of prospective employees.
(a)
Except as provided in subsections (b) and (c) of this section, an employer may require a job applicant to submit to testing of his or her blood, urine, or any other bodily fluid or tissue if:
(1)
The job applicant has been given an offer of employment conditioned on the applicant’s receiving a negative test result;
(2)
The applicant provides the test sample in private, outside the presence of any person; and
(3)
Positive tests of urine, blood, or any other bodily fluid or tissue are confirmed by a federal certified laboratory by means of gas chromatography/mass spectrometry or technology recognized as being at least as scientifically accurate.
(b)
The pre-employment drug testing authorized by this section shall not extend to job applicants for positions with any agency or political subdivision of the state or municipalities, except for applicants seeking employment as a law enforcement or correctional officer, firefighter, or any other position where that testing is required by federal law or required for the continued receipt of federal funds.
(c)
An employer shall not be required to comply with the conditions of testing under subsection (a) of this section to the extent they are inconsistent with federal law.
History of Section.
P.L. 1994, ch. 203, § 1; P.L. 1997, ch. 152, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.5 - Urine and Blood Tests as a Condition of Employment › Section 28-6.5-3. - Severability.

§ 28-6.5-3. Severability.
If any provision of this chapter or the application of it to any person or circumstances is held invalid, that invalidity shall not affect other provisions or applications of the chapter, which can be given effect without the invalid provision or application, and to this end the provisions of this chapter are declared to be severable.
History of Section.
P.L. 1987, ch. 540, § 1; G.L. 1956, § 28-6.5-2; P.L. 1994, ch. 203, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.6 - Labor Union Affiliation › Section 28-6.6-1. - Discrimination prohibited.

§ 28-6.6-1. Discrimination prohibited.
(a)
No employer or agent of any employer shall refuse to hire any applicant for employment, discharge any employee, or otherwise discriminate against any employee with respect to his or her compensation, terms, conditions, or privileges of employment because of the individual’s affiliation as a member or representative of a labor union.
(b)
No owner, lessee, proprietor, manager, superintendent, agent, or employee of a public accommodation, as defined in § 11-24-3, shall directly or indirectly refuse, withhold from, or deny to any person on account of his or her affiliation as a member or representative of a labor union any of the accommodations, advantages, facilities, or privileges of the public accommodation.
(c)
In any civil action alleging a violation of this chapter, the court may award damages, reasonable attorneys’ fees, and costs to a prevailing plaintiff, and afford injunctive relief against any employer or public accommodation which commits or proposes to commit a violation of this chapter.
History of Section.
P.L. 1990, ch. 180, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-1. - Genetic testing prohibited.

§ 28-6.7-1. Genetic testing prohibited.
(a)
No employer, employment agency, or licensing agency shall directly or indirectly:
(1)
Request, require, or administer a genetic test to any employee, licensee, or applicant for employment or licensure;
(2)
Affect the terms, conditions, or privileges of employment or licensure or terminate the employment or licensure of any person who obtains a genetic test;
(3)
Deny employment or deny an application for an occupational license, or suspend, revoke, or refuse to renew an occupational license; or take any other action affecting the terms, conditions, or privileges of employment against an employee or a license holder based directly or indirectly on the refusal of the employee, licensee, or applicant for employment or licensure to:
(i)
Submit to a genetic test;
(ii)
Submit a family health history; or
(iii)
Reveal:
(A)
Whether the employee, applicant, or holder has submitted to a genetic test; or
(B)
The results of any genetic test to which the employee, applicant, or holder has submitted;
(4)
Otherwise use genetic information to adversely affect the employment, licensure, or application for employment or licensure of any individual; or
(5)
Reveal genetic information about employees, licensees, or applicants.
(b)
No person may sell to or interpret for an employer, employment agency, or licensing agency a genetic test of a current or prospective employee or licensee.
History of Section.
P.L. 1992, ch. 171, § 1; P.L. 2002, ch. 49, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-2. - [Repealed.]

§ 28-6.7-2. [Repealed.]
History of Section.
P.L. 1992, ch. 171, § 1; Repealed by P.L. 2002, ch. 49, § 2, effective June 8, 2002.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-2.1. - Definitions.

§ 28-6.7-2.1. Definitions.
For the purposes of this chapter:
(1)
“Employer” includes the state and all political subdivisions of the state, and any person in this state employing individuals, and any person acting in the interest of an employer directly or indirectly.
(2)
“Employment agency” includes any person undertaking with or without compensation to procure opportunities to work, or to procure, recruit, refer, or place employees.
(3)
“Genetic information” means information about genes, gene product, or inherited characteristics that may derive from the individual or a family member and includes information concerning whether or not the individual or family member has sought or obtained a genetic test.
(4)(i)
“Genetic testing” means the analysis of an individual’s DNA, RNA, chromosomes, proteins and certain metabolites in order to detect heritable disease-related genotypes, mutations, phenotypes or karyotypes for clinical purposes. These purposes include:
(A)
Predicting risk of disease;
(B)
Identifying carriers;
(C)
Establishing prenatal and clinical diagnosis or prognosis;
(D)
Prenatal newborn and carrier screening; and
(E)
Testing in high-risk families.
(ii)
Tests for metabolites are covered only when they are undertaken with high probability that an access of deficiency of the metabolite indicates the presence of heritable mutations in single genes.
(iii)
“Genetic testing” does not mean routine physical measurement, a routine chemical, blood, or urine analysis or a test for drugs or for infections; however, any genetic information, as defined in this section, revealed by such routine tests or examinations is subject to the provisions of this chapter.
(5)
“Licensing agency” means a state agency or political subdivision that issues an occupational license.
(6)
“Occupational license” means a license, certificate, registration, permit, or other form of authorization required by law or rule that must be obtained by an individual to engage in a particular business or occupation.
(7)
“Person” includes one or more individuals, partnerships, associations, organizations, corporations, legal representatives, trustees, trustees in bankruptcy, or receivers.
(8)
“Political subdivision” means a municipality, county, or special district or authority. The term includes a school district.
(9)
“State agency” means a department, board, bureau, commission, committee, division, office, council, or agency of state government.
History of Section.
P.L. 2002, ch. 49, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-3. - Penalties for violations.

§ 28-6.7-3. Penalties for violations.
In any civil action alleging a violation of this chapter, the court may:
(1)
Award to a prevailing applicant or employee punitive damages in addition to any award of actual damages, and reasonable attorneys’ fees and costs; and
(2)
Afford injunctive relief against any employer who commits or proposes to commit a violation of this chapter.
History of Section.
P.L. 1992, ch. 171, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-4. - Severability.

§ 28-6.7-4. Severability.
If any provision of this chapter or the application of it to any person or circumstances is held invalid, that invalidity does not affect other provisions or applications of the chapter, which can be given effect without the invalid provision or application, and to this end the provisions of this chapter are severable.
History of Section.
P.L. 1992, ch. 171, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.7 - Genetic Testing as a Condition of Employment › Section 28-6.7-5. - No waiver permitted.

§ 28-6.7-5. No waiver permitted.
Any contract or agreement, that purports to waive the provisions of this chapter, is null and void as being against public policy.
History of Section.
P.L. 2002, ch. 49, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.8 - Confidentiality of Employer/Employee Assistance Plans › Section 28-6.8-1. - Release of employee names prohibited.

§ 28-6.8-1. Release of employee names prohibited.
No employer shall release the name, address, or otherwise breach the confidentiality of information obtained through an employee’s participation in an employer assistance program, except where the information is related to a crime that must otherwise be reported by law.
History of Section.
P.L. 1994, ch. 344, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.8 - Confidentiality of Employer/Employee Assistance Plans › Section 28-6.8-2. - Penalties for violations.

§ 28-6.8-2. Penalties for violations.
In any civil action alleging a violation of this chapter, the court may:
(1)
Award to a prevailing plaintiff punitive damages in addition to any award of actual damages, and reasonable attorneys’ fees and costs; and
(2)
Afford injunctive relief against any employer who commits or proposes to commit a violation of this chapter.
History of Section.
P.L. 1994, ch. 344, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.9 - Tax and Income Information from Job Applicants › Section 28-6.9-1. - Requests for tax returns prohibited.

§ 28-6.9-1. Requests for tax returns prohibited.
No employer or agent of any employer shall request or require any applicant for employment to provide copies of his or her federal or state income tax return, W-2 statement, or related tax documents as a condition of consideration for employment.
History of Section.
P.L. 1997, ch. 269, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.9 - Tax and Income Information from Job Applicants › Section 28-6.9-2. - Penalties for violations.

§ 28-6.9-2. Penalties for violations.
In any civil action alleging a violation of this chapter, the court may:
(1)
Award to a prevailing applicant punitive damages in addition to any award of actual damages and reasonable attorney’s fees and costs; and
(2)
Afford injunctive relief against any employer or agent of any employer who commits or proposes to commit a violation of this chapter.
History of Section.
P.L. 1997, ch. 269, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.10 - The Temporary Employee Protection Act › Section 28-6.10-1. - Statement of policy.

§ 28-6.10-1. Statement of policy.
It is declared to be the public policy of this state to foster the employment of all individuals in the state including temporary employees working for any employment agency, placement service, training school or center, labor organization, or any other employee referring source and to safeguard their right to obtain and hold employment without discrimination.
History of Section.
P.L. 1998, ch. 445, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.10 - The Temporary Employee Protection Act › Section 28-6.10-2. - Definitions.

§ 28-6.10-2. Definitions.
When used in the chapter:
(1)
“Employment agency” includes any person undertaking with or without compensation to procure opportunities to work, or to procure, recruit, refer, or place employees.
(2)
“Labor organization” includes any organization that exists for the purpose, in whole or in part, of collective bargaining or of dealing with employers concerning grievances, terms of conditions of employment, or of other mutual aid or protection in relation to employment.
(3)
“Temporary employee” includes any person working for or obtaining employment pursuant to an agreement with any employment agency, placement service, training school or center, labor organization, or any other employee referring source.
History of Section.
P.L. 1998, ch. 445, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.10 - The Temporary Employee Protection Act › Section 28-6.10-3. - Job description notification.

§ 28-6.10-3. Job description notification.
(a)
Before any temporary employee is given any new job assignment regardless if the assignment is with the same contracting company, employment agencies shall provide the temporary employee with a copy of a written notice that includes a job description with classification requirements, estimated longevity of the assignment, information concerning any job hazards, anticipated pay rate, benefits, and work schedules. A copy of the job description shall be kept on file for a period of one year by the employment agency and be available to the employee.
(b)
A notice of this law must be posted and maintained at all employment agencies where workers can view it.
History of Section.
P.L. 1998, ch. 445, § 1; P.L. 1999, ch. 433, § 1; P.L. 2009, ch. 377, § 1; P.L. 2009, ch. 392, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.10 - The Temporary Employee Protection Act › Section 28-6.10-4. - Penalty for violations.

§ 28-6.10-4. Penalty for violations.
Upon determining that an employment agency has violated the provisions of § 28-6.10-3, the department of labor and training shall send a written notice of the violation to the employment agency containing a description of the fines prescribed in this section. Any employment agency determined by the department to have committed a second violation of the provisions of § 28-6.10-3, within five (5) years of the first violations, shall be subject to a five-hundred-dollar ($500) fine. Any employment agency determined by the department to have committed a third or subsequent violation of the provisions of § 28-6.10-3, within five (5) years of a previous violation, shall be subject to a fine of one thousand dollars ($1,000). A violation occurring more than five (5) years from the date of a previous violation shall be considered a first violation.
History of Section.
P.L. 1999, ch. 433, § 2; P.L. 2009, ch. 377, § 1; P.L. 2009, ch. 392, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.11 - Employer Transportation Service Charge › Section 28-6.11-1. - Definitions.

§ 28-6.11-1. Definitions.
When used in the chapter:
(1) Employee:
For the purpose of this chapter, employee shall be defined as any person working either full or part time for, or obtaining employment pursuant to an agreement with, any temporary placement staffing agency.
(2) Employer:
For the purpose of this chapter, employer shall be defined as any individual, company, corporation, partnership, limited-liability company or limited-liability partnership that operates as a temporary placement staffing agency. The term shall include any employment agency as defined in chapter 6.10 of this title.
History of Section.
P.L. 2004, ch. 23, § 1; P.L. 2004, ch. 191, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.11 - Employer Transportation Service Charge › Section 28-6.11-2. - Transportation service charge prohibited.

§ 28-6.11-2. Transportation service charge prohibited.
Except as otherwise provided in § 28-6.11-3, no employer, as herein defined in § 28-6.11-1, or agent of a temporary placement staffing agency shall:
(1)
Require its employee to provide transportation to other employees as a condition of employment;
(2)
Charge an employee for transport services provided to that employee; or
(3)
Charge or collect fees from its employees for transportation services provided by other employees, the employer, or by a subcontracted transportation company.
History of Section.
P.L. 2004, ch. 23, § 1; P.L. 2004, ch. 191, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.11 - Employer Transportation Service Charge › Section 28-6.11-3. - Transportation activities not prohibited.

§ 28-6.11-3. Transportation activities not prohibited.
(a)
Any employer as defined in § 28-6.11-1 may purchase public transportation bus passes and deduct not more than fifty percent (50%) of the actual cost of the bus pass from an employee’s total daily wages; provided, however, that employee participation in an employer public transportation bus pass program shall be strictly voluntary and shall require the express written authorization of the employee, in the employee’s primary language.
(b)
Any employer, as defined in § 28-6.11-1, may offer transportation services to an employee and charge a fee, payable to the employer only, for such services provided the amount charged is not more than the actual cost to transport such employee and the amount does not exceed three dollars ($3.00) per day. Employee participation in an employer transportation program shall be strictly voluntary and shall require the express written authorization of the employee, in the employee’s primary language.
History of Section.
P.L. 2004, ch. 23, § 1; P.L. 2004, ch. 191, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.11 - Employer Transportation Service Charge › Section 28-6.11-4. - Penalty.

§ 28-6.11-4. Penalty.
Upon determining that a person or entity has violated this chapter, the director of the department of labor and training shall send a written notice of the violation along with a copy of this section. Upon a determination by the director that a subsequent violation of this chapter by a person or entity has occurred within three (3) years of the first violation, said person or entity shall be subject to a fine of one thousand five hundred dollars ($1,500). For a third violation within three (3) years, the fine may not exceed two thousand dollars ($2,000). Any violations occurring more than three (3) years from the date of a previous violation shall be considered a first violation.
History of Section.
P.L. 2004, ch. 23, § 1; P.L. 2004, ch. 191, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.12 - Privacy in Private Spaces › Section 28-6.12-1. - Employee privacy protection.

§ 28-6.12-1. Employee privacy protection.
(a)
No employer may cause an audio or video recording to be made of an employee in a restroom, locker room, or room designated by an employer for employees to change their clothes, unless authorized by court order.
(b)
No recording made in violation of this section may be used by an employer for any purpose.
(c)
In any civil action alleging a violation of this chapter, the court may:
(1)
Award damages and reasonable attorney’s fees and cost to a prevailing plaintiff; and
(2)
Afford injunctive relief against any employer that commits or proposes to commit a violation of this chapter.
(d)
The rights and remedies provided herein shall be in addition to, and not supersede, any other rights and remedies provided by statute or common law.
History of Section.
P.L. 2005, ch. 126, § 1; P.L. 2005, ch. 131, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.13 - The Volunteer Firefighter and Emergency Technician Protection Act › Section 28-6.13-1. - Short title.

§ 28-6.13-1. Short title.
This chapter shall be known and may be cited as “The Volunteer Firefighter and Emergency Technician Protection Act.”
History of Section.
P.L. 2016, ch. 114, § 1; P.L. 2016, ch. 119, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.13 - The Volunteer Firefighter and Emergency Technician Protection Act › Section 28-6.13-2. - Definitions.

§ 28-6.13-2. Definitions.
As used in this chapter:
(1)
“Responding to an emergency” means responding to, working at the scene of, or returning from a fire, rescue, emergency medical service call, hazardous materials incident, or a natural or man-made disaster, where the emergency occurs during a period other than normal working hours of the employee.
(2)
“Volunteer member” means a volunteer, call, reserve, or permanent-intermittent firefighter or emergency medical technician, but shall not include any person who received compensation for over nine hundred seventy-five (975) hours of services rendered in such capacity over the preceding six (6) months.
History of Section.
P.L. 2016, ch. 114, § 1; P.L. 2016, ch. 119, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.13 - The Volunteer Firefighter and Emergency Technician Protection Act › Section 28-6.13-3. - Employment protection related to rendering of emergency assistance.

§ 28-6.13-3. Employment protection related to rendering of emergency assistance.
(a)
Upon prompt notice by an employee, no employer shall discharge or take any other disciplinary action against any employee by reason of failure of that employee to report for work at the commencement of regular working hours wherein the failure is due to responding to an emergency in the capacity as a volunteer member of a fire department or ambulance department; provided, however, that no such employer shall be required to compensate any employee for any period of normal working hours for failure to report for work. At the request of an employer, an employee shall submit a statement signed by the chief of the appropriate fire department or ambulance department certifying the date and time the employee responded to and returned from the emergency. An employee shall inform the employer or immediate supervisor of all reasons for any failure to report to work as required.
(b)
Any employee who is terminated or against whom any disciplinary action is taken in violation of the provisions of this chapter shall be immediately reinstated to his or her former position without reduction of pay, seniority, or other benefits, and shall receive any lost pay or other benefits during any period for which the termination or other disciplinary action was in effect.
(c)
An action to enforce the provisions of this chapter shall be commenced within one year of the date of the alleged violation in the superior court within the county wherein the action occurred, or wherein the employer resides or transacts business.
History of Section.
P.L. 2016, ch. 114, § 1; P.L. 2016, ch. 119, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-6.14 - Employment Applications › Section 28-6.14-1. - Criminal history on application for employment.

§ 28-6.14-1. Criminal history on application for employment.
(a)
The director of labor and training shall have the same powers and duties as set forth in chapter 12 and chapter 14 of this title to investigate, inspect, subpoena, and enforce through administrative hearings, complaints that allege that an employer has included on any application for employment, except applications for law enforcement agency positions, or positions related to law enforcement agencies, a question inquiring whether the applicant has ever been arrested, charged with, or convicted of any crime; provided that:
(1)
If a federal or state law or regulation creates a mandatory or presumptive disqualification from employment based on a person’s conviction of one or more specified criminal offenses, an employer may include a question whether the applicant has ever been convicted of any of those offenses; or
(2)
If a standard fidelity bond or an equivalent bond is required for the position for which the applicant is seeking employment, and the applicant’s conviction of one or more specified criminal offenses would disqualify the applicant from obtaining such a bond, an employer may include a question whether the applicant has ever been convicted of any of those specified criminal offenses.
(b)
The department of labor and training and the commission for human rights shall cooperate in the investigation of complaints filed under this section when the allegations are within the jurisdiction of both agencies.
(c)
The department of labor and training shall disseminate information to employers and workers about the prohibitions prescribed in this section.
History of Section.
P.L. 2017, ch. 402, § 1; P.L. 2017, ch. 431, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-7 - Labor Relations Act › Section 28-7-1. - Short title.

§ 28-7-1. Short title.
This chapter shall be known and may be cited and referred to as the “Rhode Island State Labor Relations Act.”
History of Section.
P.L. 1941, ch. 1066, § 17; G.L. 1956, § 28-7-1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-7 - Labor Relations Act › Section 28-7-4. - Labor relations board — Creation — Appointment, qualifications, terms, and removal of members.

§ 28-7-4. Labor relations board — Creation — Appointment, qualifications, terms, and removal of members.
(a)
There is created in the department of labor and training a board to be known as the Rhode Island state labor relations board that shall be composed of seven (7) members who shall be appointed by the governor, by and with the advice and consent of the senate. Each member of the board at the time of appointment shall be a citizen of the United States and a resident of the state of Rhode Island, and shall be a qualified elector in the state. Three (3) members of the board shall be representatives of labor, three (3) members shall represent management, including at least one representative of local government, and one member shall be a representative of the public generally.
(b)
[Deleted by P.L. 2022, ch. 222, § 1 and P.L. 2022, ch. 310, § 1.]
(c)
The members of the board shall be appointed for terms of six (6) years each, except that any individual chosen to fill a vacancy shall be appointed for the unexpired term of the member whom the newly appointed member succeeds.
(d)
The governor shall designate one member to serve as chairperson of the board.
(e)
Any member of the board may be removed by the governor for inefficiency, neglect of duty, misconduct, or malfeasance in office, and for no other cause, after being given a copy of the charges and an opportunity to be publicly heard in person or by counsel.
History of Section.
P.L. 1941, ch. 1066, § 3; G.L. 1956, § 28-7-4; P.L. 1978, ch. 255, § 1; P.L. 1985, ch. 263, § 1; P.L. 1996, ch. 226, § 1; P.L. 2000, ch. 109, § 30; P.L. 2004, ch. 6, § 30; P.L. 2022, ch. 222, § 1, effective June 30, 2022; P.L. 2022, ch. 310, § 1, effective July 5, 2022.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-7 - Labor Relations Act › Section 28-7-5. - Quorum of board — Seal.

§ 28-7-5. Quorum of board — Seal.
A vacancy in the board does not impair the right of the remaining members to exercise all the powers of the board, and two (2) members of the board, at all times, constitutes a quorum. The board may adopt an official seal and prescribe the purposes for which it is used.
History of Section.
P.L. 1941, ch. 1066, § 3; G.L. 1956, § 28-7-5.