reglab/statecodes huggingface dataset:
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-48 - Rhode Island Parental and Family Medical Leave Act › Section 28-48-12. - School involvement leave.

§ 28-48-12. School involvement leave.
(a)
An employee who has been employed by the same employer for twelve (12) consecutive months shall be entitled to a total of ten (10) hours of leave during any twelve-month (12) period to attend school conferences or other school-related activities for a child of whom the employee is the parent, foster parent, or guardian.
(b)
The employee must provide twenty-four (24) hours’ prior notice of the leave and make a reasonable effort to schedule the leave so as not to unduly disrupt the operations of the employer.
(c)
Nothing in this section shall be construed to require the leave be paid; except that under this section, an employee may substitute any accrued paid vacation leave or other appropriate paid leave for any part of the leave.
History of Section.
P.L. 1999, ch. 64, § 1; P.L. 1999, ch. 186, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-49 - Rhode Island Disaster Service Volunteer Leave Act › Section 28-49-1. - Short title.

§ 28-49-1. Short title.
This chapter shall be known and may be cited as the “Rhode Island Disaster Service Volunteer Leave Act.”
History of Section.
P.L. 1995, ch. 37, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-49 - Rhode Island Disaster Service Volunteer Leave Act › Section 28-49-2. - Definitions.

§ 28-49-2. Definitions.
As used in this chapter, the following words and terms have the following meanings:
(1)
“Disaster” means a fire, flood, hurricane, blizzard, tornado, or other such occurrence where the victims cannot recover without assistance. Applicable disasters would be those designated at level II and above in the American National Red Cross regulations and procedures.
(2)
“State agency” means any state office, or officer, department, board, commission, institution, bureau, or any agency, division, or unit within any office, department, board, or commission or other state authority.
History of Section.
P.L. 1995, ch. 37, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-49 - Rhode Island Disaster Service Volunteer Leave Act › Section 28-49-3. - Disaster service voluntary leave.

§ 28-49-3. Disaster service voluntary leave.
(a)
Any state employee who is a certified disaster volunteer of the American Red Cross may be granted leave work with pay for not more than ten (10) working days each calendar year to participate in specialized disaster relief service for the American Red Cross, upon the request of the American Red Cross through the state office of emergency management. Leave may be taken upon the request of the American Red Cross and upon the approval of the employee’s supervisor, without loss of seniority, pay, vacation leave, compensatory time, personal business leave, sick leave, or earned overtime accumulation. The state agency may compensate an employee granted leave under this section at the employee’s regular rate of pay for those regular work hours during which the employee is absent from work.
(b)
An employee deemed to be on leave under this section shall not be deemed to be an employee of the state for purposes of workers’ compensation. Leave under the chapter shall be granted only for service related to a disaster within the state of Rhode Island. Leave under this chapter shall not be granted for the purpose of obtaining training.
History of Section.
P.L. 1995, ch. 37, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-1. - Short title.

§ 28-50-1. Short title.
This chapter may be cited as the “Rhode Island Whistleblowers’ Protection Act.”
History of Section.
P.L. 1995, ch. 308, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-2. - Definitions.

§ 28-50-2. Definitions.
As used in this chapter:
(1)
“Employee” means a person employed by any employer, and shall include, but not be limited to: at-will employees, contract employees, applicants, prospective employees, and independent contractors.
(2)
“Employer” means any person, partnership, association, sole proprietorship, corporation, or other business entity, including any department, agency, commission, committee, board, council, bureau, or authority or any subdivision thereof in state or municipal government. One shall employ another if services are performed for wages or under any contract of hire, written or oral, express or implied.
(3)
“Person” means an individual, sole proprietorship, partnership, corporation, association, or any other legal entity.
(4)
“Public body” means all of the following:
(i)
A state officer, employee, agency, department, division, bureau, board, commission, council, authority, or other body in the executive branch of state government;
(ii)
An agency, board, commission, council, member, or employee of the legislative branch of state government;
(iii)
A county, city, town, or regional governing body, a council, school district, or a board, department, commission, agency, or any member or employee of the entity;
(iv)
Any other body that is created by state or local authority or that is primarily funded by or through state or local authority, or any member or employee of that body;
(v)
A law enforcement agency or any member or employee of a law enforcement agency;
(vi)
The judiciary and any member or employee of the judiciary;
(vii)
Any federal agency.
(5)
“Supervisor” means any individual to whom an employer has given the authority to direct and control the work performance of the affected employee or any individual who has the authority to take corrective action regarding the violation of a law, rule, or regulation about which the employee complains.
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 1999, ch. 104, § 1; P.L. 1999, ch. 190, § 1; P.L. 2000, ch. 329, § 1; P.L. 2000, ch. 509, § 1; P.L. 2002, ch. 50, § 1; P.L. 2021, ch. 393, § 1, effective July 13, 2021; P.L. 2021, ch. 394, § 1, effective July 13, 2021.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-3. - Protection.

§ 28-50-3. Protection.
An employer shall not discharge, threaten, or otherwise discriminate against an employee regarding the employee’s compensation, terms, conditions, location, or privileges of employment nor shall an employer report or threaten to report an employee’s immigration status to Immigration and Customs Enforcement (ICE) or any other immigration agency or law enforcement agency including local and state police:
(1)
Because the employee, or a person acting on behalf of the employee, reports or is about to report to a public body, verbally or in writing, a violation, that the employee knows or reasonably believes has occurred or is about to occur, of a law or regulation or rule promulgated under the law of this state, a political subdivision of this state, or the United States, unless the employee knows or has reason to know that the report is false; or
(2)
Because an employee is requested by a public body to participate in an investigation, hearing, or inquiry held by that public body, or a court action; or
(3)
Because an employee refuses to violate or assist in violating federal, state, or local law, rule, or regulation; or
(4)
Because the employee reports verbally or in writing to the employer or to the employee’s supervisor a violation, which the employee knows or reasonably believes has occurred or is about to occur, of a law or regulation or rule promulgated under the laws of this state, a political subdivision of this state, or the United States, unless the employee knows or has reason to know that the report is false. Provided, that if the report is verbally made, the employee must establish by clear and convincing evidence that the report was made.
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 1999, ch. 104, § 1; P.L. 1999, ch. 190, § 1; P.L. 2002, ch. 50, § 1; P.L. 2021, ch. 393, § 1, effective July 13, 2021; P.L. 2021, ch. 394, § 1, effective July 13, 2021.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-4. - Relief and damages.

§ 28-50-4. Relief and damages.
(a)
A person who alleges a violation of this chapter may bring a civil action for appropriate injunctive relief, or treble damages, or both within three (3) years after the occurrence of the alleged violation of this chapter.
(b)
An action commenced pursuant to subsection (a) may be brought in the superior court for the county where the alleged violation occurred, the county where the complainant resides, or the county where the person against whom the civil complaint is filed resides or has their principal place of business.
(c)
As used in subsection (a) of this section, “damages” means damages for injury or loss caused by each violation of this chapter.
(d)
[Deleted by P.L. 2012, ch. 306, § 5 and P.L. 2012, ch. 344, § 5.]
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 2012, ch. 306, § 5; P.L. 2012, ch. 344, § 5; P.L. 2021, ch. 393, § 1, effective July 13, 2021; P.L. 2021, ch. 394, § 1, effective July 13, 2021; P.L. 2022, ch. 234, art. 1, § 24, effective December 31, 2022.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-5. - Reinstatement.

§ 28-50-5. Reinstatement.
A court, in rendering a judgment in an action brought under this chapter, shall order, as the court considers appropriate, reinstatement of the employee; the payment of back wages; full reinstatement of fringe benefits and seniority rights; actual damages; or any combination of these remedies. A court may also award the complainant all or a portion of the costs of litigation, including attorneys’ fees if the court determines that the award is appropriate.
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 1999, ch. 104, § 1; P.L. 1999, ch. 190, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-6. - Collective bargaining.

§ 28-50-6. Collective bargaining.
This chapter shall not be construed to diminish or impair the rights of a person under any collective bargaining agreement.
History of Section.
P.L. 1995, ch. 308, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-7. - Exemption.

§ 28-50-7. Exemption.
This chapter shall not be construed to require an employer to compensate an employee for participation in an investigation, hearing, or inquiry held by a public body in accordance with § 28-50-3.
History of Section.
P.L. 1995, ch. 308, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-8. - Notices posted.

§ 28-50-8. Notices posted.
An employer shall post notices and use other appropriate means to keep the employer’s employees informed of their protections and obligations under this chapter, including posting in prominent locations in all languages known to be spoken by employees.
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 2021, ch. 393, § 1, effective July 13, 2021; P.L. 2021, ch. 394, § 1, effective July 13, 2021.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-50 - The Rhode Island Whistleblowers’ Protection Act › Section 28-50-9. - Severability.

§ 28-50-9. Severability.
If any provision of this chapter or its application to any person or circumstances is held invalid or unconstitutional, the invalidity or unconstitutionality shall not affect other provisions or applications of this chapter which can be given effect without the invalid or unconstitutional provision or application, and to this end the provisions of this chapter are declared to be severable.
History of Section.
P.L. 1995, ch. 308, § 2; P.L. 2022, ch. 234, art. 1, § 24, effective December 31, 2022.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-51 - Sexual Harassment, Education and Training in the Workplace › Section 28-51-1. - Definitions.

§ 28-51-1. Definitions.
(a)
As used in this chapter, “Employer” means any entity employing fifty (50) or more employees.
(b)
As used in this chapter, “Sexual harassment” means any unwelcome sexual advances or requests for sexual favors or any other verbal or physical conduct of a sexual nature when:
(1)
Submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual’s employment; or
(2)
Submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or
(3)
The conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
History of Section.
P.L. 1997, ch. 118, § 1; P.L. 1998, ch. 300, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-51 - Sexual Harassment, Education and Training in the Workplace › Section 28-51-2. - Adoption of workplace policy and statement.

§ 28-51-2. Adoption of workplace policy and statement.
(a)
All employers and employment agencies shall promote a workplace free of sexual harassment.
(b)
Every employer shall:
(1)
Adopt a policy against sexual harassment that shall include:
(i)
A statement that sexual harassment in the workplace is unlawful;
(ii)
A statement that it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or for cooperating in an investigation of a complaint for sexual harassment;
(iii)
A description and examples of sexual harassment;
(iv)
A statement of the range of consequences for employees who are found to have committed sexual harassment;
(v)
A description of the process for filing internal complaints about sexual harassment and the work addresses and telephone numbers of the person or persons to whom complaints should be made; and
(vi)
The identity of the appropriate state and federal employment discrimination enforcement agencies, and directions as to how to contact these agencies.
(2)
Provide to all employees a written copy of the employer’s policy against sexual harassment; provided, that a new employee shall be provided such a copy at the time of his or her employment.
(c)
Employers are encouraged to conduct an education and training program for new employees and members, within one year of commencement of employment or membership, that includes at a minimum the information set forth in this section. Employers are encouraged to conduct additional training for new supervisory and managerial employees within one year of commencement of employment that shall include at a minimum the information set forth in subsection (b), the specific responsibilities of supervisory and managerial employees, and the methods that these employees should take to ensure immediate and appropriate corrective action in addressing sexual harassment complaints. Employers and appropriate state agencies are encouraged to cooperate in making this training available.
(d)
Employers shall provide copies of their written policies on sexual harassment to all employees upon their request.
(e)
Employers shall be required to maintain copies of their written policies on sexual harassment at their business premises, and copies of the policies shall be made available to any state or federal employment discrimination enforcement agency upon request.
History of Section.
P.L. 1997, ch. 118, § 1; P.L. 2001, ch. 203, § 1; P.L. 2004, ch. 6, § 51.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-51 - Sexual Harassment, Education and Training in the Workplace › Section 28-51-3. - Education and training programs.

§ 28-51-3. Education and training programs.
Employers are encouraged to conduct an education and training program on sexual harassment consistent with the aims and purposes of this chapter for all employees, including, but not limited to supervisory or managerial personnel, on or before September 1, 1997.
History of Section.
P.L. 1997, ch. 118, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-52 - Workplace Violence Protection › Section 28-52-1. - Short title.

§ 28-52-1. Short title.
This chapter shall be known and may be cited as “The Rhode Island Workplace Violence Prevention Act.”
History of Section.
P.L. 2001, ch. 43, § 1; P.L. 2001, ch. 284, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-52 - Workplace Violence Protection › Section 28-52-3. - Severability.

§ 28-52-3. Severability.
If any provision of this chapter or its application to any person or circumstance is held to be invalid by any court of competent jurisdiction, that invalidity shall not affect other provisions or applications of this chapter that can be given effect without the invalid provision or application; and to that end, the provisions of this chapter are declared to be severable.
History of Section.
P.L. 2001, ch. 43, § 1; P.L. 2001, ch. 284, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-53 - Rhode Island Uninsured Protection Fund › Section 28-53-2. - Establishment — Sources — Administration.

§ 28-53-2. Establishment — Sources — Administration.
(a)(1)
There shall be established within the department of labor and training a special restricted receipt account to be known as the Rhode Island uninsured protection fund. The department shall maintain the fund for the exclusive purpose of making payments to an injured employee otherwise entitled to benefits pursuant to chapters 29 — 38 of this title, or in the case of death of the injured employee, to person(s) presumed wholly dependent for support upon the deceased employee, as defined in § 28-33-13, and any costs specifically associated therewith, where the employer required to secure payment of the compensation failed to insure or self-insure its liability at the time the injury took place as determined by the director and the workers’ compensation court.
(2)
The fund shall be capitalized from excise taxes assessed against uninsured employers pursuant to the provisions of § 28-53-9 and from general revenues appropriated by the legislature. Beginning in the state fiscal year ending June 30, 2019, the legislature may appropriate up to two million dollars ($2,000,000) in general revenue funds annually for deposit into the Rhode Island uninsured protection fund.
(b)
All moneys in the fund shall be mingled and undivided. The fund shall be administered by the director of the department of labor and training, or his or her designee, but in no case shall the director incur any liability beyond the amounts paid into and earned by the fund.
(c)
All amounts owed to the uninsured protection fund from illegally uninsured employers are intended to be excise taxes and as such, all ambiguities and uncertainties are to be resolved in favor of a determination that such assessments are excise taxes.
History of Section.
P.L. 2007, ch. 509, § 1; P.L. 2008, ch. 377, § 4; P.L. 2010, ch. 95, § 5; P.L. 2010, ch. 121, § 5; P.L. 2012, ch. 149, § 1; P.L. 2012, ch. 182, § 1; P.L. 2013, ch. 445, § 6; P.L. 2013, ch. 475, § 6; P.L. 2014, ch. 231, § 4; P.L. 2014, ch. 289, § 4; P.L. 2015, ch. 104, § 4; P.L. 2015, ch. 116, § 4; P.L. 2017, ch. 106, § 2; P.L. 2017, ch. 266, § 2; P.L. 2018, ch. 86, § 5; P.L. 2018, ch. 98, § 5.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-53 - Rhode Island Uninsured Protection Fund › Section 28-53-3. - Powers and duties of the fund.

§ 28-53-3. Powers and duties of the fund.
The fund shall:
(1)
Be authorized to pay covered claims as determined by the director and the workers’ compensation court pursuant to the provisions of this section and promulgate all rules and regulations necessary to effectuate the provisions and overall purpose of this chapter. The rules and regulations shall be promulgated in accordance with the administrative procedures act, chapter 35 of title 42, and shall include, but not be limited to, the filing of claim forms and other documentation supporting the claim, and proof of dependency, if relevant. All claims must contain a release necessary to allow the director to investigate the claim;
(2)
Investigate claims brought against the fund and adjust, compromise, settle, and pay covered claims to the extent of the fund’s allocation;
(3)
Establish procedures for managing the assets of the fund;
(4)
Sue or be sued; and
(5)
Perform any and all acts necessary to effectuate the humanitarian purposes of this chapter.
History of Section.
P.L. 2007, ch. 509, § 1; P.L. 2018, ch. 86, § 5; P.L. 2018, ch. 98, § 5.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-53 - Rhode Island Uninsured Protection Fund › Section 28-53-4. - Payor of last resort.

§ 28-53-4. Payor of last resort.
The fund shall not distribute funds of any kind to any insured, insurer, or self-insured employer and shall not be deemed an insurer for any purpose noted in this act.
History of Section.
P.L. 2007, ch. 509, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-53 - Rhode Island Uninsured Protection Fund › Section 28-53-5. - Establishment of reserves — Disbursement of excess funds.

§ 28-53-5. Establishment of reserves — Disbursement of excess funds.
When the balance of the fund, following the deduction of operating expenses, reserves, claims, administration costs and all other reasonable and necessary costs and expenses, exceeds the sum of five million dollars ($5,000,000), the director is authorized to determine by experience or other appropriate accounting and actuarial method what percentage of the payment collected by the fund pursuant to the provisions of § 28-53-2(a) is needed to maintain the fund at the five million dollar ($5,000,000) level for the following twelve (12) months and shall certify the same and shall make such calculations on or before May 10 of each year thereafter.
History of Section.
P.L. 2007, ch. 509, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-53 - Rhode Island Uninsured Protection Fund › Section 28-53-6. - Custodian — Orders for payment.

§ 28-53-6. Custodian — Orders for payment.
The general treasurer of the state of Rhode Island shall be the custodian of such fund and the state controller is hereby authorized and empowered to draw orders upon the general treasurer upon receipt of duly authenticated vouchers.
History of Section.
P.L. 2007, ch. 509, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-54 - Municipal Employees › Section 28-54-1. - Medicare enrollment.

§ 28-54-1. Medicare enrollment.
Every municipality, participating or nonparticipating in the municipal employees’ retirement system, may require its retirees, as a condition of receiving or continuing to receive retirement payments and health benefits, to enroll in Medicare as soon as he or she is eligible, notwithstanding the provisions of any other statute, ordinance, interest arbitration award, or collective bargaining agreement to the contrary. Municipalities that require enrollment shall have the right to negotiate any Medicare supplement or gap coverage for Medicare-eligible retirees, but shall not be required to provide any other healthcare benefits to any Medicare-eligible retiree or his or her spouse who has reached sixty-five (65) years of age, notwithstanding the provisions of any other statute, ordinance, interest arbitration award, or collective bargaining agreement to the contrary. Municipality provided benefits that are provided to Medicare-eligible individuals shall be secondary to Medicare benefits. Nothing contained herein shall impair collectively bargained Medicare Supplement Insurance.
History of Section.
P.L. 2011, ch. 151, art. 12, § 2.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program › Section 28-55-1. - Short title.

§ 28-55-1. Short title.
This chapter shall be known and may be cited as “The Rhode Island Jobs Match Enhancement Program.”
History of Section.
P.L. 2013, ch. 144, art. 15, § 4.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program › Section 28-55-2. - Legislative findings.

§ 28-55-2. Legislative findings.
The general assembly finds and declares that:
(1)
Rhode Island’s statewide career pathways systems must be driven by local business and industry needs;
(2)
Despite high unemployment, businesses report difficulties and frustration in locating employment candidates with the requisite knowledge, skills, and abilities they need;
(3)
Locating, training, and preparing candidates to fill job openings is an expense that few companies can afford;
(4)
The state needs a focused interagency collaboration to provide easy access for businesses to find competent employees and job seekers to obtain necessary resources, training, and skills development; and
(5)
The state needs to build upon the efforts of the department of labor and training to facilitate employers’ access to high quality, skilled job seekers and reduce the number of unemployed individuals in Rhode Island.
History of Section.
P.L. 2013, ch. 144, art. 15, § 4.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program › Section 28-55-3. - Rhode Island enhanced job match system.

§ 28-55-3. Rhode Island enhanced job match system.
On or before July 2, 2014, the department of labor and training shall implement the jobs match enhancement program using the current department of labor and training web-based workforce and job system as a basis, with significant enhancements, as follows:
(1)
It shall be easy for employers to participate in, update, and receive responses from job seekers, addressing potential barriers to participation;
(2)
It shall be understandable, accessible, and productive for job seekers, including measures to ensure literacy-based accessibility;
(3)
It shall allow for the prompt identification of workers who are partially, but not fully, matched for job openings, resulting in timely skill gap remediation plans;
(4)
It shall have the ability to address identified skill gaps through the provision of training and/or education;
(5)
It shall notify the department of labor and training of the nature of the skill gaps that exist between job openings and job seekers, and shall have the ability to aggregate skill gap reports for the department;
(6)
It shall be promoted and advertised to maximize business and employment use; and
(7)
In an effort to ensure that employers’ hiring needs are being met, employers shall be encouraged to engage with the system and provide information pertaining to job openings and desired skill sets for potential new hires.
History of Section.
P.L. 2013, ch. 144, art. 15, § 4.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program › Section 28-55-4. - Reporting.

§ 28-55-4. Reporting.
On or before October 1, 2013, the department of labor and training shall report to the president of the senate and the speaker of the house of representatives on the progress toward implementing the jobs match enhancement program, along with an estimate of any additional costs related to the purchase of the enhancements listed in § 28-55-3.
History of Section.
P.L. 2013, ch. 144, art. 15, § 4.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-55 - The Rhode Island Jobs Match Enhancement Program › Section 28-55-5. - Funding.

§ 28-55-5. Funding.
The implementation of enhancements to the department of labor and training’s web-based workforce and job system shall be contingent upon available public and/or private financing.
History of Section.
P.L. 2013, ch. 144, art. 15, § 4.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-1. - Definitions.

§ 28-56-1. Definitions.
For the purposes of this chapter:
(1)
“Applicant” means an applicant for employment.
(2)
“Employee” means an individual who provides services or labor for an employer for wages or other remuneration.
(3)
“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.
(4)
“Social media account” means an electronic service or account, or electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, email, online service or accounts, or internet website profiles or locations. For the purposes of this chapter, social media account does not include an account opened at an employer’s behest, or provided by an employer, or intended to be used primarily on behalf of the employer.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-2. - Social media password requests prohibited.

§ 28-56-2. Social media password requests prohibited.
No employer shall:
(1)
Require, coerce, or request an employee or applicant to disclose the password or any other means for accessing a personal social media account;
(2)
Require, coerce, or request an employee or applicant to access a personal social media account in the presence of the employer or representative;
(3)
Require or coerce an employee or applicant to divulge any personal social media account information, except when reasonably believed to be relevant to an investigation of allegations of employee misconduct or workplace-related violation of applicable laws and regulations and when not otherwise prohibited by law or constitution; provided that the information is accessed and used solely to the extent necessary for purposes of that investigation or a related proceeding.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-3. - Social media access requests prohibited.

§ 28-56-3. Social media access requests prohibited.
No employer shall compel an employee or applicant to add anyone, including the employer or the employer’s agent, to their list of contacts associated with a personal social media account or require, request, or cause an employee or applicant to alter settings that affect a third party’s ability to view the contents of a personal social media account.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-4. - Disciplinary actions prohibited.

§ 28-56-4. Disciplinary actions prohibited.
No employer shall:
(1)
Discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize any employee for an employee’s refusal to disclose or provide access to any information specified in § 28-56-2, or for refusal to add the employer to his or her list of contacts associated with a personal social media account, or to alter the settings associated with a personal social media account, as specified in § 28-56-3; or
(2)
Fail or refuse to hire any applicant as a result of the applicant’s refusal to disclose or provide access to any information specified in § 28-56-2, or for refusal to add the employer or the employer’s agent to their list of contacts associated with a personal social media account, or to alter the settings associated with a personal social media account, as specified in § 28-56-3.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-5. - Exceptions.

§ 28-56-5. Exceptions.
(a)
This chapter shall not apply to information about an applicant or employee that is publicly available.
(b)
This chapter shall not prohibit or restrict an employer from complying with a duty to screen employees or applicants before hiring or to monitor or retain employee communications that is established by a self-regulatory organization as defined by the Securities and Exchange Act of 1934, 15 U.S.C. § 78c(a)(26), or under state or federal law or regulation to the extent necessary to supervise communications of regulated financial institutions insurance or securities licensees for banking insurance or securities related business purposes.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-56 - Employee Social Media Privacy › Section 28-56-6. - Penalties for violations.

§ 28-56-6. Penalties for violations.
In any civil action alleging a violation of this chapter, the court may:
(1)
Award to a prevailing applicant or employee declaratory relief, damages, and reasonable attorney’s fees and costs; and
(2)
Award injunctive relief against any employer or agent of any employer that or who commits or proposes to commit a violation of this chapter.
History of Section.
P.L. 2014, ch. 188, § 3; P.L. 2014, ch. 207, § 3.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-1. - Short title.

§ 28-57-1. Short title.
This chapter shall be known and may be cited as the “Healthy and Safe Families and Workplaces Act.”
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-2. - Legislative purpose.

§ 28-57-2. Legislative purpose.
The purpose of this chapter is to ensure that employees in Rhode Island can address their own health and safety needs, as well as the health and safety needs of their family members, by requiring employers to allow employees to earn a minimum level of paid leave time, including time to care for their family members, and allow for ease and uniformity of administration for the business community in providing paid leave for their employees.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-4. - Exemptions.

§ 28-57-4. Exemptions.
(a)
Nothing in this chapter shall be construed to conflict with the provisions of the Food Code or the Rules and Regulations pertaining to Reporting Infectious, Environmental and Occupational Diseases.
(b)
Any employer with a paid leave time off policy or paid sick and safe leave policy who or that makes available at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019, and forty (40) hours per calendar year thereafter of paid time off or paid sick and safe leave time to employees or any employer who or that offers unlimited paid time off or paid sick and safe time is exempt from § 28-57-5(a), (b), (c), and (e). Employers who or that provide at least twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019, and forty (40) hours per calendar year thereafter of paid sick or safe leave or paid time off that can be used for the purposes consistent with this act at the beginning of each benefit year do not need to track accrual, allow any carryover, or payout.
(c)
Any employer who or that employs less than eighteen (18) employees as defined in this act is exempt from § 28-57-5; provided, however, that any such employer shall not take an adverse action against an employee of the employer solely based upon the employee’s use of up to twenty-four (24) hours during calendar year 2018, thirty-two (32) hours during calendar year 2019, and forty (40) hours per calendar year thereafter, subject to § 28-57-6 and § 28-57-10.
(d)
Any employer is not required to provide any paid sick and/or safe leave time to any employees who are employed by a municipality or the state.
(e)
Any employer in the construction industry, as classified as code under the North American Industry Classification System, is not required to provide any paid sick and/or safe leave time to any employees who work under a collective bargaining agreement until July 1, 2018.
(f)
Any employee licensed to practice nursing pursuant to chapter 34 of title 5 is not subject to the provisions of this chapter if the employee:
(1)
Is employed by a healthcare facility;
(2)
Is under no obligation to work a regular schedule;
(3)
Works only when he or she indicates that he or she is available to work and has no obligation to work when he or she does not indicate availability; and
(4)
Receives higher pay than that paid to an employee of the same healthcare facility performing the same job on a regular schedule.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-7. - Family childcare providers.

§ 28-57-7. Family childcare providers.
CCAP family childcare providers shall accrue and may use paid sick and safe leave in the same manner as do employees under this chapter. The implementation, but not the amount, of paid sick and safe leave for CCAP family childcare providers shall be a subject of negotiation with the director of the department of administration under § 40-6.6-4. The department of human services shall promulgate any necessary regulations to implement the requirement of paid sick and safe leave for CCAP family childcare providers. Nothing in this chapter shall be construed to make CCAP family childcare providers employees of the state for any purpose, including for the purposes of eligibility for the state employee pension program or state employee health benefits.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-8. - Uniformity.

§ 28-57-8. Uniformity.
No municipality shall establish, mandate, or otherwise require an employer to provide benefits in excess of those required under this chapter, including paid sick and safe leave to its employees, other than the paid sick and safe leave requirements provided by this chapter, or to apply sick and safe leave policies to statutorily exempt employees and workers.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-9. - Regulations.

§ 28-57-9. Regulations.
The department shall coordinate implementation and enforcement of this chapter and shall promulgate appropriate guidelines or regulations for such purposes. All regulations to be drafted by the department pursuant to this act shall conform with existing applicable regulations and statutes that govern chapter 12 of this title.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-10. - Enforcement.

§ 28-57-10. Enforcement.
(a)
Enforcement and notice requirements pursuant to this chapter shall be in accordance with enforcement and notice requirements of chapter 12 of this title.
(b)
Any employee or former employee aggrieved by a violation of the provisions of this chapter shall be entitled to the same protections and relief as under chapters 12 and 14 of this title.
(c)
An employer who violates this chapter shall be liable for a civil penalty in an amount not less than one hundred dollars ($100) for the first violation, and each subsequent violation shall be subject to the penalties under chapter 12 of this title.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-11. - Confidentiality and nondisclosure.

§ 28-57-11. Confidentiality and nondisclosure.
An employer may not require disclosure of details relating to domestic violence, sexual assault, sexual contact, or stalking or the details of an employee’s or an employee’s family member’s health information as a condition of providing paid sick and safe leave time under this chapter. If an employer possesses health information or information pertaining to domestic violence, sexual assault, sexual contact, or stalking about an employee or employee’s family member, the information shall be treated as confidential and not disclosed except to the affected employee or with the permission of the affected employee unless required by existing regulation or statute.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-12. - Greater sick and safe leave policies.

§ 28-57-12. Greater sick and safe leave policies.
(a)
Nothing in this chapter shall be construed in a manner to discourage or prohibit an employer from the adoption of a paid sick and safe leave time policy that provides greater rights or benefits than those provided pursuant to this chapter.
(b)
Nothing in this chapter shall be construed as diminishing the obligation of an employer to comply with any contract, collective bargaining agreement, employment benefit plan, or other agreement that provides greater sick and safe leave time to an employee than required in this chapter.
(c)
Nothing in this chapter shall be construed as diminishing the rights of public employees regarding paid sick and safe leave or use of sick and safe leave time as provided in the general laws.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-13. - Public education and outreach.

§ 28-57-13. Public education and outreach.
The department shall develop and implement a multilingual outreach program to inform employers, employees, parents, and persons who are under the care of a healthcare provider about the availability of paid sick and safe leave time under this chapter. This program shall include the distribution of notices and other written materials in English and in all languages spoken by more than five percent (5%) of Rhode Island’s population and any language deemed appropriate by the department to all childcare and elder care providers, domestic violence shelters or victim services organizations, schools, hospitals, community health centers, and other healthcare providers.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-14. - Allowable substitution of employers’ paid sick and safe leave time.

§ 28-57-14. Allowable substitution of employers’ paid sick and safe leave time.
(a)
Employers may have different paid leave policies for different groups of employees, provided that all policies meet the minimum requirements of this chapter.
(b)
Employers who or that prefer not to track accrual of paid sick and safe leave time over the course of the benefit year may also use the following schedules for providing lump sums of sick leave or paid time off to their employees. Employers using these schedules will be in compliance even if an employee’s hours vary from week to week. For employees working an average of:
(1)
Thirty-seven and one-half (37.5) to forty (40) hours per week, provide eight (8) hours per month for five (5) months;
(2)
Thirty (30) hours per week, provide five (5) hours per month for eight (8) months;
(3)
Twenty-four (24) hours per week, provide four (4) hours per month for ten (10) months;
(4)
Twenty (20) hours per week, provide four (4) hours per month for nine (9) months;
(5)
Sixteen (16) hours per week, provide three (3) hours per month for ten (10) months;
(6)
Ten (10) hours per week, provide two (2) hours per month for ten (10) months;
(7)
Five (5) hours per week, provide one hour per month for ten (10) months.
(c)
In the case of an employer whose regular work day for full-time employees is less than eight (8) hours per day, if the employer provides five (5) days of paid sick and safe time leave consisting of the number of hours per day that constitute that full-time employee’s work day and provides them at the beginning of the year, the employer shall be in compliance with this subsection.
(d)
Employers who or that provide forty (40) or more hours of paid time off or vacation to employees that also may be used as paid sick and safe leave, consistent with this section, shall not be required to provide additional sick leave to employees who use all their time for other purposes and have need of paid sick and safe leave later in the year, provided that the employers’ leave policies make clear that additional time will not be provided.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-14.1. - Allowable substitution for construction industry multi-employer collective bargaining agreements.

§ 28-57-14.1. Allowable substitution for construction industry multi-employer collective bargaining agreements.
(a)
Employers in the construction industry as classified as code 23 under the North American Industry Classification System that are signatories to a multi-employer collective bargaining agreement authorized pursuant to the National Labor Relations Act shall be in compliance with the provisions of this chapter if their collective bargaining agreement provides for:
(1)
Employee paid sick and safe leave benefits that are compensated at the wage hourly rate only;
(2)
Accumulation of sick and safe leave benefits on an hourly or weekly basis that meets the minimum accrual standards set forth in § 28-57-5; and
(3)
Employer participation in a designated federal Employee Retirement Income Security Act benefit trust fund to administer the paid sick and safe leave benefits required under this chapter.
(b)
Administration of all other benefits shall be governed by the multi-employer collective bargaining agreements and the designated Employee Retirement Income Security Act benefit trust funds referenced therein.
History of Section.
P.L. 2021, ch. 151, § 1, effective July 3, 2021; P.L. 2021, ch. 153, § 1, effective July 3, 2021.
2023 Rhode Island General Laws › Title 28 - Labor and Labor Relations › Chapter 28-57 - Healthy and Safe Families and Workplaces Act › Section 28-57-15. - Severability.

§ 28-57-15. Severability.
If any provision of this chapter or any rule or regulation created under this chapter, or the application of any provision of this chapter to any person or circumstance shall be held invalid by any court of competent jurisdiction, the remainder of the chapter, rule, or regulation and the application of such provision to other persons or circumstances shall not be affected thereby. The invalidity of any section or sections or parts of any section of this chapter shall not affect the validity of the remainder of this chapter and to this end the provisions of the chapter are declared to be severable.
History of Section.
P.L. 2017, ch. 347, § 1; P.L. 2017, ch. 357, § 1.