Subset (2)

all_codes · 1.84M rows

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Subsets and Splits

Unemployment Word Count by State

Calculates the total word count of documents related to unemployment in each state, revealing insights into the volume of unemployment-related content by location.

CO Title 8 Word Count

Calculates the total number of words in the content of entries related to 'Title 8' in Colorado, providing insight into the volume of text data available for that specific category and state.

url stringlengths 42 388	state stringclasses 50 values	path stringlengths 83 10.4k	title stringlengths 34 2.24k	content stringlengths 0 2.39M
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100 - Definitions	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100 - Definitions	The following words and phrases shall have the following meanings: (a) Labor organization.— Shall mean any organization that represents or intends to represent employees or any group of employees acting in concert or a group in which employees participate and which exists for that purpose, in whole or in part, to deal with an employer regarding the protection of rights or to promote the well being of employees with respect to complaints and grievances, employment classifications, and work schedules and/or conditions not covered by Federal Law 86-25 of September 14, 1959, as amended, and better known as the Landrum Griffin Law, including labor organizations that operate under §§ 1451 et seq. of Title 3, §§ 61—76 of this title and the bona fide public employee organizations and associations that operate under §§ 702 of this title and § 4551nt of Title 21, and those organizations that represent public employees, among other things, ensuring the well being and improvements in the working conditions of the public employees by virtue of any special law. (b) Board.— Shall mean the Labor Relations Board created by §§ 61—76 of this title. (c) Commission.— Shall mean the Public Service Labor Relations Commission created by §§ 1451 et seq. of Title 3. (d) Employee.— Shall mean an employee who is an accredited member of a labor organization, as this term is defined herein. History —Sept. 16, 2004, No. 333, § 2.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100a/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100a - Bill of Rights	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100a - Bill of Rights	To guarantee free association and participation for all persons within a labor organization, the following are hereby declared to be protected rights and prerogatives of high public interest for all labor organization members: (1) The right to elect by direct, individual and secret vote the directors of the labor organization on all levels provided by the pertinent charter and/or bylaws as subject to election by the members of the organization. (2) The right to nominate candidates to directing offices and positions and to aspire to any elective office or position in the organization, if in compliance with the requirements established by regulations pursuant to law to run for and aspire to a candidacy. (3) The right to effective participation in the affairs and activities of the organization and to the free expression of ideas, arguments and opinions on any matters concerning the labor organization. (4) The right to be consulted with respect to the establishment, increase or modification of membership dues and/or the deduction of contributions, donations and/or special or extraordinary apportionments for fixed or provisional terms through direct, individual and secret vote in assemblies and/or special referendums convened for such purposes and duly supervised by the Department of Labor and Human Resources. (5) The right to have the disciplinary procedures of the organization in compliance with the due process of law including, among other rights, the notification of specific charges in writing; the opportunity to a defense, per se or by a representative, and the opportunity to present witnesses or documents for their defense in a hearing. (6) The right to be exempted from or protected against sanctions, penalties or acts of undue pressure, coercion, persecution, reprisals or disciplinary measures for establishing or filing any grievances or legal procedures against the labor organization or any of its representatives, directors or employees before any administrative, judicial or legislative forum, for matters, conduct or activities liable to prosecution, hearing, settlement and/or investigation for it being understood in good faith that they have been carried out against the applicable laws, norms or regulations of the organization, or for appearing as a witness in any proceeding held in any of the aforementioned forums to which the member has been duly summoned to appear. (7) The right to receive a copy of the charter and bylaws of the labor organization and of the collective bargaining agreements, letters or contract agreements negotiated and executed with the employer and if so requested, a copy of any special agreement or stipulation granted as a consequence of any negotiation with the employer other than the collective bargaining agreement negotiation, or the letter or contract agreement. (8) The right to receive a financial report of the economic and financial activities and operations of the organization signed by the treasurer of the organization on or before August 20 of each year, including a report certified by a certified public accountant on the financial status of the organization from the beginning to the end of the fiscal year, which begins July 1 and ends June 30 of each year. These reports shall be accompanied by a separate list of all expenses, disbursements or investments over $2,000.00, describing the purpose of the expense, disbursement or investment and the salary, per diems, travel expenses or special compensations received by the directors, employees, advisors or consultants of the organization. (9) The right to examine the books, accounts, money orders, checks, documents and reports pertaining to the economic and financial operations of the organization at a reasonable time and place with prior notification and agreement on the time and place, and the right to obtain a copy of any document of interest, after payment of a modest and reasonable amount to cover the duplication costs for the requested copies. The labor organization shall maintain all the economic and financial documents of its operations for a minimum of six (6) years. (10) The right to claim that the secrecy and confidentiality of the identity of any member of an organization who provides information which contains data that leads or may lead to a legal, administrative or judicial investigation for violations of this subchapter be maintained and protected for as long as the investigation continues. History —Sept. 16, 2004, No. 333, § 3.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100b/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100b - Jurisdiction	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100b - Jurisdiction	Jurisdiction is hereby conferred to hear and resolve grievances or violations of the Bill of Rights of employee members of labor organizations to the Labor Relations Board in the case of public sector employees and labor organizations under its jurisdiction, pursuant to the provisions in §§ 61—76 of this title, and to the Public Service Labor Relations Commission in the case of employees and labor organizations under its jurisdiction, pursuant to §§ 1451 et seq. of Title 3, and those labor organizations or associations called bona fide, created pursuant to § 702 of Title 3 and § 4551nt of Title 21, and those labor organizations that are not covered by the aforementioned §§ 61—76 of this tile. The grievances of employees for violations of this subchapter shall be filed within thirty (30) days of the occurrence of the violation of any of the rights conferred by this subchapter, or of the employee becoming aware of the violation, and shall be heard and considered by the aforementioned entities, pursuant to the procedures established for hearing and [elucidating] illegal work practices by the labor organizations provided in the aforementioned laws that govern the functions and prerogatives of such quasi-judicial entities. History —Sept. 16, 2004, No. 333, § 4.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100c/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100c - Fines	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100c - Fines	In addition to any other remedy provided in the organic laws of the Board or the Commission for cases of illegal work practices to be imposed upon labor organizations, including the loss of the certification of the labor organization, if it is found as a proven and well founded fact that the labor organization incurred in a sustained pattern of violations of the Bill of Rights provided herein, the Board or the Commission, as the case may be, may impose fines of $500.00 up to $5,000.00 for each violation incurred, without prejudice to the right of any employee to claim through a judicial venue indemnization for any damages incurred as a consequence of the violation of his/her rights, acknowledged by this subchapter, pursuant to the civil body of laws. History —Sept. 16, 2004, No. 333, § 5.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100d/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100d - Document	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100d - Document	Within forty-five (45) days after the approval of this act, all labor organizations subject to its provisions shall notify the Board or the Commission, as the case may be, through a document containing the following information: (1) Name of the organization. (2) Address and telephone number of the main offices, branches and/or local or regional subsidiaries. (3) Name and titles of the main directors, pursuant to its regulatory administrative structure. (4) A copy of the collective bargaining agreement in effect and of the charter and bylaws of the organization. (5) Number of affiliated employees and the agency or public corporation in which its members are employed. (6) Membership dues. (7) Copy of the latest financial statement prepared by the organization, a responsibility to be met annually by each organization, covering the fiscal year from July 1 to June 30 of each year, beginning fiscal year 2004—2005. The Department of Labor and Human Resources shall publish a public notice directed to labor organizations on compliance with this obligation twice (2) in at least two (2) newspapers of general circulation within the first twenty (20) days after this act takes effect. History —Sept. 16, 2004, No. 333, § 6.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-3/subchapter-vi/100e/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 3 - Labor Relations (§§ 41 — 100e)›Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e)›§ 100e - Financial reports	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 3 - Labor Relations (§§ 41 — 100e) › Subchapter VI - Bill of Rights of Members of Organized Labor (§§ 100 — 100e) › § 100e - Financial reports	None of the provisions set forth shall hinder the Board or the Commission from demanding that the labor organizations or its directors render financial reports or statements of the labor organization or its directors when deemed necessary to comply with the duties established in this subchapter. If the labor organization is duly acknowledged and certified by §§ 1451 et seq. of Title 3, and in compliance with said sections renders the reports and documents required herein, it shall not have to comply with the provisions in this subchapter concerning said information and documents. History —Sept. 16, 2004, No. 333, § 7.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/101/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 101 - Limitation on injunctive power of courts	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 101 - Limitation on injunctive power of courts	No court of Puerto Rico shall have jurisdiction to issue any restraining order or temporary or permanent injunction in a case involving or growing out of a labor dispute, except in strict accordance with the provisions of this chapter. History —Aug. 4, 1947, No. 50, p. 276, § 1.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/102/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 102 - Specific acts exempt from restraint or injunction	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 102 - Specific acts exempt from restraint or injunction	No court of Puerto Rico shall have jurisdiction to issue any restraining order or temporary or permanent injunction in any case involving or growing out of a labor dispute, to prohibit any person or persons participating or interested in such dispute from doing, whether singly or in concert, any of the following acts: (a) Ceasing or refusing to perform any work or to remain in any relation of employment. (b) Becoming or remaining a member of any labor organization. (c) Paying or giving to, or withholding from, any person participating or interested in such labor dispute any strike benefits, strike insurance, or other moneys or things of value. (d) By all lawful means aiding any person participating or interested in any labor dispute who is being proceeded against in, or is prosecuting, any action or suit in any court of Puerto Rico. (e) Giving publicity to the existence of or the facts involved in any labor dispute, whether by advertising, speaking, patrolling, or by any other method not involving fraud or violence. (f) Assembling peaceably to act or to organize, or to act in promotion of their interests in a labor dispute. (g) Refuse to support any party to said dispute, or recommend to, advise, or persuade others, not to support any party to said dispute. (h) Advising or notifying any person of an intention to do any of the acts heretofore specified. (i) Agreeing with other persons to do or not to do the acts heretofore specified. (j) Advising, urging, or otherwise promoting or inducing, without fraud or violence, the acts heretofore specified. History —Aug. 4, 1947, No. 50, p. 276, § 2.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/103/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 103 - Conspiracy or unlawful combination to do acts in concert	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 103 - Conspiracy or unlawful combination to do acts in concert	No court of Puerto Rico shall have jurisdiction to issue a restraining order or temporary or permanent injunction upon the ground that any of the persons participating or interested in a labor dispute constitutes or is engaged in an unlawful combination or conspiracy for the doing in concert of the acts enumerated in § 102 of this title. History —Aug. 4, 1947, No. 50, p. 276, § 3.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/104/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 104 - Liability for acts of officers or members of organizations	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 104 - Liability for acts of officers or members of organizations	No officer or member of any association or organization, and no association or organization, participating or interested in a labor dispute shall be held responsible or liable in any court of Puerto Rico for the unlawful acts of individual officers, members, or agents, except upon clear proof of the actual participation in such acts, or that they have really authorized the same or have ratified them after having full knowledge thereof. History —Aug. 4, 1947, No. 50, p. 276, § 4.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/105/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 105 - Grounds for issuing injunctions; hearings; temporary order; undertaking	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 105 - Grounds for issuing injunctions; hearings; temporary order; undertaking	No court of Puerto Rico shall have jurisdiction to issue a temporary or permanent injunction in any case involving or growing out of a labor dispute, except after hearing the testimony of witnesses in open court (with opportunity for cross-examination) in support of the allegations of a complaint made under oath, and testimony in opposition thereto, if offered, and except after findings of fact by the court, to the effect: (a) That acts of fraud or violence have been threatened and will be committed unless restrained, or said acts have been and will continue to be committed unless restrained; but no injunction or temporary restraining order shall be issued on account of any threat or act of fraud or violence, except against the person or persons or association or organization making the threat of committing the act of fraud or violence or actually authorizing the same after full knowledge thereof; (b) that substantial and irreparable injury to complainant’s physical property will result; (c) that as to each item of relief sought on each allegation greater injury will be inflicted upon the complainant by the denial of relief than will be inflicted upon the defendants by the granting of relief; (d) that complainant has no other adequate remedy at law, and (e) that the public officers charged with the duty to protect the property of the complainant are unable or unwilling to furnish adequate protection. The hearing shall be held after due and personal notice thereof has been given, in such manner as the court shall direct, to all known persons against whom relief is sought, and also to the Chief of Police of Puerto Rico in the city or town where the acts of violence or fraud have been committed or threatened. If the complainant shall allege that unless a temporary restraining order be issued, a substantial and irreparable injury to complainant’s physical property will be unavoidable, the court shall call together the parties affected at the earliest opportunity within the twenty-four (24) hours following the filing of the application, for a summary hearing which shall be held in chambers or in open court, as the court may determine. The marshal shall immediately serve notice on the parties affected. The court shall hear both parties briefly, and shall admit such testimony and documentary evidence as may be necessary to form a judgment as to the urgency of the order sought. If the labor party to the proceedings shall fail to appear, or if it has not been possible to serve notice on said party, after the marshal has made reasonable and diligent efforts therefor, the court shall hear the complainant. Both in the case that both parties appear, as when only one of them does appear, if proof is submitted sufficient for issuing a preliminary injunction in accordance with the requirements of this chapter, a temporary restraining order, which shall be effective for a period of not more than five (5) days, may be issued immediately after the hearing. No restraining order shall be issued except on condition that complainant shall first file an undertaking with adequate security in an amount to be fixed by the court sufficient to recompense those enjoined for any loss, expense, or damage caused by the improvident or erroneous issuance of such order, including all reasonable costs (together with a reasonable attorney’s fee) and expense of defense against the order or against the granting of any injunctive relief sought in the same proceeding and subsequently denied by the court. History —Aug. 4, 1947, No. 50, p. 276, § 5.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/106/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 106 - Good faith of complainant as prerequisite for relief	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 106 - Good faith of complainant as prerequisite for relief	No restraining order or injunctive relief shall be granted to any complainant who has failed to comply with any obligation fixed by the laws involved in the labor dispute in question, or who has failed to make every effort to settle such dispute either by negotiation or with the aid of the Conciliation Service and voluntary arbitration. History —Aug. 4, 1947, No. 50, p. 276, § 6.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/107/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 107 - Finding of facts as basis for injunction; order limited to prohibition	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 107 - Finding of facts as basis for injunction; order limited to prohibition	No restraining order or temporary or permanent injunction shall be granted in any case involving or growing out of a labor dispute, except on the basis of finding of facts made and filed by the court in the record of the case prior to the issuance of such restraining order or writ of injunction; and every restraining order or writ of injunction granted in a case involving or growing out of a labor dispute shall include only a prohibition of such specific act or acts as may be expressly complained of in the bill of complaints or petition filed in such case and as shall be expressly included in said findings of fact made and filed by the court in the records of the case, as provided in this section. History —Aug. 4, 1947, No. 50, p. 276, § 7.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/108/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 108 - Appeal to Supreme Court	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 108 - Appeal to Supreme Court	Whenever any court shall issue or deny any temporary injunction in a case involving or growing out of a labor dispute, the court shall, upon the request of any party to the proceedings, forthwith certify, as in ordinary cases, the record of the case to the Supreme Court of Puerto Rico for its review. Upon the filing of such record in the Supreme Court of Puerto Rico, the appeal shall be heard and affirmed, modified, or reversed with the greatest possible expedition, giving the proceedings precedence over all other matters, except other matters of the same character previously filed. The order of the court granting or denying any temporary or permanent injunction shall subsist as to all of its terms until the Supreme Court of Puerto Rico enters final resolution in the proceedings for review. History —Aug. 4, 1947, No. 50, p. 276, § 8.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-5/109/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109)›§ 109 - Definitions	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 5 - Injunctions in Labor Disputes (§§ 101 — 109) › § 109 - Definitions	When used in this chapter, and for the purposes hereof: (a) A case shall be held to involve or to grow out of a labor dispute when the case involves persons who are engaged in the same industry, trade, craft, or occupation, or have direct or indirect interest therein; or who are employees of the same employer; or who are members of the same [or] of an affiliated organization of employers or employees; whether such dispute is: (1) Between one or more employers or associations of employers and one or more employees or associations of employees; (2) between one or more employers or associations of employers and one or more employers or associations of employers, or (3) between one or more employees or associations of employees and one or more employees or associations of employees; or when the case involves any conflicting or competing interests in a labor dispute of persons participating or interested therein. (b) A person or association shall be held to be a person participating or interested in a labor dispute if relief is sought against said person or association, or if any of them is engaged in the same industry, trade, craft, or occupation in which such dispute occurs, or has a direct or indirect interest therein, or is a member, officer, or agent of any association composed in whole or in part of employers or employees engaged in such industry, trade, craft, or occupation. (c) The term “labor dispute” includes any controversy concerning terms or conditions of employment, or concerning the association or representation of persons in negotiating, fixing, maintaining, changing, or seeking to arrange terms or conditions of employment regardless of whether or not the disputants stand in the proximate relation of employer and employee. History —Aug. 4, 1947, No. 50, p. 276, § 9.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/131/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 131 - Interference with voting rights—By employer	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 131 - Interference with voting rights—By employer	Every employer who seeks by coercion, intimidation or threats, to dismiss, or who refuses to employ, or who reduces the wages of any workman, for the purpose of inducing him to vote at any legal election according to the will of the employer or of any of his agents, or who in any manner demands of the laborer employed by him that he exhibit the ballot for examination by the employer or any other person representing him, shall be guilty of a misdemeanor. History —Apr. 28, 1930, No. 47, p. 366, § 1, eff. 90 days after Apr. 28, 1930.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/132/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 132 - Interference with voting rights—By officer or agent of employer	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 132 - Interference with voting rights—By officer or agent of employer	Any officer, employee or agent of a corporation, firm or other person, invested with power and authority to dismiss laborers or to employ them, who by coercion in any manner attempts to dismiss any such laborer or to reduce his compensation as such laborer, in order to induce him to vote at any legal election according to the desires of the corporation, or of the officer or agent representing it, or who in any manner attempts to examine the ballot of such laborer, shall be guilty of a misdemeanor. History —Apr. 28, 1930, No. 47, p. 366, § 2, eff. 90 days after Apr. 28, 1930.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/133/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 133 - Interference with voting rights—Ouster from home	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 133 - Interference with voting rights—Ouster from home	Any corporation, firm, employer, officer or agent who, on account of political opinions, three months prior to or after any legal election, directs or promotes any kind of proceedings for the purpose of ousting from his home any laborer who has been employed by such corporation, firm or employer, and who has occupied lands thereof, or land owned by the employer, for at least two years prior to the date of the election, shall be guilty of a misdemeanor. History —Apr. 28, 1930, No. 47, p. 366, § 3, eff. 90 days after Apr. 28, 1930.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/134/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 134 - Interference with voting rights—Blacklist to prevent employment	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 134 - Interference with voting rights—Blacklist to prevent employment	Any person, firm, corporation, employer, agent, or person in charge, who, on account of political opinions, in any manner whatever induces or notifies another firm, corporation or employer not to give work to one or more laborers, and that their names be recorded in any manner so that no work be given them, or to prevent their obtaining work at any other place, shall be guilty of a misdemeanor. History —Apr. 28, 1930, No. 47, p. 366, § 4, eff. 90 days after Apr. 28, 1930.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/135/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 135 - Interference with voting rights—Penalties	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 135 - Interference with voting rights—Penalties	Any corporation, firm, employer or their agents, officers or persons in charge, who violate any of the provisions of §§ 131—135 of this title or any part thereof, upon conviction shall be sentenced to pay a fine of not more than five thousand dollars ($5,000), or less than five hundred dollars ($500), or by imprisonment for not more than one year, or less than six (6) months. History —Apr. 28, 1930, No. 47, p. 366, § 5, eff. 90 days after Apr. 28, 1930.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/140/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 140 - Prejudicial discrimination by employer—Penalties	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 140 - Prejudicial discrimination by employer—Penalties	Any employer who performs any act of prejudicial discrimination against his workmen or employees, or any of them, because the same have organized, or taken part in activities of, a labor union, or have demanded the making of a collective labor agreement, or have participated in a strike or in a claim for better wages and working conditions, or because they are affiliated with a certain political party, shall be guilty, in the case of each workman or employee against whom he may have performed an act of prejudicial discrimination, of a misdemeanor and, upon conviction, shall be punished by a fine of not less than one hundred dollars ($100) nor more than five hundred dollars ($500), or by imprisonment in jail for a term of not less than thirty (30) days nor more than ninety (90) days, or by both penalties, in the discretion of the court. In case of subsequent offenses, the fine shall not be less than three hundred dollars ($300) and the imprisonment in jail shall not be less than ninety (90) days, or both penalties, in the discretion of the court. History —May 7, 1942, No. 114, p. 690, § 1, eff. 90 days after May 7, 1942.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/141/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 141 - Prejudicial discrimination by employer—Actions as evidence of violations	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 141 - Prejudicial discrimination by employer—Actions as evidence of violations	Any of the following acts, without prejudice to others of a similar nature, shall constitute prima facie evidence of the violation of §§ 140—143 of this title in the case of workmen or employees against whom the employer performs acts of prejudicial discrimination for any of the circumstances stated in § 140 of this title. (1) Dismissal without just cause. (2) Unjustified reduction of wages. (3) Increase of the working day without adequate compensation. (4) Imposing of more onerous conditions of work. (5) Lowering in the employment, position, function, or work that they do. (6) The deprivation or refusal of benefits, facilities, improvements, services, rest, vacations, pensions, or bonuses that they might have been receiving or enjoying by reason of the employment. History —May 7, 1942, No. 114, p. 690, § 2, eff. 90 days after May 7, 1942.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/142/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 142 - Prejudicial discrimination by employer—Definition of “employer”	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 142 - Prejudicial discrimination by employer—Definition of “employer”	In §§ 140—143 of this title, unless otherwise deducted from the context thereof, the word “employer” shall include any natural or [juridical] person employing workmen or employees, and the manager, administrator, superintendent, foreman, overseer, timekeeper, paymaster, or representative of said natural or [juridical] person. History —May 7, 1942, No. 114, p. 690, § 3, eff. 90 days after May 7, 1942.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/143/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 143 - Prejudicial discrimination by employer—Pleading	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 143 - Prejudicial discrimination by employer—Pleading	No complaint for violations of §§ 140—143 of this title can be dismissed, alleging accumulation of faults committed, or for defect of form, provided that the fault or faults complained of are included within the terms of sections 140—143 of this title. History —May 7, 1942, No. 114, p. 690, § 4, eff. 90 days after May 7, 1942.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/144/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 144 - Commissaries and cash advances prohibited; cafeterias excepted	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 144 - Commissaries and cash advances prohibited; cafeterias excepted	In every employment, undertaking, or establishment of whatever nature it may be, such as industrial enterprises, agricultural undertakings and mercantile establishments employing more than ten (10) persons, said enterprises, undertakings, and establishments, or their representatives, are hereby prohibited from maintaining, operating, or having any direct or indirect interest in businesses for the sale of provisions, tools, merchandise, clothing, or similar articles, to their workmen or employees. Cafeterias established by industrial or manufacturing enterprises for the purpose of providing their workmen or employees with facilities for obtaining meals at reasonable prices within the premises of the factory itself, either as part of the activities of the enterprise or through grantees inspected by it, are hereby exempted from this prohibition; Provided, That it shall be optional for said workmen or employees to eat in said cafeterias or provide for themselves in any other manner; Provided, further, That the Minimum Wage Board shall pass upon the reasonableness of the prices of the foods purveyed in cafeterias to which this section refers. It shall be unlawful for any employer or his representative to make cash advances to his workmen, or to permit or agree that any other natural or artificial person do so in his name, when such advances are made for the purposes of defeating the purposes of this section and § 145 of this title or of furnishing means so that the workmen may spend such advances for the purchase of merchandise in a particular commercial establishment, aside from any hereinabove exempted from the prohibition contained in this section. History —Apr. 10, 1942, No. 27, p. 400, § 1; Dec. 4, 1947, No. 7, p. 308.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/145/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 145 - Commissaries and cash advances prohibited; cafeterias excepted—Penalties	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 145 - Commissaries and cash advances prohibited; cafeterias excepted—Penalties	Every natural or [juridical] person who personally or through his agents, employees, or partners, violates the provisions of § 144 of this title, shall be guilty of a misdemeanor for each one of the days on which he does business in contravention of § 144 of this title and, upon conviction, there shall be imposed upon him a fine of not less than fifty dollars ($50) nor more than two hundred dollars ($200), or he shall be imprisoned in jail for a term of not less than thirty (30) days nor more than ninety (90) days, or both penalties shall be imposed on him, in the discretion of the court. History —Apr. 10, 1942, No. 27, p. 400, § 2, eff. 90 days after Apr. 10, 1942.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/146/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 146 - Discrimination based on age, race, color, sex, sexual orientation, gender identity, social o...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 146 - Discrimination based on age, race, color, sex, sexual orientation, gender identity, social or national origin, social condition, political affiliation, political or religious beliefs, or for being a victim or perceived as a victim of domestic violence, sexual assault or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status	Any employer who discharges, lays off or discriminates against an employee regarding his/her salary, wage, pay or remuneration, terms, rank, conditions or privileges of his/her job, or who fails or refuses to hire or rehire a person, or who limits or classifies his/her employees in any way which tends to deprive a person of employment opportunities, or that affects his/her employee status because of his/her age, as defined below, race, color, sex, sexual orientation, gender identity, social or national origin, social condition, political affiliation or political or religious beliefs of the employee or applicant for employment, or for being a victim or perceived as a victim of domestic violence, sexual assault or stalking: (a) Shall incur in civil liability: (1) For a sum equal to twice the amount of damages sustained by the employee or applicant for employment on account of such action; (2) or for a sum of not less than five hundred dollars ($500) nor more than two thousand dollars ($2,000), at the discretion of the court, if no pecuniary damages are determined; (3) or twice the amount of the damages sustained if such amount is under the sum of five hundred dollars ($500), and (b) he/she shall also incur a misdemeanor, and upon conviction, shall be punished by a fine of up to five thousand dollars ($5,000) or by imprisonment in jail for a term not greater than ninety (90) days, or by both penalties, at the discretion of the court. Similarly, any employer who commits any of the acts mentioned in the first paragraph of this section relative to a person married to an employee of his/her company or business, shall be guilty of discriminatory practice and incur the aforementioned civil and penal liability. This provision shall apply to those persons who get married who aspire to employment as well as to those who are already employed by the employer. Notwithstanding the provisions stated in the preceding paragraph, in those situations in which a clear conflict of functions exists due to the marriage, and which substantially and adversely affects business operations, the employer shall be obligated to make a reasonable adjustment or compromise regarding the functions of the employees or employment aspirants. This practice shall apply to companies or businesses with (50) or more employees. The aforementioned must be done so as not to affect the right of the employer to establish reasonable regulations concerning the working conditions of married couples employed in the same department, division or physical facility. The following factors shall be taken into consideration in order to comply with that stipulation: the size of the company’s physical facilities and number of employees; its organizational chart, ranking and line of command; its physical needs and the specific problem or difficulties which could be caused by the married couple. In the judgment passed on civil actions brought under the aforesaid provisions, the court may order the employer to reinstate the employee in his/her job and to cease and desist from the act involved. —June 30, 1959, No. 100, p. 284, § 1; May 30, 1972, No. 50, p. 114, § 3; June 22, 1975, No. 58, p. 131, § 2; June 7, 1977, No. 37, p. 81, § 2; June 3, 1983, No. 67, p. 142, § 2; May 31, 1991, No. 10, § 1; Dec. 20, 1991, No. 116, § 1; Sept. 13, 1997, No. 121, § 2; Sept. 2, 2000, No. 331, § 2; Dec. 17, 2006, No. 271, § 2; Aug. 13, 2008, No. 250, § 1, eff. 30 days after Aug. 13, 2008; Sept. 13, 2012, No. 232, § 1; May 29, 2013, No. 22, § 12. History
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/146a/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 146a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, socia...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 146a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Publishing; announcements	It shall be unlawful for any employer or organization to publish or circulate, or allow the publication or circulation of announcements, notices or any other form of diffusion, denying equal employment opportunities, directly or indirectly, to any person indiscriminately, based on his/her race, color, sex, marital status, sexual orientation, gender identity, social or national origin, social condition, political affiliation or political or religious beliefs, or for being a victim or perceived as a victim of domestic violence, sexual assault or stalking, or without just cause, because of age, or by establishing limitations which may exclude any person because of his/her race, color, sex, marital status, sexual orientation, gender identity, social or national origin, social condition, political affiliation or political or religious beliefs, or for being a victim or perceived as a victim of domestic violence, sexual assault or stalking, or because of his/her age, without just cause. Any employer or labor organization violating any of the provisions of this section shall be guilty of a misdemeanor, and upon conviction, shall be punished by a fine of up to five thousand dollars ($5,000) or by imprisonment in jail, for a term of not more than ninety (90) days, or both penalties, in the discretion of the court. History —June 30, 1959, No. 100, p. 284, added as § 1-A on June 14, 1960, No. 84, p. 150; May 30, 1972, No. 50, p. 114, § 3; June 22, 1975, No. 58, p. 131, § 3; June 7, 1977, No. 37, p. 81, § 3; June 3, 1983, No. 67, p. 142, § 3; Dec. 20, 1991, No. 116, § 2; Sept. 13, 1997, No. 121, § 3; Dec. 17, 2006, No. 271, § 3; Aug. 13, 2008, No. 250, § 2, eff. 30 days after Aug. 13, 2008; Sept. 13, 2012, No. 232, § 1; May 29, 2013, No. 22, § 13.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/147/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 147 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 147 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Discrimination by labor union	Any labor organization which limits, divides or classifies its members in any manner that deprives or tends to deprive anyone who aspires or is entitled to become a member of said organization, of an employment opportunity based on his/her age, race, color, religion, sex, marital status, sexual orientation, gender identity, social or national origin, political affiliation, political beliefs or social condition, or for being a victim or perceived as a victim of domestic violence, sexual assault or stalking: (a) Shall incur in civil liability: (1) For a sum equal to twice the amount of the damages sustained through such act by the member or person concerned; (2) for a sum of not less than one hundred [dollars] ($100) nor more than one thousand dollars ($1,000), in the discretion of the court, if no pecuniary damages are determined; (3) for twice the amount of damages sustained, if said amount were under the sum of one hundred dollars ($100), and (b) shall also be guilty of a misdemeanor, and shall, upon conviction, be punished by a fine of up to five thousand dollars ($5,000), or by imprisonment in jail for a term of not more than ninety (90) days, or both penalties, in the discretion of the court. The court may, in the judgment passed on civil actions brought under the provisions of this section, further direct the labor union to cease and desist from such action. History —June 30, 1959, No. 100, p. 284, § 2; May 30, 1972, No. 50, p. 114, § 3; June 7, 1977, No. 37, p. 81, § 4; June 3, 1983, No. 67, p. 142, § 4; Dec. 20, 1991, No. 116, § 3; Sept. 13, 1997, No. 121, § 4; Dec. 17, 2006, No. 271, § 4; Aug. 13, 2008, No. 250, § 3, eff. 30 days after Aug. 13, 2008; Sept. 13, 2012, No. 232, § 1; May 29, 2013, No. 22, § 14.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/147a/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 147a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, socia...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 147a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Apprenticeship, training or retraining	Any employer, labor organization or joint labor-management committee that controls apprenticeship, training or retraining programs, including on-the-job training programs, which discriminates against a person based on his/her race, color, sex, marital status, sexual orientation, gender identity, social origin or condition, political affiliation, political or religious beliefs, or for being a victim or perceived as a victim of domestic violence, sexual assault, or stalking, or because of his/her advanced age, without just cause to be admitted to, or employed in any apprenticeship or other training program: (a) Shall incur civil liability: (1) For a sum equal to twice the amount of the damages sustained by the employee or applicant for employment on account of such action; (2) or for a sum not less than one hundred dollars ($100) nor more than one thousand dollars ($1,000), in the discretion of the court, if no pecuniary damages are determinable; (3) or for twice the amount of the damages sustained if said amount were under the sum of one hundred dollars ($100), and (b) shall also be guilty of a misdemeanor and upon conviction, be punished by a fine of up to five thousand dollars ($5,000) or by imprisonment in jail for a term [no less than thirty (30) days] not more than ninety (90) days, or by both penalties, in the discretion of the court. The court may, in the judgment passed on civil actions brought under the preceding provisions, direct the employer to reinstate the employee in his former employ and to cease and desist from the act involved. History —June 30, 1959, No. 100, p. 284, added as § 2-A on June 22, 1975, No. 58, p. 131; Dec. 20, 1991, No. 116, § 4; Sept. 13, 1997, No. 121, § 5; Dec. 17, 2006, No. 271, § 5; Aug. 13, 2008, No. 250, § 4, eff. 30 days after Aug. 13, 2008; Sept. 13, 2012, No. 232, § 1; May 29, 2013, No. 22, § 15.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/148/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 148 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 148 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Presumptions	Any of the acts mentioned in the preceding sections shall be presumed to have been committed in violation of §§ 146—151 of this title, whenever the same shall have been performed without good cause. This presumption shall be of a controvertible character. It shall not be presumed that the employer had knowledge of the personal situation of any employee in cases of discrimination against victims or presumed victims of domestic violence, sexual aggression or stalking, unless the employer was in effect in a position to have such knowledge. The employer shall make the reasonable and necessary adjustments or accommodations in the workplace in order to protect its employees from a possible aggressor, once he/she receives notice of the potential occurrence of a dangerous situation. Failure to do so shall be presumed to be discriminatory conduct. History —June 30, 1959, No. 100, p. 284, § 3; Dec. 17, 2006, No. 271, § 6.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/148a/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 148a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, socia...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 148a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Records and reports	Every employer and labor union shall keep and maintain for periods of time: (a) Relevant records in order to determine if there have been or are being committed discriminatory employment practices as set forth in §§ 146–151 of this title, and (b) shall render reports on said records as the Secretary of Labor and Human Resources may determine through regulations approved to such effect, upon previous hearing, to enforce and put into effect the provisions of §§ 146–151 of this title and the implementation thereof. The Secretary of Labor and Human Resources shall require through regulation that each employer, labor union or joint management-labor committee controlling any apprenticeship and/or training program keep and maintain the records that may be necessary for the implementation of §§ 146–151 of this title, including, but without being limited to, a list of applicants or candidates for employment who wish to participate in those programs, and including, also, the chronological order in which the applications were received and they shall furnish to the Secretary, upon request, a detailed description of the manner in which the persons are chosen to participate in the apprenticeship and/or training programs. Any employer or labor union violating any of the provisions of this section shall be guilty of a misdemeanor, and upon conviction punished by a fine of up to five thousand dollars ($5,000) or imprisonment in jail for a term of not more than ninety (90) days, or both penalties, in the discretion of the court. History —June 30, 1959, No. 100, p. 284, added as § 3-A on June 22, 1975, No. 58, p. 131, § 5; Aug. 13, 2008, No. 250, § 4, eff. 30 days after Aug. 13, 2008.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/149/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 149 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 149 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Enforcement	The Court of First Instance and the District Court shall have concurrent original jurisdiction in all cases arising under §§ 146—151 of this title. Civil claims may be prosecuted by ordinary action or through the complaint proceeding established by Act No. 10 of Nov. 14, 1917, as heretofore or hereafter amended. The claims that several or all workers or employees or applicants for employment may have against a common employer or labor union, may be joined in one sole action. The Secretary of Labor and Human Resources may, on his own initiative, or at the request of one or more workers or employees or applicants for employment having an interest in the matter, and in representation and for the benefit of one or more of them who are undergoing similar circumstances, order the payment of any sum owing to them, or the fulfillment of any right conferred by §§ 146—151 of this title. Any worker or employee or applicant for employment having an interest in the action may intervene in any suit so instituted by the Secretary of Labor and Human Resources, who, likewise, may intervene in any action brought by any worker or employee or applicant for employment under the terms of §§ 146—151 of this title. In any judgment passed against any employer or labor union the latter shall be imposed costs and a reasonable sum which shall never be under one hundred dollars ($100) for attorney’s fees, if the attorney were not one from the Department of Labor and Human Resources. History —June 30, 1959, No. 100, p. 284, § 4.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/150/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 150 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 150 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Department of Labor and Human Resources, Secretary, duties	The duty to enforce §§ 146—151 of this title is hereby imposed upon the Secretary of Labor and Human Resources. The Secretary of Labor and Human Resources is hereby empowered to adopt any rules or regulations that are necessary: (a) To enable the execution and purpose of §§ 146 et seq. of this title, and (b) without limiting the general nature of the above, to define terms or words used §§ 146—151 of this title. All rules and regulations, after having been approved by the Governor and being duly promulgated, shall have the force of law. The Secretary of Labor and Human Resources or his/her representative, is hereby authorized to perform all investigations and inspections he/she may consider necessary or convenient on his/her own initiative or through a complaint filed by a person, to determine whether an employee or labor organization has failed to comply with the provisions of §§ 146—151 of this title and to see that they are complied with, and to obtain information to be used in the administration of any of its provisions. When a complaint for discrimination is filed at the Department of Labor and Human Resources, the one year statute of limitations to file for judicial action shall be interrupted upon notice of the complaint to the employer or defendant, provided the notice is served within said time limitation. Furthermore, said statute of limitations shall remain suspended or frozen while the complaint is being processed at the Department of Labor and Human Resources and the defendant has not been notified of the decision of the Secretary of that Department, concerning the claim. If while the claim is being processed at the Department of Labor and Human Resources, the claimant requests to be allowed to withdraw the complaint, or states that he/she no longer wishes to pursue the action, the aforementioned time limitation shall begin again from the date the Secretary of Labor and Human Resources gives notice of his/her decision to the parties. In the other cases, the statute of limitations shall be interrupted with the extrajudicial claim, with the filing of the corresponding judicial action or by the acknowledgement of the debt on the part of the employer or his/her authorized agent. Every employer or labor organization thus investigated, as well as their officials, employees, agents and representatives, shall produce and make available to the Secretary the records, documents or files in their possession pertaining to matters under the investigation. In the exercise of such duties and faculties, the Secretary or any employee of the Department which he/she may designate, is hereby authorized to hold public hearings, summon witnesses, take oaths, receive testimony and, in compliance with these provisions, may issue summons under penalty of contempt of court, compel the appearance of witnesses and the production of facts, information or documentary evidence as well as of any other kind, and may also examine and copy books, records and any other documents or papers belonging to the said employer or labor organizations and may also request any other information in order to comply with the provisions of §§ 146—151 of this title; and may also resort to the Court of First Instance of Puerto Rico, to request it to order compliance with any summons or order issued by the Secretary. Non-compliance of a court order granting such a request shall constitute contempt of court. Jurisdiction is hereby conferred upon the San Juan Court of First Instance Parts so that, at the instance of the Secretary of Labor and Human Resources, they issue injunctions and grant any other legal remedies that may be needed to enforce the terms of §§ 146—151 of this title and to see that the rules, regulations, orders and decisions issued by the Secretary of Labor and Human Resources under of the powers conferred upon him by §§ 146—151 of this title, are complied with. The attorneys of the Department of Labor and Human Resources may act as prosecutors with all the powers and authority of the District Attorneys, in criminal cases that may arise under the provisions of §§ 146—151 of this title. History —June 30, 1959, No. 100, p. 284, § 5; June 22, 1975, No. 58, p. 131, § 6; May 31, 1991, No. 10, § 2.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/150a/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 150a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, socia...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 150a - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Posting of excerpt	Every employer and labor union shall post in a conspicuous place in his or its establishment an excerpt which the Secretary of Labor and Human Resources shall prepare and supply of the provisions and regulations of §§ 146—151 of this title. Any employer or labor union violating the provisions of this section shall be guilty of a misdemeanor, and upon conviction punished by a fine of up to five thousand dollars ($5,000), or imprisonment in jail for a term not more than ninety (90) days, or both penalties, in the discretion of the court for every violation incurred. History —June 30, 1959, No. 100, p. 284, added as § 5-A on June 22, 1975, No. 58, p. 131, § 7; Aug. 13, 2008, No. 250, § 5, eff. 30 days after Aug. 13, 2008.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/151/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 151 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social...	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 151 - Discrimination because of age, race, color, sex, sexual orientation, gender identity, social or national origin or social status, political affiliation, or political or religious ideology, or for being a victim or perceived as a victim of domestic violence, sexual aggression or stalking, for being a servicemember, ex-servicemember, serving or having served in the United States Armed Forces, or holding veteran status—Definitions	The following terms, as used in §§ 146 et seq. of this title, shall have the following meanings: (1) Age.— Means any age from the minimum age at which minors are legally allowed to work, according to the occupation or industry concerned, without any limit whatsoever. (2) Employer.— Includes any natural or [juridical] person employing laborers, workers or employees, and the chief, official, manager, officer, managing partner, administrator, superintendent, foreman, overseer, agent or representative of such natural or [juridical] person. It shall include all such agencies or instrumentalities of the Government of Puerto Rico as may be operating as private businesses or enterprises. (3) Labor union.— Has the same meaning and scope of the same term as used in the Labor Relations Act of Puerto Rico, §§ 61—76 of this title, but it shall also include the officers, directors or representatives of the labor union. (4) Stalking.— Shall mean the conduct typified in §§ 4013—4026 of Title 33, as amended by Act No. 376 of September 16, 2004. (5) Sexual assault.— Shall mean the conduct typified in § 4770 of Title 33. (6) Domestic violence.— Shall mean the conduct typified in §§ 601 et seq. of Title 8. (7) Sexual orientation.— Means the ability of any person of having an emotional, affectional, or sexual attachment to persons of the other gender, the same gender, or more than one gender. In order to accomplish all the purposes provided herein, this definition shall be interpreted as broadly as possible to extend the benefits thereof to any citizen who is a victim of discrimination, whether it is a one-time event or a pattern. (8) Gender identity.— Means the manner in which an individual identifies or recognizes him/herself in relation to his/her gender, with or without regard to the individual’s designated sex at birth. In order to accomplish all the purposes provided herein, this definition shall be interpreted, as broadly as possible to extend the benefits thereof to any citizen who is a victim of discrimination, whether it is a one-time event or a pattern, and in accordance with the provisions of Public Law No. 111-84 (2009), the Matthew Shepard and James Byrd, Jr. Hate Crimes Prevention Act. (9) Servicemember.— Means any person serving in the Armed Forces in any of the seven (7) uniformed services of the Government of the United States, to wit: the United States Army, the United States Marine Corps, the United States Navy, the United States Air Force, the United States Coast Guard, the United States Public Health Service Commissioned Corps, the National Oceanic and Atmospheric Administration Commissioned Corps, and the legal successors thereof. Moreover, it shall include such servicemembers whose service in the Armed Forces or the National Guard meets the requirements provided by Federal laws currently in effect. This term shall also include retirees from all Armed Forces components. (10) Ex-servicemember.— Means any person who has honorably served in any of the seven (7) uniformed services of the Government of the United States, to wit: the United States Army, the United States Marine Corps, the United States Navy, the United States Air Force, the United States Coast Guard, the United States Public Health Service Commissioned Corps, the National Oceanic and Atmospheric Administration Commissioned Corps, and the legal successors thereof; including retirees other than veterans, as defined in this Act. Moreover, it shall include ex-servicemembers whose service in the Armed Forces or the National Guard meets the requirements provided by Federal laws currently in effect. (11) Veteran.— Shall have the meaning as provided in §§ 735-743 of this title, better known as the “Bill of Rights of the Puerto Rican Veteran for the 21st Century”. —June 30, 1959, No. 100, p. 284, § 6; May 30, 1972, No. 50, p. 114, § 1; June 7, 1977, No. 37, p. 81, § 5; June 3, 1983, No. 67, p. 142, § 5; Dec. 8, 1990, No. 32, p. 1538, § 1; Dec. 17, 2006, No. 271, § 7; Sept. 13, 2012, No. 232, § 2; May 29, 2013, No. 22, § 16. History
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/152/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 152 - Dismissal for service on jury, right to reinstatement	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 152 - Dismissal for service on jury, right to reinstatement	(a) The right is hereby established of any person dismissed from employment on account of his having been called upon to serve, or having served, as a jury member in a court of justice of Puerto Rico, whether commonwealth or federal, to be reinstated in his office or employment, or in one of like category, status and salary. Such a person shall also be entitled to any additional benefits as would have, naturally, accrued to him had he not been unlawfully dismissed from his employment. (b) The reinstatement shall take place within the forty eight (48) hours next following the termination of his functions as juror. To be reinstated the interested party must appear personally at his employment before the said term; otherwise it shall be understood that he waives his right to reinstatement. (c) Any person who has had to absent himself from his job to act as juror may, at his discretion, charge the time that he has been absent to act as such, to his regular vacation leave. The provisions of this subsection shall in no way affect the rights acquired through collective bargaining to these effects. (d) Any employer who dismisses a person for having served as a juror, or refuses to reinstate him for this reason or reinstates him in a position of an inferior category, status, or retribution than what he held at the moment he started to serve as a juror, provided the provisions of subsection (b) of this section are met, shall incur civil liability for a sum equal to twice the amount of damages caused by his action to this person, or for a sum of not less than one hundred dollars ($100) nor more than one thousand dollars ($1,000) at the discretion of the court, if the pecuniary damages cannot be determined. History —June 26, 1964, No. 87, p. 268; May 23, 1984, No. 22, p. 47, § 1.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/153/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 153 - Employment of aliens not having legal residence—Prohibition	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 153 - Employment of aliens not having legal residence—Prohibition	(a) No employer shall knowingly employ an alien not having legal residence in the United States. (1) No employer shall employ, directly or through an agent, an alien whom a reasonable investigation would have shown that he had no legal residence in the country. (2) No person, acting as agent for an employer or employee, shall refer to an employer a person to be employed whom a reasonable investigation would have shown that he had no legal residence in the country. (3) An investigation may be considered reasonable to exempt a person from the penalties of this section, whenever there are requested, obtained and inspected, for the purpose of verifying if a prospective employee is legally in the country, the following documents: (A) Birth Certificate. (B) Document issued by the corresponding American Consulate or the United States Immigration and Naturalization Service authorizing him to work. (C) Selective Service Registration Certificate. (b) The preceding provisions shall not prevent civil actions against an employer and/or agent for violations to subsection (a) of this section and if substituted by an alien without legal residence in the United States of America, any workman who has been discharged from employment without a just cause founded in actions which are personally chargeable, such as his conduct and efficiency on his work, shall be entitled to reinstallation in his employment, and to receive the wages uncollected owing to such action of his employer and he may use for his claim the summary procedure established by §§ 3118—3132 of Title 32. (c) Sections 153 and 154 of this title shall not apply to any employer who employs aliens who may have previous authorization from the United States Immigration and Naturalization Service to work temporarily in the country. (d) The Secretary of Labor and Human Resources shall see to the application of §§ 153 and 154 of this title, and shall be empowered to adopt the regulations he may deem necessary for its better administration. History —May 29, 1973, No. 48, p. 124, § 1; June 30, 1975, No. 106, p. 320, §§ 1—3, 5, eff. 30 days after June 30, 1975.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/154/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 154 - Employment of aliens not having legal residence—Penalties	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 154 - Employment of aliens not having legal residence—Penalties	Violation of any of the provisions of §§ 153 and 154 of this title shall be a misdemeanor and the first violation shall be punished by a minimum fine of two hundred dollars ($200), or by imprisonment in jail for a term of ninety (90) days, or both, in the discretion of the court and subsequent violations by a minimum fine of four hundred dollars ($400) or by imprisonment in jail for a term of six (6) months, or both, in the discretion of the court. History —May 29, 1973, No. 48, p. 124, § 2; June 30, 1975, No. 106, p. 320, § 4, eff. 30 days after June 30, 1975.
https://law.justia.com/codes/puerto-rico/title-twenty-nine/part-i/chapter-7/155/	PR	Justia›US Law›US Codes and Statutes›Laws of Puerto Rico›2023 Laws of Puerto Rico›TITLE TWENTY-NINE - Labor (§§ 1 — 3004)›PART I - Labor Provisions Generally (§§ 1 — 510k)›Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854)›§ 155 - Sexual harassment in employment—Declaration of public policy	2023 Laws of Puerto Rico › TITLE TWENTY-NINE - Labor (§§ 1 — 3004) › PART I - Labor Provisions Generally (§§ 1 — 510k) › Chapter 7 - Protection of Employees’ Rights (§§ 131 — 10854) › § 155 - Sexual harassment in employment—Declaration of public policy	This Legislature resolves and declares as the public policy of the Commonwealth of Puerto Rico that sexual harassment in employment is a type of sexual discrimination and, as such, constitutes an illegal and undesirable practice that goes against the established constitutional principle that the dignity of a human being is inviolable. It is the intention of this Legislature to prohibit sexual harassment in employment, to impose responsibilities and fix penalties. —Apr. 22, 1988, No. 17, p. 76, § 1, eff. 60 days after Apr. 22, 1988. History