Any person, or agent or officer thereof, who, after having discharged an employee from the service of such person or after an employee has voluntarily left such service, by any misrepresentation prevents or attempts to prevent the former employee from obtaining employment, is guilty of a misdemeanor.
Privileges and ImmunitiesReemployment Privileges
Section § 1050
If someone fires an employee or if an employee quits, it's illegal for that person, or their representative, to lie or provide false information to stop the former employee from getting a new job. Doing so is a misdemeanor, which is a type of crime.
discharged employee voluntarily left misrepresentation
Section § 1051
If an employer or their representative requires a potential or current employee to be photographed or fingerprinted as a condition for getting or keeping a job, and then shares that information which could harm that person's employment opportunities, they are committing a misdemeanor, unless specified otherwise in another law.
Except as provided in Section 1057, any person or agent or officer thereof, who requires, as a condition precedent to securing or retaining employment, that an employee or applicant for employment be photographed or fingerprinted by any person who desires his or her photograph or fingerprints for the purpose of furnishing the same or information concerning the same or concerning the employee or applicant for employment to any other employer or third person, and these photographs and fingerprints could be used to the detriment of the employee or applicant for employment is guilty of a misdemeanor.
employment conditions photographs fingerprints
Section § 1052
This law makes it a misdemeanor for someone to knowingly allow or fail to prevent their workers or representatives from breaking specific employment laws.
If a person doesn't take reasonable action to stop these violations, they can be held criminally responsible.
Any person who knowingly causes, suffers, or permits an agent, superintendent, manager, or employee in his employ to commit a violation of sections 1050 and 1051, or who fails to take all reasonable steps within his power to prevent such violation is guilty of a misdemeanor.
misdemeanor employment law violation knowingly permit
Section § 1053
This law allows employers or their representatives to provide a truthful reason for why an employee was fired or left voluntarily, but only if someone specifically asks for it. If a statement includes hidden messages or symbols that convey different information than the words stated, or if the statement was given without being requested, it can be used as initial evidence that the employer might have violated related employment laws.
Nothing in this chapter shall prevent an employer or an agent, employee, superintendent or manager thereof from furnishing, upon special request therefor, a truthful statement concerning the reason for the discharge of an employee or why an employee voluntarily left the service of the employer. If such statement furnishes any mark, sign, or other means conveying information different from that expressed by words therein, such fact, or the fact that such statement or other means of furnishing information was given without a special request therefor is prima facie evidence of a violation of sections 1050 to 1053.
truthful statement employee discharge voluntary departure
Section § 1054
If someone breaks certain rules outlined in sections 1050 to 1052, they can face a lawsuit and have to pay three times the damages to the person harmed. The harmed person can sue even if there's no criminal case against the violator.
In addition to and apart from the criminal penalty provided any person or agent or officer thereof, who violates any provision of sections 1050 to 1052, inclusive, is liable to the party aggrieved, in a civil action, for treble damages. Such civil action may be brought by such aggrieved person or his assigns, or successors in interest, without first establishing any criminal liability under this article.
civil action treble damages violation consequences
Section § 1055
If you work for a public utility company and decide to leave your job, you can ask the company for a letter that details how long you worked there and what kind of work you did. The company is required to provide this information when requested.
Every public utility corporation shall, upon request by any employee leaving its service, give to such employee a letter stating the period of service and the kind of service rendered to the public utility corporation by the employee.
public utility employee service letter service period
Section § 1056
If a public utility company breaks the rules outlined in Section 1055, it commits a misdemeanor. The penalty for each breach is a fine between $50 and $200. The district attorney in the area where the company's main office is located is responsible for collecting this fine.
Every public utility corporation violating Section 1055 is guilty of a misdemeanor punishable by a fine of not less than fifty dollars ($50) nor more than two hundred dollars ($200) for each offense, which fine shall be collected by the district attorney of the county in which the public utility corporation has its principal place of business.
public utility corporation misdemeanor Section 1055 violation
Section § 1057
This law states that Section 1051 does not apply to employees of certain management companies who must be fingerprinted under federal law. This includes employees of diversified or nondiversified management companies and their affiliates, as defined by federal law.
Section 1051 shall not apply to any employee of a diversified or nondiversified management company, as defined in Section 80a-5 of Title 15 of the United States Code, and the affiliates thereof, as defined in Sections 80a-2(a)(2) and 80a-2(a)(3) of Title 15 of the United States Code, who is required to be fingerprinted pursuant to federal law.
diversified management company nondiversified management company fingerprinting requirement
