Title 24, Labor

(a) Any person claiming to be aggrieved by an alleged unlawful employment practice or discrimination may file with the department a verified complaint in writing which shall state the name and address of the person, employer, or employment agency alleged to have committed the unl…

(a) After the filing of any accusation, an investigation shall be made and an attempt to eliminate such practice or discrimination shall be made as provided in section 402 of this title, unless such attempt has previously been made. (b) In case of failure to eliminate such practi…

If the department finds, after hearing, that a respondent has engaged in any unlawful employment practice or discrimination, as defined in this chapter, the department shall state its findings of fact and shall issue and cause to be served on such respondent an order requiring su…

The department shall make such rules and regulations, with the approval of the Governor, not inconsistent with this chapter, for the carrying out of the provisions of this chapter and for the efficient enforcement thereof.

(a) Any person aggrieved by a final order of the department granting or denying in whole or in part the relief sought may obtain a review of such order by filing in a court of competent jurisdiction, within 30 days of its issuance, a written petition praying that such decision of…

The department may petition any court of competent jurisdiction for the enforcement of any order issued pursuant to this chapter and for appropriate temporary relief or restraining order and shall certify and file in the court a transcript of the record in the proceedings, includ…

The commencement of proceedings under sections 407 or 408 of this title shall not operate as a stay of the department's order, unless specifically ordered by the court.

Nothing contained in this chapter shall be construed to conflict with the laws relating to child labor, nor to prohibit the establishment and maintenance of bona fide occupational qualifications, nor to prevent the termination or change of the employment of any person who is unab…

Whoever shall wilfully resist, prevent or interfere with the department or any of its agents or representatives in the performance of duties pursuant to this chapter, or who shall, in any manner, wilfully violate an order of the department, shall be fined not more than $200 for t…

For the purposes of this chapter, the term “employer” includes individuals, corporations, other legal entities, and all departments, offices, boards, institutions, branches, independent instrumentalities, and other agencies of the Government of the Virgin Islands.

(a) “Applicant” means any person a private employer, public employer, or a public employer’s agent, vendor, or contractor considers when identifying potential employees through any means including, but not limited to recruitment, solicitation, or seeking personal information, or …

(a) Any employer who violates this subchapter may be subject to an action by the applicant to recover actual damages from that person or $200, whichever is greater, plus costs and reasonable attorney’s fees as a civil penalty. (b) The remedies under this section are in addition t…

(1) As used in this chapter:(1) “Advance notification” means a written declaration by an employer, in a form and manner prescribed by the Commissioner that a plant closing, mass layoff or relocation will occur.(2) “Affected employees” means an employee who may reasonably be expec…

(a) (1) Every employer with fewer than 1,000 employees who is closing a facility or planning a relocation or other action that results or will result in an employment loss shall at least 90 days before such action give advance notification to the Commissioner, any affected employ…

(a) (1) No later than one pay period the termination, the employer shall pay every affected employee a severance payment equal to one week's pay for every year of service with the employer. Severance pay for service in months over a year must be prorated accordingly; but a labor …

(a) Employees affected by a plant closing must be given permanent preference in hiring and employment at other work places of the employer. Any employee who is so rehired or employed must be granted seniority as determined on the date of termination of employment. (b) The Commiss…

Employees affected by a plant closing shall have the right of first refusal to purchase an affected facility within 90 days of the employer's notice to close the facility as provided by section 472 of this chapter. If the employees do not elect to purchase the facility the Govern…

(a) Any employer who willfully violates any provision of this chapter or any rule or regulation issued under this chapter is guilty of a misdemeanor and is subject to a fine of not less than $100 and not more than $3000 for every affected employee. (b) Any employer who has been a…

In addition to any other penalties prescribed by law, the Attorney General may bring action in any court in the Virgin Islands to restrain violations of this chapter.

The Commissioner may adopt such rules and regulations, consistent with the provisions of this chapter, pursuant to the provisions of Title 3, chapter 35, Virgin Islands Code, as may be necessary to effectuate the purposes of this chapter.

This chapter may be cited and shall be known as the “Youth Transitional Employment Act.”

The purpose of this chapter is to provide for an employment program in the 11th and 12th grades of high school, for a period of one (1) year to assist young individuals who need and can benefit from an employment program immediately upon graduation from high school or a recognize…

There is established within the Department of Labor a program to be called the “Youth Transitional Employment Program”. For the purpose of this chapter and unless the definition clearly indicates otherwise, “Commissioner” means the Commissioner of the Virgin Islands Department of…

(1) To become a participant in the Youth Employment Transitional Employment Program, a person must be an eligible youth who—(1) is domiciled in the Virgin Islands;(2) is an 11th or 12th grader in an accredited high school or has graduated from an accredited high school or institu…

(1) The Commissioner shall prescribe specific standards and procedures for the department's screening and selection of applicants for the Youth Transitional Employment Program. The rules shall also provide for the interviewing of each applicant for the purpose of—(1) determining …

(a) No individual may be enrolled in the Youth Transitional Employment Program for more than three years. (b) Enrollment in the Youth Transitional Employment Program shall not relieve any individual of obligations under the Military Selective Service Act (50 U.S.C. App. 451 et se…

(a) (1) The Commissioner may make agreements with local agencies, organizations and private businesses for participation in the Youth Transitional Employment Program. The Youth Transitional Program shall be designed and administered so as to provide enrollees with vocational trai…

(a) (1) An employer may be paid its share under Title 33, Chapter 111, section 3092, Virgin Islands Code, on behalf of an eligible enrollee employed by such employer and participating in a program of transitional employment offered by that employer only if the program is approved…

(a) The Commissioner shall make quarterly payments to an employer participating in an approved program of employment under this act. Subject to Title 33, Chapter 111, section 3092 of this code, the amount paid to an employer on behalf of an enrollee for any period of time shall b…

This chapter may be cited as the Worker Freedom Act.

(a) For purposes of this chapter—(a) “Employee” means any person engaged in service to an employer in a business of the employer.(b) “Employer” means persons or entities engaged in business that has employees, including the local government and semi-autonomous agencies.(c) “Polit…

(a) No employer or employer's agent, representative or designee may require its employees to attend an employer-sponsored meeting or participate in any communications with the employer or its agents or representatives for the purpose of communicating the employer's opinion about …

(a) Nothing in this chapter prohibits a religious or political organization from requiring its employees to attend an employer-sponsored meeting or to participate in any communications with the employer or its agents or representatives, the primary purpose of which is to communic…

Any aggrieved employee may enforce the provisions of this chapter by means of a civil action brought no later than ninety days after the date of the alleged violation. The court, in its discretion, may award actual economic damages, including attorneys' fees and costs, or any oth…