§ 701. Order on employer to pay employee's loan carrying excessive interest rate; penalty for payment.
(a) No employer in this State shall knowingly pay any warrant or order due any person for borrowed money where more than the
lawful rate of interest has been received or charged for the money borrowed.
(b) Any employer, whether an individual, member of a firm, agent or officer of a corporation, who shall knowingly violate
this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation. A civil
penalty claim may be filed in any court of competent jurisdiction.
25 Del. Laws, c. 233, §§ 1-3; Code 1915, § 4129; Code 1935, § 4617; 19 Del. C. 1953, § 702; 57 Del. Laws, c. 137; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 4.;
§ 702. Payment of wages for railroad employees every 2 weeks.
(a) Every corporation or joint stock association operating a steam, electric or diesel surface railroad or engaged in the
sleeping car business and every person carrying on such a business, by lease or otherwise, shall pay to each employee every
2 weeks the wages earned to a day not more than 14 days prior to the date of such payment. This section shall not apply to
any person employed in a bona fide executive, administrative or professional capacity.
(b) Every corporation or joint stock association or person carrying on such a business by lease or otherwise who knowingly
does not pay the wages of all its or that person's employees in accordance with this section, and the officers of such corporation
or joint stock association who knowingly permit a corporation or joint stock association to violate this section by failing
to pay the wages of any of its employees, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000
for each violation. A civil penalty claim may be filed in any court of competent jurisdiction.
19 Del. C. 1953, § 703; 52 Del. Laws, c. 107; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 5; 70 Del. Laws, c. 186, § 1.;
§ 703. Employment of strike breakers.
(a) It shall be unlawful for any person, firm or corporation, not directly involved in a labor strike or lockout, to recruit
any person or persons for employment or to secure or offer to secure for any person or persons any employment, when the purpose
of such recruiting, securing or offering to secure employment is to have such persons take the place in employment of employees
in an industry where a labor strike or a lockout involving a recognized labor organization exists; provided, that this section
shall not apply to the Delaware State Employment Service or the United States Employment Service or to any person, firm or
corporation engaged in the production, handling or the processing of agricultural commodities.
(b) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(c) No person, firm or corporation recruiting persons for employment shall be subject to the penalties imposed by this section,
unless the labor organization involved in said labor strike or lockout gives actual notice to said person, firm or corporation
of the existence of said labor strike or lockout.
19 Del. C. 1953, § 704; 53 Del. Laws, c. 78; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 6.;
§ 704. Polygraph, lie detector or similar test or examination prohibited as condition of employment or continuation of employment;
definitions; jurisdiction; penalty; exclusion.
(a) As used in this section, "person" includes any individual, corporation, partnership, firm, association and the State or
any agency or political subdivision thereof, except as noted in subsection (d) of this section.
(b) No person, nor any agent or representative of a person, shall require, request or suggest that any employee or prospective
employee take or shall cause, directly or indirectly, any employee or prospective employee to take a polygraph, lie detector
or similar test or examination as a condition of employment or continuation of employment.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(d) This section shall not apply to any polygraph, lie detector or similar test or examination administered by any law-enforcement
agency in the performance of official duties which shall include police officer applicant background investigations.
(e) As used in this section, the term "lie detector" shall include, but shall not be limited to, any electromechanical device
which records or analyzes vocally produced sound frequency variations associated with stress for the purpose of determining
the truth of any oral statement.
(f) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the department pursuant to this section, or because the employee has caused to be instituted or
is about to cause to be instituted any proceedings under this section, or has testified or is about to testify in any such
proceedings, shall be deemed in violation of this section and shall be subject to a civil penalty of not less than $1,000
nor more than $5,000 for each violation.
19 Del. C. 1953, § 705; 55 Del. Laws, c. 357; 62 Del. Laws, c. 95, § 1; 66 Del. Laws, c. 107, §§ 1, 2; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 7; 70 Del. Laws, c. 186, § 1; 70 Del. Laws, c. 460, § 1.;
§ 705. Notice of monitoring of telephone transmissions, electronic mail and Internet usage.
(a) As used in this section, "employer" includes any individual, corporation, partnership, firm or association with a place
of business in Delaware and the State of Delaware or any agency or political subdivision thereof.
(b) No employer, nor any agent or any representative of any employer, shall monitor or otherwise intercept any telephone conversation
or transmission, electronic mail or transmission, or Internet access or usage of or by a Delaware employee unless the employer
either:
(1) Provides an electronic notice of such monitoring or intercepting policies or activities to the employee at least once
during each day the employee accesses the employer-provided e-mail or Internet access services; or
(2) Has first given a 1-time notice to the employee of such monitoring or intercepting activity or policies. The notice required
by this paragraph shall be in writing, in an electronic record, or in another electronic form and acknowledged by the employee
either in writing or electronically.
The notice required by this subsection shall not apply to activities of any law enforcement officer acting under the order
of a court issued pursuant to Chapter 24 of Title 11.
(c) Whoever violates this section shall be subject to a civil penalty of $100 for each such violation. A civil penalty claim
may be filed in any court of competent jurisdiction.
(d) The provisions of this section shall not be deemed to be an exclusive remedy and shall not otherwise limit or bar any
person from pursuing any other remedies available under any other law, state or federal statute, or the common law. The violations
of this section by an employer shall not be admitted into evidence for the purpose of, or used as, a defense to criminal liability
of any person in any Court in this State.
(e) The provisions of this section shall not apply to processes that are designed to manage the type or volume of incoming
or outgoing electronic mail or telephone voice mail or Internet usage, that are not targeted to monitor or intercept the electronic
mail or telephone voice mail or Internet usage of a particular individual, and that are performed solely for the purpose of
computer system maintenance and/or protection.
73 Del. Laws, c. 148, § 1; 73 Del. Laws, c. 403, §§ 1, 2.;
§ 706. Continuation of labor contracts despite merger or other business combination.
(a) Notwithstanding any other provisions of this Code, no merger, consolidation, sale of assets or business combination shall
result in the termination or impairment of the provisions of any labor contract covering persons engaged in employment in
this State and negotiated by a labor organization or by a collective bargaining agent or other representative. Notwithstanding
such merger, consolidation, sale of assets or business combination, such labor contract shall continue in effect until its
termination date or until otherwise agreed by the parties to such contract or their legal successors.
(b) For purposes of this section:
(1) "Business combination" includes any merger, consolidation, joint venture, lease, sale, dividend exchange, mortgage, pledge,
transfer or other disposition (in 1 transaction or a series of transactions) whether with a subsidiary or otherwise; and
(2) "Employment" shall have the meaning set forth in § 3302(10)(H) and (I) of this title.
(c) In the event that any such employee is denied or fails to receive wages, benefits or wage supplements as a result of a
violation of this section, and in addition to injunctive or other relief provided by law, the provisions of Chapter 11 of
this title shall be applicable to secure recovery against the merged or consolidated corporation or the resulting corporation,
notwithstanding anything contained therein or elsewhere to the contrary. The remedies provided for herein shall be available
against any of the parties to such merger, consolidation, sale of assets or business combination.
66 Del. Laws, c. 220, § 1.;
§ 707. Meal breaks.
(a) An employer must allow an employee an unpaid meal break of at least 30 consecutive minutes, if the employee works 7 1/2
or more consecutive hours. The meal break must be given some time after the 1st 2 hours of work and before the last 2 hours.
However, this rule does not apply to any professional employee certified by the State Board of Education and employed by a
local school board to work directly with children. Also, it does not apply where there is a collective bargaining agreement
or other written employer-employee agreement providing otherwise. Further, the Secretary of Labor shall issue rules for granting
exemptions in cases where:
(1) Compliance would adversely affect public safety;
(2) Only 1 employee may perform the duties of a position;
(3) An employer has fewer than 5 employees on a shift at a single place of business (in which case the exemption applies only
to that shift); or
(4) The continuous nature of an employer's operations, such as chemical production or research experiments, requires employees
to respond to urgent or unusual conditions at all times and the employees are compensated for their meal break periods.
(b) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the Department of Labor pursuant to a violation of this section, or because the employee caused
to be instituted or is about to cause to be instituted any proceedings under this section, or has testified or is about to
testify in any such proceedings shall be deemed in violation of this section.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. Jurisdiction of violations of this subchapter shall be in any court of competent jurisdiction.
68 Del. Laws, c. 357, § 1; 69 Del. Laws, c. 294, §§ 8, 9; 70 Del. Laws, c. 186, § 1.;
§ 708. Special employment practices relating to health care and child care facilities.
(a) Definitions. --
(1) "Child care facility" means any child care facility which is required to be licensed by the Department of Services for
Children, Youth, and Their Families.
(2) "Direct access" means the opportunity to have personal contact with persons receiving care during the course of one's
assigned duties.
(3) "Health care facility" means any custodial or residential facility where health, nutritional or personal care is provided
for persons, including nursing homes, hospitals, home health care agencies, and adult day care facilities.
(4) "Person seeking employment" means any person applying for employment in a health care facility or child care facility
that affords direct access to persons receiving care at such a facility, or a person applying for licensure to operate a child
care facility.
(b) Service letter. --
(1) No employer who operates a health care facility and/or child care facility, or provides health, nutritional or personal
care in such a facility, shall hire any person seeking employment without obtaining 1 or more service letters regarding that
person, provided such person has been previously employed. The service letter(s) obtained must include a service letter from
the person's current or most recent previous employer. In addition, if a person seeking employment was employed in a health
care facility and/or child care facility within the past 5 years, the employer shall also obtain a service letter from such
employer(s). If the person seeking employment has not been previously employed, or was self-employed, then the employer must
require the person to provide letters of reference from 2 adults who are familiar with the person, but who are not relatives
of the person.
(2) For purposes of this subsection, the required "service letter" shall be a form provided by the Department of Labor. The
form shall be signed by the current or previous employer and shall contain information about the type of work performed by
the employee, the duration of the employment, the nature of the employee's separation from employment and any reasonably substantiated
incidents involving violence, threat of violence, abuse, or neglect, by the person seeking employment toward any other person,
including any disciplinary action taken as a result of such conduct.
(3) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person authorizes a full release for the employer to obtain any and all information
pertaining to the facts of the person's current or previous employment.
(4) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person attests that the information given in the application represents a full and
complete disclosure of the person's current and previous employment and that all information contained in the employment application
is true and complete to the best of the knowledge and belief of the person seeking employment. In addition, the application
shall contain a written acknowledgment by the person that the person understands that failure to provide a full and complete
disclosure of all information required under this section is a violation of subsection (9) of this section and that such failure
shall result in civil penalties of not less than $1,000 nor more than $5,000 for such violation. Full and complete disclosure
by a person seeking employment includes listing all current and previous employers contemplated in subsection (b)(1) of this
section. If the person seeking employment was employed by a temporary agency, the person shall list on the employment application
the temporary agency and all employers for which the person did temporary work pursuant to such employment. Any employer who
does not obtain such signed statements from such person shall be subject to a civil penalty of not less than $1,000 nor more
than $5,000 for each violation.
(5) Any employer who receives a written request for a service letter from any other employer for the purpose stated above
shall provide that service letter. The service letter shall be provided within 10 business days from the date the request
is received. Any employer who fails or refuses to provide such service letter, or who fails to make a full and complete disclosure
of information, as required, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for such violation.
(6) Notwithstanding the provisions of subsection (1) of this section, when exigent circumstances exist, and an employer covered
under subsection (b)(1) of this section must fill a position in order to maintain the required level of service, the employer
may hire a person seeking employment on a conditional basis pending the receipt of the required service letter(s). The continued
employment of such person pursuant to this subsection shall be contingent upon the receipt of the required service letter(s).
In addition, the person hired pursuant to this subsection shall be informed, in writing, and shall acknowledge, in writing,
that the person's continued employment is contingent upon the receipt of the required service letter(s).
(7) An employer covered under subsection (b)(1) of this section shall make a good faith attempt to locate the previous employer(s)
identified in the employment application of the person seeking employment and to obtain the service letter(s) from each such
employer. The burden of proof to demonstrate a good faith attempt shall rest with the employer. Any such employer who hires
a person seeking employment without obtaining the required service letter(s) and/or who has not made a good faith attempt
to obtain such service letter(s) shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation.
(8) Any individual who falsifies such service letter or who fails to make a full and complete disclosure of all required information
on the service letter shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(9) Any individual who fails to make a full and complete disclosure of past employment information on the employment application
shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(10) An employer or any person acting on behalf of an employer who discloses information about a current or former employee
pursuant to subsection (b)(2) of this section is immune from civil liability for such disclosure and its consequences and
may not be made the subject of any legal action for libel, slander or defamation by the current or former employee. Further,
notwithstanding any provisions to the contrary, no employer or person seeking employment who has made a good faith effort
to comply with the requirements of this section shall be deemed to be liable for any violation of said provisions.
(11) The Department of Labor shall be the only party which can seek enforcement of a civil penalty under this section.
(c) Temporary agencies. -- Any temporary agency responsible for providing temporary employees to a health care facility or
child care facility, when such employees qualify as "persons seeking employment" for purposes of subsection (a)(1) of this
section, is considered an employer and is responsible for complying with the requirements of this section.
71 Del. Laws, c. 200, § 1; 70 Del. Laws, c. 186, § 1.;
§ 709. Employment information.
(a) An employer or any person employed by the employer who discloses information about a current or former employee's job
performance to a prospective employer is presumed to be acting in good faith; and unless lack of good faith is shown, is immune
from civil liability for such disclosure or its consequences. For purposes of this section, the presumption of good faith
may be rebutted upon a showing that the information disclosed by such employer was knowingly false, was deliberately misleading
or was rendered with malicious purpose; or that the information was disclosed in violation of a nondisclosure agreement, or
was otherwise confidential according to applicable federal, State or local statute, rule or regulation.
(b) For purposes of this section, the word "information" includes:
(1) Information about an employee's or former employee's job performance or work-related characteristics;
(2) Any act committed by such employee which would constitute a violation of federal, State or local law; or
(3) An evaluation of the ability or lack of ability of such employee or former employee to accomplish or comply with the duties
or standards of the position held by such employee or former employee.
70 Del. Laws, c. 367, § 1; 71 Del. Laws, c. 200, § 1.;
§ 701. Order on employer to pay employee's loan carrying excessive interest rate; penalty for payment.
(a) No employer in this State shall knowingly pay any warrant or order due any person for borrowed money where more than the
lawful rate of interest has been received or charged for the money borrowed.
(b) Any employer, whether an individual, member of a firm, agent or officer of a corporation, who shall knowingly violate
this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation. A civil
penalty claim may be filed in any court of competent jurisdiction.
25 Del. Laws, c. 233, §§ 1-3; Code 1915, § 4129; Code 1935, § 4617; 19 Del. C. 1953, § 702; 57 Del. Laws, c. 137; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 4.;
§ 702. Payment of wages for railroad employees every 2 weeks.
(a) Every corporation or joint stock association operating a steam, electric or diesel surface railroad or engaged in the
sleeping car business and every person carrying on such a business, by lease or otherwise, shall pay to each employee every
2 weeks the wages earned to a day not more than 14 days prior to the date of such payment. This section shall not apply to
any person employed in a bona fide executive, administrative or professional capacity.
(b) Every corporation or joint stock association or person carrying on such a business by lease or otherwise who knowingly
does not pay the wages of all its or that person's employees in accordance with this section, and the officers of such corporation
or joint stock association who knowingly permit a corporation or joint stock association to violate this section by failing
to pay the wages of any of its employees, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000
for each violation. A civil penalty claim may be filed in any court of competent jurisdiction.
19 Del. C. 1953, § 703; 52 Del. Laws, c. 107; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 5; 70 Del. Laws, c. 186, § 1.;
§ 703. Employment of strike breakers.
(a) It shall be unlawful for any person, firm or corporation, not directly involved in a labor strike or lockout, to recruit
any person or persons for employment or to secure or offer to secure for any person or persons any employment, when the purpose
of such recruiting, securing or offering to secure employment is to have such persons take the place in employment of employees
in an industry where a labor strike or a lockout involving a recognized labor organization exists; provided, that this section
shall not apply to the Delaware State Employment Service or the United States Employment Service or to any person, firm or
corporation engaged in the production, handling or the processing of agricultural commodities.
(b) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(c) No person, firm or corporation recruiting persons for employment shall be subject to the penalties imposed by this section,
unless the labor organization involved in said labor strike or lockout gives actual notice to said person, firm or corporation
of the existence of said labor strike or lockout.
19 Del. C. 1953, § 704; 53 Del. Laws, c. 78; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 6.;
§ 704. Polygraph, lie detector or similar test or examination prohibited as condition of employment or continuation of employment;
definitions; jurisdiction; penalty; exclusion.
(a) As used in this section, "person" includes any individual, corporation, partnership, firm, association and the State or
any agency or political subdivision thereof, except as noted in subsection (d) of this section.
(b) No person, nor any agent or representative of a person, shall require, request or suggest that any employee or prospective
employee take or shall cause, directly or indirectly, any employee or prospective employee to take a polygraph, lie detector
or similar test or examination as a condition of employment or continuation of employment.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(d) This section shall not apply to any polygraph, lie detector or similar test or examination administered by any law-enforcement
agency in the performance of official duties which shall include police officer applicant background investigations.
(e) As used in this section, the term "lie detector" shall include, but shall not be limited to, any electromechanical device
which records or analyzes vocally produced sound frequency variations associated with stress for the purpose of determining
the truth of any oral statement.
(f) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the department pursuant to this section, or because the employee has caused to be instituted or
is about to cause to be instituted any proceedings under this section, or has testified or is about to testify in any such
proceedings, shall be deemed in violation of this section and shall be subject to a civil penalty of not less than $1,000
nor more than $5,000 for each violation.
19 Del. C. 1953, § 705; 55 Del. Laws, c. 357; 62 Del. Laws, c. 95, § 1; 66 Del. Laws, c. 107, §§ 1, 2; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 7; 70 Del. Laws, c. 186, § 1; 70 Del. Laws, c. 460, § 1.;
§ 705. Notice of monitoring of telephone transmissions, electronic mail and Internet usage.
(a) As used in this section, "employer" includes any individual, corporation, partnership, firm or association with a place
of business in Delaware and the State of Delaware or any agency or political subdivision thereof.
(b) No employer, nor any agent or any representative of any employer, shall monitor or otherwise intercept any telephone conversation
or transmission, electronic mail or transmission, or Internet access or usage of or by a Delaware employee unless the employer
either:
(1) Provides an electronic notice of such monitoring or intercepting policies or activities to the employee at least once
during each day the employee accesses the employer-provided e-mail or Internet access services; or
(2) Has first given a 1-time notice to the employee of such monitoring or intercepting activity or policies. The notice required
by this paragraph shall be in writing, in an electronic record, or in another electronic form and acknowledged by the employee
either in writing or electronically.
The notice required by this subsection shall not apply to activities of any law enforcement officer acting under the order
of a court issued pursuant to Chapter 24 of Title 11.
(c) Whoever violates this section shall be subject to a civil penalty of $100 for each such violation. A civil penalty claim
may be filed in any court of competent jurisdiction.
(d) The provisions of this section shall not be deemed to be an exclusive remedy and shall not otherwise limit or bar any
person from pursuing any other remedies available under any other law, state or federal statute, or the common law. The violations
of this section by an employer shall not be admitted into evidence for the purpose of, or used as, a defense to criminal liability
of any person in any Court in this State.
(e) The provisions of this section shall not apply to processes that are designed to manage the type or volume of incoming
or outgoing electronic mail or telephone voice mail or Internet usage, that are not targeted to monitor or intercept the electronic
mail or telephone voice mail or Internet usage of a particular individual, and that are performed solely for the purpose of
computer system maintenance and/or protection.
73 Del. Laws, c. 148, § 1; 73 Del. Laws, c. 403, §§ 1, 2.;
§ 706. Continuation of labor contracts despite merger or other business combination.
(a) Notwithstanding any other provisions of this Code, no merger, consolidation, sale of assets or business combination shall
result in the termination or impairment of the provisions of any labor contract covering persons engaged in employment in
this State and negotiated by a labor organization or by a collective bargaining agent or other representative. Notwithstanding
such merger, consolidation, sale of assets or business combination, such labor contract shall continue in effect until its
termination date or until otherwise agreed by the parties to such contract or their legal successors.
(b) For purposes of this section:
(1) "Business combination" includes any merger, consolidation, joint venture, lease, sale, dividend exchange, mortgage, pledge,
transfer or other disposition (in 1 transaction or a series of transactions) whether with a subsidiary or otherwise; and
(2) "Employment" shall have the meaning set forth in § 3302(10)(H) and (I) of this title.
(c) In the event that any such employee is denied or fails to receive wages, benefits or wage supplements as a result of a
violation of this section, and in addition to injunctive or other relief provided by law, the provisions of Chapter 11 of
this title shall be applicable to secure recovery against the merged or consolidated corporation or the resulting corporation,
notwithstanding anything contained therein or elsewhere to the contrary. The remedies provided for herein shall be available
against any of the parties to such merger, consolidation, sale of assets or business combination.
66 Del. Laws, c. 220, § 1.;
§ 707. Meal breaks.
(a) An employer must allow an employee an unpaid meal break of at least 30 consecutive minutes, if the employee works 7 1/2
or more consecutive hours. The meal break must be given some time after the 1st 2 hours of work and before the last 2 hours.
However, this rule does not apply to any professional employee certified by the State Board of Education and employed by a
local school board to work directly with children. Also, it does not apply where there is a collective bargaining agreement
or other written employer-employee agreement providing otherwise. Further, the Secretary of Labor shall issue rules for granting
exemptions in cases where:
(1) Compliance would adversely affect public safety;
(2) Only 1 employee may perform the duties of a position;
(3) An employer has fewer than 5 employees on a shift at a single place of business (in which case the exemption applies only
to that shift); or
(4) The continuous nature of an employer's operations, such as chemical production or research experiments, requires employees
to respond to urgent or unusual conditions at all times and the employees are compensated for their meal break periods.
(b) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the Department of Labor pursuant to a violation of this section, or because the employee caused
to be instituted or is about to cause to be instituted any proceedings under this section, or has testified or is about to
testify in any such proceedings shall be deemed in violation of this section.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. Jurisdiction of violations of this subchapter shall be in any court of competent jurisdiction.
68 Del. Laws, c. 357, § 1; 69 Del. Laws, c. 294, §§ 8, 9; 70 Del. Laws, c. 186, § 1.;
§ 708. Special employment practices relating to health care and child care facilities.
(a) Definitions. --
(1) "Child care facility" means any child care facility which is required to be licensed by the Department of Services for
Children, Youth, and Their Families.
(2) "Direct access" means the opportunity to have personal contact with persons receiving care during the course of one's
assigned duties.
(3) "Health care facility" means any custodial or residential facility where health, nutritional or personal care is provided
for persons, including nursing homes, hospitals, home health care agencies, and adult day care facilities.
(4) "Person seeking employment" means any person applying for employment in a health care facility or child care facility
that affords direct access to persons receiving care at such a facility, or a person applying for licensure to operate a child
care facility.
(b) Service letter. --
(1) No employer who operates a health care facility and/or child care facility, or provides health, nutritional or personal
care in such a facility, shall hire any person seeking employment without obtaining 1 or more service letters regarding that
person, provided such person has been previously employed. The service letter(s) obtained must include a service letter from
the person's current or most recent previous employer. In addition, if a person seeking employment was employed in a health
care facility and/or child care facility within the past 5 years, the employer shall also obtain a service letter from such
employer(s). If the person seeking employment has not been previously employed, or was self-employed, then the employer must
require the person to provide letters of reference from 2 adults who are familiar with the person, but who are not relatives
of the person.
(2) For purposes of this subsection, the required "service letter" shall be a form provided by the Department of Labor. The
form shall be signed by the current or previous employer and shall contain information about the type of work performed by
the employee, the duration of the employment, the nature of the employee's separation from employment and any reasonably substantiated
incidents involving violence, threat of violence, abuse, or neglect, by the person seeking employment toward any other person,
including any disciplinary action taken as a result of such conduct.
(3) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person authorizes a full release for the employer to obtain any and all information
pertaining to the facts of the person's current or previous employment.
(4) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person attests that the information given in the application represents a full and
complete disclosure of the person's current and previous employment and that all information contained in the employment application
is true and complete to the best of the knowledge and belief of the person seeking employment. In addition, the application
shall contain a written acknowledgment by the person that the person understands that failure to provide a full and complete
disclosure of all information required under this section is a violation of subsection (9) of this section and that such failure
shall result in civil penalties of not less than $1,000 nor more than $5,000 for such violation. Full and complete disclosure
by a person seeking employment includes listing all current and previous employers contemplated in subsection (b)(1) of this
section. If the person seeking employment was employed by a temporary agency, the person shall list on the employment application
the temporary agency and all employers for which the person did temporary work pursuant to such employment. Any employer who
does not obtain such signed statements from such person shall be subject to a civil penalty of not less than $1,000 nor more
than $5,000 for each violation.
(5) Any employer who receives a written request for a service letter from any other employer for the purpose stated above
shall provide that service letter. The service letter shall be provided within 10 business days from the date the request
is received. Any employer who fails or refuses to provide such service letter, or who fails to make a full and complete disclosure
of information, as required, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for such violation.
(6) Notwithstanding the provisions of subsection (1) of this section, when exigent circumstances exist, and an employer covered
under subsection (b)(1) of this section must fill a position in order to maintain the required level of service, the employer
may hire a person seeking employment on a conditional basis pending the receipt of the required service letter(s). The continued
employment of such person pursuant to this subsection shall be contingent upon the receipt of the required service letter(s).
In addition, the person hired pursuant to this subsection shall be informed, in writing, and shall acknowledge, in writing,
that the person's continued employment is contingent upon the receipt of the required service letter(s).
(7) An employer covered under subsection (b)(1) of this section shall make a good faith attempt to locate the previous employer(s)
identified in the employment application of the person seeking employment and to obtain the service letter(s) from each such
employer. The burden of proof to demonstrate a good faith attempt shall rest with the employer. Any such employer who hires
a person seeking employment without obtaining the required service letter(s) and/or who has not made a good faith attempt
to obtain such service letter(s) shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation.
(8) Any individual who falsifies such service letter or who fails to make a full and complete disclosure of all required information
on the service letter shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(9) Any individual who fails to make a full and complete disclosure of past employment information on the employment application
shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(10) An employer or any person acting on behalf of an employer who discloses information about a current or former employee
pursuant to subsection (b)(2) of this section is immune from civil liability for such disclosure and its consequences and
may not be made the subject of any legal action for libel, slander or defamation by the current or former employee. Further,
notwithstanding any provisions to the contrary, no employer or person seeking employment who has made a good faith effort
to comply with the requirements of this section shall be deemed to be liable for any violation of said provisions.
(11) The Department of Labor shall be the only party which can seek enforcement of a civil penalty under this section.
(c) Temporary agencies. -- Any temporary agency responsible for providing temporary employees to a health care facility or
child care facility, when such employees qualify as "persons seeking employment" for purposes of subsection (a)(1) of this
section, is considered an employer and is responsible for complying with the requirements of this section.
71 Del. Laws, c. 200, § 1; 70 Del. Laws, c. 186, § 1.;
§ 709. Employment information.
(a) An employer or any person employed by the employer who discloses information about a current or former employee's job
performance to a prospective employer is presumed to be acting in good faith; and unless lack of good faith is shown, is immune
from civil liability for such disclosure or its consequences. For purposes of this section, the presumption of good faith
may be rebutted upon a showing that the information disclosed by such employer was knowingly false, was deliberately misleading
or was rendered with malicious purpose; or that the information was disclosed in violation of a nondisclosure agreement, or
was otherwise confidential according to applicable federal, State or local statute, rule or regulation.
(b) For purposes of this section, the word "information" includes:
(1) Information about an employee's or former employee's job performance or work-related characteristics;
(2) Any act committed by such employee which would constitute a violation of federal, State or local law; or
(3) An evaluation of the ability or lack of ability of such employee or former employee to accomplish or comply with the duties
or standards of the position held by such employee or former employee.
70 Del. Laws, c. 367, § 1; 71 Del. Laws, c. 200, § 1.;
§ 701. Order on employer to pay employee's loan carrying excessive interest rate; penalty for payment.
(a) No employer in this State shall knowingly pay any warrant or order due any person for borrowed money where more than the
lawful rate of interest has been received or charged for the money borrowed.
(b) Any employer, whether an individual, member of a firm, agent or officer of a corporation, who shall knowingly violate
this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation. A civil
penalty claim may be filed in any court of competent jurisdiction.
25 Del. Laws, c. 233, §§ 1-3; Code 1915, § 4129; Code 1935, § 4617; 19 Del. C. 1953, § 702; 57 Del. Laws, c. 137; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 4.;
§ 702. Payment of wages for railroad employees every 2 weeks.
(a) Every corporation or joint stock association operating a steam, electric or diesel surface railroad or engaged in the
sleeping car business and every person carrying on such a business, by lease or otherwise, shall pay to each employee every
2 weeks the wages earned to a day not more than 14 days prior to the date of such payment. This section shall not apply to
any person employed in a bona fide executive, administrative or professional capacity.
(b) Every corporation or joint stock association or person carrying on such a business by lease or otherwise who knowingly
does not pay the wages of all its or that person's employees in accordance with this section, and the officers of such corporation
or joint stock association who knowingly permit a corporation or joint stock association to violate this section by failing
to pay the wages of any of its employees, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000
for each violation. A civil penalty claim may be filed in any court of competent jurisdiction.
19 Del. C. 1953, § 703; 52 Del. Laws, c. 107; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 5; 70 Del. Laws, c. 186, § 1.;
§ 703. Employment of strike breakers.
(a) It shall be unlawful for any person, firm or corporation, not directly involved in a labor strike or lockout, to recruit
any person or persons for employment or to secure or offer to secure for any person or persons any employment, when the purpose
of such recruiting, securing or offering to secure employment is to have such persons take the place in employment of employees
in an industry where a labor strike or a lockout involving a recognized labor organization exists; provided, that this section
shall not apply to the Delaware State Employment Service or the United States Employment Service or to any person, firm or
corporation engaged in the production, handling or the processing of agricultural commodities.
(b) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(c) No person, firm or corporation recruiting persons for employment shall be subject to the penalties imposed by this section,
unless the labor organization involved in said labor strike or lockout gives actual notice to said person, firm or corporation
of the existence of said labor strike or lockout.
19 Del. C. 1953, § 704; 53 Del. Laws, c. 78; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 6.;
§ 704. Polygraph, lie detector or similar test or examination prohibited as condition of employment or continuation of employment;
definitions; jurisdiction; penalty; exclusion.
(a) As used in this section, "person" includes any individual, corporation, partnership, firm, association and the State or
any agency or political subdivision thereof, except as noted in subsection (d) of this section.
(b) No person, nor any agent or representative of a person, shall require, request or suggest that any employee or prospective
employee take or shall cause, directly or indirectly, any employee or prospective employee to take a polygraph, lie detector
or similar test or examination as a condition of employment or continuation of employment.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. A civil penalty claim may be filed in any court of competent jurisdiction.
(d) This section shall not apply to any polygraph, lie detector or similar test or examination administered by any law-enforcement
agency in the performance of official duties which shall include police officer applicant background investigations.
(e) As used in this section, the term "lie detector" shall include, but shall not be limited to, any electromechanical device
which records or analyzes vocally produced sound frequency variations associated with stress for the purpose of determining
the truth of any oral statement.
(f) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the department pursuant to this section, or because the employee has caused to be instituted or
is about to cause to be instituted any proceedings under this section, or has testified or is about to testify in any such
proceedings, shall be deemed in violation of this section and shall be subject to a civil penalty of not less than $1,000
nor more than $5,000 for each violation.
19 Del. C. 1953, § 705; 55 Del. Laws, c. 357; 62 Del. Laws, c. 95, § 1; 66 Del. Laws, c. 107, §§ 1, 2; 67 Del. Laws, c. 260, § 1; 69 Del. Laws, c. 294, § 7; 70 Del. Laws, c. 186, § 1; 70 Del. Laws, c. 460, § 1.;
§ 705. Notice of monitoring of telephone transmissions, electronic mail and Internet usage.
(a) As used in this section, "employer" includes any individual, corporation, partnership, firm or association with a place
of business in Delaware and the State of Delaware or any agency or political subdivision thereof.
(b) No employer, nor any agent or any representative of any employer, shall monitor or otherwise intercept any telephone conversation
or transmission, electronic mail or transmission, or Internet access or usage of or by a Delaware employee unless the employer
either:
(1) Provides an electronic notice of such monitoring or intercepting policies or activities to the employee at least once
during each day the employee accesses the employer-provided e-mail or Internet access services; or
(2) Has first given a 1-time notice to the employee of such monitoring or intercepting activity or policies. The notice required
by this paragraph shall be in writing, in an electronic record, or in another electronic form and acknowledged by the employee
either in writing or electronically.
The notice required by this subsection shall not apply to activities of any law enforcement officer acting under the order
of a court issued pursuant to Chapter 24 of Title 11.
(c) Whoever violates this section shall be subject to a civil penalty of $100 for each such violation. A civil penalty claim
may be filed in any court of competent jurisdiction.
(d) The provisions of this section shall not be deemed to be an exclusive remedy and shall not otherwise limit or bar any
person from pursuing any other remedies available under any other law, state or federal statute, or the common law. The violations
of this section by an employer shall not be admitted into evidence for the purpose of, or used as, a defense to criminal liability
of any person in any Court in this State.
(e) The provisions of this section shall not apply to processes that are designed to manage the type or volume of incoming
or outgoing electronic mail or telephone voice mail or Internet usage, that are not targeted to monitor or intercept the electronic
mail or telephone voice mail or Internet usage of a particular individual, and that are performed solely for the purpose of
computer system maintenance and/or protection.
73 Del. Laws, c. 148, § 1; 73 Del. Laws, c. 403, §§ 1, 2.;
§ 706. Continuation of labor contracts despite merger or other business combination.
(a) Notwithstanding any other provisions of this Code, no merger, consolidation, sale of assets or business combination shall
result in the termination or impairment of the provisions of any labor contract covering persons engaged in employment in
this State and negotiated by a labor organization or by a collective bargaining agent or other representative. Notwithstanding
such merger, consolidation, sale of assets or business combination, such labor contract shall continue in effect until its
termination date or until otherwise agreed by the parties to such contract or their legal successors.
(b) For purposes of this section:
(1) "Business combination" includes any merger, consolidation, joint venture, lease, sale, dividend exchange, mortgage, pledge,
transfer or other disposition (in 1 transaction or a series of transactions) whether with a subsidiary or otherwise; and
(2) "Employment" shall have the meaning set forth in § 3302(10)(H) and (I) of this title.
(c) In the event that any such employee is denied or fails to receive wages, benefits or wage supplements as a result of a
violation of this section, and in addition to injunctive or other relief provided by law, the provisions of Chapter 11 of
this title shall be applicable to secure recovery against the merged or consolidated corporation or the resulting corporation,
notwithstanding anything contained therein or elsewhere to the contrary. The remedies provided for herein shall be available
against any of the parties to such merger, consolidation, sale of assets or business combination.
66 Del. Laws, c. 220, § 1.;
§ 707. Meal breaks.
(a) An employer must allow an employee an unpaid meal break of at least 30 consecutive minutes, if the employee works 7 1/2
or more consecutive hours. The meal break must be given some time after the 1st 2 hours of work and before the last 2 hours.
However, this rule does not apply to any professional employee certified by the State Board of Education and employed by a
local school board to work directly with children. Also, it does not apply where there is a collective bargaining agreement
or other written employer-employee agreement providing otherwise. Further, the Secretary of Labor shall issue rules for granting
exemptions in cases where:
(1) Compliance would adversely affect public safety;
(2) Only 1 employee may perform the duties of a position;
(3) An employer has fewer than 5 employees on a shift at a single place of business (in which case the exemption applies only
to that shift); or
(4) The continuous nature of an employer's operations, such as chemical production or research experiments, requires employees
to respond to urgent or unusual conditions at all times and the employees are compensated for their meal break periods.
(b) Any employer who discharges or in any manner discriminates against an employee because that employee has made a complaint
or has given information to the Department of Labor pursuant to a violation of this section, or because the employee caused
to be instituted or is about to cause to be instituted any proceedings under this section, or has testified or is about to
testify in any such proceedings shall be deemed in violation of this section.
(c) Whoever violates this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation. Jurisdiction of violations of this subchapter shall be in any court of competent jurisdiction.
68 Del. Laws, c. 357, § 1; 69 Del. Laws, c. 294, §§ 8, 9; 70 Del. Laws, c. 186, § 1.;
§ 708. Special employment practices relating to health care and child care facilities.
(a) Definitions. --
(1) "Child care facility" means any child care facility which is required to be licensed by the Department of Services for
Children, Youth, and Their Families.
(2) "Direct access" means the opportunity to have personal contact with persons receiving care during the course of one's
assigned duties.
(3) "Health care facility" means any custodial or residential facility where health, nutritional or personal care is provided
for persons, including nursing homes, hospitals, home health care agencies, and adult day care facilities.
(4) "Person seeking employment" means any person applying for employment in a health care facility or child care facility
that affords direct access to persons receiving care at such a facility, or a person applying for licensure to operate a child
care facility.
(b) Service letter. --
(1) No employer who operates a health care facility and/or child care facility, or provides health, nutritional or personal
care in such a facility, shall hire any person seeking employment without obtaining 1 or more service letters regarding that
person, provided such person has been previously employed. The service letter(s) obtained must include a service letter from
the person's current or most recent previous employer. In addition, if a person seeking employment was employed in a health
care facility and/or child care facility within the past 5 years, the employer shall also obtain a service letter from such
employer(s). If the person seeking employment has not been previously employed, or was self-employed, then the employer must
require the person to provide letters of reference from 2 adults who are familiar with the person, but who are not relatives
of the person.
(2) For purposes of this subsection, the required "service letter" shall be a form provided by the Department of Labor. The
form shall be signed by the current or previous employer and shall contain information about the type of work performed by
the employee, the duration of the employment, the nature of the employee's separation from employment and any reasonably substantiated
incidents involving violence, threat of violence, abuse, or neglect, by the person seeking employment toward any other person,
including any disciplinary action taken as a result of such conduct.
(3) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person authorizes a full release for the employer to obtain any and all information
pertaining to the facts of the person's current or previous employment.
(4) Any employer who is required to obtain a service letter for the purpose stated above shall obtain a statement signed by
the person seeking employment wherein the person attests that the information given in the application represents a full and
complete disclosure of the person's current and previous employment and that all information contained in the employment application
is true and complete to the best of the knowledge and belief of the person seeking employment. In addition, the application
shall contain a written acknowledgment by the person that the person understands that failure to provide a full and complete
disclosure of all information required under this section is a violation of subsection (9) of this section and that such failure
shall result in civil penalties of not less than $1,000 nor more than $5,000 for such violation. Full and complete disclosure
by a person seeking employment includes listing all current and previous employers contemplated in subsection (b)(1) of this
section. If the person seeking employment was employed by a temporary agency, the person shall list on the employment application
the temporary agency and all employers for which the person did temporary work pursuant to such employment. Any employer who
does not obtain such signed statements from such person shall be subject to a civil penalty of not less than $1,000 nor more
than $5,000 for each violation.
(5) Any employer who receives a written request for a service letter from any other employer for the purpose stated above
shall provide that service letter. The service letter shall be provided within 10 business days from the date the request
is received. Any employer who fails or refuses to provide such service letter, or who fails to make a full and complete disclosure
of information, as required, shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for such violation.
(6) Notwithstanding the provisions of subsection (1) of this section, when exigent circumstances exist, and an employer covered
under subsection (b)(1) of this section must fill a position in order to maintain the required level of service, the employer
may hire a person seeking employment on a conditional basis pending the receipt of the required service letter(s). The continued
employment of such person pursuant to this subsection shall be contingent upon the receipt of the required service letter(s).
In addition, the person hired pursuant to this subsection shall be informed, in writing, and shall acknowledge, in writing,
that the person's continued employment is contingent upon the receipt of the required service letter(s).
(7) An employer covered under subsection (b)(1) of this section shall make a good faith attempt to locate the previous employer(s)
identified in the employment application of the person seeking employment and to obtain the service letter(s) from each such
employer. The burden of proof to demonstrate a good faith attempt shall rest with the employer. Any such employer who hires
a person seeking employment without obtaining the required service letter(s) and/or who has not made a good faith attempt
to obtain such service letter(s) shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each
violation.
(8) Any individual who falsifies such service letter or who fails to make a full and complete disclosure of all required information
on the service letter shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(9) Any individual who fails to make a full and complete disclosure of past employment information on the employment application
shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each violation.
(10) An employer or any person acting on behalf of an employer who discloses information about a current or former employee
pursuant to subsection (b)(2) of this section is immune from civil liability for such disclosure and its consequences and
may not be made the subject of any legal action for libel, slander or defamation by the current or former employee. Further,
notwithstanding any provisions to the contrary, no employer or person seeking employment who has made a good faith effort
to comply with the requirements of this section shall be deemed to be liable for any violation of said provisions.
(11) The Department of Labor shall be the only party which can seek enforcement of a civil penalty under this section.
(c) Temporary agencies. -- Any temporary agency responsible for providing temporary employees to a health care facility or
child care facility, when such employees qualify as "persons seeking employment" for purposes of subsection (a)(1) of this
section, is considered an employer and is responsible for complying with the requirements of this section.
71 Del. Laws, c. 200, § 1; 70 Del. Laws, c. 186, § 1.;
§ 709. Employment information.
(a) An employer or any person employed by the employer who discloses information about a current or former employee's job
performance to a prospective employer is presumed to be acting in good faith; and unless lack of good faith is shown, is immune
from civil liability for such disclosure or its consequences. For purposes of this section, the presumption of good faith
may be rebutted upon a showing that the information disclosed by such employer was knowingly false, was deliberately misleading
or was rendered with malicious purpose; or that the information was disclosed in violation of a nondisclosure agreement, or
was otherwise confidential according to applicable federal, State or local statute, rule or regulation.
(b) For purposes of this section, the word "information" includes:
(1) Information about an employee's or former employee's job performance or work-related characteristics;
(2) Any act committed by such employee which would constitute a violation of federal, State or local law; or
(3) An evaluation of the ability or lack of ability of such employee or former employee to accomplish or comply with the duties
or standards of the position held by such employee or former employee.
70 Del. Laws, c. 367, § 1; 71 Del. Laws, c. 200, § 1.;
