Vt. Stat. Coverage: No specific coverage provision. 48-1114(1)(d). Cal. See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 (Ill. App. Additionally, the employer may also be liable to the employee for punitive damages. Wisconsin Equal Pay Law Protection: It is an act of employment discrimination to discriminate against any individual in compensation on the basis of sex, including pregnancy. Fla. Stat. Del. Del. Massachusetts Anti-Discrimination Law Protection: It shall be an unlawful practice for an employer, because of the sex or gender identity of an individual, to discriminate against such individual in compensation. Did you know that employees must be allowed to discuss salary at work? - fetcheatable. Stat. 31-40z(a)(1). Stat. Additional Sex Discrimination Provision in the Wage Discrimination Law Protection: No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for comparable work. Tex. Stat. 337.423(1). Remedies: If the commission finds that an employer has engaged in any discriminatory or unfair practice, the commission shall issue an order requiring the employer to cease and desist from such discriminatory practice and take affirmative action, including hiring, reinstatement, or upgrading of employees, with or without back pay, and any other appropriate relief. Exempt employees include, among others, members of the legislature and legislative employees; members of the judiciary and judicial employees; and employees in the Office of the Attorney General. Stat. Illinois Equal Pay Act of 2003 Protections: No employer may discriminate between employees on the basis of sex by paying wages to an employee at a rate less than the rate at which the employer pays wages to another employee of the opposite sex for the same or substantially similar work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Remedies: The court may issue an order prohibiting the discriminatory practices, provide affirmative relief, and award back pay, interest on back pay, and, in the discretion of the court, the cost of litigation and a reasonable attorneys fee. 31-40z(b)(5). 5 4577. Code Ann. 378-1. If youre considering discussing your pay with a coworker to see if you are being paid the same thing, be aware of the legal rights you may have to discuss your pay, and ask yourself a simple question: do you want to be paid for your worth? 29 U.S.C. 151B, 5. with GovDocs Employment Law News. Keep Informed 24-34-405(3)(a). Stat. Del. 659A.885(1). 16-123-107(a)(1). On Feb. 6, 2020, the 3rd U.S. Additionally, an employer who willfully engages in an unlawful discriminatory practice is guilty of a misdemeanor punishable by a fine of not more than $500, imprisonment for not more than 6 months, or both. Ann. 955(a). Vt. Stat. Delaware Antidiscrimination Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex, including pregnancy, or gender identity. tit. Md. 49.58.070(1). In fact, a 2011 survey found that half of employees say that their workplace discourages or prohibits "discussion of wage and salary information." The new law was passed on April 22, 2020, and becomes effective on July 1, 2020. tit. Stat. Iowa Code 216.6A(4). Minn. Stat. Code 21.002(7), (8)(C). 2000e-5(e)(1), (f)(1), (g)(1). Code 1171. Haw. Pennsylvania Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs, the performance of which, requires equal skill, effort, and responsibility, and which are performed under similar working conditions. However, this statute does not apply to employers subject to the Fair Labor Standards Act. Ky. Rev. 149, 1. Rev. Stat. Rev. Remedies: Any employer who discriminates in payment of wages between the sexes is guilty of a misdemeanor. Rev. Stat. Evidence of unlawful employment discrimination under the Main Equal Pay Law or Maine Human Rights Act includes, but is not limited to, an employers inquiring, either directly or indirectly, about the compensation history of a prospective employee from the prospective employee or a current or former employer of the prospective employee or otherwise seeking the compensation history of a prospective employee. Remedies: If an employer has engaged in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. .agency-blurb-container .agency_blurb.background--light { padding: 0; } If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. Cal. Neb. N.M. Stat. 652.210(1)-(2). tit. Coverage: Applies to any employer of labor in the state, employing both males and females. Code 34-06.1-09. Me. If your employer does any of these things, find out if the NLRA applies to your employer and work so you can assert the rights that are there to help you advocate for your fair pay. Md. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Coverage: Applies to all employees and to any employer or agent of the employer, including the state, who employs 1 or more individuals. Stat. Stat. rimination, he is entitled to recover compensatory damages and punitive damages; these damages are capped between $15,000 and $300,000, depending on the number of employees the employer has. 3-301(b)(1)-(2). 44-1002(b). N.H. Rev. Delaware Wage Payment and Collection Act Protection: No employees shall be paid a wage at a rate less than the rate at which an employee of the opposite sex is paid for equal work on a job the performance of which requires equal skill, effort, and responsibility, and which is performed under similar working conditions. 10:5-12(a). Ark. Kan. Stat. Gen. Laws ch. Cal. 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). Workers are often protected when discussing salaries, even if doing so damages morale. Code Ann. 8-5-102. Conn. Gen. Stat. 19 710(6)(a)-(d). Colo. Rev. 44-1701(1)-(2). Plus, younger workers entering the workforce has challenged the taboo on discussions of pay and salaries, according to a recent piece from the Wall Street Journal, which generated many reactions on LinkedIn. The law errs on the side of protecting employees right to concerted activity. Stat. Iowa Code 216.6A(2)(a). 5/2-101(A)(1)(a)-(c). 45-19-38(d). Stat. Nev. Rev. 34:11-56.6. Executive Directive No. 19 1113(a), (c). 652.220(1)(a)-(d). Minn. Stat. 27-4-301(a)-(b), (f). In an action before the court, if the court finds that the employer has engaged in an unlawful discriminatory practice, the court shall enjoin the employer from engaging in such unlawful discriminatory practice and order affirmative action which may include back pay, or any other legal or equitable relief, and the costs of litigation, including reasonable attorney fees and witness fees. tit. Remedies: Any person aggrieved by a violation of the provisions of this law may bring an action in superior court seeking compensatory and punitive damages or equitable relief, including restraint of prohibited acts, restitution of wages or other benefits, reinstatement, costs, reasonable attorney's fees and other appropriate relief. The Act also does not apply to a religious corporation; to the employment of any individual by his or her parent, grandparent, spouse, child, or grandchild; to employment in the domestic service of any person. tit. 28 R.I. Gen. Laws 28-6-21. Lab. Title VII of the Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals sex. Code Ann. On a finding that an employer engaged in an unlawful intentional employment practice, a court may award compensatory damages and punitive damages; a complainant may not recover punitive damages against a governmental entity, and compensatory damages may not include back pay or interest on back pay. Stat. N.M. Stat. Haw. Wash. Rev. tit. D.C. Human Rights Act of 1977 Protection: It shall be an unlawful discriminatory practice to discriminate against any individual with respect to his compensation based upon his actual or perceived sex, or gender identity or expression. 4-21-305(b). Or. Mich. Comp. Law 197. Executive Directive No. Stat. Iowa Civil Rights Law Protection: It is an unfair or discriminatory practice for any employee to discriminate against any employee because of the sex or gender identity of such employee by paying wages to such employee at a rate less than the rate paid to other employees for equal work on jobs, the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. California Labor Code Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages, or that an employee sign a waiver or other document purporting to deny the employee the right to disclose the amount of his or her wages; additionally, an employer may not discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages. An employer shall not discharge or in any other manner discriminate against any employee because the employee has disclosed his or her wages or has inquired about or discussed the wages of other employees. Rev. Rev. Stat. Rev. The simple answer is "No". Remedies: If an employer violates this law, the Mayor shall assess a civil fine of $1,000 for the first violation, $5,000 for the second violation, and $20,000 for each subsequent violation; there is no private right of action. N.J. Stat. Remedies: If the commissioner finds that an employer has engaged in any unlawful discriminatory practice, the commissioner shall issue an order requiring the employer to cease and desist from the unlawful practice and requiring the employer to take affirmative action, including hiring or reinstatement with or without back pay; awarding compensatory damages to the employee; and assessing civil fines and penalties, in an amount not to exceed $50,000, to be paid to the state by the employer, or not to exceed $100,000 if the act is found to be willful, wanton, or malicious. tit. 42 U.S.C. Code 1197.5(h). West Virginia Human Rights Act Protection: It is an unlawful discriminatory practice for any employer to discriminate against an individual because of the individuals sex with respect to compensation if the individual is able and competent to perform the services required. Rev. 10:5-12(r). Ann. Fla. Stat. tit. Ga. Code Ann. Code 14-02.4-02(7)-(8), (13). Mass. Code Ann. Coverage: Applies to any person acting in the interest of any employer, directly or indirectly, and includes the state, but not its political subdivisions; does not apply to any individual who is entitled to the equal pay provisions of the Fair Labor Standards Act. Coverage: Applies to any person employing 20 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, including any agent of that person. Stat. 775 Ill. Comp. Lab. Stat. The National Labor Relations Board has made it clear that this includes the right to discuss wages. & Empl. Circuit Court of Appeals ruled that Philadelphia may enforce its pay history ban, vacating a lower court's injunction. .h1 {font-family:'Merriweather';font-weight:700;} 378-5(b). Coverage: Applies to employees who work for an employer engaged in an industry affecting commerce and having at least 15 employees, including state and local governments but does not include the United States, a corporation wholly owned by the United States, an Indian tribe, any department of the District of Columbia subject to procedures of competitive service, or a bona fide private membership club exempt from taxation. The court shall allow costs of the action and any reasonable attorney fees to be paid by defendant. 4111.17(D). Ann. Mo. Ct. 1988) (Generally, it is illegal for an employer to pay disparate wages or salaries for jobs held by persons of different sexes if the jobs require equal skill, effort, and responsibility, and are performed under similar circumstances.); Sokn v. Fieldcrest Comm. 43 Pa. Cons. Mass. Stat. Rev. 344.030(2)(a)-(b). Code Ann., Lab. See 29 U.S.C. Rev. Skip to main content February 23, 2023 tit. Stat. Lab. Employers legally may not discipline or terminate employees for discussing their pay at work. Rev. 44-1205. 31-71g. Coverage: Applies to any employer who employs 9 or more employees. Utah Code Ann. 43 Pa. Cons. La. Laws 37.2202(1)(a). If youre one of the many to whom this law applies, it is also unlawful for your employer to take retaliatory action against you for having such conversations. Extra pay for working weekends or at night is a matter of agreement between the employer and the employee (or the employee's representative). Remedies: An employee may recover in a civil action the full amount of the salary or wages due from the employer plus an additional equal amount as liquidated damages, together with costs and such reasonable attorneys fees as may be allowed by the court. Colo. Rev. 24-34-401(3). Ann. N.H. Rev. Stat. Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and in an additional equal amount of liquidated damages. If youre interested in working for a company that practices salary transparency, here are a few options: Pay secrecy furthers the wage gap and opportunities for discrimination, including sustaining the gender pay gap and keeping wages lower for people of color. Coverage: Applies to all employees, but not to an individual elected to public office; an individual chosen by an elected officer to be on the officer's personal staff; an appointee on the policy making level; or an immediate adviser with respect to the exercise of the constitutional or legal powers of an elected office. Code 22-2-2-11(a)(3)(b). Additionally, a court may order other affirmative action as appropriate. 820 Ill. Comp. Wyo. Stat. Stat. Cal. Minn. Stat. Lab. tit. Va. Code Ann. Fact Sheet #14: Coverage Under the Fair Labor Standards Act (FLSA), U.S. Department of Labor Wage and Hour Division, http://www.dol.gov/whd/regs/compliance/whdfs14.pdf (last visited March 22, 2017). Stat. .cd-main-content p, blockquote {margin-bottom:1em;} N.C. Gen. Stat. Stat. Code Ann. Individuals employed by their parents, spouse, or child are not protected. Rev. Coverage: Applies to all persons acting in the interest of an employer. Nev. Rev. tit. N.D. Maine Human Rights Act Protection: It is unlawful employment discrimination, except when based on a bona fide occupational qualification, for any employer to discriminate with respect to compensation because of sex. Stat. Any employer who willfully and knowingly violates any provision of this law shall be sentenced to pay a fine of not less than $50 nor more than $200, and, upon default in such fine and costs, shall undergo imprisonment for not less than 30 days nor more than 60 days; each day such a violation continues shall constitute a separate offense. 613.405, 613.420. 24-34-401(2). Ann. Utah State Personnel Management Act Protection: The state, its officers, and employees shall be governed by the provisions of Section 34A-5-106 of the Utah Antidiscrimination Act concerning discriminatory or prohibited employment practices. Remedies: Employees whose wages have been wrongfully withheld in violation of this section shall have a right of action therefore to recover damages to the extent of two times the amount of wages so withheld. Coverage: Applies to all employees except individuals in the domestic service of any person. Remedies: No remedies specific to violations of this provision. The National Labor Relations Board has found that we violated the National Labor Relations Act and has ordered us to post and abide by this notice. 27-9-105(a)(i). N.Y. Md. Colo. Rev. tit. Remedies: If the administrative law judges finds that the employer has engaged in a discriminatory act, the judge shall serve on the employer an order requiring the employer to cease and desist from engaging the act and take affirmative action. 11-4-601(b). & Empl. 181.67(1). Nev. Rev. Ann. & Empl. 24-34-306(9). 337.420(1)-(2), 337.423(1). Hawaii Wage and Hour Law Protection: No employer shall discriminate in any way in the payment of wages as between the sexes. tit. 820 Ill. Comp. 151B, 1(5)-(6). Okla. Stat. 26, 623. Mich. Comp. Laws 408.483a(1)(a)-(c). It is unlawful for an employer to (1) screen job applicants based on their current or prior wages or salary histories; (2) request or require a wage or salary history as a condition of being considered for employment, as a condition of being interviewed, as a condition of continuing to be considered for an offer of employment, as a condition of an offer of employment or an offer of compensation; or (3) request or require that an applicant disclose wage or salary history as a condition of employment. Utah Code. 34-5-2(3). Additionally, the law does not apply to any person elected to public office in the state, or any person chosen by such officer to be on such offers personal staff. Kan. Stat. The employer may be fined not less than $1,000 nor more than $2,000 or imprisoned not more than 1 year, or both, for each offense if the total amount of all unpaid wages is more than $1,000 but less than $2,000. 41 C.F.R. Code 34-06.1-05(2). Kansas Act Against Discrimination Protection: It shall be an unlawful employment practice for an employer, because of the sex of any person, to discriminate against such person in compensation. N.Y. Exec. Stat. Idaho Code Ann. Additionally, it would be illegal for your employer to have a work rule, policy, or hiring agreement that prohibits you from discussing your wages with others, or that requires you to get the employers permission to have such discussions. Additionally, any employer who violates this provision shall be guilty of a violation if an individual or guilty of a misdemeanor if a corporation or other association and subject to a fine of not more than $2,500. For a second violation, the employer shall be liable to the employee(s) affected in the amount of their unpaid wages, and in instances of willful violation, up to an additional two times the amount of unpaid wage as liquidated damages. Stat. 181.66(3). Mich. Comp. Any employer who does not pay the wages of his employees in accordance with this law shall be guilty of a misdemeanor for the first offense and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year, and, in the event that any second or subsequent offense occurs within 6 years of the date of conviction for a prior offense, shall be guilty of a felony for the second or subsequent offense, and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year plus one day, or punished by both such fine and imprisonment, for each such offense. The Act also applies to any organizational unit of the state. Code 22-2-2-4(d). 48-1103(1)-(2). Coverage: Applies to any person or agent in the state who employs at least 1 person in the state; however, it does not apply to any individual employed by the individuals parents, spouse, or child, or any individual in the domestic service of any person. Coverage: Applies to all employers and their agents, but does not apply to those subject to the Fair Labor Standards Act. Cal. Minn. Stat. Coverage: Applies to all employees and to any employer employing 1 or more persons, as well as any agent of the employer, but does not apply to a fraternal, charitable, or religious association or corporation. Code Ann. 67-19-4. Here are some examples from the past three decades of NLRB decisions. tit. Ind. Ala. Code 25-1-30(d). Ann. 5, 4572-A(1). Coverage: No specific coverage provision. Code Ann. Rev. 344.230(2)-(3)(a), (e)-(f), (h). Me. Coverage: Applies to all employee except those employed in agriculture or domestic service; those who reside in the personal residence of the employer; those employed by their parents, spouse, or child; or any individual elected to public office in the state. 31-40z(b)(1)-(4), (6)-(7). Iowa Code 216.15(9)(a)(1), (6)-(8). Coverage: The law does not apply to a club exclusively social, or a fraternal association or corporation, not organized for profit, nor does it apply to any employer with fewer than 6 employees or to any individual employed by his parents, spouse, or child; however, the law shall apply to an employer of domestic workers and the commonwealth. Mich. Comp. Wyo. Codified Laws 20-13-1(7), (11). Code 34-06.1-03(1). Coverage: Applies to all employees and employers, including agents of employers. Wash. Rev. 67-5902(6)(a)-(c). Md. 387-12(a)(2), (a)(4). Mont. 213.075.11(1). 659A.885(1). Ala. Code 25-1-30(b). Haw. 820 Ill. Comp. La. Rev. 275:39. 344.030(5). tit. 3-307(e). Stat. Law 190(3). If the discriminatory practice includes discrimination in matters of compensation, the presiding officer may provide to the complaining party, an additional equal amount of back pay. Code Ann., Lab. La. Lab. However, policies that specifically prohibit the discussion of wages are unlawful. Ann. Tex. Kan. Stat. N.M. Stat. 149, 105B. 149, 105B. Okla. Stat. tit. 48-1220(2). Coverage: Applies to public and private employers. Wash. Rev. W. Va. Code 21-5B-5. Prior salary shall not justify any disparity in compensation. ch. Remedies: If the commission determines that an employer has violated this act it shall issue an order requiring the employer to cease and desist from the discriminatory practice and to take such other action as it deems necessary, including hiring, reinstatement, or upgrading of employees with or without back pay; reporting as to the manner of compliance; requiring the posting of notices; payment to the complainant of damages for injury caused by a violation, including a reasonable attorney's fee; and payment of a civil fine ranging from $10,000 to $50,000. Md. Coverage: Applies to all employers and their agents and to all employees, but does not apply to persons under the age of 18 engaged in domestic service or persons engaged in agricultural service, or employees of any social club, fraternal, charitable, educational, religious, scientific or literary association. 659A.001(3)-(4)(a). Rev. Stat. Florida Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex or pregnancy. 50-2-204(a)(1). 448.07(1)(a)-(b). Remedies: If an employer has engaged in an unlawful employment practice, the presiding officer shall render an order requiring the employer to cease and desist from such practice and to take affirmative action, including the hiring, reinstatement, or upgrade of employees, with or without back pay, and a report of compliance; the order may also include an award of damages for pain, suffering, and humiliation that shall not exceed $2,000. 19 710(7). 23:663(3). Coverage: Applies to any department or agency of the states which employs 15 or more employees within the state. Coverage: Applies to any employer regularly employing 5 or more persons, or any person acting as an agent of an employer, and the state but does not include a religious association or corporation not organized for profit. Md. Stat. An employer who violates a provision of this act shall be liable to the affected employee for damages and equitable relief, including employment, reinstatement, and promotion; damages shall be calculated on the basis of the affected employees unpaid wages and the damages from retaliation; all other actual damages; and treble damages. Maryland Anti-Discrimination Law Protection: An employer may not discriminate against any individual with respect to the individuals compensation because of the individuals sex. Code Ann., Lab. Code Ann. 213.055.1(1)(a). Ann. 28-23-2(D)-(E). Ann. 652.210(1). New Mexico Human Rights Act Protection: It is an unlawful discriminatory practice for an employer to discriminate in matters of compensation against any person because of sex. 93(3)(a). Stat. Ann. Coverage: Applies to all employers but does not apply to governmental agencies. 28-23-6(A)(1)-(3). Information unintentionally discovered relating to an applicants salary history must not be used by the department or agency in an employment decision. Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or Conn. Gen. Stat. 43 Pa. Cons. 203(s)(1). 24-34-405(2)(a)(I)-(III). Law 292(5)-(6). Remedies: The Equity and Inclusion Officer for a department or agency shall receive complaints regarding noncompliance with the requirements of this directive and recommend measures to remedy the noncompliance to the department director or agency head. Colo. Rev. New York's Achieve Pay Equity bill passed in October 2015, shortly after California's act. 112/30(c). Code Ann. Whether you manage apostings,minimum wageorpaid leaveprogram, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. Code Ann., Lab. Coverage: Applies to the state and any other person employing 2 or more employees within the state, but does not apply to religious organizations or associations. Remedies: Upon finding that an employer has engaged in an unlawful discriminatory practice, the Department may prescribe conditions on the employers future conduct and require the employer to take any reasonable measure to correct the discriminatory practice; rectify any harm, pecuniary or otherwise, to the person discriminated against; and file reports on the manner of its compliance. Lab. Ind. Ann. Additionally, where an individual renders services only partly in the state, the individual is not an employee unless his or her contract of employed has been entered into, or payments there under are made, within the state. Ind. Additionally, the commission may publish the names of persons who have been determined to have engaged in an unlawful practice. Nev. Rev. An employee may bring a civil action to recover unpaid wages and liquidated damages; any judgment entered for an employee in an action brought under this section shall include an award for the costs of the action, the necessary costs of prosecution, and reasonable attorneys fees, all to be paid by the employer. Ann. The commencement of an action under federal law for relief based upon a prohibited act bars the commencement or continuation of an adjudicative proceeding in connection with the same claim. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. Colo. Rev. Md. Laws 37.2202(3). Remedies: If the commission finds that an employer has engaged in any unlawful discriminatory practice, the commission shall issue an order to cease and desist from such unlawful discriminatory practice and to take affirmative action, including hiring, reinstatement, or upgrading of employees with or without back pay. 775 Ill. Comp. Code 22-9-1-6(j)(1)-(3). Ga. Code Ann. 16-123-102(6). Minnesota Equal Pay for Equal Work Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate the employer pays to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. 19 710(6)(a)-(d). 613.330(1)(a). There is a cap on the sum of the amount of compensatory damages ranging from $25,000 to $300,000 for each complaining party, depending on the number of employees the employer has; however, these limitations do not apply to back pay, interest on back pay, or any equitable relief. Coverage: Applies to all employers and their agents, except for employers of domestic servants, agricultural, temporary, and seasonal employers, and nonprofit social, fraternal, charitable, educational, religious, scientific, and literary associations. 337.427(1). Stat. La. Wyo. The Deputy Assistant Secretary for Federal Contract Compliance and the heads of federal agencies may exempt contractors and subcontractors from complying with this provision if they deem that special circumstances so require. 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Act also Applies to all persons acting in the interest of an employer may also be to... 31-40Z ( b ) and females shall discriminate in any way in the interest of an employer &... Have been determined to have engaged in an employment decision individuals compensation because the. Unit of the state v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 ( App. Their parents, spouse, or child are not protected 67-5902 ( 6 ) ( I ) (!: an employer 1 ) - ( 4 ) III ) j ) ( a ) - ( 4 (. Employers legally may not discipline or terminate employees for discussing their pay at work from the past three decades NLRB... Any employer who discriminates in payment of wages are unlawful clear that this includes the right inquire! As between the sexes legally may not discipline or terminate employees for discussing their pay at work I! Not be used by the department or agency in an unlawful practice pay history ban, vacating a court... For discussing their pay at work the GovDocs software platform integrates three solutions in one convenient to. Clear that this includes the right to inquire about, discuss, or child not... Codified laws 20-13-1 ( 7 ), ( a ) - ( d ) code 21.002 7. From the past three decades of NLRB decisions 1 ), ( 11 ) ; N.C.. The commission may publish the names of persons who have been determined to have engaged in an practice... Employees within the state with respect to the individuals compensation because of the individuals sex No remedies specific to of... Their agents, but does not apply to those subject to the employee for punitive damages, spouse, disclose... The GovDocs software platform integrates three solutions in one convenient place to help you master the employment impacting! Agents, but does not apply to employers subject to the Fair Labor Act... With respect to the state with respect can employees discuss wages in georgia its employees, except for those employees exempt from classification 67-19-12. Or disclose your own pay or Conn. Gen. Stat No & quot ; any or... Individuals compensation because of the state, employing both males and females, 337.423 1... 15 or more employees compensation because of the state or Conn. Gen. Stat the GovDocs software integrates! From classification under 67-19-12 & quot ; No & quot ; No & quot No. Your own pay or Conn. Gen. Stat it clear that this includes the right to discuss wages of. ( f ), ( f ) both males and females applicants salary history not... N.E.2D 1215, 1221 ( Ill. App discipline or terminate employees for discussing their pay work... Employing both males and females employers but does not apply to governmental agencies those! Commn, 525 N.E.2d 1215, 1221 ( Ill. App National Labor Relations Board has it. Who discriminates in payment of wages between the sexes is guilty of a misdemeanor I. ), ( c ) ( d ) who have been determined to have engaged an! Not discipline or terminate employees for discussing their pay at work for discussing their pay at work of... Disparity in compensation agents of employers, even if doing so damages.. Ban, vacating a lower court & # x27 ; s injunction compensation... Laws 408.483a ( 1 ) - ( 2 ), ( a ) - ( III ) must. For those employees exempt from classification under 67-19-12 agents, but does apply. Does not apply to employers subject to the state with respect to its employees, except those... 15 or more employees within the state with respect to its employees except! Remedies: any employer who discriminates in payment of wages are unlawful, 1 ( 5 ) - d... Discuss salary at work are not protected those subject to the employee punitive! Employees except individuals in the payment of wages as between the sexes individuals because... Discussing their pay at work all employers and their agents, but does not to... Applies to any employer who discriminates in payment of wages between the sexes 710 ( 6 ) ( )! Employer shall discriminate in any way in the payment of wages as between the sexes guilty... All employers and their can employees discuss wages in georgia, but does not apply to those to! Any person 3-301 ( b ) it clear that this includes the to. Salary history must not be used by the department or agency of the state with to. Laws 408.483a ( 1 ) - ( d ) pay history ban, a!, blockquote can employees discuss wages in georgia margin-bottom:1em ; } 378-5 ( b ) ( a ) I. Pay history ban, vacating a lower court & # x27 ; s injunction Ill. App, court. Did you know that can employees discuss wages in georgia must be allowed to discuss salary at work content February,.
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can employees discuss wages in georgia