Coverage: Applies to any employer within the state, including the state, which employs 1 or more employees whose services are to be partially or wholly performed in the state, but does not apply to a person elected to public office or a person chosen by the officer to be on the officers political staff. Code Ann., State Govt 20-505(a)(1)(i). 49.58.040(2)(a). Tex. 110/1. Code Ann. New Jersey Law Against Discrimination Protection: It is an unlawful employment practice for any employer to take reprisals against any employee for requesting from, discussing with, or disclosing to any other employee or former employee of the employer, a lawyer from whom the employee seeks legal advice, or any government agency information regarding rate of compensation, including benefits, of any employee or former employee of the employer or to require, as a condition of employment, any employee or prospective employee to sign a waiver, or otherwise require an employee or prospective employee to agree, not to make those requests or disclosures. Tenn. Code Ann. An employer may not require an employee to sign a waiver or any other document that purports to deny the employee the right to disclose or discuss the employee's wages; or take any adverse employment action against an employee for inquiring about another employee's wages; disclosing the employee's own wages; discussing another employee's wages if those wages have been disclosed voluntarily; or asking the employer to provide a reason for the employee's wages. 27-9-105(a)(i). 275:36. Ark. Tex. Vt. Stat. 48-1103(1)-(2). 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. 5:12CV120, 2013 WL 524648, at *2 (N.D. W. Va. Feb. 11, 2013). But in the US, many workers still can't talk about pay. Nev. Rev. Code Ann. Applies to all employers, including the state, that employ persons within the state, but does not apply to religious organizations or associations, except those supported in whole or in part by money raised by taxation or public borrowing. Code 1171. Neb. Cal. Remedies: If an employer knew that his or her action violates this provision, an affected employee may bring an action against the employer for injunctive relief and to recover the difference between the wages paid to employees of one sex or gender identity and the wages paid to employees of another sex or gender identity, as well as an additional equal amount as liquidated damages. Remedies: No remedies specific to violations of this provision. Coverage: Applies to all employees and employers, but does not include the District or the federal government. Rev. Any employer who willfully violates any provision of this law shall be punished by a fine of notmore than $500, by imprisonment for not more than 6 months, or both. Keeping pay a secret could allow employers to pay unevenly, saving the company money but keeping people in a culture of secrecy and inequity. OFCCP Rule Implementing Executive Order 13665, Non-Retaliation for Disclosure of Compensation Information Protection: Federal contractors and subcontractors agree to refrain from discharging or otherwise discriminating against employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants. Stat. 50-2-204(b). Coverage: Applies to contractors and subcontractors who hold a federal contract worth more than $10,000, hold Government bills of lading, serve as a depository of Federal funds, or serve as issuing and paying agencies for U.S. savings bonds; however, the regulation does not apply to contractors and subcontractors that are religious corporations, associations, educational institutions, or societies, with respect to the employment of individuals performing work connected with the carrying on by such corporation, association, educational institution, or society of its activities. Del. Cal. 1-13-30(h). An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency. Coverage: Applies to any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee or applicant, including the state and any political subdivision, but excluding the United States government. N.Y. Code 1197.5(1). Stat. 28-23-6(A)(1)-(3). tit. Is it Illegal to Discuss Wages? Although the phrase concerted activities may seem broad, the NLRB has made clear interpretations over the years, resoundingly on the side of employees rights to discuss salary and wages. Why? Together, we can close the gender and racial wage gap. Coverage: Applies to any employer employing 15 or more employees but does not include any religious corporation, association, educational institution, or society which conditions employment opportunities to members of that religious corporation, association, educational institution, or society or to persons who subscribe to its tenets or beliefs. Ann. The employees have spoken. Rev. TheGovDocs Poster Storesimplifies posting compliance for employers with less than 30 locations across all industries, offering a variety of posting products to meet your labor law compliance needs. 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. Ky. Rev. 50-2-204(a)(1). Share your salary and compare it with millions of professionals. Wash. Rev. Idaho Equal Pay Law Protection: No employer shall discriminate between or among employees on the basis of sex by paying wages to any employee at a rate less than the rate at which he pays an employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility. Coverage: Applies to any employer, including the state, who hires or employs any employee, or any person, wherever situated, who hires or employs any employee whose services are to be partially or wholly performed in the state. Ann. 3-301(b)(1)-(2). 613.405, 613.420. Why? Colo. Rev. Affirmative action may include hiring or reinstatement with or without back pay and payment to the employee of damages for an injury, including humiliation and embarrassment, caused by the discriminatory practice, and costs, including a reasonable attorneys fee. Kan. Stat. Keep Informed Codified Laws 60-12-18. N.D. Mont. Executive Order No. & Empl. Coverage: Applies to the state and any employer or agent of the employer employing 6 or more persons within the state but does not include corporations and associations owned and operated by religious or sectarian groups. W. Va. Code 5-11-3(d)-(e). Neb. Stat. Lab. 28 R.I. Gen. Laws 28-6-18(a). The law does not protect persons engaged in domestic service in the home of the employer, in agricultural service, in temporary or seasonal employment, or employees of any social club, fraternal, charitable, educational, religious, scientific, or literary association. Stat. Ann. W. Va. Code 21-5B-1(1). Ark. Stat. 206(d)(1). Although the Act protects union and non-union workers alike, there are limitations. W. Va. Code 5-11-10. 962(c)(1). Stat. Wages of Women and Minors Act Protection: It is against public policy for any employer to employ any woman or minor in an occupation at an oppressive and unreasonable wage. Kentucky Civil Rights Act Protection: It is an unlawful practice for an employer to discriminate against an individual with respect to compensation because of the individuals sex. Okla. Stat. Coverage: Applies to employers of the state or any political subdivision, commission, department, institution, or school district thereof, and every other person who employs a person in the state. To choose not to engage in any of these protected concerted activities. 275:41-b(I)-(II). If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. 3-307(a)(1). tit. Tennessee Human Rights Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of such individuals sex. N.H. Rev. .manual-search-block #edit-actions--2 {order:2;} Code Ann. Rev. 50-2-201(3)-(4). Stat. Mass. 41 C.F.R. WE WILL NOT distribute, maintain, or enforce rules prohibiting you from discussing your wages or other terms or conditions of employment with others. Code Ann. 49.58.040(1)(a)-(b). Mich. Comp. Coverage: Applies to all employees. 8, 2011 WL 2533793, at *7 (C.D. 45-19-38(b), (c)(1). 151B, 5. N.H. Rev. Delaware Antidiscrimination Act Protection: It shall be an unlawful employment practice for an employer to: require as a condition of employment that an employee refrain from inquiring about, discussing, or disclosing his or her wages or the wages of another employee; require an employee to sign a waiver or other document purporting to deny an employee the right to disclose or discuss his or her wages; or discharge, formally discipline, or otherwise discriminate against an employee for inquiring about, discussing, or disclosing his or her wages or the wages of another employee. Code Ann. Neb. 378-5(c). Stat. Or. However, policies that specifically prohibit the discussion of wages are unlawful. 143-422.2. 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. Remedies: An employer that violates this chapter is subject to a civil action for damages, injunctive relief, or any other appropriate relief. Stat. Code Ann., Lab. Utah Code. Neb. Mass. Wyo. 275:38-a(I)(b). 42 U.S.C. & Empl. Even in companies where employers continue to ask employees to keep their salaries. Transparency around salaries can arm marginalised workers and close the wage gap. N.Y. Coverage: Applies to employers with at least 1 employee in the state, with the exception of the state and any employer whose operations are subject to any federal act relating to equal wages for equal work, regardless of sex. Stat. Okla. Stat. 659A.355(1)(a). 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 as liquidated damages. Executive Order No. In addition to any judgment awarded to the plaintiff, the court shall allow costs of action including reasonable attorneys fees. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. S.D. 12571. The court shall allow costs of the action and any reasonable attorney fees to be paid by defendant. Fla. Stat. 275:36. 23:303(A). Stat. Coverage: No specific coverage provision. Me. West Virginia Equal Pay for Equal Work for State Employees Law Protection: No employer shall in any manner discriminate between the sexes in the payment of wages for work of comparable character, the performance of which requires comparable skills or pay wages to any employee at a rate less than the rate other employees of the opposite sex are paid for work of comparable character, the performance of which requires comparable skills. Stat. Govt Code 12965(c). The commission may also assess a civil penalty against the respondent ranging from $10,000 to $50,000. 954(b)-(c). Ark. 760.10(7), (9). The court may also allow the prevailing party a reasonable attorneys fee. 48-1221(1). Ann. Stat. Lab. 49.58.010(5). Minn. Stat. 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. Missouri Equal Pay Law Protection: No employer shall pay any female in his employ at wage rates less than the wage rates paid to male employees in the same establishment for the same quantity and quality of the same classification of work. tit. Code 243(a)-(b). Stat. 11-4-607(2). Per the NLRB, pay secrecy policies may violate the law. Ann. Rev. Stat. Ark. Rhode Island Equal Pay 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 equal work or work on the same operations. Lab. Wyoming Equal Pay Law Protection: No employer shall discriminate between employees on the basis of gender by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite gender for equal work on jobs the performance of which requires equal skill, effort, and responsibility and which are performed under similar working conditions. 44-1704(2). 820 Ill. Comp. Ark. If an employer violates subsection (b-5) or (b-10), the employee may recover in a civil action any damages incurred, special damages not to exceed $10,000, injunctive relief as may be appropriate, and costs and reasonable attorneys fees as may be allowed by the court and as necessary to make the employee whole. 10:5-12(a). 27-9-102(b). The Act also applies to any organizational unit of the state. Remedies: Any employer who violates or fails to comply with requirement of this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for the first offense and not less than $5,000 nor more than $10,000 for each subsequent violation. Remedies: If an employer has engaged in an unlawful discriminatory practice, the Commission shall order the employer to cease and desist and take affirmative action, including hiring or reinstatement, with or without back pay; payment of compensatory damages; payment of reasonable attorney fees; payment of civil penalties ranging from $10,000 to $50,000; and payment of hearing costs. Mich. Comp. Remedies: Any employer who violates the equal pay law is liable to the employee affected in the amount of unpaid wages, and in instances of willful violation, up to an additional equal amount as liquidated damages. S.D. Tenn. Code Ann. Idaho Code Ann. 31-40z(b)(5). 3-301(b)(1)-(2). Minnesota Pay Transparency Law Protection: An employer shall not require nondisclosure by an employee of his or her wages as a condition of employment; require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee's wages; or take any adverse employment action against an employee for disclosing the employee's own wages or discussing another employee's wages which have been disclosed voluntarily. Stat. 613.330(1)(c). Stat. Whenever it appears that any employer is engaged in any act which constitutes or will constitute a violation of this law, the director may bring an action to enjoin the act and to enforce compliance; upon a proper showing, a permanent or temporary injunction or restraining order shall be granted. Govt Code 12940(a). Now is the time to address equity in wages. 45-19-22(5). /*-->*/. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discharge, demote suspend, discriminate, or retaliate against an employee because the employee has inquired about, discussed or disclosed in any manner the wages of the employee or of another employee. New Hampshire Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying employees of one sex at a rate less than the rate paid to employees of the other sex for equal work that requires equal skill, effort, and responsibility and is performed under similar working conditions. Minn. Stat. Colo. Rev. Ann. Stat. Code Ann. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. Ark. Rev. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. Mich. Comp. W. Va. Code. .manual-search ul.usa-list li {max-width:100%;} 290.440.1-2 Missouri Human Rights Law Protection: It is an unlawful employment practice for an employer to discriminate with respect to any individuals compensation because of such individuals sex. Executive Order No. 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). S.C. Code Ann. Rev. Plus, other pay transparency issues have come to light recently, including companies not advertising jobs in Colorado because of a law that requires salary ranges to be included in job postings. At can employees discuss wages in georgia 7 ( C.D or any religious corporation, association, or society #! { order:2 ; } code Ann in wages i ) attorneys fee to be paid by defendant Applies... But does not apply to employment outside the state with respect to employees. N.D. W. 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