Nev. Rev. 8-5-104. 1305 Corporate Center Drive Me. Pennsylvania Human Relations Act Protection: It shall be an unlawful discriminatory practice, unless based upon a bona fide occupational qualification, for any employer, because of the sex of any individual, to discriminate against such individual with respect to compensation if the individual is the best able and most competent to perform the services required. 43 Pa. Cons. The court may also allow the prevailing party a reasonable attorneys fee. General Provisions of Delawares Labor Code Protection: It shall be an unlawful employment practice for an employer or an employers agent to: (1) screen applicants based on their compensation histories, including by requiring that an applicants prior compensation satisfy minimum or maximum criteria; (2) seek the compensation history of an applicant from the applicant or a current or former employer. D.C. Code. Stat. 344.030(5). Stat. Illinois Equal Pay Act of 2003 Protection: It is unlawful for any employer to discharge or in any other manner discriminate against any individual for inquiring about, disclosing, comparing, or otherwise discussing the employees wages or the wages of any other employee. Mass. 29 U.S.C. 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. 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. & Empl. Code Ann. .usa-footer .grid-container {padding-left: 30px!important;} Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. Coverage: Applies to all employers, including the state, and all employees. Coverage: Applies to all employees except individuals in the domestic service of any person. 28-1-7(A). Code 34-06.1-05(1). 5/2-101(B)(2). Stat. 387-1. 23:666(A). Del. Nevada General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discriminate against any person with respect to the person's compensation because of his or her sex, gender identity, or gender expression. The Act also applies to any organizational unit of the state. Or. Mont. 5 4577. Mass. 28 R.I. Gen. Laws 28-6-21. Or. The NLRB calls these discussions "protected concerted activity" and defines them as when employees "take action for their mutual aid or protection regarding terms and conditions of employment." Remedies: An employer who violates this law shall be fined no more than $500 nor imprisoned more than 1 year, or both. Del. Mich. Comp. 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. S.C. Code Ann. Codified Laws 60-12-18. Codified Laws 60-12-15. Wage Transparency Law Protection: An employer shall not require, as a condition of employment, that an employee refrain from inquiring about, disclosing, comparing, or otherwise discussing the employees wages or the wages of another employee; or discharge, discipline, interfere with, or otherwise retaliate against an employee who inquires about, discloses, compares, or otherwise discusses the employees wages or the wages of another employee or is believed by the employer to have done so. 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. tit. 8-5-102. Stat. 45-19-38(d). Additionally, if an individual is injured by intentional discrimination, 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. Mo. Remedies: Any employee discriminated against in violation of this section may sue in any court to recover two times the amount of the difference between the wages actually received and the wages received by a person performing equal work for the employer, and for costs, including attorney fees. GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. The court shall, in addition to any judgment awarded to the employee(s), allow a reasonable attorneys fee and cost of the action to be paid by the employer. /*-->*/. Code Ann. Section 2 of the Georgia Security and Immigration Compliance Act of 2006 (Act 457) requires public employers, their contractors and subcontractors to verify the work eligibility of all newly hired employees through an electronic federal work authorization program. Tenn. Code Ann. Stat. Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. 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. 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. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. tit. tit. Activities for mutual aid and protection could include discussions about wages, benefits, treatment from managers, safety issues, and just about anything else that two or more employees might have a stake in. 275:40. 112/30(a-5). W. Va. Code, 21-5E-1(1)-(2). Md. 111.39(c). 2019-10(1). Fla. Stat. Remedies: Any employer who violates this law is guilty of a misdemeanor and shall be punished by a fine of not less than $25.00 nor more than $100.00. Maryland Anti-Discrimination Law Protection: An employer may not discriminate against any individual with respect to the individuals compensation because of the individuals sex. Mich. Comp. Ann. Code Ann., Lab. Mass. Ohio General Anti-Discrimination Law Protection: It is an unlawful discriminatory practice for any employer, because of sex, including pregnancy, to discriminate against that person with respect to any matter directly or indirectly related to employment. W. Va. Code 5-11-10. 659A.001(3)-(4)(a). #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Rev. 40, 198.1. 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. 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). 27-4-303(a). 4112.01(A)(2)-(3). N.J. Rev. Ark. 24-34-306(9). The employer may be fined not less than $500 nor more than $1,000 or imprisoned not more than 6 months, or both, for each offense if the total amount of all unpaid wages is more than $500 but less than $1,000. Coverage: Does not apply to any employer with fewer than 4 persons in his or her employ or to any individual employed by his or her parents, spouse, or child, or in the domestic service of any person. Ann. Stat. In other words, if you lost wages as a result of getting injured, a single attorney. Cal. Colo. Rev. Even if an employee were to post his or her salary on social media, that would also not allow an employer to legally terminate an employee on that basis alone. See Utah Code Ann. 149, 1. 613.310-613.435. 203(s)(1). Lab. D.C. Ann. New York's Achieve Pay Equity bill passed in October 2015, shortly after California's act. Coverage: Applies to the state and any employer employing 6 or more persons within the state but does not apply to any nonprofit corporation or association organized exclusively for fraternal purposes; any school, educational, or charitable religious institution owned or conducted by or affiliated with a church or religious institution; or any exclusively social club, corporation, or association that is not organized for profit. Stat. Another example is an employer decreasing an employee's work hours because he asked his coworkers about their rates of overtime pay. Illinois Human Rights Act Protection: It is a civil rights violation for any employer to act with respect to conditions of employment on the basis of unlawful discrimination. 820 Ill. Comp. Stat. Mo. .h1 {font-family:'Merriweather';font-weight:700;} Coverage: Applies to all employers and their agents, including the state, and to all employees. Remedies: An employer who violates the provisions of this Act shall be liable to the affected employees in the amount of the employee's unpaid wages and reasonable attorney fees and costs. And you may be tempted to just compare numbers. 5, 4613(2)(B)(1), (2), (7), and (8). 363A.29(4)(a). W. Va. Code 21-5E-3(a)(1)-(2). Share your salary and compare it with millions of professionals. N.Y. Stat. 354-A:2(VI)-(VII). Stat. South Carolina Human Affairs Law Protection: It is an unlawful employment practice for an employer to discriminate against an individual with respect to the individuals compensation because of the individuals sex. 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. Mo. 48-1104(1). 21-5E-4(a). Md. 1-13-80(A)(1). Gen. Laws ch. Ann. Stat. Stat. Employers are required to pay employees the same wages if they work similar jobs at different locations within the same county (e.g., if there is more than one business branch). 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. This blog was originally published in April 2014. Executive Directive No. 11-4-607(2). Together, we can close the gender and racial wage gap. 93(3)(a). La. Del. Code 1171. Rev. Ark. And many states have passed pay transparency laws for employees. 112/10(a). Remedies: Any employer who discriminates in payment of wages between the sexes is guilty of a misdemeanor. tit. Michigan Pay Transparency Law Protection: An employer shall not: require as a condition of employment nondisclosure by an employee of his or her wages; require an employee to sign a waiver or other document which purports to deny an employee the right to disclose his or her wages; or discharge, formally discipline, or otherwise discriminate against for job advancement an employee who discloses his or her wages. S.C. Code Ann. Ark. Massachusetts Equal Pay Law 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 information about either the employees own wages, or about any other employees wages. The remedy may include: enjoining the employer from engaging in the discriminatory act; ordering reinstatement with or without back pay; or awarding compensatory damages ranging from $50,000 to $300,000, depending on the number of employees the employer employs. The Act also applies to any employer, including the state, employing 4 or more employees within the state but does not include religious corporations, associations, or societies whether supported, in whole or in part, by government appropriations, except where the duties of the employment pertain solely to activities of the organization that generate unrelated business taxable income subject to taxation under 26 U.S.C. State agencies may not rely upon previously obtained prior salary information in determining an applicants salary. An enterprise is engaged in commerce if it has at least two employees and either (1) has an annual dollar volume of sales or business done of at least $500,000, or (2) is a hospital, business providing medical or nursing care for residents, school, or government agency. Cent. 24-34-402(1)(i). If a court determines the employee is entitled to judgment, the court shall allow against the employer reasonable counsel fees and other costs of the action, as well as prejudgment interest. Mich. Comp. Haw. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. In addition to any judgment awarded to the plaintiff, the court shall allow reasonable attorney. Transparency around salaries can arm marginalised workers and close the wage gap. Stat. Cent. Mich. Comp. Stat. Remedies: Any employer who violates section 4 shall be liable to the employee affected in the amount of their unpaid minimum wages and in an equal additional amount as liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall allow recovery of reasonable attorneys fees and costs of the action. 955(a). 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. A Georgia attorney could advise best, but your question remains open for three weeks. Md. Now is the time to address equity in wages. Remedies: Upon a finding by the Commission that an employer has engaged in an unlawful employment practice, the Commission shall order the employer to cease and desist from the unlawful practice and to take affirmative action including hiring, reinstatement, or upgrading of employees with or without back pay; in appropriate circumstances, attorneys fees may be granted for the employee. 49.58.040(1)(a)-(b). Fla. Stat. 39-3-104(1). South Dakota Equal Pay for Equal Work Law Protection: No employer may discriminate between employees on the basis of sex, by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility, but not to physical strength. 354-A:7(I), 345-A:7(VI)(a). Kansas Minimum Wage and Maximum Hours Law Protection: No employer having employees of both sexes shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate of wages paid 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. Mont. 110/1. Wash. Rev. Gen. Laws ch. 25, 1302(A)(1), 1301(6). 31-40z(d). 8-5-101(5). Kentucky Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which he or she pays any 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, that employs 20 or more employees within the state but does not apply to employment by a parent, spouse, or child; employment in the domestic service of the employer; or employment by a private educational or religious institution or any nonprofit corporation. Code Ann. Code Ann. Iowa Code 216.15(9)(a)(9)(a)-(b). Rev. 48-1223(5). Coverage: Applies to all employers and their agents, including the state. Coverage: The terms employer and employee have the same meanings as in the Fair Labor Standards Act, which applies to all employers, including government agencies, with respect to any of their employees who are engaged in commerce or employed in an enterprise engaged in commerce. Cent. 659 A.029, 659A.030(1)(b). When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. Provisions were found to be unlawful when they interfered with the rights of employees under the National Labor Relations Act, such as the right to discuss wages and working conditions with co-workers. See Utah Code Ann. La. You've likely also thought about how your pay compares to your teammates who are doing the same kind of work. Rev. N.M. Stat. Code Ann. 3-307(e). 820 Ill. Comp. Mont. 775 Ill. Comp. Employees who are involved in interstate commerce include those who: produce goods, make telephone calls to persons located in other states, handle records of interstate transactions, travel to other states on their jobs, and do janitorial work in buildings where goods are produced for shipment outside the State. Tenn. Code Ann. 8, 2011 WL 2533793, at *7 (C.D. Remedies: If an employer has engaged in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Ann. This law does not apply to an employer with respect to the employment of aliens outside the state or to a religious corporation, association, educational institution or society with respect to the employment of individuals of a particular religion, sexual orientation, or gender identity to perform work connected with the activities of the religious entity. 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. Mass. 820 Ill. Comp. 27-4-301(a)-(b), (f). Code Ann., Lab. Code Ann. To study the relationship between pay transparency, turnover, and workplace satisfaction, they selected a group of employees in the University of California system and showed them a website that lists the salaries of all UC employees. 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