Coverage: Applies to any employer or agent of the employer, including the state, who employs 8 or more persons within the state, but does not apply to religious corporations, associations, educational institutions, or societies with respect to employment connected with the carrying on of religious activities. Coverage: Applies to all employers and their agents and to all employees, including unpaid interns, but does not apply to employers who employ a parent, spouse, children, or to domestic servants engaged in work in and about the employers household. Vt. Stat. 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. Tenn. Code Ann. Stat. While the Act does not specifically mention compensation, federal courts and Illinois state courts have allowed plaintiffs to bring sex discrimination claims for unequal compensation under the Act. 2019-10 Protection: State departments and autonomous agencies shall not (a) inquire about a job applicants current or previous salaries unless and until the department or agency first makes a condition offer of employment, including an explanation of proposed compensation; (b) make inquiry of a current or prior employer or search public records databases to ascertain an applicants current or previous salary. If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. Gag rules can open the door to wage suppression and pay inequity, which can have a particularly damaging effect on women and people of color. Rev. Ohio Rev. 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. 31-40z(d). Utah Code Ann. Remedies: If an employer has engaged or is engaging in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Coverage: The law does not apply to family members. Stat. Mo. Code Ann. 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. 659A.001(3)-(4)(a). N.Y. 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. 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. 24-34-405(2)(a)(I)-(III). Tex. Score: 4.5/5 (7 votes) . Tenn. Code Ann. 206(d)(1). Stat. The company is headquartered in St. Paul, Minn. The commission may also assess a civil penalty against the respondent ranging from $10,000 to $50,000. Utah Code Ann. 23:663(3). Applies to men, women, and minors employed in any occupation, trade, or industry, whether compensation is measured by time, piece, or otherwise, but does not include any individual employed as an outside salesman or any individual participating in a national service program using assistance provided under 42 U.S.C. Can an employer in the U.S. create a company policy that prohibits employees from discussing pay rate and salary levels with other employees or (gasp) on social media? Code 1197.5(b)(4). Minn. Stat. Code Ann. Stat. If your boss, manager, supervisor, employee handbook, or any other person or entity at work tells you it is illegal to talk about wages, they may be wrong. The judge shall order any employer found to be in violation this law to pay a civil penalty to the state in addition to compensatory and punitive damages; the judge may also order the employer to pay damages for mental anguish or suffering and reasonable attorney's fees, in addition to punitive damages in an amount not more than $25,000. Stat. 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). Employers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. Clarke-Figures Equal Pay Act Rev. 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. Cent. Remedies: If the commission finds that an employer has engaged in an unlawful discriminatory practice, it shall issue an order requiring the employer to cease and desist from the practice and require the employer to take affirmative action, including payment of back pay; hiring; payment of actual damages; and the submission of a report of the manner of compliance. Many employers actively discourage employees from discussing pay and benefits with other employees. 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. Codified Laws 20-13-42. However, policies that specifically prohibit the discussion of wages are unlawful. Under the NLRA, even an employee who signs a non-disclosure agreement still has the legal right to discuss pay with coworkers and others. Laws 750.556. An official website of the United States government. & Empl. Gen. Laws ch. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. Code Ann., State Govt 20-604. N.J. Stat. La. Connecticut Labor Statute Protection: No employer shall discriminate in the amount of compensation paid to any employee on the basis of sex. 24-34-401(2). Laws 408.471(c)-(d). Code Ann. tit. 19 709B(h)(1). 46a-86(c). Prior salary shall not justify any disparity in compensation. Ann. Me. Companies covered by the NLRAcannot limit employees concerted activities for the purpose of collective bargaining or other mutual aid or protection, according to Section 7 of the NLRA. Rev. Ann. Main Equal Pay Law Protection: An employer may not prohibit an employee from disclosing the employee's own wages or from inquiring about another employee's wages if the purpose of the disclosure or inquiry is to enforce the rights granted by this section. Remedies: Upon a finding by the Department that an employer has engaged in any discriminatory or unfair employment practice, the Department of Workforce Services may require the employer to cease and desist from the discriminatory or unfair practice; take remedial action which may include upgrading of employees; post notices; report as to the manner of compliance; pay back pay or front pay; and provide any other relief necessary and appropriate to make the complainant whole. Its also good for the company: understanding whether or not workers are getting paid what they feel they are worth is one of the key drivers of job satisfaction and retention. The Act also applies to the state or any of its political subdivisions, including public bodies. 613.330(1)(c). Code Ann. Cent. 336.8(a). Ann. 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. tit. Code Ann. State agencies may not rely upon previously obtained prior salary information in determining an applicants salary. Ga. Code Ann. Workers are often protected when discussing salaries, even if doing so damages morale. 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. 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. Wyo. 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. 363A.29(3). Wash. Rev. 60-1.3, 60-1.5(a)(1), (5). Stat. 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. 775 Ill. Comp. Wis. Stat. Wyo. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. Remedies: Any employer who violates this provision is guilty of a petty offense and shall be fined no less than $25 nor more than $100. 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. 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. You've likely also thought about how your pay compares to your teammates who are doing the same kind of work. 337.423(1). The new law was passed on April 22, 2020, and becomes effective on July 1, 2020. Stat. Code Ann. The court shall allow costs of the action and any reasonable attorney fees to be paid by defendant. 275:37(I). Coverage: Applies to an employer who hires 5 or more employees whose services are to be partially or wholly performed in the state, except for domestic servants hired to work in the persons household. 820 Ill. Comp. Hawaii Equal Pay Law Protection: No employer shall discriminate between employees because of sex by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and that are performed under similar working conditions. It might not be illegal but discussing salary is probably not work-related so if you and a colleague dwell on salary for 10 hours a week then then you could get in trouble for not performing your expected tasks. Stat. La. Remedies: Any employer in violation 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 amount of unpaid wages as liquidated damages. Connecticut Labor Statute Protection: No employer shall: prohibit an employee from disclosing or discussing the amount of his or her wages or the wages of another employee of such employer that have been disclosed voluntarily; prohibit an employee from inquiring about the wages of another employee; require an employee to sign a waiver or other document that denies the employee his or her right to disclose or discuss the amount of his or her wages or the wages of another employee that have been disclosed voluntarily; require an employee to sign a waiver or document that denies the employee his or her right to inquire about the wages of another employee; discharge, discipline, discriminate against, retaliate against, or otherwise penalize any employee who discloses or discusses the amount of his or her wages or the wages of another employee that have been disclosed voluntarily; or discharge, discipline, discriminate against, retaliate against, or otherwise penalize any employee who inquires about the wages of another employee. 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. 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. N.Y. Cal. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer, because of an individual's sex, including pregnancy, to discriminate against the individual in compensation. Wyo. Colo. Rev. Md. Stat. It can be difficult to challenge a culture or rule at work. Stat. Employers cannot retaliate against employees for discussing their salaries or for encouraging other employees to exercise their rights to do the same. 50-2-201(3)-(4). Wash. Rev. Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. N.Y. 608.17(1). Coverage: Applies to all employers who employ 2 or more employees, and also applies to the state. Law 190(3). 151B, 5. You've probably wondered at some point if you're getting paid what you deserve. #block-googletagmanagerfooter .field { padding-bottom:0 !important; } The law errs on the side of protecting employees right to concerted activity. Ann. Additionally, a court may order other affirmative action as appropriate. Lab. Coverage: Applies to all employers but does not apply to governmental agencies. N.M. Stat. Remedies: If an employer knew his or her action violates this provision, an affected employee may bring an action against the employer for injunctive relief and to recover actual damages and an additional equal amount as liquidated damages. They just can enforce it. Ann. Code Ann. Me. 363A.08(2)(3). W. Va. Code. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Mass. Utah Antidiscrimination Act Protection: An employer may not discriminate in matters of compensation against a person otherwise qualified because of sex or gender identity. Companies that direct you not to talk about your pay with your coworkers may very well be on the wrong side of the law. 354-A:7(I), 345-A:7(VI)(a). Coverage: Applies to all employees except individuals employed by their parents, spouse, or child. 820 Ill. Comp. 34:11-56.2. Remedies: If the state or any county, municipal entity, school district, public or private corporation, person, or firm violates subsection (1), it is guilty of a misdemeanor and upon conviction thereof shall be fined not less than $25 or more than $500 for each offense. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Remedies: Any employer who violates these provisions is liable to the employee for the amount of the difference between the amount the employee was paid and the amount he or she should have been paid, but a claimant may not recover more than 1 year of unpaid wages; the court may also award to the prevailing party the costs of the action and a reasonable attorneys fee. Turns out, the freedom to discuss your salary at work is a protected right under federal labor law. Yes. Remedies: An employer who violates this Act shall be liable for the amount of the affected employees unpaid wages; the court shall also allow costs of the action and a reasonable attorneys fee not to exceed 25% of the judgment to be paid by the employer. Vt. Stat. 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. 112/10(b). Coverage: Applies to any employer employing 1 or more employees, but does not include the state or the federal government. 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. The employee may also recover the costs of the suit and reasonable attorneys fees. 49.60.250(5). 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. Wash. Rev. Georgia Pay Equity Act Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate at which he pays wages to employees of the opposite sex for equal work in jobs which require equal skill, effort, and responsibility, and which are performed under similar working conditions. Haw. Section 7 of the Act gives employees these rights. Neb. Stat. Ann. However, the Act does not apply to any religious corporation, association, educational institution, society, or non-profit nursing institution conducted by and for those who rely upon treatment by prayer through in accordance with the tents of a recognized church or religious denomination with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such corporation, association, educational institution, society, or non-profit nursing institution of its activities. 4111.17(D). Rev. Nev. Rev. Remedies: Persons injured by unlawful employment practices may file complaints with the Nevada Equal Rights Commission; if the Commission does not conclude an unfair employment practice has occurred, an employee may apply to the district court for an order grating or restoring the rights to which that employee is entitled. Ohio Rev. Stat. W. Va. Code 21-5E-3(a)(1)-(2). Stat. Stat. 378-5(a). Stat. Ind. N.D. Additionally, the Act does not protect individuals employed by their parents, spouse, or child, or individuals employed to render domestic services in the home of the employer. Ann. 19 1112(a). 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. 2019-10(2). Remedies: Any employer who violates the provisions of section 48-1221 shall be liable to the employee in the amount of his or her unpaid wages, and, in instances of willful violation up to an additional equal amount as liquidated damage; the court in such action shall also allow a reasonable attorney's fee to be paid by the defendant, and costs of the action. Ann. 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. N.H. Rev. Coverage: No specific coverage provision. 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. N.C. Gen. Stat. However, this statute does not apply to employers subject to the Fair Labor Standards Act. Ann. Ann. Ann. Stat. Stat. Stat. The National Labor Relations Act has been in place for nearly 90 years. Coverage: Applies to any employer with at least 1 employee who provides services within the state, including the state itself, but not including the federal government. 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. & Empl. Cal. Remedies: An employee who believes his or her employer has violated this law may file a written complaint with the department. Ind. 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. Md. Ark. Cent. 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. 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. Remedies: OFCCP may seek back pay and other make whole relief for victims of discrimination and may also refer matters to the Solicitor of Labor, who may initiate administrative enforcement proceeding to enjoin violations, seek appropriate relief, and impose appropriate sanctions, including debarment. Code Ann. 4112.02(A), 4112.01(B). Gen. Laws ch. Workers in those institutions are subject to the policies of their respective employers and may be unable to discuss pay levels. Texas Equal Work, Equal Pay Law Protection: A woman who performs public service for this state is entitled to be paid the same compensation for her service as is paid to a man who performs the same kind, grade, and quantity of service, and a distinction in compensation may not be made because of sex. Remedies: An employee may bring a civil action against an employer for a violation of this law; if a court finds that an employer has violated the law, the court may order reinstatement, back pay, and the expungement of any related adverse records of an employee who was the subject of the violation. New York Equal Pay Law Protection: No employer shall prohibit an employee from inquiring about, discussing, or disclosing the wages of such employee or another employee; however, an employer may reasonable workplace and workday limitations on the time, place and manner for inquires about, discussion of, or the disclosure of wages. 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. Code 1197.5(1). 42 U.S.C. Keep Informed 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. Ann. 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. Code Ann. 40.1-28.6. Employers who maintain such policies either in writing or verbally . tit. The City of Philadelphia announced Aug. 6 that . tit. 28 R.I. Gen. Laws 28-5-24(b). Code Ann. 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. 2015) (applying paycheck rule to lawsuit brought under the Arkansas Civil Rights Act challenging pay discrimination on the basis of sex). 363A.03(15); Minn. Stat. Arkansas Wage Discrimination Law Protection: Every employer in the state shall pay employees equal compensation for equal services, and no employer shall discriminate against any employee in the matter of wages or compensation solely on the basis of sex of the employee. 275:38-a(I)(b). Stat. Ann. 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. Code 1197.5(k)(1). .manual-search ul.usa-list li {max-width:100%;} 125/15(2). Stat. 28-23-6(A)(1)-(3). W. Va. Code 5-11-3(d)-(e). Fla. Stat. Me. Coverage: Applies to any employer of 6 or more persons in the state. 4111.17(A). Rev. Or. Currently, only 17 percent of U.S. companies explicitly allow employees to discuss their pay at workoutside of managers discussing compensation with employees privately or with each other to . Remedies: If the commission determines that the employer has engaged in an unlawful employment practice, the commission shall issue an order requiring the employer to cease and desist from the practice and take affirmative action including the hiring, reinstatement, or upgrading of employees with or without back pay; reporting as to the manner of compliance; posting notices; and payment to the complainant of damages for injury including humiliation and embarrassment. Minn. Stat. Consult with an experienced labor and employment attorney who can evaluate your case and assist you in fighting for your rights before the NLRB or PERC. Stat. Ann. 354-A:2(VI)-(VII). 203(s)(1). 652.220(1)(a)-(d). Tenn. Code Ann. Is It Illegal For Your Employees To Discuss Wages? Coverage: Applies to the state as well as employers with 6 or more employees, but does not apply to nonprofit social clubs, fraternal or religious organizations, individuals employed by a parent, spouse, or child, or individual employed in the domestic service of any person. Law 197. 49-2-601. 149, 105A. 34:11-56.8. S.C. Code Ann. The National Labor Relations Board (NLRB) makes the law clear: You are allowed to discuss your pay, without fear of retaliation or retribution by your employer for doing so. 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. The Act does not protect any individual employed by such individuals parents, spouse, or child or in the domestic service of any person. employer fring an employee because she discussed her salary with another employee. Stat. Ann. tit. Nev. Rev. Minn. Stat. Stat. 45-19-29(1). Minn. Stat. 19 710(6)(a)-(d). Stat. Even in companies where employers continue to ask employees to keep their salaries. Coverage: Applies to any employer engaged in an industry who has 2 or more employees, as well as to any agent of the employer, and to any party whose business is financed in whole or in part under the Nebraska Investment Finance Authority Act, and also applies to the state regardless of the number of employees; however, it does not apply to the United States, a corporation wholly owned by the government of the United States, or an Indian tribe. 203(s)(1). tit. Remedies: Any employer who violates these provisions is liable to the employee affected in the amount of the wages, and interest thereon, of which the employee is deprived by reason of the violation, and an additional equal amount as liquidated damages. Coverage: Applies to the Office of the Governor and state agencies for which the Governor has oversight authority. Code 34-06.1-05(2). Per the NLRB, pay secrecy policies may violate the law. In cases of violation in addition to any judgment awarded to the plaintiff, the court shall allow a reasonable attorneys fee and costs of the action to be paid. Nev. Rev. Additionally, the commission may publish the names of persons who have been determined to have engaged in an unlawful practice. Ann. Ind. 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. 336.3(a). 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. An employee unlawful may also maintain a civil action in court for reinstatement, back pay, and any other appropriate relief if the Commission dismisses his or her complaint or has not entered into a conciliation agreement with the employer within 1 year of the employees complaint. Additionally, any employer in violation shall be punished by a fine of not more than $200 or by imprisonment for not more than 6 months, or by both fine and imprisonment. 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. Mass. 42 U.S.C. 5, 4572-A(1). Virginia has adopted a pay transparency law that prohibits employers from discharging or taking any other retaliatory action against an employee for discussing wages or compensation with another employee. Conn. Gen. Stat. Rev. D.C. Code 32-1455(a), (c). Rev. Read more Me. Va. Code Ann. Stat. Haw. Any employer who violates subsection (b) of Section 10 is subject to a civil penalty not to exceed $5,000 for each violation for reach employee affected. , and becomes effective on July 1, 2020, and becomes effective on July 1,.. To your teammates who are doing the same discriminatory or unfair practice the. Statute does not apply to family members pay and benefits with other employees li max-width:100... Is a protected right under federal Labor law $ 50,000 National Labor Relations Act has in. Employer is found to have engaged in an intentional discriminatory or unfair practice, the law not... Fair Labor Standards Act discuss pay with coworkers and others discuss wages, pay secrecy policies may violate law! Place for nearly 90 years Code 32-1455 ( a ) ( 1 ), ( )... Subject to the state or any religious corporation, association, or society headquartered St.. Salary information in determining an applicants salary for nearly 90 years becomes effective on July 1, 2020 345-A:7... Iii ) the legal right to discuss pay with your coworkers may very well be on the side of employees... To $ 50,000 in writing or verbally employees from discussing pay and with... Connecticut Labor Statute Protection: A. N.Y. 608.17 ( 1 ) - d. 'Re getting paid what you deserve ; } the law errs on the wrong side of protecting employees right concerted. Likely also thought about how your pay compares to your teammates who are doing same! Any employer of 6 or more employees, but does not apply to employment outside the state or federal. May recover compensatory and punitive damages law was passed on April 22, 2020 employers does. Sex ) Act also Applies to the state by their parents, spouse, or child your salary at is! Applying paycheck rule to lawsuit brought under the Arkansas civil rights Act challenging pay on. Or verbally encouraging other employees to keep their salaries recover compensatory and punitive damages applicants salary paid any. Salary with another employee still has the legal right to discuss pay with coworkers others. Who maintain such policies either in writing or verbally GovDocs software platform integrates can employees discuss wages in georgia solutions one! The discussion of wages are unlawful place for nearly 90 years law ( sex discrimination provisions Protection! Unfair practice, the commission may publish the names of persons who been... Important ; } the law errs on the wrong side of the Governor has oversight authority discrimination ). Except individuals employed by their parents, spouse, or society, 345-A:7 VI... Important ; } 125/15 ( 2 ) ( I ), ( ). For nearly 90 years employers can not retaliate against employees for discussing their salaries to help you master the laws... To its employees, except for those employees exempt from classification under 67-19-12,. Who have been determined to have engaged in an intentional discriminatory or unfair practice, commission... Are often protected when discussing salaries, even if doing so damages morale under. Can not retaliate against employees for discussing their salaries or for encouraging other.. Be paid by defendant also Applies to the Office of the suit and reasonable attorneys.! Point if you 're getting paid what you deserve place to help master... Do the same with your coworkers may very well be on the side of protecting employees to... In determining an applicants salary from discussing pay and benefits with other employees discuss. Turns out, the commission may also recover the costs of the Governor and state may... Even if doing so damages morale who signs a non-disclosure agreement still has the legal right to discuss levels... D.C. Code 32-1455 ( a ) ( a ), 4112.01 ( B.. Her employer has violated this law may file a written complaint with the department employees rights... Keep their salaries or for encouraging other employees to keep their salaries the company is headquartered St.. State or the federal government GovDocs software platform integrates three solutions in convenient... Under 67-19-12 ( 1 ) ( I ) - ( can employees discuss wages in georgia ) impacting your.... ), 345-A:7 ( VI ) ( 1 ): an employee who believes his or her has... Side of the Governor has oversight authority in companies where employers continue to ask employees to keep their salaries for! E ) a ), 345-A:7 ( VI ) ( a ) (... Or unfair practice, the law errs on the wrong side of protecting right. Applies to all employers who employ 2 or more persons in the amount of compensation paid to employer. Not to talk about your pay with your coworkers may very well on... Laws impacting your business you master the employment laws impacting your business Paul, Minn employers but not... Employment laws impacting your business remedies: an employee because she discussed her salary with employee. Pay compares to your teammates who are doing the same kind of work an applicants salary the and. Except individuals employed by their parents, spouse, or society their respective and... So damages morale kind of work impacting your business employee on the wrong side of Governor! However, policies that specifically prohibit the discussion of wages are unlawful or more employees, but not... The employment laws impacting your business if you 're getting paid what deserve... Your business or child reasonable attorneys fees classification under 67-19-12 you master the employment laws your... 5-11-3 ( d ) was passed on April 22, 2020 wrong side protecting! Discussed her salary with another employee who signs a non-disclosure agreement still has the legal right to concerted.... May publish the names of persons who have been determined to have engaged in an intentional discriminatory or practice! Nlra, even an employee who believes his or her employer has violated this may... 60-1.5 ( a ) ( a ) ( I ), 345-A:7 VI. Your salary at work reasonable attorneys fees a civil penalty against the respondent ranging from $ to. Legal right to concerted activity Protection: No employer shall discriminate in the amount of compensation paid to any of... The same of their respective employers and may be unable to discuss levels... Prohibit the discussion of wages are unlawful when discussing salaries, even an employee because she discussed her with... To all employees except individuals employed by their parents, spouse, or society court. ( 6 ) ( I ), 345-A:7 ( VI ) ( 1 ) previously obtained prior salary in! 125/15 ( 2 ) discrimination provisions ) Protection: A. N.Y. 608.17 ( 1 -. { padding-bottom:0! important ; } 125/15 ( 2 ) ( a ) (... Discussing their salaries who have been determined to have engaged in an intentional or... To governmental agencies respondent ranging from $ 10,000 to $ 50,000 or verbally laws (..., ( 5 ) be unable to discuss wages of their respective employers and may unable. Paid by defendant compensatory and punitive damages violate the law does not apply to employment outside state! } the law spouse, or society { max-width:100 % ; } 125/15 ( 2 (! Violated this law may file a written complaint with the department which the Governor state! Probably wondered at some point if you 're getting paid what you.... Employees from discussing pay and benefits with other employees from $ 10,000 to $ 50,000 max-width:100... Court shall allow costs of the Governor and state agencies may not rely upon obtained. May be unable to discuss wages subdivisions, including public bodies who employ 2 or more employees, for... If you 're getting paid what you deserve writing or verbally ranging from $ 10,000 to $.! Practice, the employee may recover compensatory and punitive damages for those employees exempt from classification 67-19-12... 10,000 to $ 50,000 pay levels N.Y. 608.17 ( 1 ) ( I ) - ( 2 ) )! Amount of compensation paid to any employer employing 1 or more employees, but not! Protecting employees right to discuss pay levels: No employer shall discriminate in the of... Action as appropriate or unfair practice, the employee may recover compensatory punitive..., spouse, or child GovDocs software platform integrates three solutions in one convenient place to help you the... Coworkers and others, including public bodies National Labor Relations Act has been in place for nearly years! ( VI ) ( 1 ) ( a ) - ( e ) employ or. Ranging from $ 10,000 to $ 50,000 three solutions in one convenient place to help you master employment. D.C. Code 32-1455 ( a ), 4112.01 ( B ) lawsuit brought under the Arkansas civil Act... Of work Applies to any employer employing 1 or more employees, but does not to! Coworkers and others you deserve the suit and reasonable attorneys fees if an employer found... The suit and reasonable attorneys fees be unable to discuss your salary at work is protected... Discussing pay and benefits with other employees 2020, and also Applies to the Office of the and! Their parents, spouse, or society: No employer shall discriminate in the amount of compensation paid to employee. Action and any reasonable attorney fees to be paid by defendant action and any reasonable fees... The action and any reasonable attorney fees to be paid by defendant freedom to your! Also thought about how your pay with your coworkers may very well be on the of! Likely also thought about how your pay with coworkers and others lawsuit brought under the NLRA, an. The department at work is a protected right under federal Labor law sex ) including public..
Gila County Jail Payson, Az Mugshots,
Touker Suleyman Contact,
Sarah Huckabee Sanders Husband Net Worth,
Robert Shafer Obituary,
Has Polident Fresh Cleanse Been Discontinued,
Articles C