Colo. Rev. S.D. Cent. Del. tit. North Dakota Equal Pay Law Protection: An employer may not discriminate between employees on the basis of gender by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite gender for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Any employer who violates any provision of this law is guilty of a class B misdemeanor. S.D. tit. & Empl. 2000e(b). 46a-51(10). Rev. Me. Remedies: Any employer who violates this section shall be liable to the employee affected in the amount of their unpaid wages, and in an additional equal amount of liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall also allow a reasonable attorney's fee, as well as the costs of the action, to be paid by the defendant. Or. N.D. 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. 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. with GovDocs Employment Law News. 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. Govt Code 12926(d). La. Coverage: Applies to all employees and employers, but does not include the District or the federal government. Lab. Wash. Rev. Mich. Comp. Lab. 28-1-2(B), (E). 43 Pa. Cons. Employers legally may not discipline or terminate employees for discussing their pay at work. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices. 275:37(I). Stat. The National Labor Relations Board has made it clear that this includes the right to discuss wages. The City of Philadelphia announced Aug. 6 that . Mass. Stat. Oct . 28-23-6(A)(1)-(3). Coverage: Applies to the state and any employer employing 4 or more individuals, but does not apply to religious organizations; individuals employed by a parent, spouse, or child; or individuals in the domestic service of any person. 24-34-405(3)(a). 363A.20(1). Code Ann. 41 C.F.R. Remedies: The commission may order appropriate affirmative action including hiring, reinstatement, or upgrading with or without back pay. Tenn. Code Ann. 25 1350(G)-(H). 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. 11-4-610. Under the Act, employers cannot prohibit employees from discussing their own wages or the wages of others. What would it look like if the same was happening in your company? 42 U.S.C. Companies that direct you not to talk about your pay with your coworkers may very well be on the wrong side of the law. Tenn. Code Ann. 181.66(3). @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}} tit. Stat. Although the Act protects union and non-union workers alike, there are limitations. 24-34-405(2)(a)(I)-(III). An employer who violates this law may be liable for legal and equitable relief, which may include employment, reinstatement, promotion, pay increase, payment of lost wages, and liquidated damages as well as the employees reasonable costs, including attorney fees. Ind. Gen. Laws ch 151B, 5. 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. Cal. 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. 337.427(1). 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. 44-1009(a)(1). Ann. Stat. 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. 4111.17(D). Coverage: Applies to any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay. Oklahoma General Anti-Discrimination Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of sex, including pregnancy. Code Ann. Ann. Ga. Code Ann. But in the US, many workers still can't talk about pay. Gen. Laws ch. In addition to any judgment awarded to the plaintiff, the court shall allow costs of action including reasonable attorneys fees. 659A.001(3)-(4)(a). Gen. Laws ch. 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. La. 203(d), 206(a), 262(a). Tenn. Code Ann. Ann. Nev. Rev. Code Ann., State Govt 20-601(c)(1)-(2). The simple answer is "No". La. Mont. Coverage: Applies to all employers and their agents but does not apply to the state and or the United States. Or. 275:36. Law 194(4)(a)-(b). Del. 50-2-206. Haw. Ann. The National Labor Relations Act protects employees' rights to discuss conditions of employment, such as safety and pay even if you're a non-union employer. 775 Ill. Comp. Ann. Did you know that employees must be allowed to discuss salary at work? Code Ann. Stat. Tex. Conn. Gen. Stat. Ann. Va. Code Ann. tit. 149, 105A. 19 710(7). Gen. Laws ch. Executive Order No. 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. Ohio Rev. When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. Colo. Rev. 50-2-204(a)(2). Coverage: Applies to the state as well as any school district, public or private corporation, person, or firm. Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or Haw. Coverage: No specific coverage provision. Employers not covered by the NLRA or the Federal contractor executive order include municipal governments and religious schools. 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. 27-4-302(a). 775 Ill. Comp. Rev. 1-13-90(d)(9). Lab. Stat. Together, we can close the gender and racial wage gap. 39-3-104(1). Code Ann. Cal. Stat. Neb. Ark. Rev. Remedies: If an employer has engaged in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Rev. 49.58.010(4)-(5). Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and an additional equal amount of liquidated damages. Ark. 28 R.I. Gen. Laws 28-6-18(a). Rev. Wis. Stat. N.Y. Ohio Rev. Maryland Equal Pay for Equal Work Law Protection: An employer may not discriminate between employees in any occupation by paying a wage to employees of one sex or gender identity at a rate less than the rate paid to employees of another sex or gender identity if both employees work in the same establishment and perform work of comparable character or work on the same operation, in the same business, or of the same type. Code Ann. 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. 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. 448.07(4). 363A.29(4)(a). West Virginia Equal Pay for Equal Work 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 that at which he pays wages to his employees of the opposite sex for work of comparable character, the performance of which requires comparable skills. 44-1202(e). 820 Ill. Comp. 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. 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. Rev. Rev. 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. Stat. 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. Stat. Suite 400 Stat. Ann. Cal. Nebraska Fair Employment Practice Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individual's sex. 44-1210(a). Remedies: If any employee receives less compensation because of discrimination on account of gender, that employee is entitled to remedies, which may include an order the employer pay actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys fees. W. Va. Code 21-5E-3(a)(1)-(2). 4112.01(A)(2)-(3). Code Ann. Oregon Equal Pay Law Protection: It is an unlawful employment practice for an employer to: (a) in any manner discriminate between employees on the basis of a protected class in the payment of wages or other compensation for work of comparable character; (b) pay wages or other compensation to any employee at a rate greater than that at which the employer pays wages or other compensation to employees of a protected class for work of comparable character; (c) screen job applicants based on current or past compensation; (d) determine compensation for a position based on current or past compensation of a prospective employee. Stat. They found that employees who were paid above the median were unaffected by using the website, while those who were paid lower than the median became less satisfied with their work and more likely to start job hunting. 244.230(4). S.D. Law 198(1-a). 387-12(d)(1). 21-5B-4(1)-(2). ol{list-style-type: decimal;} Code Ann. 378-2.3. The court may also allow the prevailing party a reasonable attorneys fee. Equal Pay for Equal Work Act Protection: No employer shall make any discrimination in the amount or rate of wages or salary paid or to be paid his employees in any employment in this state solely on account of the sex thereof. Coverage: Applies to any employer employing 1 or more employees, but does not include the state or the federal government. Conn. Gen. Stat. 48-1104(1). Code Ann. Lab. Neb. Code Ann., Lab. 337.420(1)-(2), 337.423(1). Coverage: Applies to any employer, agent of the employer, or governmental body that has one or more individuals performing services for it within the state. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. 659 A.029, 659A.030(1)(b). Its long been considered taboo to discuss how much youre making with your co-workers. Ann. Ann. Rev. tit. Cal. 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. 48-1102(2). Rev. 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. Va. Code Ann. 151B, 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. Vt. Stat. Del. Conn. Gen. Stat. Remedies: If it is found that the employer has engaged in an unlawful practice, the employer shall be required to cease and desist from the unlawful practice and to take remedial action, including hiring, reinstatement, or upgrading of employees with or without back pay. Additionally, the employer may also be liable to the employee for punitive damages. N.Y. Coverage: Applies to all employees and employers, including agents of employers. 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. 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can employees discuss wages in georgia