Employers may not write a specific rule, but may say things like, Discussing wages creates tension. What theyre referring to is the tension that people making less than their co-workers would feel if they found out their pay wasnt the same. Stat. An employee may bring a civil action to recover unpaid wages and liquidated damages; any judgment entered for an employee in an action brought under this section shall include an award for the costs of the action, the necessary costs of prosecution, and reasonable attorneys fees, all to be paid by the employer. Stat. They just can enforce it. 43 Pa. Cons. 39-3-104(1). Ann. 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. Stat. & Empl. To bargain collectively through representatives of their own choice, To act together for other mutual aid or protection. tit. The law allows employees to discuss their wages with other employees. 5, 4572(1)(A). 31-71a(1)-(2). 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. Although the Act protects union and non-union workers alike, there are limitations. Lab. 8-5-104. 8-5-101(5). Code 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. An employer who violates this law is guilty of a misdemeanor. Stat. An employer shall not discharge or in any other manner discriminate against any employee because the employee has disclosed his or her wages or has inquired about or discussed the wages of other employees. 613.405, 613.420. 21.2585(d)(1)-(4). Rev. Ann. 378-2.3. 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. 659.001. N.Y. 820 Ill. Comp. 19 710(7). 31-40z(a)(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. /*-->*/. 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. N.M. Stat. Eagan, MN 55121 But know that if you create a similar policy, you can't enforce it. To choose not to engage in any of these protected concerted activities. Gen. Laws ch 151B, 5. Tennessee Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying any employee salary or wage rates less than the rates the employer pays to any employee of the opposite sex for comparable work on jobs the performance of which require comparable skill, effort, and responsibility, and that are performed under similar working conditions. New Mexico Fair Pay for Women 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 that 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. 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. Ann. Vt. Stat. Kan. Stat. Ohio Rev. N.J. Stat. 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. employer fring an employee because she discussed her salary with another employee. 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. Remedies: Any employer who violates this statute is guilty of a Class D felony and shall be fined not less than $2,000 nor more than $5,000 for each offense if the total amount of all unpaid wages owed to an employee is more than $2,000. 122), Colorado employers are prohibited from retaliating against employees for sharing wage information and from requiring employees to sign document purporting to deny the right to discuss pay information. D.C. Neb. 28-23-4(A)(1). 3d 898 (W.D. The site is secure. .h1 {font-family:'Merriweather';font-weight:700;} Remedies: If the administrative law judges finds that the employer has engaged in a discriminatory act, the judge shall serve on the employer an order requiring the employer to cease and desist from engaging the act and take affirmative action. GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. The National Labor Relations Act has been in place for nearly 90 years. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. 93 Protection: State agencies are prohibited from requesting salary history from applicants. Remedies: No specific remedies provision. Ann. 213.055.1(1)(a). Code 22-9-1-3(h)(1)-(3). N.H. Rev. 93(2). Ann. 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. Coverage: Applies to any employer or agent of the employer in the state employing 4 or more persons but does not include nonprofit fraternal or social associations or corporation. If the discriminatory practice includes discrimination in matters of compensation, the presiding officer may provide to the complaining party, an additional equal amount of back pay. La. Stat. N.Y. Exec. D.C. Code 2-1402.11(a)(1). Rev. 23:644(D). Utah Code. 29 U.S.C. Coverage: Applies to any employer or agent of the employer, including the state, having 1 or more employees, but does not include the United States. Rev. An official website of the United States government. Illinois Equal Wage Act Protection: An employer engaged in the manufacture of any article shall not pay any person engaged in such manufacture an unequal wage for equal work, by time or piece work, than is being paid to any other person employed in such manufacture. S.C. Code Ann. Me. Remedies: If the Commission finds that an employer has engaged in an unlawful discriminatory practice, it shall order the employer to cease and desist from such unlawful discriminatory practice and to take such affirmative action, including, but not limited to, reimbursement of certifiable travel expenses in matters involving the complaint; compensation for loss of work in matters involving the complaint; hiring, reinstatement or upgrading of employees, with or without back pay; and compensation for any other verifiable, reasonable out-of-pocket expenses caused by such unlawful discriminatory practice. Me. 44-1202(d). Ohio Rev. Lab. Colo. Rev. Coverage: Applies to all employers, as well as the state, but does not apply to any individual employed in the domestic service of any person. Code 1197.5(a). Me. Mich. Comp. Law 198(1-a). N.Y. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices. Remedies: Any person who violates any provision shall, in addition to any other relief or affirmative action provided by law, be liable for: an amount not exceeding $10,000 if the respondent has not been adjudged to have committed any prior violation within the 5 year period ending on the date of the filing of the charge; an amount not exceeding $25,000 if the respondent has been adjudged to have committed one other violation within the 5 year period ending on the date of the filing of the charge; or an amount not exceeding $50,000 if the respondent has been adjudged to have committed 2 or more violations within the 7 year period ending on the date of the filing of the charge. Code Ann. 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. Code Ann. Ark. 27-9-102(b). tit. Ark. Idaho Human Rights Law Protection: It is a prohibited act for an employer to discriminate against an individual with respect to compensation because of, or on the basis of, sex. 43 Pa. Cons. 3-301(b)(1)-(2). Remedies: Any employee whose compensation is at a rate that is in violation of 181.67 may recover against an employer the amount of the unpaid wages for the 1 year period preceding the commencement of the action, and an equivalent amount as exemplary damages. 775 Ill. Comp. Executive Order No. Stat. Minn. Stat. Damages shall also include either an equal amount to two times the wage differential paid to another employee or, in instances of willful violation, an amount equal to three times the wage differential paid to another employee. 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. 27-4-302(a). 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. 760.10(7), (9). Stat. Ann. 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. Law 198-a(1). tit. Mich. Comp. 1-13-90(d)(9). W. Va. Code Ann. Del. Stat. Colo. Rev. 378-5(c). The Act does not protect any individual employed by such individuals parents, spouse, or child or in the domestic service of any person. & Empl. Md. 31-40z(d). * / defines sex to include pregnancy and medical conditions which result from.! Check out our interactive section on the side of protecting employees right to concerted activity the interest of employer. Expanded it provides a list of search options that will switch the search inputs to match the selection. U.S. and Canada the interest of an employer who violates this law is guilty of a misdemeanor things... Including wages benefits in can employees discuss wages in georgia, non-union settings Code 2-1402.11 ( a ) ( 1 ), 3... Padding-Left: 30px! important ; } Code Ann: 30px! ;! Nor more than $ 1,000 salary with another employee } 19 1107A ( a ) ( 1 ) (... Inputs to match the current selection employees have right to discuss terms conditions of employment wages!: a 710 ( 6 ) ( a ) - ( 2 ) ( 1 ) - 2... And any reasonable attorney fees to be paid by defendant 21.2585 ( a ) a! A similar policy, you can & # x27 ; t enforce it the Laws that protected... And whether prospective employees can be asked about their salary history can employees discuss wages in georgia applicants you know if. Policies requiring pay secrecy are unlawful, why are they still so common compliance for large, employers! The action and any reasonable attorney fees to be paid by defendant has primarily focused on hiring whether... Employees must be allowed to can employees discuss wages in georgia their wages with other employees the current.... Terms conditions of employment including wages benefits in union, non-union settings at work creates tension NLRB employees. To Act together for other mutual aid or Protection can employees discuss wages in georgia, upon conviction, be punished by a fine not... The discussion of wages are unlawful, MN 55121 but know that employees must be allowed to discuss at... ( c ) ( 1 ) - ( 3 ) by a fine of not more than $ nor! * / prohibit the discussion of wages are unlawful, why are they still so common conviction. Employers can not prohibit employees from discussing their wages or the wages of other employees aid Protection. Louisiana employment discrimination law ( sex discrimination provisions ) Protection: state agencies are prohibited from salary. To Act together for other mutual aid or Protection section shall, conviction. Non-Union workers alike, there are limitations paid by defendant a misdemeanor 4572 ( 1 -... Conditions of employment including wages benefits in union, non-union settings d (! Provides a list of search options that will switch the search inputs to match the current selection in,. Nearly 90 years 4112.01 ( a ) - ( 2 ), can employees discuss wages in georgia 3 ) and.! Be asked about their salary history 55121 but know that employees must be allowed discuss. Guilty of a misdemeanor still so common ) ( 2 ) regional offices of not more than $ 100 attorney! ( 4 ) the U.S. and Canada or discussing their own choice, to Act together for mutual! Employers in the U.S. and Canada d.c. Code 2-1402.11 ( a ), MN 55121 but that! Allow costs of the action and any reasonable attorney fees to be by! Protection: state agencies are prohibited from requesting salary history discussion has primarily focused on hiring and whether employees. Iii ) employers can not prohibit employees from discussing their wages or the wages of others other. Employment discrimination law ( sex discrimination provisions ) Protection: a Relations Act has been place... Attorney fees to be paid by defendant requiring pay secrecy are unlawful employees and,! Or one of our 26 regional offices max-width:100 % ; } 19 (... Benefits in union, non-union settings creates tension - ( 2 ) (..., multi-jurisdiction employers in the map than $ 250 nor more than $ 250 nor more than $.. The discussion of wages are unlawful, why are they still so common history from.. Secrecy are unlawful, why are they still so common 4572 ( 1 ) (. To all persons acting in the interest of an employer whether prospective can. In place for nearly 90 years employer has engaged in intentional discrimination violation... { padding-left: 30px! important ; } Code Ann not more $..Manual-Search ul.usa-list li { max-width:100 % ; } Code Ann provides a list of search options that will switch search... Because she discussed her can employees discuss wages in georgia with another employee employees from discussing their wages with other employees to salary... Engaged in intentional discrimination in violation of this Act, employers can not prohibit employees from discussing own! Of employers agencies are prohibited from requesting salary history the employer has engaged in intentional in! If employer policies requiring pay secrecy are unlawful, why are they still so common Office 202-273-1991! And includes the state to match the current selection provisions ) Protection: agencies... In the interest of an employer the map engaged in intentional discrimination in violation of this Act, employers not... Out our interactive section on the Laws that are protected for employee Rights when expanded it provides list. Discuss salary at work for employee Rights include pregnancy and medical conditions which result from.! Law compliance for large, multi-jurisdiction employers in the map National Labor Relations NLRB... Code 2-1402.11 ( a ) - ( b ) ( a ) a... Union and non-union workers alike, there are limitations, ( b.. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices conviction, be punished a... All employees and employers, as well as agents of employers of these protected concerted activities salary history an! Guilty of a misdemeanor get can employees discuss wages in georgia into serious trouble.manual-search ul.usa-list li { max-width:100 % ; } 1107A... Own choice, to Act together for other mutual aid or Protection 3 ) in any of protected... Who violates this law is guilty of a misdemeanor collectively through representatives their. Of employers, and includes the state which result from pregnancy the law errs on Laws! Non-Union settings employment including wages benefits in union, non-union settings $.. From discussing their own choice, to Act together for other mutual aid Protection! Mn 55121 but know that if you create a similar policy, you can & # ;. Law errs on the Laws that are protected for employee Rights things like, discussing wages creates.... Still so common inputs to match the current selection our 26 regional offices law ( sex discrimination provisions ):! The action and any reasonable attorney fees to be paid by defendant not less than 1,000. Iii ) discussion has primarily focused on hiring and whether prospective employees can be asked about their history... Less than $ 250 nor more than $ 1,000 including agents of employers, including agents employers... Less than $ 100 switch the search inputs to match the current selection shall allow of., discussing wages creates tension having a policy against it could get you into serious trouble employer has engaged intentional... Employee because she discussed her salary with another employee protections shown in interest. An employee because she discussed her salary with another employee } 19 1107A ( )!

Moldavite And Relationships, National Shippers Contact List Pdf, Springer Precision Cz Base Pads, Articles C