Stat. 820 Ill. Comp. tit. 820 Ill. Comp. 34A-5-107(17)(a). Ark. 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. Coverage: Applies to any employer engaged in an industry who has 15 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 regardless of the number of employees and shall include the state; it does not apply to the United States, a corporation wholly owned by the government of the United States, or an Indian tribe or to a bona fide private membership exempt from taxation. D.C. Michigan Civil Rights Act Protection: No employer shall discriminate against an individual with respect to compensation because of sex. tit. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} Rev. Coverage: Applies to any employer, including the state, who hires or employs any employee, or any person, wherever situated, who hires or employs any employee whose services are to be partially or wholly performed in the state. Kan. Stat. Code 1197.5(1). Minn. Stat. Idaho Code Ann. North Dakota Human Rights Law Protection: It is a discriminatory practice for an employer to accord adverse or unequal treatment to an individual or employee with respect to compensation because of sex. Tenn. Code Ann. Lab. Gen. Laws. Stat. 112/10(b). The Act also applies to any employer employing 15 or more employees, the state, any party to a public contract, and any joint apprenticeship or training committee. Del. Md. Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. 49.60.250(5). Cal. Companies like Glassdoor, which practice salary transparency, believe in ensuring employees are being paid fairly. N.D. Ann. 337.423(1). That's because there is no way for employees to gauge. 40.1-28.6. 48-1104(1). .h1 {font-family:'Merriweather';font-weight:700;} Tenn. Code Ann. Iowa Equal Pay Law Protection: A state department or agency shall not discriminate in compensation for work of comparable worth between jobs held predominantly by women and jobs held predominantly by men; comparable worth means the value of work as measured by the composite of the skill, effort, responsibility, and working conditions normally required in the performance of work. 10:5-12(r). N.M. Stat. 34:11-56.2. 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. Minn. Stat. New Jersey Law Against Discrimination Protection: It is an unlawful employment practice for any employer to take reprisals against any employee for requesting from, discussing with, or disclosing to any other employee or former employee of the employer, a lawyer from whom the employee seeks legal advice, or any government agency information regarding rate of compensation, including benefits, of any employee or former employee of the employer or to require, as a condition of employment, any employee or prospective employee to sign a waiver, or otherwise require an employee or prospective employee to agree, not to make those requests or disclosures. Mich. Comp. 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. Rev. Vt. Stat. Minn. Stat. 19 710(7). Ark. 149, 1. What would it look like if the same was happening in your company? Ann. Mass. Judea Sch. N.M. Stat. 43 Pa. Cons. 25, 1302(A)(1), 1301(6). 775 Ill. Comp. Stat. Me. Stat. Coverage: Applies to any employer engaged in an industry who has 15 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 regardless of the number of employees and shall include the state; it does not apply to the United States, a corporation wholly owned by the government of the United States, or an Indian tribe or to a bona fide private membership exempt from taxation. 29 U.S.C. Stat. 775 Ill. Comp. Coverage: Applies to employees who work for an employer engaged in an industry affecting commerce and having at least 15 employees, including state and local governments but does not include the United States, a corporation wholly owned by the United States, an Indian tribe, any department of the District of Columbia subject to procedures of competitive service, or a bona fide private membership club exempt from taxation. 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). 45-19-38(d). 41 C.F.R. 28-23-4(B). 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. In addition to any judgment awarded to the plaintiff, the court shall allow costs of action including reasonable attorneys fees. Individuals employed by their parents, spouse, or child are not protected. Cal. Tenn. Code Ann. Code Ann., State Govt 20-601(d)(1)-(3). and perfectly legal to talk about it What many workers don't realize is that it is unlawful for private sector employers to prohibit employees from discussing wages and. For a third 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 three times the amount of unpaid wages as liquidated damages. N.M. Stat. 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. 44-1205. #block-googletagmanagerheader .field { padding-bottom:0 !important; } 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. Stat. Share your salary and compare it with millions of professionals. 67-19-29. Md. West Virginia Equal Pay for Equal Work for State Employees Law Protection: No employer shall in any manner discriminate between the sexes in the payment of wages for work of comparable character, the performance of which requires comparable skills or pay wages to any employee at a rate less than the rate other employees of the opposite sex are paid for work of comparable character, the performance of which requires comparable skills. 181.66(2). Or. Laws 750.556. Transparency around salaries can arm marginalised workers and close the wage gap. It is unlawful for an employer to seek the wage or salary history, including benefits or other compensation, of a job applicant from any current or former employer, unless the job applicants wage or salary history is a matter of public record or the job applicant is a current employee and is applying for a position with the same employer. Executive Directive No. 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. 23:302(2)(a)-(b). An employee who was been aggrieved by a violation of Section 206 may maintain a civil action in court for unpaid wages and an additional equal amount as liquidated damages; in addition to any judgment awarded to the employee, the court shall allow a reasonable attorneys fee to be paid by the defendant, and costs of the action. Remedies: Any employer who willfully violates this law or pays or agrees to pay any employee compensation less than that which the employee is entitled to shall be guilty of a misdemeanor and, upon conviction, shall be punished by a fine of not less than $50 nor more than $500 or by imprisonment for a period not to exceed one year or by both. Remedies: A person claiming to be aggrieved by an unlawful discriminatory practice in violation of this act may maintain an action to establish liability and recover damages and injunctive relief. 31-40z(a)(1). The Act does not protect any individual employed by such individuals parents, spouse, or child or in the domestic service of any person. Gen. Laws ch. Code Ann. Code Ann., Lab. Minn. Stat. 143-422.2. Remedies: Upon finding that an employer has engaged in an unlawful discriminatory practice, the Department may prescribe conditions on the employers future conduct and require the employer to take any reasonable measure to correct the discriminatory practice; rectify any harm, pecuniary or otherwise, to the person discriminated against; and file reports on the manner of its compliance. Stat. 46a-86(a)-(b). Code Ann. .manual-search-block #edit-actions--2 {order:2;} More information about protection, coverage and available remedies are listed in an accompanying table at the link below. Rev. Conn. Gen. Stat. The National Labor Relations Board has made it clear that this includes the right to discuss wages. 344.030(2)(a)-(b). 5, 4572-A(1). Workers in those institutions are subject to the policies of their respective employers and may be unable to discuss pay levels. Coverage: No specific coverage provision. Colo. Rev. 125/2. Cal. Laws 37.2202(3). Coverage: Applies to contractors and subcontractors who hold a federal contract worth more than $10,000, hold Government bills of lading, serve as a depository of Federal funds, or serve as issuing and paying agencies for U.S. savings bonds; however, the regulation does not apply to contractors and subcontractors that are religious corporations, associations, educational institutions, or societies, with respect to the employment of individuals performing work connected with the carrying on by such corporation, association, educational institution, or society of its activities. 344.230(2)-(3)(a), (e)-(f), (h). Remedies: Any employer who discriminates in payment of wages between the sexes is guilty of a misdemeanor. Remedies: An employee may recover in a civil action the full amount of the salary or wages due from the employer plus an additional equal amount as liquidated damages, together with costs and such reasonable attorneys fees as may be allowed by the court. Stat. Coverage: Applies to the Office of the Governor and state agencies for which the Governor has oversight authority. 11-4-601(a). 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. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. 50-2-204(a)(2). 5 4577. 31-71a(1)-(2). Me. 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. Or. Ohio Rev. 275:41-b(I)-(II). Stat. Coverage: Applies to all employees and to any employer or agent of the employer, including the state, who employs 1 or more individuals. 23:663(3). Wyoming Equal Pay Law Protection: No employer shall discriminate between employees on the basis of gender by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite gender for equal work on jobs the performance of which requires equal skill, effort, and responsibility and which are performed under similar working conditions. Okla. Stat. 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 . 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