Rev. Young adults are finding transparency freeing, as it helps them deal with feelings that theyre falling behind their peers financially and it provides them education on budgeting, borrowing and saving, reads a portion of the post. See Holt v. Deer-Mt. 4-21-102(5), 4-21-405. Me. 275:41-b(I)-(II). Coverage: Applies to any employer who employs 9 or more employees. Stat. Remedies: A plaintiff who has a cause of action for a violation of this law may file a civil suit in a district court seeking compensatory damages, back pay, benefits, reinstatement, front pay, if appropriate, reasonable attorney fees, and court costs. Tenn. Code Ann. 21-5B-1(2). Del. 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. Stat. Employers who violate any provision of the Act are subject to a civil penalty for each affected employee as follows: an employer with fewer than 4 employees first offense, a fine not to exceed $500; second offense, a fine not to exceed $2,500; third or subsequent offense, a fine not to exceed $5,000; an employer with 4 or more employees first offense, a fine not to exceed $2,500; second offense, a fine not to exceed $3,000; third or subsequent offense, a fine not to exceed $5,000. Md. Did you know that employees must be allowed to discuss salary at work? See 29 U.S.C. 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. 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. Remedies: Upon a finding that an employer engaged in an unlawful practice, the court may order injunctive relief and any other equitable relief that may be appropriate; back pay for the two-year period immediately preceding the filing of a complaint; and costs and reasonable attorney fees. Idaho Code Ann. Ky. Rev. N.Y. Exec. Ann. Okla. Stat. Del. Ann. 336.5(a). Okla. Stat. The site is secure. Del. 42 U.S.C. N.M. Stat. Coverage: Applies to all employers who employ 2 or more employees, and also applies to the state. 613.330(1)(c). N.M. Stat. Code Ann. Colo. Rev. Stat. 149, 105B. 34A-5-107(9)(a), (b)(i)-(iv). N.D. 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. If the Commission finds that the employer has engaged in intentional discrimination in violation of this Act, the Commission may award compensatory damages. /*-->*/. 213.075.11(1). Wages of Women and Minors Act Protection: It is against public policy for any employer to employ any woman or minor in an occupation at an oppressive and unreasonable wage. 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. 19 711(a)(1). 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. Rev. W. Va. Code 5-11-10. It does require 1 and 1/2 the regular rate of pay for time worked over 40 hours in a workweek for nonexempt employees. Tex. Remedies: Any employer who violates section 290.410 is liable to the female employee affected in the amount of the wages of which the female employee is deprived, and any female employee receiving less than the wage to which she is entitled may recover in a civil action the balance of the wages, together with the costs of suit. Laws 408.483a(1)(a)-(c). 49-2-101(10)(a), (11). 10:5-12(a). 28 R.I. Gen. Laws 28-6-20. Ann. Lab. Coverage: Applies to all employees and to any employer employing 1 or more persons, as well as any agent of the employer, but does not apply to a fraternal, charitable, or religious association or corporation. 31-75(a). Coverage: Applies to all employers, as well as their agents, with 8 or more employees, except for religious or sectarian organizations not organized for profit, and all employees except for individuals employed by their parents, spouse, or child, or in the domestic service of any person. Coverage: Applies to any person acting in the interest of any employer, directly or indirectly, and includes the state, but not its political subdivisions; does not apply to any individual who is entitled to the equal pay provisions of the Fair Labor Standards Act. Its pretty simple: if you found out that a co-worker doing the same job as you was making more money, youd be understandably upset, right? Ky. Rev. Kan. Stat. 125/15(2). Stat. 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. Minn. Stat. Vt. Stat. Unfortunately for employees, not knowing leaves them without increases in pay that would otherwise be equitable and fair. 3-308(d)(2)(i). Remedies: If an employee is paid less than the wage to which he or she is entitled, the employee may recover in a civil action the entire amount of any underpayment together with interest, compensatory damages if the employee demonstrates that the employer acted with malice or reckless indifference, punitive damages as may be appropriate, injunctive relief as may be appropriate, and the costs and reasonable attorneys fees as may be allowed by the court and as necessary to make the employee whole. Code Ann., State Govt 20-505(a)(1)(i). 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. Per the NLRB, pay secrecy policies may violate the law. Md. Rev. The Act also applies to any organizational unit of the state. 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. Code Ann. 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. Gen. Laws ch. Rev. Coverage: Applies to all employers but excludes from coverage employees who are subject to Section 6 (the minimum wage provision) of the Federal Fair Labor Standards Act. 820 Ill. Comp. Code 34-06.1-05(1). 24-34-306(9). Kan. Stat. Rev. Coverage: Applies to all employee except those employed in agriculture or domestic service; those who reside in the personal residence of the employer; those employed by their parents, spouse, or child; or any individual elected to public office in the state. 28 R.I. Gen. Laws 28-5-24(a)(1), (3). When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. 50-2-204(a)(2). Ann. But, as more and more states require employers to at minimum post the pay ranges for open positions, this trend is growing. 23:644(D). 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. Montana Equal Pay Law Protection: It is unlawful for an employer to employ women in any occupation within the state for compensation less than that paid to men for equivalent service or for the same amount or class of work or labor in the same industry, school, establishment, office, or place of employment. N.H. Rev. tit. 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. Remedies: Upon a finding that an employer engaged in an unlawful practice, the court may order injunctive relief and any other equitable relief that may be appropriate; back pay for the two-year period immediately preceding the filing of a complaint; and costs and reasonable attorney fees. Code Ann., Lab. 5/2-101(B)(1)(a), (c)-(e). 34-5-3(a). 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. Coverage: Applies to all employee except those employed in agriculture or domestic service; those who reside in the personal residence of the employer; those employed by their parents, spouse, or child; or any individual elected to public office in the state. Or. Remedies: In any civil action brought under this section, the court may issue an order prohibiting the discriminatory practice and providing affirmative relief, including back pay; the court may also award compensatory damages and punitive damages, but the judgment for the total amount of punitive damages shall not exceed $100,000. Cent. Under the NLRA, even an employee who signs a non-disclosure agreement still has the legal right to discuss pay with coworkers and others. Massachusetts Anti-Discrimination Law Protection: It shall be an unlawful practice for an employer, because of the sex or gender identity of an individual, to discriminate against such individual in compensation. Coverage: Applies to any department or agency of the states which employs 15 or more employees within the state. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. 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. Ala. Code 25-1-30(d). S.D. 378-1. Ann. tit. Colo. Rev. 387-12(d)(1). At many companies, there is not only a hush-hush culture around discussing your pay, it may even be a rule, whether communicated verbally or written down in employee rules and regulations. Coverage: Applies to the state and any employer employing 12 or more persons within the state; however, the Act does not apply to private clubs or any individual employed by his or her parents, spouse, or child. 41 C.F.R. Rev. Ill. June 27, 2011). 19 1101(a)(3). 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. Individuals elected to public office may be considered employers, but are not considered employees. Coverage: Applies to all employers and their agents, including the state. W. Va. Code. 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. 290.410. Laws 408.471(c)-(d). 659A.885(1). Ky. Rev. An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency. Executive Directive No. Ala. Code 25-1-30(c). Ann. 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. 44-1701(1)-(2). Code Ann. 5, 4572-A(1). Code Ann. Because the 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. Ga. Code Ann. .agency-blurb-container .agency_blurb.background--light { padding: 0; } Ann. Coverage: Applies to any person hired for permanent employment or temporary employment for more than 6 consecutive months by any department, commission, agency or board of the state, except for any employee of the University of West Virginia, the state college system, and the state police; certain employees of constitutional officers; and any employee of the legislature. Remedies: Any employee whose compensation is at a rate that is in violation of this section shall have a right of action against the employer for the recovery of the amount of the unpaid wages to which the employee is entitled for the one year period preceding the commencement of the action; an additional equal amount as liquidated damages; and reasonable attorney fees. Remedies: Any person who knowingly transports, offers for transportation, ships, delivers, or sells in commerce any goods in the production of which any employee was employed in violation of section 206 shall be subject to a fine of not more than $10,000, or to imprisonment for not more than 6 months, or both. 387-12(a)(2), (a)(4). Me. Stat. Lab. Minn. Stat. 10:5-14.1a(a)-(c). Ga. Code Ann. 34-5-5(a). Coverage: Does not apply to employers covered by the Fair Labor Standards Act. Michigan Equal Pay Law Protection: No employer shall discriminate in any way in the payment of wages as between sexes who are similarly employed. New York's Achieve Pay Equity bill passed in October 2015, shortly after California's act. Code 22-9-1-3(h)(1)-(3). Md. 50-2-204(a)(3). Rev. This means increasing pay transparency, disrupting occupational segregation, eliminating discrimination, increasing access to paid leave, child and elder care, and adding good jobs and women in those jobs to build the economy we all need to thrive. The law does not apply to individuals employed as domestic servants. Code 1171. 820 Ill. Comp. N.Y. Code Ann. 25 1350(G)-(H). Ann. 652.210(1)-(2). Remedies: A court may grant relief including a requirement that the employer conduct trainings for all employees, supervisors, and management; a court may assess against the defendant a civil penalty of up to $25,000. W. Va. Code Ann. Rev. Ann. Mo. D.C. Code 2-1402.11(a)(1). Washington Law Against Discrimination Protection: It is an unfair employment practice for any employer to discriminate against any person in compensation or in other terms or conditions of employment because of sex. Ann. tit. Stat. 1305 Corporate Center Drive GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. 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. If, within 10 years of a conviction for violation of this provision, it is alleged that an employer on a second occasion has been convicted of again violating this article, an employee may bring an action for temporary restraining order; the court may grant an order prohibiting the employer within 30 days from conducting any business within the state unless the employer deposits a bond of $25,000 or 25% of the weekly gross payroll, whichever is greater. 21-5B-4(1)-(2). Haw. Conn. Gen. Stat. Cent. 48-1102(2). Tenn. Code Ann. 344.030(2)(a)-(b). 511(a). However, in recent years this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. 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. Code Ann. 11-4-601(a). 23:303(A). Del. 4111.17(A). 28-23-3(A). Ann. Lab. 775 Ill. Comp. An employer who violates this law is guilty of a misdemeanor. Companies not covered by the National Labor Relations Act (NLRA) who are federal contractors now must adhere to a similar standard according to the Executive Order: The contractor will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant.. Stat. Ann. Ala. Code 25-1-30(b). The law also applies to a person who, as a contractor or subcontractor, is furnishing material or performing work for the state as well as to any agent of an employer. If you are ready to file a Charge or Petition, you may do so via the NLRB's electronic filing (E-File) application. Mont. In any action instituted by an employee or the commissioner in which the employee prevails, the court shall allow such employee to recover the full amount of any underpayment, all reasonable attorney's fees, prejudgment interest, and an additional amount as liquidated damages equal to 100% of the total amount of the wages found to be due, except such liquidated damages may be up to 300% of the total amount of the wages found to be due for a willful violation of this law. 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. Mich. Comp. An Evaluation of the Gender Wage Gap Using Linked Survey and Administrative Data, Compare womens and mens earnings and the wage gap by race, ethnicity, and occupation, Compare womens and mens median earnings in over 350 occupations, 5 Facts About Black Women in the Labor Force. 378-5(c). Code Ann. Stat. Although the Act protects union and non-union workers alike, there are limitations. 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. Utah Code. Remedies: If the commission finds that an employer has engaged in any unlawful practice, the commission shall issue an order requiring the employer to cease and desist from such unlawful practice and to take such affirmative action, including hiring, reinstatement, or upgrading of employees, with or without back pay, and a requirement for report of the manner of compliance. 40.1-28.6. 3-307(e). Colo. Rev. Coverage: Applies to employers of the state or any political subdivision, commission, department, institution, or school district thereof, and every other person who employs a person in the state. Stat. View the full text of protections shown in the map. Maryland Anti-Discrimination Law Protection: An employer may not discriminate against any individual with respect to the individuals compensation because of the individuals sex. Remedies: An employer who violates this law shall be fined no more than $500 nor imprisoned more than 1 year, or both. 820 Ill. Comp. Conn. Gen. Stat. Ark. Coverage: Applies to all employees and employers, including the state. N.H. Rev. Ann. Rev. 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. Stat. 336.8(a). Remedies: Any employee whose compensation is at a rate that is in violation of 21-5E-3 may file a grievance. Cent. Code 1197.5(k)(2). Ind. Colo. Rev. Code Ann. Stat. N.H. Rev. Whether you are getting paid more or less than your co-workers, youd be helping to even the playing field and increase equity across the board. Cal. In fact, a 2011 survey found that half of employees say that their workplace discourages or prohibits "discussion of wage and salary information." Rev. Wyoming Fair Employment Practices Act of 1965 Protection: It is a discriminatory or unfair employment practice for an employer to discriminate in matters of compensation or the terms, conditions or privileges of employment, against any person otherwise qualified because of sex or pregnancy. 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. N.Y. 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). @media only screen and (min-width: 0px){.agency-nav-container.nav-is-open {overflow-y: unset!important;}} Utah Code Ann. 93 Protection: State agencies are prohibited from requesting salary history from applicants. Stat. La. Stat. Colo. Rev. W. Va. Code 21-5B-5. GovDocs, Inc. 31-40z(a)(1). 40, 198.1. Code 22-9-1-6(j)(1)-(3). D.C. Code 2-1401.02(10). Ann. Stat. The law does not provide for specific remedies or penalties for unlawful employment practices. tit. div#block-eoguidanceviewheader .dol-alerts p {padding: 0;margin: 0;} Did you know that employees must be allowed to discuss salary at work? Ind. & Empl. Fla. Stat. Stat. Additionally, any employer who violates this law shall be guilty of a misdemeanor and shall be fined not less than $25 nor more than $100. Del. Minn. Stat. But the truth is, you are allowed to talk about your salary with co-workers, by law. Coverage: Applies to any employer or agent of the employer, including the state, that has 2 or more employees within the state, but does not apply to any employer subject to the Fair Labor Standards Act. 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. Remedies: An employer who violates or fails to comply with the provisions of this section shall be guilty of a Class C misdemeanor, and each day that the violation or failure to comply continues shall be a separate offense. 21, 495d(1). 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. Me. Mass. 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. Law does not apply to employers covered by the fair Labor Standards Act Act, the may! Salary at work policies against using their equipment employer who employs 9 or more employees union and non-union workers,. {.agency-nav-container.nav-is-open { overflow-y: unset! important ; } } Utah code Ann 11... Signs a non-disclosure agreement still has the legal right to discuss salary at work and workers! Signs a non-disclosure agreement still has the legal right to discuss pay with and. 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