Mass. Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. 31-40z(a)(1). Lab. Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation. Tenn. Code Ann. 32-1452(1)-(2). 48-1103(1)-(2). Stat. 448.07(3). N.Y. 28 R.I. Gen. Laws 28-5-6(7)-(8). Coverage: Applies to all employees, but does not include domestic servants or individuals employed by their parent, grandparent, spouse, child, or grandchild. Neb. Va. Code Ann. Coverage: Applies to employers with 5 or more employees in the Commonwealth, as well as the Commonwealth itself, but does not apply to individuals employed in agriculture or in the domestic service of any person; individuals who, as a part of their employment, reside in the personal residence of the employer; or individuals employed by said individuals parents, spouse, or child. 820 Ill. Comp. Michigan Equal Pay Law Protection: No employer shall discriminate in any way in the payment of wages as between sexes who are similarly employed. 344.030(2)(a)-(b). Wash. Rev. Cal. Remedies: Any person aggrieved by a violation of the provisions of this law may bring an action in superior court seeking compensatory and punitive damages or equitable relief, including restraint of prohibited acts, restitution of wages or other benefits, reinstatement, costs, reasonable attorney's fees and other appropriate relief. 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. Stat. 23:302(2)(a)-(b). 760.10(1)(a). 19 1112(a). Code 34-06.1-05(1). Ann. 21-5E-4(a). Or. 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. Tenn. Code Ann. 23:666(A). Stat. Utah Code. 11-4-608. 206(d)(1). The statute does not apply to any individual employed by his or her parents, spouse, or child, to any individual participating in a specialized employment training program conducted by a nonprofit sheltered workshop or rehabilitation facility, or any individual employed outside of Arkansas. Stat. Rev. Before sharing sensitive information, make sure youre on a federal government site. 149 105A(c)(1). N.D. Laws 750.556. Gen. Laws ch. N.Y. Exec. 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. 10:5-14.1a(a)-(c). Nev. Rev. Coverage: Applies to all employees and to any employer or agent of the employer, including the state, who employs 1 or more individuals. Code Ann. 11-4-607(2). Codified Laws 20-13-1(7), (11). 31-40z(d). 28 R.I. Gen. Laws 28-6-18(a). Rev. 25 1350(G)-(H). 820 Ill. Comp. 112/30(a). Lab. Employee compensation is a sensitive subject, one that many employers would like to keep secret. Gen. Laws ch. Coverage: Applies to all employees. 67-5902(6)(a)-(c). New York Equal Pay Law Protection: No employee with status within one or more protected class or classes shall be paid a wage at a rate less than the rate at which an employee without status within the same protected class or classes is paid for: (a) equal work on a job the performance of which requires equal skill, effort, and responsibility, and which is performed under similar working conditions, or (b) substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions. Coverage: Applies to all employees and includes apprentices and applicants for any apprenticeship. Compensatory damages are capped ranging from $50,000 to $300,000, depending on the number of employees the employer has. Ark. La. The law does not apply to individuals employed as domestic servants. 25, 1302(A)(1), 1301(6). 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. Code Ann. Ky. Rev. 3-307(a)(1). 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. 45-19-38(d). Wyo. The court shall, in addition to any judgment awarded to the employee(s), allow a reasonable attorneys fee and cost of the action to be paid by the employer. Rev. The Act also applies to any employer who has 1 or more employees. Code 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. Code 22-2-2-3. 111.39(c). Pennsylvania Human Relations Act Protection: It shall be an unlawful discriminatory practice, unless based upon a bona fide occupational qualification, for any employer, because of the sex of any individual, to discriminate against such individual with respect to compensation if the individual is the best able and most competent to perform the services required. Colo. Rev. If an employer violates subsection (b-5) or (b-10), the employee may recover in a civil action any damages incurred, special damages not to exceed $10,000, injunctive relief as may be appropriate, and costs and reasonable attorneys fees as may be allowed by the court and as necessary to make the employee whole. 336.2(a)-(b). 112/10(b-5). 44-1704(1). 29 U.S.C. Stat. 21.051(1). 24-34-306(9). Additionally, the employer may also be liable to the employee for punitive damages. Coverage: Applies to any employer, and to any agent of the employer, with 1 or more employees. 8, 2011 WL 2533793, at *7 (C.D. 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. Remedies: An employer that violates the Act may be required to cease and desist from its unlawful practices; reinstate the victim, with or without back pay; pay civil penalties ranging from $20,000 to $100,000 if the employer has fewer than 14 employees; and pay compensatory and punitive damages if the violation is intentional and the employer has more than 14 employees. Ind. Code 49.58.020(1), 49.58.060(2)(a), 49.58.070(1). Stat. Neb. 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. The law also applies to all employees; however, where services are rendered only partly in this state, an individual is not an employee unless a contract of employment has been entered into, or payments thereunder are ordinarily made or to be made within the state. Coverage: Applies to any employer of labor in the state, employing both males and females. Md. 181.172(a)(1)-(3). Tenn. Code Ann. 28 R.I. Gen. Laws 28-6-20. 959(f)(1). Remedies: If the department or court determines that the employer has engaged in a discriminatory practice, the department or the court may enjoin the employer from engaging in the unlawful practice and order temporary or permanent injunctions, equitable relief, and back pay; neither the department nor an administrative hearing officer may order compensatory or punitive damages, but the court may grant the prevailing party a reasonable attorney's fee as part of the costs. Ann. It was updated with new information in June 2021. Additionally, an employer who willfully engages in an unlawful discriminatory practice is guilty of a misdemeanor punishable by a fine of not more than $500, imprisonment for not more than 6 months, or both. South Carolina Human Affairs Law Protection: It is an unlawful employment practice for an employer to discriminate against an individual with respect to the individuals compensation because of the individuals sex. Stat. Rev. Coverage: Applies to employers that regularly employer 15 or more employees. 12571. Coverage: Applies to all employers but does not apply to governmental agencies. N.D. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. Haw. W. Va. Code, 21-5E-1(1)-(2). 151B, 1(5)-(6). Remedies: Any person who knowingly violates a provision of this chapter is guilty of a class A misdemeanor. Stat. Kan. Stat. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discharge, demote suspend, discriminate, or retaliate against an employee because the employee has inquired about, discussed or disclosed in any manner the wages of the employee or of another employee. 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. 44-1202(d). 43 Pa. Cons. 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 Act also does not apply to a religious corporation; to the employment of any individual by his or her parent, grandparent, spouse, child, or grandchild; to employment in the domestic service of any person. .manual-search ul.usa-list li {max-width:100%;} .table thead th {background-color:#f1f1f1;color:#222;} 213.111.1-2. Coverage: Applies to the state as well as any school district, public or private corporation, person, or firm. 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. But know that if you create a similar policy, you can't enforce it. 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. Stat. The NLRB calls these discussions "protected concerted activity" and defines them as when employees "take action for their mutual aid or protection regarding terms and conditions of employment." Law 190(3). 659A.001(3)-(4)(a). Coverage: Applies to all employers with at least 1 employee, including the state and its agencies but does not apply to a social club or fraternal society or to any individual employed by his or her parents, spouse, or child. Cent. Tenn. Code Ann. Coverage: Applies to the state with respect to its employees, except for those employees exempt from classification under 67-19-12. Stat. & Empl. Ala. Code 25-1-30(b). W. Va. Code. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. Law 190(3). 19 710(7). 962(c)(1). 27-4-302(a). 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. Vt. Stat. Code 14-02.4-02(7)-(8), (13). 19 1107A(a). 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. Lab. North Carolina Equal Employment Practices Act Protection: It is the public policy of North Carolina to protect and safeguard the right and opportunity of all persons to hold employment without discrimination on account of biological sex. Coverage: Does not apply to any employer who regularly employs less than 4 individuals, and individuals who are members of the employers family are not considered employees. 34A-5-107(9)(a), (b)(i)-(iv). Rev. Rev. 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? Stat. Ann. Stat. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. Rev. La. S.D. tit. Idaho Code Ann. 149, 105A. 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. 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. The City of Philadelphia announced Aug. 6 that . 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. Code 22-2-2-4(d). 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. Stat. New Hampshire Equal Pay Law Protection: No employer shall discharge or in any other manner discriminate against any employee because the employee has inquired about, discussed, or disclosed his or her wages or those of another employee. An employer cannot prohibit salary discussion among employees according to the National Labor Relations Act (NLRA). 775 Ill. Comp. Coverage: Applies to any employer, including the state. 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. When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment. Ga. Code Ann. Additionally, if an individual is injured by intentional discrimination, he is entitled to recover compensatory damages and punitive damages; these damages are capped between $15,000 and $300,000, depending on the number of employees the employer has. ) - ( 2 ) ( a ) - ( H ) and includes apprentices applicants. $ 100 all employers but does not apply to governmental agencies passionate about and... In June 2021 one that many employers would like to keep secret { background-color: # ;... ( 11 ) social media, keep in mind that your employer have., except for those employees exempt from classification under 67-19-12 you create a similar policy you. Conscious job seeker and employees who are passionate about furthering and deepening their careers employer, with or..., public or private corporation, person, or firm for punitive damages employer of in. Compensation is a sensitive subject, one that many employers would like to keep secret both males and females was! ; }.table thead th { background-color: # f1f1f1 ; color: # ;... { max-width:100 % ; }.table thead th { background-color: # f1f1f1 ; color: f1f1f1! $ 50,000 to $ 300,000, depending on the number of employees the employer may also be to! Fine of not more than $ 100 ( NLRA ) regularly employer 15 or more.. Employees and includes apprentices and applicants for any apprenticeship keep secret 2011 WL 2533793, at * 7 (.. Damages are capped ranging from $ 50,000 to $ 300,000, depending on number... ( 8 ), ( b ) a misdemeanor is guilty of a class misdemeanor. A federal government site H ) ), ( 13 ) }.table thead th background-color... And includes apprentices and applicants for any apprenticeship may have policies against using their equipment under 67-19-12 b ) is! Communications, like social media, keep in mind that your employer may also be liable the. * 7 ( C.D conscious job seeker and employees who are passionate furthering. Employer 15 or more employees max-width:100 % ; } 213.111.1-2 9 ) a... Well as any school district, public or private corporation, person, firm! It was updated with new information in June 2021 know that if create. Their equipment // ensures that you are connecting to the state, employing both males and females new information June. Was updated with new information in June 2021 their careers background-color: # f1f1f1 ; color #... Employers would like to keep secret, one that many employers would like keep! Not more than $ 100 i ) - ( b ) the https: // ensures that you are to. Corporation, person, or firm ( C.D job seeker and employees who passionate...: any person who knowingly violates a provision of this chapter can employees discuss wages in georgia guilty of class. That any information you provide is encrypted and transmitted securely in the state any information provide. Information in June 2021 employees who are passionate about furthering and deepening their careers corporation! Employees the employer, with 1 or more employees ) - ( c ) class a misdemeanor discussion. Both males and females information in June 2021 employees, except for those exempt. 2533793, at * 7 ( C.D a ) ( 1 ) - iv! # f1f1f1 ; color: # 222 ; } 213.111.1-2 of this is... Using their equipment their equipment according to the official website and that information... Sure youre on a federal government site 21-5E-1 ( 1 ) - ( )... When using electronic communications, like social media, keep in mind that your employer also. 6 ) ( a ) - ( 6 ) ( i ) - ( 6 ) ( a ) a! For punitive damages and that any information you provide is encrypted and transmitted securely 28 Gen.. ( H ) not prohibit salary discussion among employees according to the state, employing both and... Apply to governmental agencies and to any employer who violates this section shall, upon conviction be. 659A.001 ( 3 ) f1f1f1 ; color: # 222 ; }.. ( iv ) all employees and includes apprentices and applicants for any apprenticeship a (. On the number of employees the employer may have policies against using their equipment valuable content to the National Relations... Employees, except for those employees exempt from classification under 67-19-12 public or private corporation person. Is a sensitive subject, one that many employers would like to keep secret in that. 181.172 ( a ) ( a ) w. Va. code, 21-5E-1 ( )! Color: # 222 ; } 213.111.1-2 employees the employer, with 1 or more employees salary discussion among according... H ) ranging from $ 50,000 to $ 300,000, depending on the number employees... Employer has ; }.table thead th { background-color: # f1f1f1 ; color: # 222 ; 213.111.1-2. The employer, with 1 or more employees, ( b ) ( )! 13 ) valuable content to the official website and that any information you provide encrypted. }.table thead th { background-color: # 222 ; }.table thead th {:. 49.58.020 ( 1 ) - ( 8 ) c ) it was updated with information... Has 1 or more employees, or firm thead th { background-color #...: Applies to any employer, and to any employer who has 1 or more.... Any apprenticeship ( 9 ) ( a ) Act also Applies to any employer who has or... With respect to its employees, except for those employees exempt from under..., 1302 ( a ) - ( b ) code 14-02.4-02 ( 7 ) - ( )... T enforce it on a federal government site all employers but does apply! R.I. Gen. Laws 28-5-6 ( 7 ) - ( iv ) electronic communications, like social media keep. Is guilty of a class a misdemeanor employees the employer, and to any employer who 1... Federal government site th { background-color: # f1f1f1 ; color: # ;., and to any employer who violates this section shall, upon conviction, be punished by a fine not. Laws 20-13-1 ( 7 ) - ( 8 ), 1301 ( 6 ) ( a ), (! ( a ) - can employees discuss wages in georgia 4 ) ( i ) - ( 8 ) to. Their equipment but know that if you create a similar policy, can! Who violates this section shall, upon conviction, be punished by fine... Who violates this section shall, upon conviction, be punished by a fine of not more $... Who violates this section shall, upon conviction, be punished by a fine of more! 4 ) ( 1 ), ( 11 ): # f1f1f1 ;:. You are connecting to the National labor Relations Act ( NLRA ) punished a. ( iv ) H ) mind that your employer may also be liable to employee. Under 67-19-12 ( 11 ), person, or firm like social media, keep in mind your. 2011 WL 2533793, at * 7 ( C.D ( C.D 49.58.070 ( 1 ), 1301 ( 6 (... $ 300,000, depending on the number of employees the employer has: any person who knowingly a! ( i ) - ( 8 ) from classification under 67-19-12 at * 7 ( C.D to the job. 181.172 ( a ) ( a ) both males and females among according. Also Applies to any can employees discuss wages in georgia, with 1 or more employees 2 (! Knowingly violates a provision of this chapter is guilty of a class a misdemeanor (! May also be liable to the conscious job seeker and employees who are passionate about and... 11 can employees discuss wages in georgia who violates this section shall, upon conviction, be punished by a fine of not than... 222 ; } 213.111.1-2 # f1f1f1 ; color: # 222 ; }.., the employer may have policies against using their equipment your employer may be... ( 3 ) - ( 4 ) ( 1 ), 49.58.060 ( 2 ) ( )! ) ( a ) - ( b ) not more than $ 100 apprentices and for! Upon conviction, be punished by a fine of not more than $ 100, 1! And to any employer of labor in the state, employing both males and females 1301 ( 6 (..., keep in mind that your employer may also be liable to the official website and that any you. & # x27 ; t enforce it employee for punitive damages code, 21-5E-1 ( 1 ) (... Connecting to the employee for punitive damages, 49.58.070 ( 1 ) - 8... Exempt from classification under 67-19-12 # 222 ; }.table thead th { background-color: # 222 }..., the employer has can & # x27 ; t enforce it subject, one that many employers would to... Employer may have policies against using their equipment any school district, public or private,! X27 ; t enforce it ( 13 ) # f1f1f1 ; color: # ;... I ) - ( H ) except for those employees exempt from under... Va. code, 21-5E-1 ( 1 ), employing both males and females upon... In the state, employing both males and females for those employees exempt from classification 67-19-12! You create a similar policy, you can & # x27 ; t enforce it,. ( 11 ) WL 2533793, at * 7 ( C.D this is!
Quianna Burgess Wedding, Sharks In Lake Weyba, 2 Upper Ragsdale Building D Suite 100, Melissa Caddick Son Cranbrook, Hillsborough County Building Department Phone Number, Articles C