19 709B(h)(3). Conn. Gen. Stat. 149 105A(c)(1). & Empl. Code Ann. Remedies: Upon a finding of a discriminatory employment practice, the presiding officer shall order the employer to cease and desist from the discriminatory practice and may order the hiring or reinstatement of any individual, with or without back pay. 11-4-607(2). Although the law covers persons who perform services both entirely within the state and partially within the state, an individual who renders services only partly in this state is not a covered employee unless the contract of employment has been entered into, or payments thereunder are ordinarily made, within the state. 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. S.D. La. Stat. 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. Ark. Iowa Code 216.6A(2)(a). 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 law does not apply to individuals employed by their parents, spouse, or child or in the domestic service of any person. Code Ann., Lab. Code 1197.5(1). 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. Kan. Stat. Individuals employed by their parents, spouse, or child are not protected. Additionally, the employer may also be liable to the employee for punitive damages. Gen. Laws ch. Stat. 2015) (applying paycheck rule to lawsuit brought under the Arkansas Civil Rights Act challenging pay discrimination on the basis of sex). 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. 149, 105B. Rev. 4112.01(A)(2)-(3). Stat. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. tit. Workers are often protected when discussing salaries, even if doing so damages morale. Coverage: Applies to all employers and their agents, except for employers of domestic servants, agricultural, temporary, and seasonal employers, and nonprofit social, fraternal, charitable, educational, religious, scientific, and literary associations. Ann. Del. 820 Ill. Comp. Minnesota Human Rights Act Protection: Except when based on a bona fide occupational qualification, it is an unfair employment practice for an employer, because of sex to discriminate against a person with respect compensation. See Nev. Rev. 112/10(a). An agency within the U.S. Department of Labor, 200 Constitution AveNW 760.10(1)(a). Ark. Conn. Gen. Stat. Ann. tit. Ann. Remedies: Any employer who violates section 4 shall be liable to the employee affected in the amount of their unpaid minimum wages and in an equal additional amount as liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall allow recovery of reasonable attorneys fees and costs of the action. 44-1702(1). Coverage: Applies to all employers, including the state, and to all employees. 613.310(2)(a)-(c). N.H. Rev. Me. Code 14-02.4-03(1). Ann. Stat. In addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees and costs. 4111.17(D). 344.230(2)-(3)(a), (e)-(f), (h). Code Ann., Lab. Stat. Ann. Stat. 151B, 5. But, as more and more states require employers to at minimum post the pay ranges for open positions, this trend is growing. Coverage: Applies to all employers but does not apply to governmental agencies. Stat. Coverage: Applies to any employer, including the state, that employs 20 or more employees within the state but does not apply to employment by a parent, spouse, or child; employment in the domestic service of the employer; or employment by a private educational or religious institution or any nonprofit corporation. Ky. Rev. Executive Directive No. Lab. Cal. Rev. N.C. Gen. Stat. Codified Laws 20-13-42. 43 Pa. Cons. 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. Remedies: Any employer in violation 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 amount of unpaid wages as liquidated damages. N.D. In Colorados 2008 Wage Transparency Act (S.B. 5/8A-104(A)-(C), (G), (J). 112/5. Provisions were found to be unlawful when they interfered with the rights of employees under the National Labor Relations Act, such as the right to discuss wages and working conditions with co-workers. 40, 198.1. N.M. Stat. 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. 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. Code Ann. Coverage: Applies to every woman, 18 years or older, in receipt of or entitled to compensation for labor performed for any employer. Code Ann. Stat. Coverage: Applies to any employer, and any agent of the employer, engaged in an industry affecting commerce that has 15 or more employees, as well as to a state agency or state instrumentality, regardless of the number of individuals employed. 28 R.I. Gen. Laws 28-6-21. Nevada General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discriminate against any employee because the employee has inquired about, discussed, or voluntarily disclosed his or her wages or the wages of another employee. Do you want that for others as well? Code 34-06.1-02(2)-(3). 26, 628. 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.. Coverage: Applies to state departments and autonomous agencies subject to supervision by the Governor. Remedies: An employer who willfully and knowingly violates this law shall be liable to the employee affected in the amount of his or her unpaid wages and in addition, an equal amount as liquidated damages; additionally, the court shall allow a reasonable attorney's fee and costs of the action to the employee. Colo. Rev. Stat. Stat. Code 49.60.180(3). If youre one of the many to whom this law applies, it is also unlawful for your employer to take retaliatory action against you for having such conversations. Ann. Ann. N.M. Stat. 46a-60(a)(1). #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Beyond violating the NLRA, prohibiting salary discussions can be problematic when it comes gender equality laws, according to Kluger. N.Y. Code 21.002(8)(A), (D). 21, 495d(1). Cal. Code 34-06.1-03(1). Stat. See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 (Ill. App. 24-34-405(3)(a). tit. 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. Wyo. 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. 19 1107A(a). Law 296(1)(a). The law also applies to all employees except those who, among other things, are employed in agriculture; in domestic service; in a bona fide executive, administrative, or professional capacity; by the United States; any individual who volunteers for a nonprofit organization; or persons 18 years of age or less employed on an occasional or part-time basis. 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. Nev. Rev. Kentucky Civil Rights Act Protection: It is an unlawful practice for an employer to discriminate against an individual with respect to compensation because of the individuals sex. Kan. Stat. Washington, DC 202101-866-4-USA-DOL, Employment Protections for Workers Who Are Pregnant or Nursing, Equal Pay and Pay Transparency Protections. Mass. 181.68(2). Colo. Rev. Stat. Wash. Rev. See Utah Code Ann. The pressure to conform can be intense, and you dont want to do anything that will get you into trouble. 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. Del. Executive Order No. Coverage: Applies to any employer employing 15 or more employees but does not include any religious corporation, association, educational institution, or society which conditions employment opportunities to members of that religious corporation, association, educational institution, or society or to persons who subscribe to its tenets or beliefs. tit. Or. Mo. Subscribe to our blog for the latest employment law news. N.J. Stat. Ind. N.J. Stat. Gen. Laws ch. Rev. Minn. Stat. employer fring an employee because she discussed her salary with another employee. Haw. 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. Stat. Ala. Code 25-1-20(2).