213.075.11(1). Stat. Del. Executive Order No. Gen. Laws ch. N.M. Stat. 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. 608.010, 608.011 Remedies: An employer who violates the Equal Pay Law is guilty of a misdemeanor subject to an administrative penalty of not more than $5,000 for each such violation; however, the law does not provide for a private right of action for employees. Conn. Gen. Stat. Stat. Ark. Tenn. Code Ann. 775 Ill. Comp. Maine Equal Pay Law Protection: An employer may not discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite sex for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Ind. 49.58.010(5). Additionally, any monetary award ordered shall be for actual damages only. Code Ann., State Govt 20-601(c)(1)-(2). 44-1702(1). Remedies: If the commission determines that the employer has engaged in a discriminatory or unfair practice, the commission shall issue an order requiring the respondent to cease and desist from the practice and to take the necessary remedial action, which includes hiring, reinstatement, or upgrading of employees with or without pay; reporting as to the matter of compliance; posting notices; payment to the complainant of damages for injury caused by the practice which shall include actual damages, court costs, and reasonable attorney fees. Tenn. Code Ann. 820 Ill. Comp. The Act does not protect any individual employed by such individuals parents, spouse, or child or in the domestic service of any person. Code Ann. 28 R.I. Gen. Laws 28-5-6(7)-(8). Any employer who knowingly or intentionally violations section 4 commits a Class A infraction. 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. 820 Ill. Comp. Kan. Stat. 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. 111.321, 111.32(1), 111.36. An employer who violates this law is liable for paid wages; in addition to any wages recovered, the court shall allow an additional equal amount as liquidated damages plus a reasonable attorneys fee and court costs. 43 Pa. Cons. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. Executive Order No. 203(s)(1). & Empl. Conn. Gen. Stat. This button displays the currently selected search type. 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.. 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." Code 49.58.020(1), 49.58.060(2)(a), 49.58.070(1). Colo. Rev. 181.66(3). Kan. Stat. Ga. Code Ann. 19 710(7). Copyright 2023 GovDocs, Inc. GovDocs is a registered trademark of GovDocs, Inc. July 1, 2021, Minimum Wage Rates: California Cities, GovDocs Earns Best Places to Work Award, Maryland passed a host of new employment laws, Texas Instruments v. International Union of Electrical, Radio and Machine Workers, AFL-CIO. Coverage: Applies to any employer of 6 or more persons in the state. 11-4-601(a). Haw. Or. Coverage: Applies to any employee under a contract of employment made in Delaware or to be performed wholly or partly therein but does not apply to employees of the United States government or the state. See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 (Ill. App. 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. Stat. Coverage: Applies to any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee or applicant, including the state and any political subdivision, but excluding the United States government. 43 Pa. Cons. Tex. Minn. Stat. 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. Coverage: The law does not apply to family members. Coverage: 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. Employee compensation is a sensitive subject, one that many employers would like to keep secret. S.D. If employer policies requiring pay secrecy are unlawful, why are they still so common? Utah Code Ann. Colo. Rev. The Deputy Assistant Secretary for Federal Contract Compliance and the heads of federal agencies may exempt contractors and subcontractors from complying with this provision if they deem that special circumstances so require. Neb. Code 21.002(7), (8)(C). Coverage: Applies to all employers except those subject to the minimum wage provision of the Fair Labor Standards Act. La. Remedies: Upon finding a civil rights violation, the Commission may provide for any relief or penalty by entering order directing the respondent to cease and desist; pay actual damages; hire, reinstate, or upgrade the complainant with or without back pay; pay the complainant all or a portion of the costs of maintain the action, including reasonable attorney fees and expert witness fees; and take such action as may be necessary to make the complainant whole, including awards of interest on complainants actual damages and back pay from the date of the civil rights violation. 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. Mass. Tex. Cent. Stat. 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. W. Va. Code 5-11-10. You've probably wondered at some point if you're getting paid what you deserve. Stat. Ark. 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. Cent. 44-1701(1)-(2). Md. Okla. Stat. Code Ann., State Govt 20-604. Rev. 49.58.040(2)(a). The new law was passed on April 22, 2020, and becomes effective on July 1, 2020. 181.68(2). Tenn. Code Ann. Any employer who violates any provision of this law is guilty of a class B misdemeanor. Coverage: Applies to all persons acting in the interest of an employer. Rev. A violation of 181.67 is a misdemeanor. Code 1197.5(k)(2). Why? Coverage: Applies to the state as well as any school district, public or private corporation, person, or firm. Remedies: If an employer has engaged in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Indiana Minimum Wage Law of 1965 Protection: No employer shall discriminate between employees on the basis of sex by paying to employees a rate less than the rate at which 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 which are performed under similar working conditions. .manual-search ul.usa-list li {max-width:100%;} California Fair Employment and Housing Act Protection: It is an unlawful employment practice, unless based upon a bona fide occupational qualification, or, except where based upon security regulations established by the United States or California, for an employer to discriminate against a person in compensation because of the persons sex. Del. 50-2-202(a). Stat. Delaware Antidiscrimination Act Protection: It shall be an unlawful employment practice for an employer to: require as a condition of employment that an employee refrain from inquiring about, discussing, or disclosing his or her wages or the wages of another employee; require an employee to sign a waiver or other document purporting to deny an employee the right to disclose or discuss his or her wages; or discharge, formally discipline, or otherwise discriminate against an employee for inquiring about, discussing, or disclosing his or her wages or the wages of another employee. 19 711(a)(1). N.J. Stat. 10:5-14.1a(a)-(c). Code Ann. 28 R.I. Gen. Laws 28-6-21. 21, 495(a)(7)(B)(i)(I)-(II). N.J. Stat. West Virginia Human Rights Act Protection: It is an unlawful discriminatory practice for any employer to discriminate against an individual because of the individuals sex with respect to compensation if the individual is able and competent to perform the services required. rimination, 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. . N.D. 3-307(a)(2). div#block-eoguidanceviewheader .dol-alerts p {padding: 0;margin: 0;} 378-1. What are my rights? Code 22-2-2-3. 46a-51(9). See 29 U.S.C. 608.180, 608.195(2). Ann. 203(s)(1). 49.60.250(5). .cd-main-content p, blockquote {margin-bottom:1em;} Washington Equal Pay Law Protection: An employer may not: (a) require nondisclosure by an employee of his or her wages as a condition of employment; or (b) require an employee to sign a waiver or other document that prevents the employee from disclosing the amount of the employees wages. 27-4-301(a)-(b), (f). Currently, only 17 percent of U.S. companies explicitly allow employees to discuss their pay at workoutside of managers discussing compensation with employees privately or with each other to . 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. Cent. 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