can employees discuss wages in georgiacan employees discuss wages in georgia

Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. 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. 659A.001(3)-(4)(a). Rev. 23:663(3). 244.230(4). 820 Ill. Comp. 28 R.I. Gen. Laws 28-5-24(a)(1), (3). Protection: An employer may not pay any of its employees at wage rates less than the rates paid to employees of another sex for equal work within the same establishment on jobs the performance of which requires equal skill, effort, education, experience, and responsibility, and performance under similar working conditions. 448.07(1)(a)-(b). 41 C.F.R. 820 Ill. Comp. Code Ann. Wyo. 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. Code 1197.5(a). 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. Have more questions about the NLRA, PERA or your rights about discussing wages? 110/1. 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. N.M. Stat. N.M. Stat. Code 1197.5(h). 495(a)(8)(D). Rev. 25 1350(G)-(H). The .gov means its official. La. Law 296(1)(a). 3-307(e). Gen. Laws ch. 21, 495(a)(7)(B)(i)(I)-(II). 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. Stat. 203(s)(1). Coverage: Applies to the Office of the Governor and state agencies for which the Governor has oversight authority. Executive Directive No. Conn. Gen. Stat. Law 292(5)-(6). You've probably wondered at some point if you're getting paid what you deserve. Coverage: Applies to any employer and any agent of the employer, including the state, employing 4 or more persons within the state, but does not apply to any individual employed in the domestic service of any person. 2000e-2(a)(1). 34:11-56.1(a)-(b). 48-1104(1). & Empl. W. Va. Code 21-5B-5. Md. Stat. Florida Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex or pregnancy. Rev. 40, 198.2. 49.58.010(5). Neb. Ann. Del. Connecticut Labor Statute Protection: No employer shall inquire or direct a third party to inquire about a prospective employees wage and salary history unless a prospective employee has voluntarily disclosed such information. 67-5908(3)(a)-(e). Ann. Ann. Coverage: Applies to any employer or agent of the employer, including the state, having 1 or more employees, but does not include the United States. ch. Code Ann., Lab. Stat. N.Y. Exec. Mich. Comp. Lab. 2019-10(7). Ann. N.H. Rev. 5/8A-104(A)-(C), (G), (J). In addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees and costs. Kan. Stat. Mich. Comp. Neb. Remedies: The court shall have the authority to order the employer to cease and desist or modify its existing employment policies; order the employer to hire, reinstate, or promote the employee; order the payment of compensatory damages (including general and special damages) and punitive damages not to exceed the damage awards allowable under Title VII of the Civil Rights Act of 1964; and order the costs of litigation and reasonable attorneys fees to the prevailing party. 336.3(a). Ga. Code Ann. Stat. 21.258(a)(1)-(2), (b)(1), (5)-(6). Rhode Island Equal Pay Law Protection: No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for equal work or work on the same operations. tit. Govt Code 12926(d). Tenn. Code Ann. La. Coverage: Applies to every woman, 18 years or older, in receipt of or entitled to compensation for labor performed for any employer. La. La. 19 709B(h)(1). Del. N.Y. Coverage: Applies to any employer engaged in an industry who has 2 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, and also applies to the state regardless of the number of employees; however, it does not apply to the United States, a corporation wholly owned by the government of the United States, or an Indian tribe. 24-34-402(1)(i). New Mexico Human Rights Act Protection: It is an unlawful discriminatory practice for an employer to discriminate in matters of compensation against any person because of sex. 23:666(A). Stat. Remedies: If the court finds that the employer has intentionally engaged in an unlawful employment practice, the court may enjoin the employer from engaging in such unlawful employment practice and order such affirmative action as may be appropriate, which may include reinstatement or hiring of employee(s), with or without back pay payable by the employer. Ohio Rev. S.D. Ann. Stat. 820 Ill. Comp. Stat. Stat. 213.055.1(1)(a). 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. Rev. Lab. An employer who violations section 4, having a prior unrelated judgment for a violation of section 4, commits a Class B misdemeanor. View the full text of protections shown in the map. Stat. No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages or sign a waiver that purports to deny the employee the right to disclose the amount of his or her compensation; additionally, no employer may discharge, formally discipline, or otherwise discriminate against an employee because he or she discloses the amount of his or her compensation. The Fair Labor Standards Act covers all employers, including government agencies, with respect to their employees who are engaged in commerce or employed in an enterprise engaged in commerce; 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. Stat. 5/2-101(B)(2). Mich. Comp. Cal. 613.330(1)(a). The pressure to conform can be intense, and you dont want to do anything that will get you into trouble. Ann. Idaho Code Ann. 110/1. Gen. Laws ch. Stat. Remedies: Any employer who violates these provisions is liable to the employee affected in the amount of the wages, and interest thereon, of which the employee is deprived by reason of the violation, and an additional equal amount as liquidated damages. Equal Pay 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 on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Coverage: Does not apply to any employer with fewer than 4 persons in his or her employ or to any individual employed by his or her parents, spouse, or child, or in the domestic service of any person. Stat. Cent. Unit Sch. Fla. Stat. 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. Code 34-06.1-05(1). Stat. 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. 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. Code 14-02.4-02(7)-(8), (13). Oklahoma General Anti-Discrimination Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of sex, including pregnancy. Mass. This blog was originally published in April 2014. Code Ann. The law does not provide for specific remedies or penalties for unlawful employment practices. Illinois Equal Pay Act of 2003 Protections: No employer may discriminate between employees on the basis of sex by paying wages to an employee at a rate less than the rate at which the employer pays wages to another employee of the opposite sex for the same or substantially similar work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Remedies: Any employee discriminated against in violation of this section may sue in any court to recover two times the amount of the difference between the wages actually received and the wages received by a person performing equal work for the employer, and for costs, including attorney fees. GovDocs, Inc. The employee may also recover the costs of the suit and reasonable attorneys fees. W. Va. Code 5-11-3(d)-(e). Per the NLRB, pay secrecy policies may violate the law. 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. 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. Remedies: Any employer who violates this section shall be liable to the employee affected in the amount of their unpaid wages, and in an additional equal amount of liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall also allow a reasonable attorney's fee, as well as the costs of the action, to be paid by the defendant. 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. Executive Order No. [CDATA[/* >