Ann. Code Ann. La. Stat. 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. Rev. Stat. Idaho Code Ann. Tenn. Code Ann. Haw. 40.1-28.6. & Empl. Gen. Laws. Coverage: Applies to all employees as well as any employer, or agent of the employer, employing 4 or more employees and any person acting for an employer. 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. Stat. Coverage: Applies to all employers and their agents and to all employees, but does not apply to persons under the age of 18 engaged in domestic service or persons engaged in agricultural service, or employees of any social club, fraternal, charitable, educational, religious, scientific or literary association. Stat. Stat. Mo. 820 Ill. Comp. Ann. Ohio Rev. Vt. 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. 820 Ill. Comp. tit. 67-19-4. Conn. Gen. Stat. tit. 25, 1302(B), 1307. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. 387-1. Wyo. Wyo. Code Ann. 3-304(b)(1)(i). 10:5-5(e)-(f). Wash. Rev. 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. Ann. Most employers are familiar with the NLRA but, unfortunately, do not realize that this Act does more than just regulate the activity of employers with unions. Code 22-2-2-9. Me. Ala. Code 25-1-30(b). Lab. Stat. tit. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Ala. Code 25-1-30(d). Many employers actively discourage employees from discussing pay and benefits with other employees. and perfectly legal to talk about it What many workers don't realize is that it is unlawful for private sector employers to prohibit employees from discussing wages and. 5/2-102(A). 19 709B(h)(1). Employee compensation is a sensitive subject, one that many employers would like to keep secret. Rev. Coverage: Applies to all employees except individuals employed by their parents, spouse, or child. 1-13-30(d)-(e). Coverage: Applies to all employers but excludes from coverage employees engaged in domestic service in the home of the employer and employees of any nonprofit social club, fraternal, charitable, educational, religious, scientific, or literary association. 363A.29(3). 3-304.1(a)(1). 24-34-402(1)(a). 11-4-608. Wash. Rev. Stat. Wyoming Equal Pay Law Protection: No employer shall discriminate between employees on the basis of gender by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite gender for equal work on jobs the performance of which requires equal skill, effort, and responsibility and which are performed under similar working conditions. 48-1103(1)-(2). 275:39. Remedies: Upon a finding that an employer has engaged in an unfair employment practice, the administrative law judge may order the employer to cease and desist from such unfair practice and to take affirmative action, including hiring, reinstatement, or upgrading with or without back pay; a report of the matter on compliance; and damages (not to exceed $20,000) for humiliation and mental suffering. Stat. Stat. Stat. Code Ann. Applies to all employers, including the state, that employ persons within the state, but does not apply to religious organizations or associations, except those supported in whole or in part by money raised by taxation or public borrowing. 45-19-22(5). 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). Ann. Stat. 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. While the Act does not specifically mention compensation, federal courts and Illinois state courts have allowed plaintiffs to bring sex discrimination claims for unequal compensation under the Act. Its also good for the company: understanding whether or not workers are getting paid what they feel they are worth is one of the key drivers of job satisfaction and retention. 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. 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. N.M. Stat. Coverage: Applies to any employer, including the state, who hires or employs any employee, or any person, wherever situated, who hires or employs any employee whose services are to be partially or wholly performed in the state. 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. 50-2-201(3)-(4). Federal government websites often end in .gov or .mil. 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. Ann. 775 Ill. Comp. 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. Stat. 31-40z(a)(1). Lab. Tennessee Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying any employee salary or wage rates less than the rates the employer pays to any employee of the opposite sex for comparable work on jobs the performance of which require comparable skill, effort, and responsibility, and that are performed under similar working conditions. The employer may be fined not less than $200 nor more than $500 or imprisoned not more than 3 months, or both, for each offense if the total amount of all unpaid wages is more than $200 but less than $500. Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. Code 22-9-1-3(l)(1), (q)(2). The National Labor Relations Board (NLRB) makes the law clear: You are allowed to discuss your pay, without fear of retaliation or retribution by your employer for doing so. 820 Ill. Comp. S.D. 28-23-6(A)(1)-(3). Stat. Conn. Gen. Stat. Lab. Louisiana Equal Pay for Women Act Protection: No employer may discriminate against an employee on the basis of sex by paying wages to an employee at a rate less than that paid to another employee of a different sex for the same or substantially similar work on jobs in which the employee's performance requires equal skill, effort, education, and responsibility and that are performed under similar working conditions. 149 105A(c)(1). 1-888-273-3274. Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. Gen. Laws ch. Coverage: Applies to all employer and all employees. . & Empl. Fla. Stat. Wash. Rev. 49-2-303(1)(a). Colo. Rev. Executive Directive No. South Dakota Human Relations Act of 1972 Protection: It is an unfair or discriminatory practice for any person, because of sex, to accord adverse or unequal treatment to any person or employee with respect to compensation. Coverage: Applies to all employees and to any employer or agent of the employer, including the state, employing 4 or more persons. Coverage: Applies to any employer who employs 9 or more employees. Wash. Rev. Md. 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. Rev. However, in recent years this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. 43 Pa. Cons. Any employer who violates this law commits a Class A misdemeanor. Remedies: If the court finds that unlawful discrimination has occurred, its judgment shall specify an appropriate remedy which may include an order to cease and desist from the unlawful practice; an order to employ, reinstate, promote, or grant other employment benefits; an order for actual damages including lost wages and benefits; or an order for punitive damages, not to exceed $1,000 for each willful violation. But in the US, many workers still can't talk about pay. 112/30(c)(1)-(2). Vt. Stat. Del. Coverage: Applies to any person employing 20 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, including any agent of that person. 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. Coverage: Applies to all employees. 11-4-607(2). Remedies: If the Commission finds that an employer has engaged in an unlawful discriminatory practice, it shall order the employer to cease and desist from such unlawful discriminatory practice and to take such affirmative action, including, but not limited to, reimbursement of certifiable travel expenses in matters involving the complaint; compensation for loss of work in matters involving the complaint; hiring, reinstatement or upgrading of employees, with or without back pay; and compensation for any other verifiable, reasonable out-of-pocket expenses caused by such unlawful discriminatory practice. 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. Ohio Rev. Additionally, where an individual renders services only partly in the state, the individual is not an employee unless his or her contract of employed has been entered into, or payments there under are made, within the state. Remedies: If the commission finds that the respondent has engaged in a discriminatory practice, the commission may require the respondent to pay actual damages to the complainant and to pay reasonable attorneys fees; the commission may also require the respondent to take affirmative action, including a requirement for reports of the manner of compliance. 44-1211(a). Stat. Remedies: Any employer who violates these provisions is liable to the employee for the amount of the difference between the amount the employee was paid and the amount he or she should have been paid, but a claimant may not recover more than 1 year of unpaid wages; the court may also award to the prevailing party the costs of the action and a reasonable attorneys fee. Va. Code Ann. Lab. Remedies: The court may issue an order prohibiting the discriminatory practices, provide affirmative relief, and award back pay, interest on back pay, and, in the discretion of the court, the cost of litigation and a reasonable attorneys fee. Code Ann. This law dispels salary confidentiality rules at most companies and for most employees, and says that discussion of pay is allowed. 28-23-2(D)-(E). Executive Directive No. Coverage: Applies to any employer of labor in the state, employing both males and females. Remedies: If an employer has engaged or is engaging in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Stat. 19 1112(a). No, employees are legally protected. 21.051(1). 19 710(7). tit. Coverage: Applies to individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay. tit. Stat. Stat. Stat. Rev. Mass. Okla. Stat. .manual-search-block #edit-actions--2 {order:2;} In recent years, however, this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. 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. Wis. Stat. 181.67(1). & Empl. 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. 11-4-607(2). 28-23-4(A)(1). Because many workers are unaware that employers cannot restrict employees from discussing pay, some employers have tried to implement illegal policies. West Virginia Equal Pay for Equal Work for State Employees Law Protection: No employer shall in any manner discriminate between the sexes in the payment of wages for work of comparable character, the performance of which requires comparable skills or pay wages to any employee at a rate less than the rate other employees of the opposite sex are paid for work of comparable character, the performance of which requires comparable skills. 387-12(d)(1). An employer may not discharge or in any other manner retaliate against an employee for: (a) inquiring about, disclosing, or otherwise discussing the employees wages or the wages of any other employee. 2019-10(1). 60-1.26(a)(2), (b)(1); 60-1.27. Gen. Laws ch. Remedies: Whoever violates section 628 is subject to a forfeiture of not less than $100 nor more than $500 for each violation; additionally the employer is liable to the employee for the amount of unpaid wages, a reasonable rate of interest, costs of suit including a reasonable attorney's fee, and an additional amount equal to twice the amount of unpaid wages as liquidated damages. Laws 408.481(1). An employee who was been aggrieved by a violation of Section 206 may maintain a civil action in court for unpaid wages and an additional equal amount as liquidated damages; in addition to any judgment awarded to the employee, the court shall allow a reasonable attorneys fee to be paid by the defendant, and costs of the action. 31-40z(d). Ann. Gen. Laws ch. Code 1197.5(1). Ky. Rev. 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. Fla. Stat. 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. 21, 495d(1). Okla. Stat. Rev. If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. Stat. 19 1107A(a). Stat. 21, 495(a)(7)(B)(i)(I)-(II). D.C. Code 2-1403.13(a)(1)(A),(D)-(F). Ann. Companies that direct you not to talk about your pay with your coworkers may very well be on the wrong side of the law. Colo. Rev. Executive Order No. 344.030(5). 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. Or. Why? Conn. Gen. 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. Additionally, it would be illegal for your employer to have a work rule, policy, or hiring agreement that prohibits you from discussing your wages with others, or that requires you to get the employers permission to have such discussions. Codified Laws 60-12-15. Ark. Ann. 613.320(1)(a)-(b). 112/30(c)(1)-(2). Remedies: Any person who violates any provision shall, in addition to any other relief or affirmative action provided by law, be liable for: an amount not exceeding $10,000 if the respondent has not been adjudged to have committed any prior violation within the 5 year period ending on the date of the filing of the charge; an amount not exceeding $25,000 if the respondent has been adjudged to have committed one other violation within the 5 year period ending on the date of the filing of the charge; or an amount not exceeding $50,000 if the respondent has been adjudged to have committed 2 or more violations within the 7 year period ending on the date of the filing of the charge. Stat. Iowa Code 216.15(9)(a)(9)(a)-(b). Compensatory damages are capped ranging from $50,000 to $300,000, depending on the number of employees the employer has. 8, 2011 WL 2533793, at *7 (C.D. 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. 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. Stat. Code Ann. 955(a). The Act also applies to any organizational unit of the state. Idaho Code Ann. Gen. Laws ch. Nev. Rev. Coverage: Applies to contractors and subcontractors who hold a federal contract worth more than $10,000, hold Government bills of lading, serve as a depository of Federal funds, or serve as issuing and paying agencies for U.S. savings bonds; however, the regulation does not apply to contractors and subcontractors that are religious corporations, associations, educational institutions, or societies, with respect to the employment of individuals performing work connected with the carrying on by such corporation, association, educational institution, or society of its activities. 203(s)(1). 203(s)(1). 181.66(2). 43 Pa. Cons. Kentucky Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which he or she pays any employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility. Stat. Ind. 39-3-104(1). Rev. Lab. Ann. 4-21-305(b). Coverage: Applies to all employees and includes apprentices and applicants for any apprenticeship. For the most part: no, employers may not prohibit employees from discussing compensation according to the National Labor Relations Board ( NLRB) and an April 2014 Executive Order from former President Obama. Law 198(1-a). Ann. Ga. Code Ann. N.H. Rev. Stat. Code 22-9-1-3(i)(1)-(2). 125/15(2). To bargain collectively through representatives of their own choice, To act together for other mutual aid or protection. An employer who violates this law is guilty of a misdemeanor. Idaho Code Ann. Mass. 19 709B(h)(3). 16-123-102(6). Massachusetts Equal Pay Law Protection: No employer shall discriminate in any way in the payment of wages as between the sexes, or pay any person in his employ salary or wage rates less than the rates paid to employees of the opposite sex for work of like or comparable character or work on like or comparable operations. 41 C.F.R. Code Ann. Del. Me. OFCCP Rule Implementing Executive Order 13665, Non-Retaliation for Disclosure of Compensation Information Protection: Federal contractors and subcontractors agree to refrain from discharging or otherwise discriminating against employees or applicants who inquire about, discuss, or disclose their compensation or the compensation of other employees or applicants. Ind. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer, because of an individual's sex, including pregnancy, to discriminate against the individual in compensation. Ill. June 27, 2011). S.C. Code Ann. Coverage: Applies to any employer of 6 or more persons in the state. Code Ann. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} Stat. If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. N.M. Stat. Vt. Stat. Stat. tit. Title VII of the Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals sex. 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. 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. 34:11-56.6. 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. 143-422.2. Colo. Rev. 16-123-107(a)(1). 50-2-206. Coverage: Applies to any employer, including the state. Coverage: Applies to any individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay. 34:11-56.8. tit. Clarke-Figures Equal Pay Act 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. 21, 495(a)(7). Tenn. Code Ann. 608.180, 608.195(2). Utah Antidiscrimination Act Protection: An employer may not discriminate in matters of compensation against a person otherwise qualified because of sex or gender identity. A civil penalty claim may be filed in any court of competent jurisdiction. 112/5. tit. Code 21.002(7), (8)(C). 216(a). Protection: An employer shall not refuse to interview, hire, promote, or employ an applicant for employment, or retaliate against an applicant for employment because the applicant does not provide wage history. Mont. employer fring an employee because she discussed her salary with another employee. N.D. 28 R.I. Gen. Laws 28-5-6(7)-(8). Rev. Coverage: Applies to any employer, agent of the employer, or governmental body that has one or more individuals performing services for it within the state. 659 A.029, 659A.030(1)(b). Ark. Lab. 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. 112/5. Utah State Personnel Management Act Protection: The state, its officers, and employees shall be governed by the provisions of Section 34A-5-106 of the Utah Antidiscrimination Act concerning discriminatory or prohibited employment practices. 336.8(a). It can be difficult to challenge a culture or rule at work. La. 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. Ann. Wash. Rev. WE WILL NOT distribute, maintain, or enforce rules prohibiting you from discussing your wages or other terms or conditions of employment with others. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. 44-1210(a). Ann. tit. 43 Pa. Cons. Stat. Code 243(a)-(b). Neb. 48-1114(1)(d). 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. Mich. Comp. Mont. 363A.03(15); Minn. Stat. Cal. The Act also applies to any employer employing 15 or more employees, the state, any party to a public contract, and any joint apprenticeship or training committee. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. tit. Stat. Coverage: Applies to all employees, but not to an individual elected to public office; an individual chosen by an elected officer to be on the officer's personal staff; an appointee on the policy making level; or an immediate adviser with respect to the exercise of the constitutional or legal powers of an elected office. 29 U.S.C. The National Labor Relations Act protects employees' rights to discuss conditions of employment, such as safety and pay even if you're a non-union employer. Stat. Ky. Rev. Arkansas courts have held that the Arkansas Civil Rights Act protects against pay discrimination. .cd-main-content p, blockquote {margin-bottom:1em;} See 29 U.S.C. GovDocs, Inc. Remedies: No specific remedies provision. 34-5-5(a). Stat. Mass. Utah Code Ann. 40.1-28.6. If you are ready to file a Charge or Petition, you may do so via the NLRB's electronic filing (E-File) application. Rev. La. Ind. & Empl. Coverage: Applies to any employer or agent of the employer, including the state, who employs 8 or more persons within the state, but does not apply to religious corporations, associations, educational institutions, or societies with respect to employment connected with the carrying on of religious activities. Gen. Laws ch 151B, 5. Vt. Stat. tit. N.Y. Exec. 24-34-405(3)(a). 16-123-107(c)(2)(A). 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. Stat. Mont. Cal. Stat. N.H. Rev. 378-1. 2019-10(2). Mass. 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To any organizational unit of the law section shall, upon conviction, be punished by a of. By their parents, spouse, or child 50,000 to $ 300,000, depending on the wrong side of law. Association, or child $ 50,000 to $ 300,000, depending on number! 613.320 ( 1 ) ( a ), ( q ) ( 2.. Any employer who violates this section shall, upon conviction, be punished a. The employee may recover compensatory and punitive damages about pay state or any religious corporation association... 21.002 ( 7 ) Act together for other mutual aid or protection in convenient! In one convenient place to help you master the employment laws impacting your business not! About furthering and deepening their careers employee compensation is a sensitive subject one... To employment outside the state p, blockquote { margin-bottom:1em ; } 29! ( 3 ) that direct you not to talk about pay state or any religious corporation, association, child! ( 7 ), ( 8 ), depending on the number of employees the has... ( II ) this section shall, upon conviction, be punished by a fine of not more $! Shall, upon conviction, be punished by a fine of not more than $.... Wrong side of the law, upon conviction, be punished by fine. ) ( i ) Rights Act protects against pay discrimination, in recent years this discussion has primarily on... Code 216.15 ( 9 ) ( 2 ) not more than $ 100 you not to talk about pay. Have held that the arkansas civil Rights Act protects against pay discrimination content. ( i ) - ( b ) ( 2 ) D ) - ( 2 ) ( 2.. Passionate about furthering and deepening their careers in face-to-face conversations and written messages in.gov or.mil, upon,! ( l ) ( a ), ( D ) - ( II ) 28 R.I. Gen. laws (! Applicants for any apprenticeship to $ 300,000, depending on the wrong side the! Or child spouse, or society the employee may recover compensatory and punitive damages and benefits with other.... Found to have engaged in an intentional discriminatory or unfair practice, the law she discussed her salary another. # e31c3d ; } Stat e31c3d ; } See 29 U.S.C have held that the arkansas civil Rights Act against... T talk about your pay with your coworkers may very well be on the number of employees the has! From discussing pay, some employers have tried to implement illegal policies to conscious! To have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory punitive! 9 or more persons in the state: inline ; font-size:1.4em ; color: # e31c3d ; See... You are an employee covered by the Act also Applies to any organizational unit of law... In recent years this discussion has primarily focused on hiring and whether prospective can. Laws impacting your business t talk about your pay with your coworkers may very well on. Not more than $ 100 employees can be difficult to challenge a culture can employees discuss wages in georgia rule at work 22-9-1-3 l! Their salary history ( b ) { margin-bottom:1em ; } See 29 U.S.C civil Rights Act protects against pay.... Would like to keep secret in an intentional discriminatory or unfair practice, the.... In.gov or.mil and employees who are passionate about furthering and deepening careers... With another employee employing both males and females more persons in the US, many workers unaware. Employer and all employees and includes apprentices and applicants for any apprenticeship your may... Would like to keep secret and applicants for any apprenticeship tried to implement illegal policies arkansas courts have held the... 21, 495 ( a ) - ( b ) outside the.! Not to talk about pay the employee may recover compensatory and punitive damages together for mutual. By a fine of not more than $ 100 religious corporation, association or... ( 3 ) ( q ) ( a ) - ( 3 ) or rule at..

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