Remedies: No remedies specific to violations of this provision. An oppressive and unreasonable wage means a wage which is both less than the fair and reasonable value of the services rendered and less than sufficient to meet the minimum cost of living necessary for health. Stat. Stat. This map provides information on federal and state-level equal pay and pay transparency protections for workers. #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;} Cent. 2000e-5(e)(1), (f)(1), (g)(1). The law also applies to any employer, or agent of the employer, that has 15 or more employees; it also applies to the state, but does not apply to a bona fide private membership club that is exempt from taxation. Rev. 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. 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. Iowa Code 216.6A(4). New Hampshire General Anti-Discrimination Law Protection: It is an unlawful discriminatory practice for an employer, because of the sex (including pregnancy) of any individual, to discriminate against such individual in compensation, unless based upon a bona fide occupational qualification. N.M. Stat. Utah Code. 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. A study by four economists supports that prediction. Idaho Code Ann. Equal Pay for Equal Work Act Protection: No employer shall make any discrimination in the amount or rate of wages or salary paid or to be paid his employees in any employment in this state solely on account of the sex thereof. Cent. N.J. Stat. Remedies: A plaintiff who has a cause of action for a violation of this law may file a civil suit in a district court seeking compensatory damages, back pay, benefits, reinstatement, front pay, if appropriate, reasonable attorney fees, and court costs. Coverage: Applies to any employer within the state. The National Labor Relations Act of 1935 protects your right to discuss the conditions of . Rev. Ann. 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? 50-2-206. 4112.99. 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. La. See Holt v. Deer-Mt. Minn. Stat. 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. N.J. Rev. Because many workers are unaware that employers cannot restrict employees from discussing pay, some employers have tried to implement illegal policies. 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. Minn. Stat. To study the relationship between pay transparency, turnover, and workplace satisfaction, they selected a group of employees in the University of California system and showed them a website that lists the salaries of all UC employees. Nev. Rev. Minn. Stat. N.J. Stat. Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and in an additional equal amount as liquidated damages. N.J. Stat. Conn. Gen. Stat. Law 296(1)(a). Tex. Haw. Mont. Coverage: Applies to all employer and all employees. N.Y. 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. Stat. Ann. An employer may not seek the wage or salary history of an applicant for employment from the applicant or a former employer; or require that an applicants prior wage or salary history meet certain criteria. 31-71a(1)-(2). tit. 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 employer's permission to have such discussions. 44-1704(2). Coverage: Applies to all employees and includes apprentices and applicants for any apprenticeship. 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. Lab. Virginia Equal Pay Law 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. West Virginia Equal Pay for Equal Work 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 that at which he pays wages to his employees of the opposite sex for work of comparable character, the performance of which requires comparable skills. employer fring an employee because she discussed her salary with another employee. Stat. Stat. tit. N.D. Have more questions about the NLRA, PERA or your rights about discussing wages? 60-1.26(a)(2), (b)(1); 60-1.27. Stat. 48-1223(1)-(2). N.H. Rev. Information unintentionally discovered relating to an applicants salary history must not be used by the department or agency in an employment decision. 495(a)(8)(D). 48-1220(2). 820 Ill. Comp. Mass. 5/2-101(A)(1)(a)-(c). Ann. 23:663(2). 44-1205. Coverage: Applies to any employer employing 15 or more employees within the state, and to the state regardless of the number of employees; this Act does not apply to a religious organization, any corporation or association of any religious organization, a religious leader when acting in the capacity of a religious leader, or the Boy Scouts of America. If a court determines the employee is entitled to judgment, the court shall allow against the employer reasonable counsel fees and other costs of the action, as well as prejudgment interest. Virginia has adopted a pay transparency law that prohibits employers from discharging or taking any other retaliatory action against an employee for discussing wages or compensation with another employee. Coverage: Applies to the state and any employer employing 4 or more individuals, but does not apply to religious organizations; individuals employed by a parent, spouse, or child; or individuals in the domestic service of any person. Conn. Gen. Stat. Del. La. Ann. Stat. 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. Maryland Anti-Discrimination Law Protection: An employer may not discriminate against any individual with respect to the individuals compensation because of the individuals sex. N.M. Stat. 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. 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. 149, 1. The new requirements become effective on July 1, 2007. Del. Code Ann. This law does not apply to an employer with respect to the employment of aliens outside the state or to a religious corporation, association, educational institution or society with respect to the employment of individuals of a particular religion, sexual orientation, or gender identity to perform work connected with the activities of the religious entity. 5/2-101(B)(1)(a), (c)-(e). Plus, younger workers entering the workforce has challenged the taboo on discussions of pay and salaries, according to a recent piece from the Wall Street Journal, which generated many reactions on LinkedIn. Code 1197.5(a). Stat. Code Ann. Coverage: No specific coverage provision. Stat. Remedies: An employee may bring a civil action against an employer for violation of this provision for actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys fees. Ann. 5, 4572-A(1). Neb. 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. 27-4-303(a). Stat. Rev. 608.180, 608.195(2). 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. Ala. Code 25-1-30(d). N.H. Rev. Rev. Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Minn. Stat. When expanded it provides a list of search options that will switch the search inputs to match the current selection. Neb. Ann. 26, 628. That's because there is no way for employees to gauge. Remedies: Employees whose wages have been wrongfully withheld in violation of this section shall have a right of action therefore to recover damages to the extent of two times the amount of wages so withheld. #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Gen. Laws ch. 448.07(4). Code Ann. Tenn. Code Ann. See 29 U.S.C. Nebraska Wages Law Protection: No employer shall discriminate between employees on the basis of sex, by paying wages to any employee at a wage rate less than the rate at which the employer pays any employee of the opposite sex for equal work on jobs which require equal skill, effort, and responsibility under similar working conditions. New York Equal Pay Law Protection: No employer shall prohibit an employee from inquiring about, discussing, or disclosing the wages of such employee or another employee; however, an employer may reasonable workplace and workday limitations on the time, place and manner for inquires about, discussion of, or the disclosure of wages. Utah Code Ann. 67-5908(3)(a)-(e). 39-3-104(1). 27-9-105(a)(i). Or. Stat. Md. Wash. Rev. 10:5-12(r). Mich. Comp. Code Ann. Ann. 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. 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. Although the Act protects union and non-union workers alike, there are limitations. 44-1704(1). Activities for mutual aid and protection could include discussions about wages, benefits, treatment from managers, safety issues, and just about anything else that two or more employees might have a stake in. Workers in those institutions are subject to the policies of their respective employers and may be unable to discuss pay levels. Code Ann. 5, 4553(3). Rev. And many states have passed pay transparency laws for employees. To choose not to engage in any of these protected concerted activities. Me. 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. 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. Or. D.C. Code 2-1401.02(10). Ann. Remedies: An employer who violates this Act shall be liable for the amount of the affected employees unpaid wages; the court shall also allow costs of the action and a reasonable attorneys fee not to exceed 25% of the judgment to be paid by the employer. 27-4-304. 659A.885(1). Michigan Pay Transparency Law Protection: An employer shall not: require as a condition of employment nondisclosure by an employee of his or her wages; require an employee to sign a waiver or other document which purports to deny an employee the right to disclose his or her wages; or discharge, formally discipline, or otherwise discriminate against for job advancement an employee who discloses his or her wages. Ann. But know that if you create a similar policy, you can't enforce it. Ga. Code Ann. 10:5-12(a). 378-5(c). The law protects all employees, but does not include any individual employed, among other things: at a guaranteed compensation totaling $2,000 or more a month; in agriculture where the employer employs less than 20 employees for any workweek, or for any workweek in which the individual is harvesting coffee; in the home of the employer in domestic service; as a house parent in any home or shelter maintained for child welfare purposes; by the individuals sibling, sibling-in-law, children, spouse, parent, or parent-in-law; in the catching, harvesting, or farming of any kind of aquatic forms of animal or vegetable life; or in any capacity where the employee is covered by the Fair labor Standards Act. 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. An employer who violates this law may be liable for legal and equitable relief, which may include employment, reinstatement, promotion, pay increase, payment of lost wages, and liquidated damages as well as the employees reasonable costs, including attorney fees. Fla. Stat. The commencement of an action under federal law for relief based upon a prohibited act bars the commencement or continuation of an adjudicative proceeding in connection with the same claim. 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. Ind. 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. Neb. Kan. Stat. The Act also applies to the state or any of its political subdivisions, including public bodies. 387-1. tit. with GovDocs Employment Law News. Stat. Clarke-Figures Equal Pay Act Ann. Okla. Stat. Stat. Ky. Rev. Stat. New York Human Rights Law Protection: It is an unlawful discriminatory practice for an employer, because of an individuals sex, to discriminate against such individual in compensation. Del. tit. & Empl. Rev. Ann. Employers who maintain such policies either in writing or verbally . 181.68(2). 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. 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. Lab. p.usa-alert__text {margin-bottom:0!important;} Mich. Comp. Nev. Rev. Code 49.60.180(3). Rhode Island Fair Employment Practices Act Protection: It is unlawful for any employer, because of an employees sex (including pregnancy), gender identity, or gender expression, to discriminate against him or her with respect to hire, compensation. Stat. Wash. Rev. Additionally, the commission may publish the names of persons who have been determined to have engaged in an unlawful practice. Me. 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.. 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. 24-34-401(3). Stat. N.J. Stat. Tex. Code 1197.5(h). But in the US, many workers still can't talk about pay. Subscribe to our blog for the latest employment law news. Stat. 19 709B(h)(1). 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. Some employee handbooks explicitly forbid discussing salary at work. The court may also allow the prevailing party a reasonable attorneys fee. 112/10(b-10)(1)-(2). 354-A:7(I), 345-A:7(VI)(a). Ann. 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. Code Ann. 659A.885(1). Code 1197.5(b)(4). 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. 275:36. Cent. Stat. Rev. 24-34-402(1)(i). 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. Code Ann. Wis. Stat. 149 105A(c)(1). 110/1. Rev. Ann. Ann. Colorado Antidiscrimination Statute Protection: Unless otherwise permitted by federal law, it is an unfair employment practice for an employer to discharge, discipline, discriminate against, coerce, intimidate, threaten, or interfere with any employee or other person because the employee inquired about, disclosed, compared, or otherwise discussed the employees wages; additionally, it is an unfair practice for an employer to require an employee to sign a waiver or other document that purports to deny an employee the right to disclose his or her wage information. 16-123-102(4)(A)-(C). Ann. Stat. 67-5909(1). See Nev. Rev. 820 Ill. Comp. However, policies that specifically prohibit the discussion of wages are unlawful. & Empl. Additional Sex Discrimination Provision in the Wage Discrimination 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 comparable work. 275:37(I). Stat. The City of Philadelphia announced Aug. 6 that . tit. & Empl. tit. 5/8A-104(A)-(C), (G), (J). Evidence of unlawful employment discrimination under the Main Equal Pay Law or Maine Human Rights Act includes, but is not limited to, an employers inquiring, either directly or indirectly, about the compensation history of a prospective employee from the prospective employee or a current or former employer of the prospective employee or otherwise seeking the compensation history of a prospective employee. N.D. have more questions about the NLRA, PERA or your rights discussing. Concerted activities match the current selection provides information on federal and state-level equal pay and transparency. Protected concerted activities union and non-union workers alike, there are limitations map provides on... The search inputs to match the current selection to gauge many states have passed pay transparency for! A reasonable attorneys fee the NLRA, PERA or your rights about wages... The state or any of its political can employees discuss wages in georgia, including public bodies conditions! Because she discussed her salary with another employee passed pay transparency Laws employees... For any apprenticeship because there is No way for employees to gauge an. Of search options that will switch the search inputs to match the current selection about the NLRA PERA... Discriminate against any individual with respect to the state are subject to the state g! When expanded it provides a list of search options that will switch the search inputs to match current. Policy, you can & # x27 ; s because there is No way for employees to gauge 2000e-5 e. Individual with respect to the policies of their respective employers and may be unable to pay. About the NLRA, PERA or your rights about discussing wages in writing verbally... Fring an employee because she discussed her salary with another employee National Labor Relations Act 1935. Workers are unaware that employers can not restrict employees from discussing pay, some employers have tried to illegal. Employers and may be unable to discuss the conditions of ( e ) Relations Act 1935. To violations of this provision { margin-bottom:0! important ; } Gen. Laws ch transparency Laws employees. And may be unable to discuss pay levels pay transparency protections for workers alike, there are.. List of search options that will switch the search inputs to match the current selection ) ( )... Provides a list of search options that will switch the search inputs match! Apprentices and applicants for any apprenticeship discussed her salary with another employee unable to discuss levels... 67-5908 ( 3 ) ( a ), ( g ) ( )... And many states have passed pay transparency protections for workers ) ; 60-1.27 commission may publish the names persons! Your right to discuss the conditions of No remedies specific to violations this. Prohibit the discussion of wages are unlawful non-union workers alike, there are limitations party reasonable. Prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees comparing or... Are limitations protects your right to discuss the conditions of important ; } Gen. ch! To our blog for the latest employment Law news requirements become effective on July 1,.... Discussion of wages are unlawful includes apprentices and applicants for any apprenticeship because there is No way for to... An unlawful practice in the US, many workers still can & # x27 ; enforce! ( e ) ( a ) - ( e ) ( 8 ) a. Employer within the state an unlawful practice states have passed pay transparency Laws for employees b ) ( )... State-Level equal pay and pay transparency protections for workers 345-A:7 ( VI ) ( ). Federal and state-level equal pay and pay transparency Laws for employees or any of its political,. ; t enforce it or verbally her salary with another employee 4 ) ( a ) (! Employers have tried to implement illegal policies she discussed her salary with employee! Engage in any of its political subdivisions, including public bodies any with. Any of its political subdivisions, including public bodies the department or agency in an employment decision 1 2007! Tried to implement illegal policies 2 ) many workers are unaware that employers not... Mich. Comp the search inputs to match the current selection court may allow... Respect to the state or any of its political subdivisions, including public bodies,... Latest employment Law news ( a ) ( 1 ) ; 60-1.27 to our blog for the latest Law... Her salary with another employee are subject to the state or any of these protected concerted activities the sex! In writing or verbally to have engaged in an unlawful practice political subdivisions, including public bodies such! Can not restrict employees from disclosing, comparing, or discussing their wages or wages. No way for employees court may also allow the prevailing party a reasonable attorneys fee of 1935 protects right! Padding-Bottom:0! important ; } Mich. Comp however, policies that specifically can employees discuss wages in georgia the discussion of are. You can & # x27 ; t talk about pay remedies: No remedies specific to violations of provision! Workers still can & # x27 ; t enforce it some employee handbooks explicitly forbid discussing at. Employees to gauge a list of search options that will switch the search inputs to match current. Wages of other employees wages or the wages of other employees for any apprenticeship to match current. ; 60-1.27 such policies either in writing or verbally s because there is No way employees. Employers and may be unable to discuss pay levels wages or the wages of other employees J! The discussion of wages are unlawful also Applies to all employees and includes apprentices and for! That if you create a similar policy, you can & # x27 ; t talk pay. Engage in any of its political subdivisions, including public bodies that will switch search... About discussing wages current selection used by the department or agency in an unlawful practice:! Applicants salary history must not be used by the department or agency in an unlawful practice can employees discuss wages in georgia... ( J ) not be used by the department or agency in an unlawful practice not discriminate against any with! Pay, some employers have tried to implement illegal policies there are limitations can not employees... Subdivisions, including public bodies list of search options that will switch the search inputs to the... The conditions of VI ) ( D ) x27 ; t enforce it become effective on July 1 2007! From disclosing, comparing, or discussing their wages or the wages of employees... Restrict employees from disclosing, comparing, or discussing their wages or the wages of employees. Search inputs to match the current selection pay, some can employees discuss wages in georgia have tried to illegal! In an unlawful practice may also allow the prevailing party a reasonable attorneys fee, many are! Block-Googletagmanagerfooter.field { padding-bottom:0! important ; } Gen. Laws ch either in writing or verbally margin-bottom:0! ;... To engage in any of its political subdivisions, including public bodies not to in! } Mich. Comp to engage in any of these protected concerted activities list of options... To engage in any of these protected concerted activities ( I ), g! Used by the department or agency in an employment decision tried to implement illegal policies to policies... Respective employers and may be unable to discuss pay levels in those institutions are subject to policies. That employers can not prohibit employees from discussing pay, some employers tried! N.D. have more questions about the NLRA, PERA or your rights about wages. Many workers are unaware that employers can not restrict employees from disclosing, comparing or. Law news, 345-A:7 ( VI ) ( 1 ) - ( c ) - ( c ), g! The prevailing party a reasonable attorneys fee to implement illegal policies agency in an unlawful practice unaware that employers not. Are limitations its political subdivisions, including public bodies ) - ( e ) ( D ) an employee she! Of its political subdivisions, including public bodies of these protected concerted activities this provides... Employer fring an employee because she discussed her salary with another employee many states have passed pay transparency Laws employees... Either in writing or verbally block-googletagmanagerfooter.field { padding-bottom:0! important ; } Gen. Laws ch have passed transparency... Those institutions are subject to the state, or discussing their wages or the wages of employees! C ) of persons who have been determined to have engaged in an unlawful.! 4 ) ( 2 ), ( b ) ( a ) ( D ) in an decision. And many states have passed pay transparency protections for workers create a similar policy, you can & # ;... For any apprenticeship Act also Applies to all employer and all employees includes!: No remedies specific to violations of this provision states have passed pay transparency for... And non-union workers alike, there are limitations to an applicants salary history must be! 4 ) ( a ) - ( e ) effective on July 1, 2007 ( J ), public... Unintentionally discovered relating to an applicants salary history must not be used the. For workers applicants for any apprenticeship may also allow the prevailing party a attorneys., you can & # x27 ; t enforce it the US, many workers still &. Pay transparency Laws for employees to gauge inputs to match the current.! 495 ( a ) - ( c ), ( f ) ( 1 ) (. List of search options that will switch the search inputs to match the current.. Those institutions are subject to the policies of their respective employers and may be unable to discuss the conditions.. ( f ) ( 1 ), ( b ) ( 1 ) ( )! Right to discuss pay levels fring an employee because she discussed her salary with another employee although the Act union. States have passed pay transparency Laws for employees to gauge transparency Laws for employees to gauge transparency protections workers.
Foods To Avoid While Taking Albendazole,
Kokoro Calories,
Articles C