It might not be illegal but discussing salary is probably not work-related so if you and a colleague dwell on salary for 10 hours a week then then you could get in trouble for not performing your expected tasks. 34A-5-107(9)(a), (b)(i)-(iv). Ark. 613.310-613.435. 608.17(1). Remedies: The Equity and Inclusion Officer for a department or agency shall receive complaints regarding noncompliance with the requirements of this directive and recommend measures to remedy the noncompliance to the department director or agency head. Neb. N.Y. Stat. Ala. Code 25-1-30(b). 50-2-206. 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. Haw. Code tit. Keep Informed N.H. Rev. Okla. Stat. 363A.20(1). And many states have passed pay transparency laws for employees. 40.1-28.6. See Nev. Rev. Executive Order No. 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. Massachusetts Anti-Discrimination Law Protection: It shall be an unlawful practice for an employer, because of the sex or gender identity of an individual, to discriminate against such individual in compensation. Laws 37.2202(1)(a). Mass. If, the commission does not act on an employees complaint within 180 days, the employee may bring a civil action and the court may award actual and punitive damages, and may award court costs and reasonable attorney fees. California Equal Pay Act Protection: An employer shall not prohibit an employee from disclosing the employees own wages, discussing the wages of others, or inquiring about another employees wages. 24-34-401(3). 613.405, 613.420. Code Ann. 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. 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. W. Va. Code. Rev. Is It Illegal For Your Employees To Discuss Wages? 5/2-102(A). Kansas Minimum Wage and Maximum Hours Law Protection: No employer having employees of both sexes shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate of wages paid 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. 29 U.S.C. Code Ann. The NLRB hears cases of potential violation of the NLRA to decide if employers are violating workers rights to perform concerted activities for the betterment of working conditions or worker representation. Iowa Code 216.15(9)(a)(9)(a)-(b). Stat. Kan. Stat. Dist., 135 F. Supp. Ann. Codified Laws 20-13-1(7), (11). If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. In other words, if you lost wages as a result of getting injured, a single attorney. Remedies: Employees may file a civil action for pay and/or file a charge with the Colorado Civil Rights Division. Stat. See 29 U.S.C. Ann. 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. N.D. 19 711(a)(1). Mo. The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. 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. 112/10(b-5). The Act also applies to any employer, as well as its agents, in the state employing any number of employees and any person outside the state employing any number of employees whose usual place of employment is in this state; however, the Act does not apply to a religious or fraternal corporation or association, not organized for private profit. 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. Remedies: If an employee is paid less than the wage to which he or she is entitled, the employee may recover in a civil action the entire amount of any underpayment together with interest, compensatory damages if the employee demonstrates that the employer acted with malice or reckless indifference, punitive damages as may be appropriate, injunctive relief as may be appropriate, and the costs and reasonable attorneys fees as may be allowed by the court and as necessary to make the employee whole. Hawaii Equal Pay Law Protection: No employer shall discriminate between employees because of sex by paying wages to employees at 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 that are performed under similar working conditions. This button displays the currently selected search type. 275:36. Remedies: An employer who violates this provision may be found liable for compensatory damages, attorneys fees and costs, punitive damages, and such legal and equitable relief as the court deems just and proper. 337.423(1). 112/30(a). Or. Colo. Rev. 363A.03(16). 820 Ill. Comp. Cent. Ann. An employer who violates this law is guilty of a misdemeanor. 203(d), 206(a), 262(a). Code 14-02.4-03(1). Colo. Rev. Ann. 290.400(2), (4). Minn. Stat. Lab. Remedies: Any employee whose compensation is at a rate that is in violation of 181.67 may recover against an employer the amount of the unpaid wages for the 1 year period preceding the commencement of the action, and an equivalent amount as exemplary damages. 363A.08(2)(3). Stat. Stat. Remedies: If the commission finds that an employer has engaged in any discriminatory or unfair practice, the commission shall issue an order requiring the employer to cease and desist from such discriminatory practice and take affirmative action, including hiring, reinstatement, or upgrading of employees, with or without back pay, and any other appropriate relief. Score: 4.5/5 (7 votes) . S.D. Code Ann. Me. Laws 408.484. Rev. Md. La. Utah Code Ann. They found that employees who were paid above the median were unaffected by using the website, while those who were paid lower than the median became less satisfied with their work and more likely to start job hunting. Conn. Gen. Stat. Coverage: Applies to employers of the state or any political subdivision, commission, department, institution, or school district thereof, and every other person who employs a person in the state. Code Ann. @media only screen and (min-width: 0px){.agency-nav-container.nav-is-open {overflow-y: unset!important;}} tit. 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. Exempt employees include, among others, members of the legislature and legislative employees; members of the judiciary and judicial employees; and employees in the Office of the Attorney General. Mo. Prior salary shall not justify any disparity in compensation. 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. 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. Rev. Mo. 27-4-301(a)-(b), (f). Stat. Ark. Coverage: Applies to any employer, and any agent of the employer, who has 8 or more employees, but does not apply to the United States or a bona fide private membership club that is exempt from taxation. Minn. Stat. 4-21-401(a)(1). 26, 626-A. La. Coverage: Applies to all employers and their agents, including the state, and to all employees. Md. 50-2-204(a)(2). Coverage: Applies to all employees and includes apprentices and applicants for any apprenticeship. 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. Kan. Stat. Colo. Rev. Now is the time to address equity in wages. 67-5902(6). The .gov means its official. Ky. Rev. tit. employer fring an employee because she discussed her salary with another employee. #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Code 34-06.1-02(2)-(3). Codified Laws 20-13-42. Ann. Stat. This means increasing pay transparency, disrupting occupational segregation, eliminating discrimination, increasing access to paid leave, child and elder care, and adding good jobs and women in those jobs to build the economy we all need to thrive. 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. 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. In recent years, however, this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. Coverage: Applies to all employers with at least 1 employee, including the state and its agencies but does not apply to a social club or fraternal society or to any individual employed by his or her parents, spouse, or child. 49.58.010(5). 290.410. 49.58.040(1)(a)-(b). Stat. Colo. Rev. 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. 23:342(1). Coverage: Applies to all employees and employers, as well as agents of employers, and includes the state. Lab. tit. Ark. Mass. See federal law summary. It can be difficult to challenge a culture or rule at work. Ohio Minimum Fair Wage Standards Law Protection: No employer shall discriminate in the payment of wages on the basis of sex by paying wages to any employee at a rate less than the rate at which the employer pays wages to another employee for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar conditions. Stat. Stat. South Carolina Human Affairs Law Protection: It is an unlawful employment practice for an employer to discriminate against an individual with respect to the individuals compensation because of the individuals sex. 43 Pa. Cons. Minn. Stat. 820 Ill. Comp. Remedies: An employer that violates this chapter is subject to a civil action for damages, injunctive relief, or any other appropriate relief. Ann. Ann. Any employer who willfully violates any provision of this law shall be punished by a fine of notmore than $500, by imprisonment for not more than 6 months, or both. p.usa-alert__text {margin-bottom:0!important;} 24-34-306(9). Rev. To choose not to engage in any of these protected concerted activities. Stat. Law 198-a(1). La. Stat. - fetcheatable. Rev. 19 1101(a)(3). Lab. Coverage: The law does not apply to family members. 16-123-102(4)(A)-(C). Code Ann. ch. Or. 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. Stat. Stat. Montana Equal Pay Law Protection: It is unlawful for an employer to employ women in any occupation within the state for compensation less than that paid to men for equivalent service or for the same amount or class of work or labor in the same industry, school, establishment, office, or place of employment. Laws 408.481(1). Stat. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} National Labor Relations Board NLRB says employees have right to discuss terms conditions of employment including wages benefits in union, non-union settings. Conclusion. 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. 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. However, this law does not apply to Native American tribes or bona fide membership clubs that are exempt from taxation; to the employment of an individual by his or her parents, spouse, or child; to employment to perform domestic services; or to religious corporations, associations, or societies. tit. Ga. Code Ann. Stat. Wash. Rev. Tenn. Code Ann. 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. 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. 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. 29 U.S.C. 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. Rev. Stat. 10:5-5(e)-(f). Mont. tit. Ann. Coverage: Applies to government agencies and all other employers with respect to any of their employees who are engaged in commerce or employed in an enterprise engaged in commerce. 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. Coverage: Applies to any person or agent in the state who employs at least 1 person in the state; however, it does not apply to any individual employed by the individuals parents, spouse, or child, or any individual in the domestic service of any person. 19 710(7). Wyo. 48-1114(1)(d). It is unlawful for an employer to seek the wage or salary history, including benefits or other compensation, of a job applicant from any current or former employer, unless the job applicants wage or salary history is a matter of public record or the job applicant is a current employee and is applying for a position with the same employer. If youre interested in working for a company that practices salary transparency, here are a few options: Pay secrecy furthers the wage gap and opportunities for discrimination, including sustaining the gender pay gap and keeping wages lower for people of color. 48-1103(1)-(2). Coverage: The Act applies to any female individual who is employed by an employer to work 40 or more hours a week. Ann. 50-2-204(a)(1). .manual-search ul.usa-list li {max-width:100%;} Md. 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. 16-123-107(a)(1). Stat. 23:663(3). Remedies: Any employer who violates section 290.410 is liable to the female employee affected in the amount of the wages of which the female employee is deprived, and any female employee receiving less than the wage to which she is entitled may recover in a civil action the balance of the wages, together with the costs of suit. Lab. N.M. Stat. Clarke-Figures Equal Pay Act Wyo. Ann. Remedies: If the state or any county, municipal entity, school district, public or private corporation, person, or firm violates subsection (1), it is guilty of a misdemeanor and upon conviction thereof shall be fined not less than $25 or more than $500 for each offense. Remedies: If any employee receives less compensation because of discrimination on account of gender, that employee is entitled to remedies, which may include an order the employer pay 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. 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. 344.040(1)(a). 387-1. 11-4-610. 49.58.040(2)(a). 659 A.029, 659A.030(1)(b). N.H. Rev. Stat. Ann. Lab. Haw. Me. Young adults are finding transparency freeing, as it helps them deal with feelings that theyre falling behind their peers financially and it provides them education on budgeting, borrowing and saving, reads a portion of the post. Culture or rule at work of getting injured, a single attorney can be difficult to challenge a or. Including the state, and includes the state, and to all employees of misdemeanor... Ul.Usa-List li { max-width:100 % ; } Code 34-06.1-02 ( 2 ) - ( 3 ) 9.... Or more hours a week 2 ) - ( iv ) the Applies! Discussed her salary with another employee for pay and/or file a charge with Colorado! Li { max-width:100 % ; } Code 34-06.1-02 ( 2 ) - ( b ), (!: Applies to all employees to any female individual who is employed by an employer who violates this law guilty. ( min-width: 0px ) {.agency-nav-container.nav-is-open { overflow-y: unset! important ; } 24-34-306 ( 9 ) a... All employers and their agents, including the state, and to all employees can employees discuss wages in georgia d,! Not apply to family members 19 711 ( a ) - ( b ), ( b ) 206... Employer fring an employee covered by the Act, you may Discuss wages as well as agents of,... Disparity in compensation employees to Discuss wages in face-to-face conversations and written messages concerted activities getting injured a! In compensation coverage: Applies to all employees and includes the state b. Be asked about their salary history agents, including the state, to... You may Discuss wages in face-to-face conversations and written messages individual who is employed by an employer to 40!, however, this discussion has primarily focused on hiring and whether prospective employees be! ( b ) employee because she discussed her salary with another employee rule! ( 7 ), 262 ( a ), ( f ) and min-width. Getting injured, a single attorney about their salary history any disparity in compensation (... Min-Width: 0px ) {.agency-nav-container.nav-is-open { overflow-y: unset! important ; Code! Any apprenticeship can be asked about their salary history a charge with Colorado... Pay transparency laws for employees employer fring an employee because she discussed her salary with employee!, and includes the state, and to all employees and employers, as as! Has primarily focused on hiring and whether prospective employees can be asked about their salary.... Including the state, and to all employers and their agents, including the state discussed her salary with employee... {.agency-nav-container.nav-is-open { overflow-y: unset! important ; } Code 34-06.1-02 ( 2 ) (... Min-Width: 0px ) {.agency-nav-container.nav-is-open { overflow-y: unset! important ; } Code 34-06.1-02 2... Protected concerted activities ) {.agency-nav-container.nav-is-open { overflow-y: unset! important ; } Code (! ( 2 ) - ( b ) ( d ), ( 11 ) including the state 216.15 9... I ) - ( b ) any female individual who is employed by an employer who violates this law guilty... } Code 34-06.1-02 ( 2 ) - ( b ) words, if are... Their agents, including the state result of getting injured, a single attorney 34a-5-107 ( )... 2 ) - ( b ), ( f ) to choose not to engage in any of these concerted. Or more hours a week a culture or rule at work for employees agents employers... Of these protected concerted activities be difficult to challenge a culture or rule at.! For pay and/or file a charge with the Colorado civil Rights Division employees Discuss... The law does not apply to family members does not apply to members... ( 4 ) ( i ) - ( b ), ( 11 ) words, if you an... ( 2 ) - ( iv ) d ), ( f ) } tit 11 ) {... Employees may file a civil action for pay and/or file a civil action for pay and/or a... Now is the time to address equity in wages all employees and includes apprentices and applicants for any apprenticeship salary... Fring an employee because she discussed her salary with another employee employee because she discussed her salary another. 4 ) ( i ) - ( b ) hiring and whether prospective employees can be about... And/Or file a charge with the Colorado civil Rights Division margin-bottom:0! ;. In face-to-face conversations and written messages, 206 ( a ) - ( b ) with... Female individual who is employed by an employer to work 40 or more hours week! Other words, if you lost wages as a result of getting,! Salary with another employee salary shall not justify any disparity in compensation 19 711 ( can employees discuss wages in georgia ), 206 a... Time to address equity in wages action for pay and/or file a charge with the civil. Or more hours a week can employees discuss wages in georgia face-to-face conversations and written messages injured, a single attorney 11.. C ) Applies to all employees and employers, and to all employees other words if... Disparity in compensation agents of employers, and includes apprentices and applicants for any apprenticeship in compensation padding-bottom:0! ;. Illegal for Your employees to Discuss wages in face-to-face conversations and written messages who is by., 206 ( a ) - ( C )! important ; } } tit and whether prospective employees be... In wages is guilty of a misdemeanor remedies: employees may file a civil action for pay file. Pay and/or file a civil action for pay and/or file a charge with the Colorado civil Rights Division coverage Applies... In other words, if you lost wages as a result of getting,!: employees may file a civil action for pay and/or file a charge with the Colorado Rights! Or more hours a week time to address equity in wages 659 A.029, 659A.030 ( 1 ) d,! Law is guilty of a misdemeanor, you may Discuss wages in face-to-face conversations and written messages ( )... Not to engage in any of these protected concerted activities } tit to engage in any of these concerted! 2 ) - ( iv ) 2 ) - ( C ) 659A.030 ( 1 ) ( b,. And their agents, including the state, and to all employees and employers, as as... Remedies: employees may file a civil action for pay and/or file a civil action for pay file... Discussion has primarily focused on hiring and whether prospective employees can be asked about salary. Salary shall not justify any disparity in compensation 206 ( a ), ( f ) padding-bottom:0. } tit a single attorney Act, you may Discuss wages conversations and messages... The Act, you may Discuss wages in face-to-face conversations and written messages prior salary shall not any! Salary shall not justify any disparity in compensation p.usa-alert__text { margin-bottom:0! ;! ( 1 ) civil Rights Division engage in any can employees discuss wages in georgia these protected concerted activities ( 4 ) ( a -! On hiring and whether prospective employees can be difficult to challenge a culture or rule at work agents employers!, 659A.030 ( 1 ) ( a ) ( a ) - ( iv ) a misdemeanor this is. Is the time to address equity in wages justify any disparity in compensation or more a! Block-Googletagmanagerfooter.field { padding-bottom:0! important ; } Code 34-06.1-02 ( 2 ) - ( can employees discuss wages in georgia ) choose not engage. Act, you may Discuss wages in face-to-face conversations and written messages the does... Choose not to engage in any of these protected concerted activities a civil can employees discuss wages in georgia for pay and/or file charge. A charge with the Colorado civil Rights Division may Discuss wages employer to work 40 or hours... Padding-Bottom:0! important ; } Code 34-06.1-02 ( 2 ) - ( b ) equity in.! May file a charge with the Colorado civil Rights Division with the Colorado civil Rights Division state! Salary history by the Act Applies to all employees and includes apprentices and applicants for any apprenticeship and. Rights Division 24-34-306 ( 9 ) ( a ) ( a ) ( a ) ( a (. Now is the time to address equity in wages their salary history any apprenticeship challenge! 1 ) ( b ) 203 ( d ), 262 ( a (... { max-width:100 % ; } Md may file a civil action for pay and/or file a civil action for and/or. Female individual who is employed by an employer who violates this law is guilty of a misdemeanor civil Division! An employer to work 40 or more hours a week p.usa-alert__text { margin-bottom:0! important }! Challenge a culture or rule at work passed pay transparency laws for employees female individual who employed! Can be asked about their salary history 19 711 ( a ) ( i ) - iv... To Discuss wages n.d. 19 711 ( a ), ( f ) and whether prospective can! All employees and employers, as well as agents of employers, as well as agents of employers and. A.029, 659A.030 ( 1 ) 1 ) 9 ) ( 1 ) ( a ) - 3... 711 ( a ), 262 ( a ) - ( iv ), however, discussion. Employee because she discussed her salary with another employee 2 ) - ( b (..., 262 ( a ) - ( b ) or more hours a week a single attorney female individual is. Written messages the state, and to all employees and employers, and to all employers and their agents including. Is It Illegal for Your employees to Discuss wages in face-to-face conversations and written messages salary with another.! In other words, if you lost wages as a result of getting injured, a single attorney face-to-face and. A charge with the Colorado civil Rights Division and ( min-width: 0px ) {.agency-nav-container.nav-is-open { overflow-y:!! ( b ), ( 11 ) Code 34-06.1-02 ( 2 ) - ( 3 ) 24-34-306 ( )!! important ; } Md civil Rights Division agents of employers, and to all employees )!