Md. Kan. Stat. 290.410. Fla. Stat. Rev. Tex. Or. 21.2585(a)(1)-(2), (b)-(c). Stat. Coverage: Applies to every woman, 18 years or older, in receipt of or entitled to compensation for labor performed for any employer. 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. 24-34-402(1)(i). 290.440.1-2 Missouri Human Rights Law Protection: It is an unlawful employment practice for an employer to discriminate with respect to any individuals compensation because of such individuals sex. Code Ann., Lab. 26, 626-A. Mo. 67-5902(6). Remedies: Any employee discriminated against in violation of this section may sue in any court to recover two times the amount of the difference between the wages actually received and the wages received by a person performing equal work for the employer, and for costs, including attorney fees. 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. Massachusetts Equal Pay Law Protection: It shall be an unlawful employment practice for an employer to require, as a condition of employment, that an employee refrain from inquiring about, discussing or disclosing information about either the employees own wages, or about any other employees wages. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discharge, demote suspend, discriminate, or retaliate against an employee because the employee has inquired about, discussed or disclosed in any manner the wages of the employee or of another employee. 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. Code Ann., State Govt 20-601(d)(1)-(3). Coverage: Applies to all employees. Nevada Equal Pay Law Protection: It is unlawful for any employer to discriminate between employees on the basis of sex by paying lower wages to one employee than the wages paid to an employee of the opposite sex who performs equal work, which requires equal skill, effort and responsibility and which is performed under similar working conditions. Code Ann. Stat. Yes, it's O.K. A violation of 181.67 is a misdemeanor. 112/10(b-5). Laws 37.2605(1)-(2)(a), (f), (g), (i), (k)(i)-(iii). Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or Stat. Me. 34:11-56.8. No, employees are legally protected. W. Va. Code 21-5E-3(a)(1)-(2). 12571. 5-11-13(b)-(c). Illinois Equal Wage Act Protection: An employer engaged in the manufacture of any article shall not pay any person engaged in such manufacture an unequal wage for equal work, by time or piece work, than is being paid to any other person employed in such manufacture. tit. Gen. Laws ch. 43 Pa. Cons. 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. Rev. 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. 213.010(7). Codified Laws 20-13-42. Ann. Stat. Ind. N.Y. 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. Idaho Human Rights Law Protection: It is a prohibited act for an employer to discriminate against an individual with respect to compensation because of, or on the basis of, sex. 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. Transparency around salaries can arm marginalised workers and close the wage gap. Conn. Gen. 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. Code Ann., State Govt 20-604. Remedies: Upon a finding by the Commission that an employer has engaged in an unlawful employment practice, the Commission shall order the employer to cease and desist from the unlawful practice and to take affirmative action including hiring, reinstatement, or upgrading of employees with or without back pay; in appropriate circumstances, attorneys fees may be granted for the employee. Tenn. Code Ann. Ann. 28-23-4(B). Md. 42 U.S.C. Ga. Code Ann. Mont. Stat. 5, 4572-A(1). Wis. Stat. Code Ann. 213.055.1(1)(a). 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. If employer policies requiring pay secrecy are unlawful, why are they still so common? N.J. Stat. Coverage: Applies to all employers and their agents, except for employers of domestic servants, agricultural, temporary, and seasonal employers, and nonprofit social, fraternal, charitable, educational, religious, scientific, and literary associations. 67-19-3(3), (5), (10). Del. 613.330(1)(c). Kan. Stat. Coverage: Applies to the state and any employer employing 12 or more persons within the state; however, the Act does not apply to private clubs or any individual employed by his or her parents, spouse, or child. Stat. Ann. Ann. 23:303(A). The Act applies to any employer, and any agent of the employer, employing 10 or more employees who is engaged in intrastate commerce. Code Ann., Lab. Rev. Iowa Code 70A.18. Kan. Stat. 40, 198.2. Washington, DC 202101-866-4-USA-DOL, Employment Protections for Workers Who Are Pregnant or Nursing, Equal Pay and Pay Transparency Protections. tit. Nev. Rev. 820 Ill. Comp. Remedies: Any employer who violates or fails to comply with requirement of this section shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for the first offense and not less than $5,000 nor more than $10,000 for each subsequent violation. Ann. 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. Remedies: Upon finding a civil rights violation, the Commission may provide for any relief or penalty by entering order directing the respondent to cease and desist; pay actual damages; hire, reinstate, or upgrade the complainant with or without back pay; pay the complainant all or a portion of the costs of maintain the action, including reasonable attorney fees and expert witness fees; and take such action as may be necessary to make the complainant whole, including awards of interest on complainants actual damages and back pay from the date of the civil rights violation. 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. 206(d)(1). Stat. 49.58.010(4)-(5). 34-5-5(a). 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. In addition to any relief, the commission shall award reasonable attorney's fees and costs to any prevailing complainant. 112/10(a). 511(a). Vermont Fair Employment Practices Law Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages or from inquiring about or discussing the wages of other employees, or require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages or to inquire about or discuss the wages of other employees. Colo. Rev. Code 200. Ark. 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. Employers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. Laws 408.471(c)-(d). ol{list-style-type: decimal;} S.C. Code Ann. Employers cannot retaliate against employees for discussing their salaries or for encouraging other employees to exercise their rights to do the same. 659 A.029, 659A.030(1)(b). Idaho Code Ann. Rev. Stat. Ann. See Nev. Rev. N.M. Stat. Kan. Stat. Coverage: Applies to any employer, and to any agent of the employer, with 1 or more employees. Me. N.H. Rev. 387-12(a)(2), (a)(4). Stat. This button displays the currently selected search type. 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. tit. Stat. 28-1-2(B), (E). Is it Illegal to Discuss Wages? It is unlawful for an employer to (1) screen job applicants based on their current or prior wages or salary histories; (2) request or require a wage or salary history as a condition of being considered for employment, as a condition of being interviewed, as a condition of continuing to be considered for an offer of employment, as a condition of an offer of employment or an offer of compensation; or (3) request or require that an applicant disclose wage or salary history as a condition of employment. N.Y. Exec. 5/8A-104(A)-(C), (G), (J). Neb. Eagan, MN 55121 W. Va. Code 5-11-3(h); 5-11-9(1). Rev. Coverage: Does not apply to any employer with fewer than 4 persons in his or her employ or to any individual employed by his or her parents, spouse, or child, or in the domestic service of any person. 659A.001(3)-(4)(a). Ind. Ann. Stat. 43 Pa. Cons. The new law was passed on April 22, 2020, and becomes effective on July 1, 2020. Ark. tit. Remedies: An employer who violates this law shall be fined no more than $500 nor imprisoned more than 1 year, or both. Ann. tit. Tex. 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