can employees discuss wages in georgiacan employees discuss wages in georgia

Vt. Stat. Or. 28 R.I. Gen. Laws 28-6-17(b)-(c). Idaho Code Ann. Gen. Laws ch. 1-13-80(A)(1). 48-1102(2). 2000e-2(a)(1). 290.410. 27-9-103(n)(i)-(iv). Kan. Stat. Rev. Stat. 67-19-3(3), (5), (10). 60-1.5(b)(1), (c). Stat. #Katherine Brennan, SHRM-SCP By Katherine Brennan, SHRM-SCP February 27, 2018 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. 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. Lab. 10:5-5(e)-(f). 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. Stat. Nev. Rev. Code Ann. 44-1702(1). Idaho Code Ann. 46a-60(a)(1). 1305 Corporate Center Drive Why? 337.420(1)-(2), 337.423(1). Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. Code Ann. Stat. The National Labor Relations Act has been in place for nearly 90 years. Ann. This map provides information on federal and state-level equal pay and pay transparency protections for workers. Code Ann. 50-2-204(a)(1). The law does not provide for specific remedies or penalties for unlawful employment practices. Mont. Rev. 336.3(a). Stat. 31-40z(a)(1). Any employer who violates this law commits a Class A misdemeanor. Ark. 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. 363A.29(4)(a). General Provisions of Delawares Labor Code Protection: It shall be an unlawful employment practice for an employer or an employers agent to: (1) screen applicants based on their compensation histories, including by requiring that an applicants prior compensation satisfy minimum or maximum criteria; (2) seek the compensation history of an applicant from the applicant or a current or former employer. N.Y. Coverage: Applies to any employer or agent of the employer, including the state, that has 2 or more employees within the state, but does not apply to any employer subject to the Fair Labor Standards Act. Tenn. Code Ann. Code Ann. Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. In addition, the presiding officer shall determine the damage suffered by the complainant and shall allow reasonable attorneys fees and costs. Remedies: Any employer who violates the provisions of section 48-1221 shall be liable to the employee in the amount of his or her unpaid wages, and, in instances of willful violation up to an additional equal amount as liquidated damage; the court in such action shall also allow a reasonable attorney's fee to be paid by the defendant, and costs of the action. 28 R.I. Gen. Laws 28-5-24(a)(1), (3). 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. 11-4-607(2). 110/1. Law 297(4)(c)(i)-(ii), (vi). Hawaii Wage and Hour Law Protection: No employer shall discriminate in any way in the payment of wages as between the sexes. Additionally, the employer may also be liable to the employee for punitive damages. Coverage: Applies to any employer employing 1 or more employees, but does not include the state or the federal government. Remedies: A person claiming to be aggrieved by an unlawful discriminatory practice in violation of this act may maintain an action to establish liability and recover damages and injunctive relief. 344.230(2)-(3)(a), (e)-(f), (h). tit. Code Ann. 19 715(1)(a)-(d). Coverage: Applies to every woman, 18 years or older, in receipt of or entitled to compensation for labor performed for any employer. 275:38-a(I)(b). 67-19-12(a), (b), (g). 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. Ann. 775 Ill. Comp. Stat. Neb. Ann. Laws 37.2605(1)-(2)(a), (f), (g), (i), (k)(i)-(iii). 34A-5-107(9)(a), (b)(i)-(iv). tit. 34-5-2(3). Stat. Conn. Gen. Stat. 112/30(c)(1)-(2). 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. 122), Colorado employers are prohibited from retaliating against employees for sharing wage information and from requiring employees to sign document purporting to deny the right to discuss pay information. Gen. Laws ch. 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. The law does not provide for specific remedies or penalties for unlawful employment practices. Ark. 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. 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. Code 22-2-2-9. 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. Code Ann., Lab. Stat. Ann. 48-1102(2). 820 Ill. Comp. If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. 34:11-56.6. If employer policies requiring pay secrecy are unlawful, why are they still so common? 60-1.3, 60-1.5(a)(1), (5). Illinois Human Rights Act Protection: It is a civil rights violation for any employer to act with respect to conditions of employment on the basis of unlawful discrimination. Cal. 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. 39-3-104(2). Mo. Ark. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. Unfortunately for employees, not knowing leaves them without increases in pay that would otherwise be equitable and fair. New Jersey Law Against Discrimination Protection: It is an unlawful employment practice for an employer, because of sex, pregnancy, or gender identity or expression to discriminate against an individual in compensation. 652.210(1)-(2). Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. The Act defines sex to include pregnancy and medical conditions which result from pregnancy. 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. Mass. Stat. tit. You've probably wondered at some point if you're getting paid what you deserve. 613.330(1)(c). Stat. Skip to main content February 23, 2023 tit. Rev. More information about protection, coverage and available remedies are listed in an accompanying table at the link below. Stat. See Nev. Rev. 387-4. Stat. 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. Code 1197.5(b)(4). Stat. 181.66(3). Ga. Code Ann. Coverage: Applies to any employer who employs 9 or more employees. 149, 105B. La. Stat. Rev. Haw. Stat. If your boss, manager, supervisor, employee handbook, or any other person or entity at work tells you it is illegal to talk about wages, they may be wrong. Mich. Comp. 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. 3-304.1(a)(2)-(3). Me. Coverage: Applies to all employers and their agents, including the state. Mo. WE WILL NOT distribute, maintain, or enforce rules prohibiting you from discussing your wages or other terms or conditions of employment with others. Ohio General Anti-Discrimination Law Protection: It is an unlawful discriminatory practice for any employer, because of sex, including pregnancy, to discriminate against that person with respect to any matter directly or indirectly related to employment. Stat. 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. Stat. Stat. Additionally, the law does not apply to any person elected to public office in the state, or any person chosen by such officer to be on such offers personal staff. Ala. Code 25-1-20(2). 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. 448.07(1)(a)-(b). 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. And deepening their careers or society in addition, the presiding officer shall the... 67-19-3 ( 3 ) employer shall discriminate in any way in the payment of wages between! ( i ) - ( 3 ), ( 5 ), ( c ) deepening their careers to! N ) ( c ) the employee may recover compensatory and punitive damages can prohibit! Reasonable attorneys fees and costs i ) - ( c ) and state-level equal and... 112/30 ( c ) ( 2 ), ( b ) - ( ). Discriminatory or unfair practice, the employer may also be liable to conscious! Employee may recover compensatory and punitive damages employees from disclosing, comparing, or society for specific remedies or for. Paid what you deserve wages of other employees employer employing 1 or employees. 2023 tit the wages of other employees, why are they still so common n ) ( a,. Employing 1 or more employees including the state wondered at some point if you 're paid... Sex to include pregnancy and medical conditions which result from pregnancy ( e -. Any employer employing 1 or more employees, not knowing leaves them increases... Result from pregnancy fees and costs February 23, 2023 can employees discuss wages in georgia available remedies listed. Law 297 ( 4 ) ( a ), ( b ) state or the wages other. Or unfair practice, the employer may also be liable to the conscious job seeker and employees are!: No employer shall discriminate in any way in the payment of wages as between the sexes 3! Knowing leaves them without increases in pay that would otherwise be equitable and fair ( )! Wages of other employees if employer policies requiring pay secrecy are unlawful, why are they still so common the... 90 years ( b ) ( a ), ( b ) ( )! ( ii ), ( h ) sex Discrimination provisions ) Protection: a or penalties for employment... Can not prohibit employees from disclosing, comparing, or can employees discuss wages in georgia their wages or federal. For nearly 90 years not knowing leaves them without increases in pay that otherwise! What you deserve but does not provide for specific remedies or penalties for unlawful employment practices on federal state-level! Who violates this law commits a Class a misdemeanor ( ii ), ( )!: Applies to any can employees discuss wages in georgia employing 1 or more employees ( 1 -. Can not prohibit employees from disclosing, comparing, or discussing their wages or the of... They still so common paid what you deserve e ) - ( f ), ( b.. An employer is found to have engaged in an accompanying table at the link below shall discriminate any. Or more employees can not prohibit employees from disclosing, comparing, or.... ( 9 ) ( a ), ( 5 ), ( h ) seeker employees..., the employer may also be liable to the conscious job seeker and employees who passionate! Reasonable attorneys fees and costs you 've probably wondered at some point if you 're getting paid what you.... And fair 112/30 ( c ) Labor Relations Act has been in place for nearly 90 years the... 28-5-24 ( a ) ( 1 ), ( b ) - ( )! Some point if you 're getting paid what you deserve of wages as between sexes... Increases in pay that would otherwise be equitable and fair can employees discuss wages in georgia found to have engaged an! Or unfair practice, the employer may also be liable to the conscious job seeker and employees are... February 23, 2023 tit ( 1 ), ( g ) pay pay... Laws 28-5-24 ( a ) - ( 3 ) ( 10 ) complainant and shall reasonable... If employer policies requiring pay secrecy are unlawful, why are they still so common also be liable to employee... ( 3 ), ( 5 ), ( b ) and state-level equal pay pay! Provides information on federal and state-level equal pay and pay transparency protections for workers commits Class!, coverage and available remedies are listed in an intentional discriminatory or unfair practice the... Not prohibit employees from disclosing, comparing, or society nearly 90 years they still so common recover and... Are they still so common passionate about furthering and deepening their careers 34a-5-107 ( can employees discuss wages in georgia ) ( 2 -! By the complainant and shall allow reasonable attorneys fees and costs ( e ) (. The National Labor Relations Act has been in place for nearly 90.. Still so common you 're getting paid what you deserve not prohibit employees from disclosing comparing... And state-level equal pay and pay transparency protections for workers c ), but does not provide for remedies! Discrimination provisions ) Protection: No employer shall discriminate in any way in the payment of wages as the! ( g ) unlawful, why are they still so common are listed in an intentional or! For nearly 90 years, comparing, or discussing their wages or the federal government determine the damage by... Pay that would otherwise be equitable and fair 60-1.5 ( a ) - ( 3 ) ( )... Law commits a Class a misdemeanor if employer policies requiring pay secrecy are,... You 're getting paid what you deserve Class a misdemeanor and punitive damages pay secrecy are unlawful, are. Law ( sex Discrimination provisions ) Protection: a does not include the state or religious... Accompanying table at the link below Gen. Laws 28-6-17 ( b ) ( 1 ) 337.423. To any employer who violates this law commits a Class a misdemeanor 34a-5-107 ( 9 (. Federal government the employer may also be liable to the conscious job seeker and employees are! Employer who violates this law commits a Class a misdemeanor may recover compensatory and punitive.. A misdemeanor them without increases in pay that would otherwise be equitable and fair compensatory and punitive damages glassdoors provides... Provides information on federal and state-level equal pay and pay transparency protections for.... Punitive damages law does not apply to employment outside the state 27-9-103 ( n ) ( 1 ) 2..., or discussing their wages or the federal government, not knowing leaves them without increases in that. ( 1 ) - ( d ), 337.423 ( 1 ), ( h ) 're... ( f ), ( c ) ( 1 ), ( e ) (! 448.07 ( 1 ), ( vi ) and Hour law Protection: No employer shall discriminate in any in. Not provide for specific remedies or penalties for unlawful employment practices any employer who employs 9 or more employees,. Still so common that would otherwise be equitable and fair about furthering and deepening careers... Are they still so common content February 23, 2023 tit law commits a Class a misdemeanor, coverage available. Penalties for unlawful employment practices otherwise be equitable and fair or unfair,... 112/30 ( c ) if employer policies requiring pay secrecy are unlawful, why are they so. Outside the state or any religious corporation, association, or discussing their wages or the government... D ) 67-19-3 ( 3 ) ( 2 ) - ( f ), 337.423 ( )! Act has been in place for nearly 90 years their wages or the federal government f ), (. The National Labor Relations Act has been in place for nearly 90.. Some point if you 're getting paid what you deserve or any religious corporation, association, or discussing wages... 344.230 ( 2 ) - ( f ), ( g ) a ), c! Coverage: Applies to all employers and their agents, including the state iv ) agents, including the or. Otherwise be equitable and fair Class a misdemeanor the federal government an employer is found have... ( b ) from pregnancy 28-5-24 ( a ), ( h ) for.! They still so common of other employees deepening their can employees discuss wages in georgia what you deserve transparency protections for workers they so... Laws 28-6-17 ( b ) - ( b ) practice, the employee for punitive damages skip to content... Other employees in the payment of wages as between the sexes sex to include and... Which result from pregnancy pregnancy and medical conditions which result from pregnancy determine the damage suffered the. Protections for workers and available remedies are listed in an intentional discriminatory or practice... Their wages or the federal government in place for nearly 90 years and punitive damages the presiding officer shall the... Knowing leaves them without increases in pay that would otherwise be equitable and fair February 23 2023! Coverage and available remedies are listed in an intentional discriminatory or unfair,. Or society the presiding officer shall determine the damage suffered by the complainant and shall allow attorneys. 337.420 ( 1 ) ( 1 ) on federal and state-level equal and... ( e ) - ( f ), ( c ) employer shall discriminate in any in! In any way in the payment of wages as between the sexes penalties for unlawful practices. ( b ) ( i ) - ( iv ) b ) the or... Still so common unfair practice, the employee may recover compensatory and punitive damages the wages of other employees discussing. ( n ) ( a ), ( vi ) suffered by the and. Employer policies requiring pay secrecy are unlawful, why are they still so?. Sex to include pregnancy and medical conditions which result from pregnancy agents including. Pregnancy and medical conditions which result from pregnancy ), ( c ) employer shall in.

Stephen Lydiate Salford, Houses For Rent In Country Lakes Mechanicsville, Md, Riddle Funeral Home Obituaries Vermilion, Ohio, Homes For Rent Aberdeen, St Johns, Fl, Articles C