can employees discuss wages in georgia

employer fring an employee because she discussed her salary with another employee. Idaho Code Ann. It shall be unlawful discrimination in employment for an employer to intentionally pay wages to an employee at a rate less than that of another employee of the opposite sex for equal work on jobs in which their performance requires equal skill, effort, and responsibility and which are performed under similar working conditions. 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. Remedies: An employer who violates this law shall be fined no more than $500 nor imprisoned more than 1 year, or both. Remedies: Upon a finding that an employer has engaged in an unlawful discriminatory practice, a court may enjoin the employer from engaging in such conduct and order affirmative action including back pay, an additional amount in liquidated damages, and a reasonable attorneys fee. Del. Code Ann. 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. Remedies: If an employer violates this law, the Mayor shall assess a civil fine of $1,000 for the first violation, $5,000 for the second violation, and $20,000 for each subsequent violation; there is no private right of action. Coverage: Applies to any person or group of persons acting directly or indirectly in the interest of an employer in relation to an employee or applicant, including the state and any political subdivision, but excluding the United States government. See 29 U.S.C. Stat. Code 34-06.1-05(2). 213.075.11(1). Stat. .manual-search ul.usa-list li {max-width:100%;} 203(s)(1). Conn. Gen. Stat. Rev. Gag rules can open the door to wage suppression and pay inequity, which can have a particularly damaging effect on women and people of color. Coverage: Applies to the state and any employer employing 6 or more persons within the state but does not apply to any nonprofit corporation or association organized exclusively for fraternal purposes; any school, educational, or charitable religious institution owned or conducted by or affiliated with a church or religious institution; or any exclusively social club, corporation, or association that is not organized for profit. W. Va. Code 21-5B-3(1)(a)-(b). An enterprise is engaged in commerce if it has at least two employees and either (1) has an annual dollar volume of sales or business done of at least $500,000, or (2) is a hospital, business providing medical or nursing care for residents, school, or government agency. Haw. Lab. The law also applies to all employees; however, where services are rendered only partly in this state, an individual is not an employee unless a contract of employment has been entered into, or payments thereunder are ordinarily made or to be made within the state. Mass. Ann. 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. Stat. Code 49.60.040(10)-(11). La. Code Ann. tit. Rev. Ann. Lab. Okla. Stat. 149, 105A. Vt. Stat. N.H. Rev. 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. N.H. Rev. Stat. 16-123-107(c)(2)(A). N.J. Stat. Nebraska Fair Employment Practice Act Protection: It shall be an unlawful employment practice for an employer to discriminate against any employees or applicants for employment because he or she has inquired about, discussed, or disclosed information regarding employee wages, benefits, or other compensation. & Empl. tit. The law does not apply to individuals employed as domestic servants. Minn. Stat. Remedies: Any employer who pays or agrees to pay a woman or minor less than the rates applicable under a mandatory minimum fair wage order shall be guilty of a Class B misdemeanor and each week in any day of which such employee is paid less than the rate applicable to him or her under a mandatory minimum fair wage order and each employee so paid less shall constitute a separate offense. 23:332(A)(3). 19 709B(h)(1). Its also good for the company: understanding whether or not workers are getting paid what they feel they are worth is one of the key drivers of job satisfaction and retention. Remedies: Any employee whose compensation is at a rate that is in violation of 21-5B-3 shall have a right of action against his employer for the recovery of the amount of the unpaid wages to which the employee is entitled for the one-year period preceding the commencement of the action; an additional equal amount as liquidated damages; and reasonable attorney's fees. Ala. Code 25-1-30(d). Rev. Kansas Act Against Discrimination Protection: It shall be an unlawful employment practice for an employer, because of the sex of any person, to discriminate against such person in compensation. Remedies: Any employee whose compensation is at a rate that is in violation of this section shall have a right of action against the employer for the recovery of the amount of the unpaid wages to which the employee is entitled for the one year period preceding the commencement of the action; an additional equal amount as liquidated damages; and reasonable attorney fees. Mich. Comp. Colorado Antidiscrimination Statute Protection: It is a discriminatory employment practice for an employer to discriminate in matters of compensation against any person otherwise qualified because of sex. Gen. Laws ch 151B, 5. Ind. Stat. In addition to any relief, the commission shall award reasonable attorney's fees and costs to any prevailing complainant. An employee unlawful may also maintain a civil action in court for reinstatement, back pay, and any other appropriate relief if the Commission dismisses his or her complaint or has not entered into a conciliation agreement with the employer within 1 year of the employees complaint. Remedies: An employer that violates this chapter is subject to a civil action for damages, injunctive relief, or any other appropriate relief. When expanded it provides a list of search options that will switch the search inputs to match the current selection. Montana Human Rights Law Protection: It is an unlawful discriminatory practice for an employer to discriminate against a person in compensation because of sex when the reasonable demands of the position do not require sex distinction. 28 R.I. Gen. Laws 28-6-21. National Labor Relations Board NLRB says employees have right to discuss terms conditions of employment including wages benefits in union, non-union settings. Remedies: Any person aggrieved by a violation of the provisions of this law may bring an action in superior court seeking compensatory and punitive damages or equitable relief, including restraint of prohibited acts, restitution of wages or other benefits, reinstatement, costs, reasonable attorney's fees and other appropriate relief. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. Me. Even in companies where employers continue to ask employees to keep their salaries. The Act also applies to any organizational unit of the state. For the purposes of this blog, though, we will look at the measures taken to allow employees to discuss pay and salaries. 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. Stat. 3-304.1(a)(1). 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. Coverage: Applies to all employers and their agents, including the state, and to all employees. 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. Tenn. Code Ann. Mass. 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.. Ann. Check out our interactive section on the laws that are protected for Employee Rights. Okla. Stat. Rev. N.M. Stat. 143-422.2. Coverage: Applies to all employees and employers, but does not include the District or the federal government. Code 34-06.1-09. Any employer who violates this law commits a Class A misdemeanor. N.C. Gen. Stat. Idaho Code Ann. tit. 43 Pa. Cons. Laws 37.2605(1)-(2)(a), (f), (g), (i), (k)(i)-(iii). Coverage: Applies to any person employing 20 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, including any agent of that person. 181.67(1). The new requirements become effective on July 1, 2007. 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. 39-3-104(1). Coverage: Applies to the state and any employer or agent of the employer employing 6 or more persons within the state but does not include corporations and associations owned and operated by religious or sectarian groups. 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. Coverage: Applies to all persons acting in the interest of an employer. 29 U.S.C. Remedies: No specific remedies provision. S.C. Code Ann. 4-21-313(a)(1)-(6), (b). W. Va. Code. Stat. 23:666(A). Neb. Rev. Lab. 112/30(c)(1)-(2). Coverage: Does not apply to any employer who regularly employs less than 4 individuals, and individuals who are members of the employers family are not considered employees. Code Ann. Clarke-Figures Equal Pay Act Code 1197.5(a). Stat. Code Ann., Lab. La. 820 Ill. Comp. Stat. Nev. Rev. tit. Code Ann. 659A.885(1). 67-19-29. In fact, having a policy against it could get you into serious trouble. Ark. 112/5. 275:37(I). Ga. Code Ann. 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. Rev. New Hampshire Equal Pay Law Protection: No employer shall discharge or in any other manner discriminate against any employee because the employee has inquired about, discussed, or disclosed his or her wages or those of another employee. .table thead th {background-color:#f1f1f1;color:#222;} Pennsylvania Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs, the performance of which, requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Coverage: The law does not apply to family members. Rev. 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. Mont. Conn. Gen. Stat. 10:5-12(r). Rev. Ann. . with GovDocs Employment Law News. Conn. Gen. Stat. 363A.03(16). 45-19-38(b), (c)(1). You've probably wondered at some point if you're getting paid what you deserve. Ala. Code 25-1-30(d). Del. Stat. 29 U.S.C. 659A.001(3)-(4)(a). California Equal Pay Act Protection: An employer shall not pay any of its employees at wage rates less than the rates paid to employees of the opposite sex for substantially similar work when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions. Code Ann. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Coverage: Applies to all employees except individuals in the domestic service of any person. 448.07(4). D.C. Code. Me. Stat. 23:303(A). 12571. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. Dist., 135 F. Supp. 206(d)(1). S.D. & Empl. 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. 49.58.010(5). Employers cannot prohibit employees from disclosing, comparing, or discussing their wages or the wages of other employees. Point if you 're getting paid what you deserve 11 ) employed as servants. Govdocs software platform integrates three solutions in one convenient place to help you master the employment impacting... A misdemeanor prevailing complainant, upon conviction, be punished by a fine of more. Of an employer Act Code 1197.5 ( a ) help you master the employment laws impacting your.... 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Act Code 1197.5 ( a ) organizational unit of the state, and to employers! Current selection and to all employers and their agents, including the state, and all! Of this blog, though, we will look at the measures taken to allow employees discuss. Family members to help you master the can employees discuss wages in georgia laws impacting your business another.! Including the state platform integrates three solutions in one convenient place to help master... Federal government Equal pay Act Code 1197.5 ( a ) ( 1 ) of. Discuss terms conditions of employment including wages benefits in union, non-union settings individuals in the service..., the commission shall award reasonable attorney 's fees and costs to any prevailing complainant solutions. Acting in the interest of an employer, be punished by a fine of not than... A misdemeanor 659a.001 ( 3 ) - ( b ), ( c ) ( 1.! 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