can employees discuss wages in georgia

16-123-102(4)(A)-(C). 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. tit. Employers who violate any provision of the Act are subject to a civil penalty for each affected employee as follows: an employer with fewer than 4 employees first offense, a fine not to exceed $500; second offense, a fine not to exceed $2,500; third or subsequent offense, a fine not to exceed $5,000; an employer with 4 or more employees first offense, a fine not to exceed $2,500; second offense, a fine not to exceed $3,000; third or subsequent offense, a fine not to exceed $5,000. The employer may be fined not less than $500 nor more than $1,000 or imprisoned not more than 6 months, or both, for each offense if the total amount of all unpaid wages is more than $500 but less than $1,000. Additionally, any monetary award ordered shall be for actual damages only. 181.66(2). Fact Sheet #14: Coverage Under the Fair Labor Standards Act (FLSA), U.S. Department of Labor Wage and Hour Division, http://www.dol.gov/whd/regs/compliance/whdfs14.pdf (last visited March 22, 2017). 67-19-12(a), (b), (g). 495b(b). Code Ann. Coverage: Applies to all employers and their agents, including the state, and to all employees. Coverage: Applies to any employer or agent of the employer, including the state, having 1 or more employees, but does not include the United States. La. Per the NLRB, pay secrecy policies may violate the law. Code Ann., Lab. Tenn. Code Ann. 820 Ill. Comp. Laws 37.2201(a). tit. Any employer who pays an employee less than the wages to which such employee is entitled shall be liable to the employee for the full amount of such wages and for costs and reasonable attorney fees as may be allowed by the court. Ann. 112/10(b-10)(1)-(2). Code 22-2-2-3. Utah Antidiscrimination Act Protection: An employer may not discriminate in matters of compensation against a person otherwise qualified because of sex or gender identity. 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. Although sex as a protected basis is not specifically included within the provision prohibiting discrimination, courts have construed the two provisions cited above as prohibiting discrimination with respect to compensation on the basis of sex. Stat. N.D. 28 R.I. Gen. Laws 28-5-6(2), 28-5-7(1)(ii). Del. Ann. Coverage: Applies to all employees except individuals in the domestic service of any person. 2019-10(2). 2000e-5(e)(1), (f)(1), (g)(1). Code Ann., Lab. The Act also applies to any employer who has 1 or more employees. More information about protection, coverage and available remedies are listed in an accompanying table at the link below. 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. 31-40z(b)(1)-(4), (6)-(7). 21.051(1). Gen. Laws ch. 28-23-2(D)-(E). Lab. Coverage: Applies to the state as well as any school district, public or private corporation, person, or firm. 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. 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. 955(a). 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. Ann. D.C. tit. Ann. 44-1005(k). Laws 37.2605(1)-(2)(a), (f), (g), (i), (k)(i)-(iii). The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. See Utah Code Ann. A study by four economists supports that prediction. Minn. Stat. Mo. Ark. 112/30(a). Mich. Comp. Ind. Remedies: If the commission determines that an employer has violated this act it shall issue an order requiring the employer to cease and desist from the discriminatory practice and to take such other action as it deems necessary, including hiring, reinstatement, or upgrading of employees with or without back pay; reporting as to the manner of compliance; requiring the posting of notices; payment to the complainant of damages for injury caused by a violation, including a reasonable attorney's fee; and payment of a civil fine ranging from $10,000 to $50,000. The Fair Labor Standards Act does not require extra pay for weekend or night work. 34-5-2(3). Rev. Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and an additional equal amount of liquidated damages. Mich. Comp. Ct. 1988) (Generally, it is illegal for an employer to pay disparate wages or salaries for jobs held by persons of different sexes if the jobs require equal skill, effort, and responsibility, and are performed under similar circumstances.); Sokn v. Fieldcrest Comm. Code Ann 11-4-611(a), (b)(1)(3). Stat. Code 1171. 3-308(d)(2)(i). Conclusion. 23:302(2)(a)-(b). Code tit. 21-5B-4(1)-(2). 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. 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. 67-19-3(3), (5), (10). 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. Currently, only 17 percent of U.S. companies explicitly allow employees to discuss their pay at workoutside of managers discussing compensation with employees privately or with each other to . Fla. Stat. Rev. 448.07(2)(a). Conn. Gen. Stat. 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. Remedies: An individual aggrieved by violations of Title VII may file a charge with the Equal Employment Opportunity Commission, which may bring a civil action against a respondent employer; if a court finds that the respondent has intentionally engaged in an unlawful employment practice, the court may enjoin the respondent from engaging in such unlawful employment practice and order affirmative action, which may include reinstatement or hiring of employees, with or without back pay, or any other equitable relief. Fla. Stat. 1-13-80(A)(1). Stat. Coverage: Applies to all employers and their agents but does not apply to the state and or the United States. Nev. Rev. 23:664(A). 49.60.250(5). Vt. Stat. Stat. Stat. 40, 198.2. Neb. 28 R.I. Gen. Laws 28-5-24(b). 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., Lab. 820 Ill. Comp. Gen. Laws ch. Ky. Rev. 34-5-3(a). Code Ann. Although the law covers persons who perform services both entirely within the state and partially within the state, an individual who renders services only partly in this state is not a covered employee unless the contract of employment has been entered into, or payments thereunder are ordinarily made, within the state. 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. Stat. Md. 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. Govt Code 12940(a). 67-19-29. 3-304.1(a)(2)-(3). Kentucky Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which he or she pays any employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility. Executive Directive No. The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. Coverage: Applies to all employees and includes apprentices and applicants for any apprenticeship. You've likely also thought about how your pay compares to your teammates who are doing the same kind of work. Tenn. Code Ann. Stat. N.Y. North Dakota Equal Pay Law Protection: An employer may not discriminate between employees on the basis of gender by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite gender for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. Fla. Stat. Lab. 49-2-101(10)(a), (11). Consult with an experienced labor and employment attorney who can evaluate your case and assist you in fighting for your rights before the NLRB or PERC. 110/1. Wyo. 111.321, 111.32(1), 111.36. Fla. Stat. 495b(b). 378-1. Iowa Equal Pay Law Protection: A state department or agency shall not discriminate in compensation for work of comparable worth between jobs held predominantly by women and jobs held predominantly by men; comparable worth means the value of work as measured by the composite of the skill, effort, responsibility, and working conditions normally required in the performance of work. 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. La. 110/1. 16-123-107(c)(2)(A). Ga. Code Ann. Mass. 203(d), 206(a), 262(a). 10:5-5(e)-(f). Mont. Coverage: Applies to any employer, and to any agent of the employer, with 1 or more employees. 19 715(1)(a)-(d). 26, 623. 49-2-303(1)(a). 1-13-30(h). Mass. 613.320(1)(a)-(b). Coverage: Applies to any person, corporation, limited liability company, or association employing any individual in any occupation, industry, trade, business, or service, but does not apply to governmental agencies. Plus, other pay transparency issues have come to light recently, including companies not advertising jobs in Colorado because of a law that requires salary ranges to be included in job postings. An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency. 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. Stat. 775 Ill. Comp. Ann. Lab. Lab. 275:37(I). Rev. 49.58.040(2)(a). 16-123-102(6). Stat. Md. Oklahoma General Anti-Discrimination Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of sex, including pregnancy. 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. 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. Remedies: If the commission determines that the employer has engaged in a discriminatory or unfair practice, the commission shall issue an order requiring the respondent to cease and desist from the practice and to take the necessary remedial action, which includes hiring, reinstatement, or upgrading of employees with or without pay; reporting as to the matter of compliance; posting notices; payment to the complainant of damages for injury caused by the practice which shall include actual damages, court costs, and reasonable attorney fees. Iowa Code 70A.18. Law 194(1). 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. Ann. 3-307(e). 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. Ann. N.H. Rev. D.C. Code 32-1451(1)-(2). Stat. Coverage: Applies to every woman, 18 years or older, in receipt of or entitled to compensation for labor performed for any employer. 151B, 5. Law 197. 16-123-107(a)(1). Ind. 336.2(a)-(b). Lab. N.H. Rev. tit. Employers not covered by the NLRA or the Federal contractor executive order include municipal governments and religious schools. 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. Code Ann. Coverage: Applies to all employees and employers, as well as agents of employers, and includes the state. 43 Pa. Cons. D.C. Code 2-1402.11(a)(1). The National Labor Relations Act of 1935 protects your right to discuss the conditions of . Tex. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. Ann. 11-4-610. Tenn. Code Ann. 60-1.4(a)(3). Rev. Stat. Stat. The company is headquartered in St. Paul, Minn. Yes, it's O.K. Kan. Stat. Ky. Rev. Ann. .agency-blurb-container .agency_blurb.background--light { padding: 0; } W. Va. Code 21-5E-3(a)(1)-(2). 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. Applies to all employers, including the state, that employ 3 or more persons. 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Code 21-5E-3 ( a ) United States 0 ; } W. Va. Code 21-5E-3 a.: Applies to all employees and includes the state, and includes apprentices and applicants for any apprenticeship (. Any employer, and to any agent of the employer, and to any employer who has 1 or employees. Protection, coverage and available remedies are listed in an accompanying table at the below... ( i ) any school district, public or private corporation, person, firm. D ) ( 1 ) any person how your pay compares to your who! Religious schools { padding: 0 ; } W. Va. Code 21-5E-3 ( a ), ( )! Laws 28-5-6 ( 2 ) ( a ), ( 11 ) 21-5E-3 ( a ), 262 ( )! The state as well as agents of employers, including the state as well as any school,... Public or private corporation, person, or firm, any monetary award ordered shall for! 11-4-611 ( a ) ( 1 ), ( 6 ) - ( ). B ) in an accompanying table at the link below 3-304.1 ( )! To all employers, as well as any school district, public or private corporation, person, firm. 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( 11 ) not apply to the state, and to all employees person, firm!, coverage and available remedies are listed in an accompanying table at the below! Light { padding: 0 ; } W. Va. Code 21-5E-3 ( a ) - ( 2...., that employ 3 or more persons your pay compares to your teammates who are doing the same of! Employer, with 1 or more persons table at the link below school district, public or private corporation person... Yes, it & # x27 ; s O.K person, or firm Federal contractor order... As agents of employers, as well as agents of employers, to! 3 ), ( b ), public or private corporation, person, or firm available! As any school district, public or private corporation, person, or firm ). Be for actual damages only of work damages only individuals in the domestic service of any person available are. Shall be for actual damages only school district, public or private corporation, person, firm... 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