can employees discuss wages in georgia

959(f)(1). Remedies: Any employee whose compensation is at a rate that is in violation of 21-5E-3 may file a grievance. 8-5-101(5). 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. Remedies: If an employer has engaged or is engaging in any discriminatory or unfair practice, it shall be ordered to cease and desist from such practice. Remedies: The court may issue an order prohibiting the discriminatory practices, provide affirmative relief, and award back pay, interest on back pay, and, in the discretion of the court, the cost of litigation and a reasonable attorneys fee. 19 710(7). Iowa Code 216.15(9)(a)(9)(a)-(b). Stat. Okla. Stat. Conn. Gen. Stat. The clear message for employers: Say no to prohibiting workers from discussing pay and compensation. Stat. Me. N.M. Stat. That's because there is no way for employees to gauge. Cal. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or Coverage: Applies to any employer, including the state. 12571. Code 22-2-2-4(d). Remedies: Upon a finding of discrimination, the Wisconsin Department of Workforce Development may order such action by the employer as will effectuate the purpose of the law, with or without back pay. 42 U.S.C. 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 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. 151B, 5. The judge shall order any employer found to be in violation this law to pay a civil penalty to the state in addition to compensatory and punitive damages; the judge may also order the employer to pay damages for mental anguish or suffering and reasonable attorney's fees, in addition to punitive damages in an amount not more than $25,000. Ind. Coverage: Applies to any employer employing 1 or more employees, but does not include the state or the federal government. Code 1171. tit. Code Ann. Texas Equal Work, Equal Pay Law Protection: A woman who performs public service for this state is entitled to be paid the same compensation for her service as is paid to a man who performs the same kind, grade, and quantity of service, and a distinction in compensation may not be made because of sex. Gen. Laws ch. Ann. This blog was originally published in April 2014. Rev. Stat. Rev. D.C. Code 2-1401.02(10). 613.310(2)(a)-(c). Tenn. Code Ann. 203(d), 206(a), 262(a). Mont. 5/2-101(B)(1)(a), (c)-(e). Any employer who knowingly or intentionally violations section 4 commits a Class A infraction. 112/10(a). 67-5908(3)(a)-(e). 19 709B(h)(1). Tenn. Code Ann. Transparency around salaries can arm marginalised workers and close the wage gap. Here are some examples from the past three decades of NLRB decisions. 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. 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. Section 2 of the Georgia Security and Immigration Compliance Act of 2006 (Act 457) requires public employers, their contractors and subcontractors to verify the work eligibility of all newly hired employees through an electronic federal work authorization program. Law 296(1)(a). 149, 105A. Lab. Code 22-9-1-3(l)(1), (q)(2). Applies to men, women, and minors employed in any occupation, trade, or industry, whether compensation is measured by time, piece, or otherwise, but does not include any individual employed as an outside salesman or any individual participating in a national service program using assistance provided under 42 U.S.C. Remedies: An employer that violates the Act may be required to cease and desist from its unlawful practices; reinstate the victim, with or without back pay; pay civil penalties ranging from $20,000 to $100,000 if the employer has fewer than 14 employees; and pay compensatory and punitive damages if the violation is intentional and the employer has more than 14 employees. Stat. Code Ann. Code Ann. Conn. Gen. Stat. 125/2. Remedies: Whoever violates section 628 is subject to a forfeiture of not less than $100 nor more than $500 for each violation; additionally the employer is liable to the employee for the amount of unpaid wages, a reasonable rate of interest, costs of suit including a reasonable attorney's fee, and an additional amount equal to twice the amount of unpaid wages as liquidated damages. Lab. There is a cap on the sum of the amount of compensatory damages ranging from $25,000 to $300,000 for each complaining party, depending on the number of employees the employer has; however, these limitations do not apply to back pay, interest on back pay, or any equitable relief. 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. Mass. Remedies: An employer that violates this law is liable to the employee affected in the amount of his or her unpaid wages, and in instances of willful violation, up to an additional equal amount as liquidated damages. North Carolina Equal Employment Practices Act Protection: It is the public policy of North Carolina to protect and safeguard the right and opportunity of all persons to hold employment without discrimination on account of biological sex. Colo. Rev. Stat. The court may also allow the prevailing party a reasonable attorneys fee. Minn. Stat. Code Ann. Ky. Rev. 1-13-90(d)(9). TheGovDocs Poster Storesimplifies posting compliance for employers with less than 30 locations across all industries, offering a variety of posting products to meet your labor law compliance needs. Gen. Laws ch. Me. 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. 41 C.F.R. 26, 626-A. 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. #block-googletagmanagerfooter .field { padding-bottom:0 !important; } Laws 408.484. Those specifically excluded include: Federal, state, or government workers Agricultural laborers Airline employees Coverage: Applies to any employer of labor in the state, employing both males and females. 23:342(1). Although the Act protects union and non-union workers alike, there are limitations. 652.210(1). 181.68(1). Stat. 23:663(3). Employers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. Lab. In an action before the court, if the court finds that the employer has engaged in an unlawful discriminatory practice, the court shall enjoin the employer from engaging in such unlawful discriminatory practice and order affirmative action which may include back pay, or any other legal or equitable relief, and the costs of litigation, including reasonable attorney fees and witness fees. The law does not provide for specific remedies or penalties for unlawful employment practices. Remedies: No remedies specific to violations of this provision. Tenn. Code Ann. tit. You've probably wondered at some point if you're getting paid what you deserve. Mo. 275:36. & Empl. 31-75(a). 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. The answer usually surprises them. 48-1221(1). Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. Rev. Code Ann., Lab. 495(a)(8)(D). Rev. 495b(b). Remedies: Any employer who violates this law is guilty of a misdemeanor and shall be punished by a fine of not less than $25.00 nor more than $100.00. 34:11-56.8. Utah Code. N.J. Stat. Stat. Rev. Share your salary and compare it with millions of professionals. Neb. Stat. 203(s)(1). At many companies, there is not only a hush-hush culture around discussing your pay, it may even be a rule, whether communicated verbally or written down in employee rules and regulations. 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. @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}} 954(b)-(c). La. tit. 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. Texas General Anti-Discrimination Law Protection: An employer commits an unlawful employment practice if because of sex the employer discriminates against an individual in connection with compensation. /*-->*/. Cal. In addition to the remedies that the Commission may order, a court may award punitive damages where the challenged conduct is shown to be motivated by malice or ill will or when the action involves reckless or callous indifference to the statutorily protected rights of others. 43 Pa. Cons. 613.320(1)(a)-(b). Stat. Coverage: Applies to all employees, but not to an individual elected to public office; an individual chosen by an elected officer to be on the officer's personal staff; an appointee on the policy making level; or an immediate adviser with respect to the exercise of the constitutional or legal powers of an elected office. Code 1197.5(k)(1). Stat. Utah Code Ann. The Fair Labor Standards Act does not require extra pay for weekend or night work. 1-13-30(h). Coverage: The terms employer and employee have the same meanings as in the Fair Labor Standards Act, which applies to all employers, including government agencies, with respect to any of their employees who are engaged in commerce or employed in an enterprise engaged in commerce. 28 R.I. Gen. Laws 28-5-6(2), 28-5-7(1)(ii). 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. Ann. Code Ann. Codified Laws 60-12-18. California Fair Employment and Housing Act Protection: It is an unlawful employment practice, unless based upon a bona fide occupational qualification, or, except where based upon security regulations established by the United States or California, for an employer to discriminate against a person in compensation because of the persons sex. tit. See 29 U.S.C. Additionally, the Act does not protect individuals employed by their parents, spouse, or child, or individuals employed to render domestic services in the home of the employer. Md. 760.11(5). & Empl. Code 14-02.4-20. Coverage: Applies to public and private employers. Code 1197.5(1). 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. 203(s)(1). 48-1103(1)-(2). Washington Law Against Discrimination Protection: It is an unfair employment practice for any employer to discriminate against any person in compensation or in other terms or conditions of employment because of sex. 495b(c). Wage Transparency Law Protection: An employer shall not require, as a condition of employment, that an employee refrain from inquiring about, disclosing, comparing, or otherwise discussing the employees wages or the wages of another employee; or discharge, discipline, interfere with, or otherwise retaliate against an employee who inquires about, discloses, compares, or otherwise discusses the employees wages or the wages of another employee or is believed by the employer to have done so. Mass. Protection: An employer may not pay any of its employees at wage rates less than the rates paid to employees of another sex for equal work within the same establishment on jobs the performance of which requires equal skill, effort, education, experience, and responsibility, and performance under similar working conditions. Who are passionate about furthering and deepening their careers a grievance the past three decades of decisions! 203 ( d ), ( c ) conscious job seeker and employees are. 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