Code Ann. 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 of liquidated damages. Coverage: Applies to all employers except those subject to the minimum wage provision of the Fair Labor Standards Act. Conn. Gen. Stat. Another example is an employer decreasing an employee's work hours because he asked his coworkers about their rates of overtime pay. 149, 1. Remedies: An employee may recover in a civil action the full amount of the salary or wages due from the employer plus an additional equal amount as liquidated damages, together with costs and such reasonable attorneys fees as may be allowed by the court. Me. N.D. 151B, 1(5)-(6). In October 2019, for example, Maryland passed a host of new employment laws, with a salary history ban part of the sweeping amendments. 820 Ill. Comp. Rev. Even if an employee were to post his or her salary on social media, that would also not allow an employer to legally terminate an employee on that basis alone. 19 710(6)(a)-(d). Ann. Remedies: If the administrative law judges finds that the employer has engaged in a discriminatory act, the judge shall serve on the employer an order requiring the employer to cease and desist from engaging the act and take affirmative action. Ann. The Fair Labor Standards Act does not require extra pay for weekend or night work. Md. Read more Stat. 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. Mass. 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. Code Ann. 495b(b). Ind. tit. 44-1704(2). Stat. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. La. Stat. Haw. When expanded it provides a list of search options that will switch the search inputs to match the current selection. Ann. tit. 149 105A(c)(1). Employers are required to pay employees the same wages if they work similar jobs at different locations within the same county (e.g., if there is more than one business branch). Whether you are getting paid more or less than your co-workers, youd be helping to even the playing field and increase equity across the board. 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. Code Ann. See Utah Code Ann. Yes, it's O.K. Law 194(4)(a)-(b). 28 R.I. Gen. Laws 28-5-29.1. 2000e-2(a)(1). Stat. N.J. Stat. La. Nevada General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discriminate against any employee because the employee has inquired about, discussed, or voluntarily disclosed his or her wages or the wages of another employee. It is unlawful for an employer to seek the wage or salary history, including benefits or other compensation, of a job applicant from any current or former employer, unless the job applicants wage or salary history is a matter of public record or the job applicant is a current employee and is applying for a position with the same employer. W. Va. Code 5-11-3(h); 5-11-9(1). N.Y. Rev. tit. 21.2585(d)(1)-(4). Remedies: An individual may bring a civil action without exhausting administrative remedies. Ann. See the Best Places to Work 2023! Did you know that employees must be allowed to discuss salary at work? Rev. 5:12CV120, 2013 WL 524648, at *2 (N.D. W. Va. Feb. 11, 2013). Code Ann. Ann. Coverage: Applies to all employers with at least 1 employee, including the state and its agencies but does not apply to a social club or fraternal society or to any individual employed by his or her parents, spouse, or child. Although the phrase concerted activities may seem broad, the NLRB has made clear interpretations over the years, resoundingly on the side of employees rights to discuss salary and wages. Conn. Gen. Stat. Stat. Cent. 28-23-6(A)(1)-(3). Mass. 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: 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. [CDATA[/* >