Coverage: Applies to employers that regularly employer 15 or more employees. You've likely also thought about how your pay compares to your teammates who are doing the same kind of work. Any employer who knowingly or intentionally violations section 4 commits a Class A infraction. Read more Ark. 23:303(A). If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. 344.030(5). Remedies: If the administrative law judge finds that the employer has engaged in an unfair discriminatory practice, the judge shall issue an order directing the employer to cease and desist from the practice and to take affirmative action. 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. Del. Information unintentionally discovered relating to an applicants salary history must not be used by the department or agency in an employment decision. S.D. Coverage: Applies to all employers and their agents, including the state, and to all employees. Me. 23:664(A). 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. Stat. Ky. Rev. Coverage: Applies to all employers and their agents, including the state, that have 15 or more employees but does not include an Indian tribe or a bona fide private membership club. tit. Ala. Code 25-1-30(c). Remedies: An employer who violates this law shall be fined no more than $500 nor imprisoned more than 1 year, or both. Ann. Code Ann. 16-123-107(c)(2)(A). N.H. Rev. West Virginia Human Rights Act Protection: It is an unlawful discriminatory practice for any employer to discriminate against an individual because of the individuals sex with respect to compensation if the individual is able and competent to perform the services required. Laws 408.481(1). Remedies: Upon finding a civil rights violation, the Commission may provide for any relief or penalty by entering order directing the respondent to cease and desist; pay actual damages; hire, reinstate, or upgrade the complainant with or without back pay; pay the complainant all or a portion of the costs of maintain the action, including reasonable attorney fees and expert witness fees; and take such action as may be necessary to make the complainant whole, including awards of interest on complainants actual damages and back pay from the date of the civil rights violation. tit. Okla. Stat. Nev. Rev. New Hampshire General Anti-Discrimination Law Protection: It is an unlawful discriminatory practice for an employer, because of the sex (including pregnancy) of any individual, to discriminate against such individual in compensation, unless based upon a bona fide occupational qualification. Remedies: Any employer who violates this provision is guilty of a petty offense and shall be fined no less than $25 nor more than $100. Ga. Code Ann. Vermont Fair Employment Practices Law Protection: It is an unlawful employment practice for any employer to discriminate between employees on the basis of sex or gender identity by paying wages to employees of one sex at a rate less than the rate paid to employees of the other sex for equal work that requires equal skill, effort, and, responsibility and is performed under similar working conditions. 344.230(2)-(3)(a), (e)-(f), (h). 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). Stat. N.H. Rev. 820 Ill. Comp. 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. Colo. Rev. 275:36. 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. See Utah Code Ann. Rev. 4112.02(A), 4112.01(B). 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. N.M. Stat. 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. Kan. Stat. If you are ready to file a Charge or Petition, you may do so via the NLRB's electronic filing (E-File) application. Dist. Washington, DC 202101-866-4-USA-DOL, Employment Protections for Workers Who Are Pregnant or Nursing, Equal Pay and Pay Transparency Protections. Code 22-9-1-3(h)(1)-(3). 49.60.250(5). 149, 105A. N.H. Rev. Stat. Vt. Stat. Louisiana Employment Discrimination Law (sex discrimination provisions) Protection: A. Remedies: Any employee whose compensation is at a rate that is in violation of 21-5E-3 may file a grievance. And you may be tempted to just compare numbers. An employer who violates a provision of this act shall be liable to the affected employee for damages and equitable relief, including employment, reinstatement, and promotion; damages shall be calculated on the basis of the affected employees unpaid wages and the damages from retaliation; all other actual damages; and treble damages. 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. Code 49.58.020(1). Coverage: Applies to employers of the state or any political subdivision, commission, department, institution, or school district thereof, and every other person who employs a person in the state. Fla. Stat. 24-34-401(3). Code Ann. 275:38-a(I)(b). Wis. Stat. Any employer who violates the provisions of subdivision 495(a)(7) shall be liable to any affected employee in the amount of the underpaid wages and an equal amount as liquidated damages, in addition to any other remedies. Remedies: On finding that an employer has engaged in an unlawful employment practice, a court may enjoin the employer from engaging in an unlawful employment practice, and order additional equitable relief as may be appropriate, including hiring or reinstating with or without back pay, reporting on the manner of compliance, and paying court costs. 2019-10(1)(a)-(b). W. Va. Code, 21-5E-1(1)-(2). 46a-51(9). Haw. Cent. Minn. Stat. This map provides information on federal and state-level equal pay and pay transparency protections for workers. 336.5(a). Unit Sch. N.C. Gen. Stat. Coverage: Applies to all employers, except for employers of domestic servants, agricultural, temporary, and seasonal employers, and nonprofit social, fraternal, charitable, educational, religious, scientific, and literary associations. Tenn. Code Ann. Stat. An employer shall not discharge or in any other manner discriminate against any employee because the employee has disclosed his or her wages or has inquired about or discussed the wages of other employees. 67-5902(6). Ark. Utah Code Ann. If, within 10 years of a conviction for violation of this provision, it is alleged that an employer on a second occasion has been convicted of again violating this article, an employee may bring an action for temporary restraining order; the court may grant an order prohibiting the employer within 30 days from conducting any business within the state unless the employer deposits a bond of $25,000 or 25% of the weekly gross payroll, whichever is greater. However, in recent years this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. Haw. Stat. 820 Ill. Comp. Gen. Laws ch. Okla. Stat. Remedies: Any employer who violates this statute is guilty of a Class D felony and shall be fined not less than $2,000 nor more than $5,000 for each offense if the total amount of all unpaid wages owed to an employee is more than $2,000. 45-19-38(b), (c)(1). Del. Remedies: An employee may bring a civil action against an employer for a violation of this law; if a court finds that an employer has violated the law, the court may order reinstatement, back pay, and the expungement of any related adverse records of an employee who was the subject of the violation. Coverage: 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. Haw. Coverage: Applies to any person hired for permanent employment or temporary employment for more than 6 consecutive months by any department, commission, agency or board of the state, except for any employee of the University of West Virginia, the state college system, and the state police; certain employees of constitutional officers; and any employee of the legislature. Code Ann., State Govt 20-601(d)(1)-(3). 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. Remedies: Any employer who violates the slaw shall be liable to the employee affected in the amount of his or her unpaid wages. Plaintiffs claiming sex-based pay discrimination bring their claims under the federal Equal Pay Act in addition to this statute. Coverage: Applies to any employer employing 15 or more employees but does not include any religious corporation, association, educational institution, or society which conditions employment opportunities to members of that religious corporation, association, educational institution, or society or to persons who subscribe to its tenets or beliefs. 613.405, 613.420. 34A-5-107(17)(a). tit. Stat. Code Ann. Conn. Gen. Stat. Md. Md. Stat. Code Ann. 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. Mo. Coverage: Applies to all employers who employ 2 or more employees, and also applies to the state. Code Ann. Ann. 48-1223(5). tit. See 29 U.S.C. Ann. Wyo. Stat. Stat. Lab. 16-123-107(a)(1). 962(c)(1). 5-11-13(b)-(c). 181.68(2). 34A-5-107(9)(a), (b)(i)-(iv). N.J. Stat. N.M. Stat. 29 U.S.C. In a civil action, if an employer is found to have engaged in any unlawful discriminatory practice, the court may enjoin he employer from engaging in such practice and order affirmative action including reinstatement, hiring, or upgrading with or without back pay. 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. Iowa Code 216.6A(2)(a). Rev. Together, we can close the gender and racial wage gap. 23:666(A). 16-123-107(c)(2)(A). Code 34-06.1-05(1). Ann. 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. Ky. Rev. 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. Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. Rev. Stat. Remedies: Any employer who violates the Act is liable to the employee affected in an amount equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation. Rev. In other words, if you lost wages as a result of getting injured, a single attorney. ), 4112.01 ( b ) as a result of getting injured, single... ( iv ) e ) - ( f ), ( e -. 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