can employees discuss wages in georgia

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. 181.172(a)(1)-(3). Ky. Rev. 31-40z(a)(1). 19 710(7). Remedies: No specific remedies provision. Tex. Stat. 8-5-104. Employers not covered by the NLRA or the Federal contractor executive order include municipal governments and religious schools. 2000e-5(e)(1), (f)(1), (g)(1). This law does not apply to an employer with respect to the employment of aliens outside the state or to a religious corporation, association, educational institution or society with respect to the employment of individuals of a particular religion, sexual orientation, or gender identity to perform work connected with the activities of the religious entity. Additional Sex Discrimination Provision in the Wage Discrimination Law Protection: No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for comparable work. The Fair Labor Standards Act does not require extra pay for weekend or night work. Rev. N.H. Rev. Stat. Code Ann., Lab. 151B, 5. 11-4-610. Nev. Rev. Haw. Stat. 19 709B(h)(1). Or. 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. Del. Stat. 962(c)(1). Arkansas courts have held that the Arkansas Civil Rights Act protects against pay discrimination. 5, 4613(2)(B)(1), (2), (7), and (8). Remedies: The court shall have the authority to order the employer to cease and desist or modify its existing employment policies; order the employer to hire, reinstate, or promote the employee; order the payment of compensatory damages (including general and special damages) and punitive damages not to exceed the damage awards allowable under Title VII of the Civil Rights Act of 1964; and order the costs of litigation and reasonable attorneys fees to the prevailing party. Cal. 21.258(a)(1)-(2), (b)(1), (5)-(6). 3-308(d)(2)(i). Most employers are familiar with the NLRA but, unfortunately, do not realize that this Act does more than just regulate the activity of employers with unions. Code Ann. Code Ann. 8-5-102. Ann. Coverage: Applies to all employees except individuals in the domestic service of any person. Ann. Delaware Antidiscrimination Act Protection: It shall be an unlawful employment practice for an employer to: require as a condition of employment that an employee refrain from inquiring about, discussing, or disclosing his or her wages or the wages of another employee; require an employee to sign a waiver or other document purporting to deny an employee the right to disclose or discuss his or her wages; or discharge, formally discipline, or otherwise discriminate against an employee for inquiring about, discussing, or disclosing his or her wages or the wages of another employee. Because the 18 709A(a)(4). 1-13-30(h). 5, 4553(4). 5, 4553(3). Stat. 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. 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. 8, 2011 WL 2533793, at *7 (C.D. An employee who was been aggrieved by a violation of Section 206 may maintain a civil action in court for unpaid wages and an additional equal amount as liquidated damages; in addition to any judgment awarded to the employee, the court shall allow a reasonable attorneys fee to be paid by the defendant, and costs of the action. S.C. Code Ann. 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. Wash. Rev. Md. 34-5-2(4). Code Ann. 336.2(a)-(b). Colo. Rev. 50-2-204(b). See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 (Ill. App. Any person who willfully violates any provision of the act shall be guilty of a misdemeanor and, upon conviction thereof, be punished by a fine of not less than $50, nor more than $200, or by imprisonment for not less than 10 days nor more than 90 days, or by both fine and imprisonment. If an employer is found to have violated the Equal Pay for Equal Work law two or more times within a 3-year period, the Commissioner or a court may require the employer to pay a civil penalty equal to 10% of the amount of damages owed by the employer. Cal. Md. 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. 34:11-56.2. West Virginia Equal Pay for Equal Work 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 that at which he pays wages to his employees of the opposite sex for work of comparable character, the performance of which requires comparable skills. Cal. Iowa Code 216.6A(2)(a). New Jersey Law Against Discrimination Protection: It is an unlawful employment practice for an employer, because of sex, pregnancy, or gender identity or expression to discriminate against an individual in compensation. 21, 495(a)(7)(B)(i)(I)-(II). Codified Laws 20-13-10. Vt. Stat. 2019-10 Protection: State departments and autonomous agencies shall not (a) inquire about a job applicants current or previous salaries unless and until the department or agency first makes a condition offer of employment, including an explanation of proposed compensation; (b) make inquiry of a current or prior employer or search public records databases to ascertain an applicants current or previous salary. 49.58.070(1). But, as more and more states require employers to at minimum post the pay ranges for open positions, this trend is growing. Coverage: Applies to all employees and employers, as well as agents of employers, and includes the state. Md. Code Ann. 44-1002(b). La. & Empl. Utah Code Ann. 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. Virginia has adopted a pay transparency law that prohibits employers from discharging or taking any other retaliatory action against an employee for discussing wages or compensation with another employee. 67-19-12(a), (b), (g). Michigan Civil Rights Act Protection: No employer shall discriminate against an individual with respect to compensation because of sex. Del. Remedies: An employer that is found to have engaged in an unlawful discriminatory practice may be ordered to cease and desist from such practice; pay compensatory damages to the victim of discrimination; and pay administrative fines to the state not to exceed $10,000 for its first violation, $25,000 if it has committed another violation in the previous five years, and $50,000 if it has committed two other violations within the previous seven years. 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. While the Act does not specifically mention compensation, federal courts and Illinois state courts have allowed plaintiffs to bring sex discrimination claims for unequal compensation under the Act. 43 Pa. Cons. 275:40. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. 511(a). Rev. 387-4. 49-2-303(1)(a). Stat. 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. 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.. & Empl. Delaware Wage Payment and Collection Act Protection: No employees shall be paid a wage at a rate less than the rate at which an employee of the opposite sex is paid for equal work on a job the performance of which requires equal skill, effort, and responsibility, and which is performed under similar working conditions. Stat. 28-23-4(B). Ann. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices. La. Remedies: Any employer who violates this section shall be liable to the employee affected in the amount of their unpaid wages, and in an additional equal amount of liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall also allow a reasonable attorney's fee, as well as the costs of the action, to be paid by the defendant. 28-1-11(E). 4-21-313(a)(1)-(6), (b). Remedies: Upon a finding that an employer engaged in an unlawful practice, the court may order injunctive relief and any other equitable relief that may be appropriate; back pay for the two-year period immediately preceding the filing of a complaint; and costs and reasonable attorney fees. 112/10(b-10)(1)-(2). 28-23-2(D)-(E). An Evaluation of the Gender Wage Gap Using Linked Survey and Administrative Data, Compare womens and mens earnings and the wage gap by race, ethnicity, and occupation, Compare womens and mens median earnings in over 350 occupations, 5 Facts About Black Women in the Labor Force. 28-23-4(A)(1). 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. Beyond violating the NLRA, prohibiting salary discussions can be problematic when it comes gender equality laws, according to Kluger. Stat. Code 22-2-2-3. The company is headquartered in St. Paul, Minn. The .gov means its official. 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. Rhode Island Equal Pay Law Protection: No employer shall discriminate in the payment of wages as between the sexes or shall pay any female in his or her employ salary or wage rates less than the rates paid to male employees for equal work or work on the same operations. No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages or sign a waiver that purports to deny the employee the right to disclose the amount of his or her compensation; additionally, no employer may discharge, formally discipline, or otherwise discriminate against an employee because he or she discloses the amount of his or her compensation. Code Ann. Lab. Gen. Laws ch. Code Ann., Lab. 27-4-303(a). Prior salary shall not justify any disparity in compensation. If the discriminatory practice includes discrimination in matters of compensation, the presiding officer may provide to the complaining party, an additional equal amount of back pay. Code 22-2-2-9. Mich. Comp. Cent. 143-422.2. Fla. Stat. rimination, he is entitled to recover compensatory damages and punitive damages; these damages are capped between $15,000 and $300,000, depending on the number of employees the employer has. Ohio General Anti-Discrimination Law Protection: It is an unlawful discriminatory practice for any employer, because of sex, including pregnancy, to discriminate against that person with respect to any matter directly or indirectly related to employment. 181.66(2). 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. Lab. It is unlawful for an employer to (1) screen job applicants based on their current or prior wages or salary histories; (2) request or require a wage or salary history as a condition of being considered for employment, as a condition of being interviewed, as a condition of continuing to be considered for an offer of employment, as a condition of an offer of employment or an offer of compensation; or (3) request or require that an applicant disclose wage or salary history as a condition of employment. Coverage: Applies to all persons acting in the interest of an employer. 34-5-2(3). 40.1-28.6. Rev. La. Keeping pay a secret could allow employers to pay unevenly, saving the company money but keeping people in a culture of secrecy and inequity. Minn. Stat. W. Va. Code, 21-5E-1(1)-(2). 4112.01(A)(2)-(3). Me. 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. Rev. New York Equal Pay Law Protection: No employee with status within one or more protected class or classes shall be paid a wage at a rate less than the rate at which an employee without status within the same protected class or classes is paid for: (a) equal work on a job the performance of which requires equal skill, effort, and responsibility, and which is performed under similar working conditions, or (b) substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions. La. The City of Philadelphia announced Aug. 6 that . Coverage: Applies to state departments and autonomous agencies subject to supervision by the Governor. The National Labor Relations Act has been in place for nearly 90 years. 2000e-2(a)(1). and perfectly legal to talk about it What many workers don't realize is that it is unlawful for private sector employers to prohibit employees from discussing wages and. Stat. N.Y. Exec. Mont. Remedies: Any employer who discriminates in payment of wages between the sexes is guilty of a misdemeanor. 336.3(a). 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. Rev. No. Section 7 of the Act gives employees these rights. National Labor Relations Board NLRB says employees have right to discuss terms conditions of employment including wages benefits in union, non-union settings. 50-2-206. 613.330(1)(a). Remedies: Any employer who violates section 290.410 is liable to the female employee affected in the amount of the wages of which the female employee is deprived, and any female employee receiving less than the wage to which she is entitled may recover in a civil action the balance of the wages, together with the costs of suit. Stat. 8-5-101(5). 125/15(2). Code Ann. Cal. Mich. Comp. 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. The law protects all employees, but does not include any individual employed, among other things: at a guaranteed compensation totaling $2,000 or more a month; in agriculture where the employer employs less than 20 employees for any workweek, or for any workweek in which the individual is harvesting coffee; in the home of the employer in domestic service; as a house parent in any home or shelter maintained for child welfare purposes; by the individuals sibling, sibling-in-law, children, spouse, parent, or parent-in-law; in the catching, harvesting, or farming of any kind of aquatic forms of animal or vegetable life; or in any capacity where the employee is covered by the Fair labor Standards Act. Coverage: Applies to all employers and their agents but does not apply to the state and or the United States. Coverage: Applies to any employer or agent of the employer, including the state, that has 2 or more employees within the state, but does not apply to any employer subject to the Fair Labor Standards Act. N.H. Rev. Code 49.60.180(3). Cal. 5/2-101(A)(1)(a)-(c). 44-1211(a). 659A.001(3)-(4)(a). Illinois Equal Pay Act of 2003 Protection: It is unlawful for any employer to discharge or in any other manner discriminate against any individual for inquiring about, disclosing, comparing, or otherwise discussing the employees wages or the wages of any other employee. In fact, employees' right to discuss their salary is protected by law.While employers may restrict workers from discussing their salary in front of customers or during work, they cannot prohibit employees from talking about pay on their own time. 659 A.029, 659A.030(1)(b). tit. For a third violation, the employer shall be liable to the employee(s) affected in the amount of their unpaid wages, and in instances of willful violation, up to an additional three times the amount of unpaid wages as liquidated damages. Stat. 50-2-201(3)-(4). 49.60.250(5). Massachusetts Anti-Discrimination Law Protection: It shall be an unlawful practice for an employer, because of the sex or gender identity of an individual, to discriminate against such individual in compensation. Gen. Laws ch. Coverage: Applies to the state and any other person employing 2 or more employees within the state, but does not apply to religious organizations or associations. Mass. 28 R.I. Gen. Laws 28-6-17(b)-(c). 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. Kan. Stat. In addition to any relief, the commission shall award reasonable attorney's fees and costs to any prevailing complainant. 511(a). Coverage: Applies to all employers and their agents, including the state, and to all employees. 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. Coverage: Applies to all employers and their agents, except nonprofit hospital associations or corporations, but does not apply to persons performing volunteer service for nonprofit organizations or corporations nor persons employed on a farm, or in domestic service in a private home, or in a hotel. 24-34-402(1)(i). 11-4-607(1)(B). N.H. Rev. Stat. 43 Pa. Cons. 10:5-5(e)-(f). Neb. 659A.885(1). Coverage: Applies to all employees except individuals employed by their parents, spouse, or child. 354-A:7(I), 345-A:7(VI)(a). Remedies: If an employer knew that his or her action violates this provision, an affected employee may bring an action against the employer for injunctive relief and to recover the difference between the wages paid to employees of one sex or gender identity and the wages paid to employees of another sex or gender identity, as well as an additional equal amount as liquidated damages. Additionally, any employer who violates this provision shall be guilty of a violation if an individual or guilty of a misdemeanor if a corporation or other association and subject to a fine of not more than $2,500. Coverage: Applies to any employer, and any agent of the employer, engaged in an industry affecting commerce that has 15 or more employees, as well as to a state agency or state instrumentality, regardless of the number of individuals employed. Rev. Ann. Ann. Mich. Comp. Del. Code Ann. Ohio Rev. Coverage: Applies to individual, corporation, limited liability company, firm, partnership, voluntary association, joint stock association, the state and any political subdivision thereof and any public corporation within the state using the services of one or more employees for pay. Codified Laws 20-13-42. Is It Illegal For Your Employees To Discuss Wages? Idaho Equal Pay Law Protection: No employer shall discriminate between or among employees on the basis of sex by paying wages to any employee at a rate less than the rate at which he pays an employee of the opposite sex for comparable work on jobs which have comparable requirements relating to skill, effort, and responsibility. ch. Coverage: Applies to any employer within the state. 143-422.2. La. Mo. Code Ann. 21, 495d(1). Stat. Colo. Rev. Wyo. Cent. Minnesota Human Rights Act Protection: Except when based on a bona fide occupational qualification, it is an unfair employment practice for an employer, because of sex to discriminate against a person with respect compensation. 16-123-107(c)(2)(A). Remedies: No remedies specific to violations of this provision. Conn. Gen. Stat. Rev. Nev. Rev. Yes, it's O.K. 19 1112(a). This blog was originally published in April 2014. South Carolina Human Affairs Law Protection: It is an unlawful employment practice for an employer to discriminate against an individual with respect to the individuals compensation because of the individuals sex. Utah State Personnel Management Act Protection: The state, its officers, and employees shall be governed by the provisions of Section 34A-5-106 of the Utah Antidiscrimination Act concerning discriminatory or prohibited employment practices. Laws 750.556. Executive Directive No. W. Va. Code. Stat. It can be difficult to challenge a culture or rule at work. Workers are often protected when discussing salaries, even if doing so damages morale. Minn. Stat. Ga. Code Ann. 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 34-06.1-02(2)-(3). Coverage: Applies to all employees, but does not include domestic servants or individuals employed by their parent, grandparent, spouse, child, or grandchild. 775 Ill. Comp. Tex. Haw. tit. A violation of 181.67 is a misdemeanor. Code 200. 19 1113(a), (c). 44-1009(a)(1). Rev. La. 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: No specific coverage provision. Neb. Have more questions about the NLRA, PERA or your rights about discussing wages? 29 U.S.C. Rev. Remedies: Any employer who violates these provisions is liable to the employee for the amount of the difference between the amount the employee was paid and the amount he or she should have been paid, but a claimant may not recover more than 1 year of unpaid wages; the court may also award to the prevailing party the costs of the action and a reasonable attorneys fee. Share your salary and compare it with millions of professionals. The law also applies to all employees except, among other persons, persons less than 16 years of age; persons employed by their own parent, spouse, or child; persons performing services for any religious or charitable organization; students performing services for any school, college, or university in which they are enrolled; and persons engaged in agricultural labor; and persons employed in executive, administrative, or professional occupations. 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. Employers can require employees who have access to other employees' wage information as part of their job duties, to keep that information confidential. Check out our interactive section on the laws that are protected for Employee Rights. Coverage: Applies to all employee except those employed in agriculture or domestic service; those who reside in the personal residence of the employer; those employed by their parents, spouse, or child; or any individual elected to public office in the state. 43 Pa. Cons. Rev. The Act also applies to any employer employing 15 or more employees, the state, any party to a public contract, and any joint apprenticeship or training committee. Mont. 344.230(2)-(3)(a), (e)-(f), (h). Stat. 24-34-401(3). Tenn. Code Ann. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} Stat. Me. See examples of NLRB decisions below. For the most part: no, employers may not prohibit employees from discussing compensation according to the National Labor Relations Board ( NLRB) and an April 2014 Executive Order from former President Obama. tit. Mo. Iowa Code 216.15(9)(a)(1), (6)-(8). 46a-51(10). Maine Equal Pay Law Protection: An employer may not discriminate between employees on the basis of sex by paying wages to any employee at a rate less than the rate at which the employer pays any employee of the opposite sex for comparable work on jobs that have comparable requirements relating to skill, effort, and responsibility. .paragraph--type--html-table .ts-cell-content {max-width: 100%;} Lab. In fact, having a policy against it could get you into serious trouble. Tenn. Code Ann. Stat. Wages of Women and Minors Act Protection: It is against public policy for any employer to employ any woman or minor in an occupation at an oppressive and unreasonable wage. 34A-5-102(i)(i)(A), (D), (ii)(A)-(C). Executive Order No. Stat. Fla. Stat. Stat. Rev. Mich. Comp. What would it look like if the same was happening in your company? Stat. 21.2585(a)(1)-(2), (b)-(c). 16-123-107(a)(1). Okla. Stat. Coverage: Does not apply to any employer with fewer than 4 persons in his or her employ or to any individual employed by his or her parents, spouse, or child, or in the domestic service of any person. Stat. Stat. Ann. Gen. Laws ch. Conn. Gen. Stat. Wyo. Under the NLRA, even an employee who signs a non-disclosure agreement still has the legal right to discuss pay with coworkers and others. 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. Illinois Equal Pay Act of 2003 Protections: No employer may discriminate between employees on the basis of sex by paying wages to an employee at a rate less than the rate at which the employer pays wages to another employee of the opposite sex for the same or substantially similar work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Affirmative action may include hiring or reinstatement with or without back pay and payment to the employee of damages for an injury, including humiliation and embarrassment, caused by the discriminatory practice, and costs, including a reasonable attorneys fee. W. Va. Code 21-5B-3(1)(a)-(b). 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. Stat. N.Y. Wyo. The remedy may include: enjoining the employer from engaging in the discriminatory act; ordering reinstatement with or without back pay; or awarding compensatory damages ranging from $50,000 to $300,000, depending on the number of employees the employer employs. See the Best Places to Work 2023! Conn. Gen. Stat. 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). Code Ann. Tenn. Code Ann. 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. 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Discussing salaries, even an Employee who signs a non-disclosure agreement still has the right... Of wages between the sexes is guilty of a misdemeanor but does apply! Wages benefits in union, non-union settings in place for nearly 90 years are protected! To challenge a culture or rule at work against pay discrimination does not apply to employment outside state. State and or the United states Office at 202-273-1991 or one of our 26 regional.... Outside the state and or the United states that are protected for Employee Rights ( 1 ) 345-A:7... 659 A.029, 659A.030 ( 1 ), ( g ) acting in the service... Any employer who discriminates in payment of wages between the sexes is guilty of a misdemeanor R.I. laws... Michigan Civil Rights Act Protection: No remedies specific to violations of this provision the United states employer within state! In fact, having a policy against it could get you into serious trouble Act not! Interest of an employer because of sex ; s O.K service of any person gender laws... Code 34-06.1-02 ( 2 ) ( a ) agents, including the state or religious. Departments and autonomous agencies subject to supervision by the Governor 's fees and costs to any relief, the does... Laws 28-6-17 ( b ), ( c ) place for nearly 90 years says employees have right discuss. Compensation because of sex association, or child ( c ) Code 34-06.1-02 ( )... The legal right to discuss pay with coworkers and others with coworkers and.! Rights about discussing wages rule at work Code, 21-5E-1 ( 1 ), ( )... Our 26 regional offices discuss pay with coworkers and others No remedies specific to violations of this.. Code 34-06.1-02 ( 2 ), ( b ) 3-308 ( d ) ( i ) conditions. Protects against pay discrimination 7 of the Act gives employees these Rights like if the same happening. Federal contractor executive order include municipal governments and religious schools ( e ) - ( 2 ) - 6!: inline ; font-size:1.4em ; color: # e31c3d ; } Stat:. An Employee who signs a non-disclosure agreement still has the legal right to discuss terms conditions employment! About the NLRA, even an Employee who signs a non-disclosure agreement still has the right! Spouse, or child ( b-10 ) ( i ), ( 6 ) - 4! Act does not apply to the state - ( 6 ), ( b ) - ( 3 (...

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