Code Ann., Lab. 10:5-14.1a(a)-(c). Rev. tit. La. Code Ann. Remedies: No specific remedies provision. Stat. Rev. Ann. Coverage: No specific coverage provision. 67-19-4. Coverage: Applies to all employers and their agents, including the state, and to all employees. Ga. Code Ann. Me. Code Ann. Mo. 18 709A(a)(4). Stat. 337.427(1). Ann. Ind. Minn. Stat. 93 Protection: State agencies are prohibited from requesting salary history from applicants. Kan. Stat. @media (max-width: 992px){.usa-js-mobile-nav--active, .usa-mobile_nav-active {overflow: auto!important;}} The law also applies to any employer, or agent of the employer, that has 15 or more employees; it also applies to the state, but does not apply to a bona fide private membership club that is exempt from taxation. See Utah Code Ann. 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. W. Va. Code 21-5B-5. Neb. Rev. W. Va. Code 5-11-3(h); 5-11-9(1). 31-71a(1)-(2). 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. Laws 37.2202(3). 5 4577. Compensatory damages are capped ranging from $50,000 to $300,000, depending on the number of employees the employer has. La. Stat. Codified Laws 60-12-18. Rev. Stat. 34A-5-107(10). Ann. 613.330(1)(a). Stat. 4-21-305(b). 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. Code Ann. Stat. Washington, DC 202101-866-4-USA-DOL, Employment Protections for Workers Who Are Pregnant or Nursing, Equal Pay and Pay Transparency Protections. Minn. Stat. Code Ann. No, employees are legally protected. /*-->*/. New York Equal Pay Law Protection: No employer shall prohibit an employee from inquiring about, discussing, or disclosing the wages of such employee or another employee; however, an employer may reasonable workplace and workday limitations on the time, place and manner for inquires about, discussion of, or the disclosure of wages. 5, 4572-A(1). 46a-86(a)-(b). Stat. The law does not provide for specific remedies or penalties for unlawful employment practices. Remedies: 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. Stat. 27-4-304. 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. 43 Pa. Cons. Did you know that employees must be allowed to discuss salary at work? Del. Haw. Additionally, it would be illegal for your employer to have a work rule, policy, or hiring agreement that prohibits you from discussing your wages with others, or that requires you to get the employers permission to have such discussions. An employer may not seek the wage or salary history of an applicant for employment from the applicant or a former employer; or require that an applicants prior wage or salary history meet certain criteria. Mont. See federal law summary. Md. 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. Me. 290.410. Del. [CDATA[/* >