Employers who maintain such policies either in writing or verbally . Code Ann. The court shall also allow a reasonable attorney's fee to be paid by the employer as well as costs of the action. Rev. Stat. Stat. Me. 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. 48-1223(1)-(2). Vt. Stat. Remedies: Any employer convicted of violating this law shall be fined not less than $250 nor more than $1,000. Stat. The Act also applies to any employer, including the state, employing 4 or more employees within the state but does not include religious corporations, associations, or societies whether supported, in whole or in part, by government appropriations, except where the duties of the employment pertain solely to activities of the organization that generate unrelated business taxable income subject to taxation under 26 U.S.C. Tennessee Human Rights Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of such individuals sex. Code 1197.5(h). 16-123-107(c)(2)(A). 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. 19 711(a)(1). Ill. June 27, 2011). Colo. Rev. Stat. Rev. 27-9-102(b). Code Ann. Laws 750.556. Coverage: Applies to the state as well as employers with 6 or more employees, but does not apply to nonprofit social clubs, fraternal or religious organizations, individuals employed by a parent, spouse, or child, or individual employed in the domestic service of any person. Code 34-06.1-09. Codified Laws 20-13-1(7), (11). Rev. Conn. Gen. Stat. Nebraska Wages Law Protection: No employer shall discriminate between employees on the basis of sex, by paying wages to any employee at a wage rate less than the rate at which the employer pays any employee of the opposite sex for equal work on jobs which require equal skill, effort, and responsibility under similar working conditions. Colo. Rev. Extra pay for working weekends or at night is a matter of agreement between the employer and the employee (or the employee's representative). Code 1197.5(k)(1). tit. 3-307(e). Rev. tit. Remedies: An employer who willfully and knowingly violates this law shall be liable to the employee affected in the amount of his or her unpaid wages and in addition, an equal amount as liquidated damages; additionally, the court shall allow a reasonable attorney's fee and costs of the action to the employee. Eagan, MN 55121 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 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. Equal Pay for Equal Work Act Protection: No employer shall make any discrimination in the amount or rate of wages or salary paid or to be paid his employees in any employment in this state solely on account of the sex thereof. Coverage: Applies to any employer, including the state. 203(d), 206(a), 262(a). Mich. Comp. Stat. 1-13-80(A)(1). Code Ann. tit. Employers may not write a specific rule, but may say things like, Discussing wages creates tension. What theyre referring to is the tension that people making less than their co-workers would feel if they found out their pay wasnt the same. 613.330(1)(c). Vermont Fair Employment Practices Law Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages or from inquiring about or discussing the wages of other employees, or require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages or to inquire about or discuss the wages of other employees. N.Y. Exec. 5-11-13(b)-(c). Ann. Gen. Laws. W. Va. Code 5-11-3(h); 5-11-9(1). Ann. 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. W. Va. Code 21-5B-5. Del. Lab. 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. Va. Code Ann. Mich. Comp. Arkansas Wage Discrimination Law Protection: Every employer in the state shall pay employees equal compensation for equal services, and no employer shall discriminate against any employee in the matter of wages or compensation solely on the basis of sex of the employee. N.D. Code Ann. Florida Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individuals sex or pregnancy. Law 292(5)-(6). 25, 1302(A)(1), 1301(6). Some employee handbooks explicitly forbid discussing salary at work. Stat. Yes. 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. In addition to any judgment awarded to the plaintiff, the court shall allow reasonable attorney. 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 employer's permission to have such discussions. Neb. Code Ann. Coverage: Applies to any employer regularly employing 5 or more persons, or any person acting as an agent of an employer, and the state but does not include a religious association or corporation not organized for profit. Remedies: An employer who violates or fails to comply with the provisions of this section shall be guilty of a Class C misdemeanor, and each day that the violation or failure to comply continues shall be a separate offense. Stat. Coverage: Applies to all employers except those subject to the minimum wage provision of the Fair Labor Standards Act. Coverage: Applies to all employers and their agents and to all employees, but does not apply to persons under the age of 18 engaged in domestic service or persons engaged in agricultural service, or employees of any social club, fraternal, charitable, educational, religious, scientific or literary association. Stat. Wage non-disclosure agreements for employees are prohibited. Rev. 4-21-401(a)(1). Neb. The pressure to conform can be intense, and you dont want to do anything that will get you into trouble. Stat. Ann. 49-2-101(10)(a), (11). 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. Minn. Stat. Stat. 34:11-56.8. Rev. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. 21-5B-4(1)-(2). N.D. Ann. 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. 48-1103(1)-(2). Code Ann. Another example is an employer decreasing an employee's work hours because he asked his coworkers about their rates of overtime pay. Or. 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. An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency. N.Y. Exec. Many employers actively discourage employees from discussing pay and benefits with other employees. Ann. Remedies: Persons injured by unlawful employment practices may file complaints with the Nevada Equal Rights Commission; if the Commission does not conclude an unfair employment practice has occurred, an employee may apply to the district court for an order grating or restoring the rights to which that employee is entitled. If the Commission finds that the employer has engaged in intentional discrimination in violation of this Act, the Commission may award compensatory damages. Coverage: Applies to any 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. La. 50-2-206. La. Cal. The new requirements become effective on July 1, 2007. Stat. Remedies: No specific provision of remedies for violation. 44-1702(1). Or. Code 49.58.020(1), 49.58.060(2)(a), 49.58.070(1). Ann. Neb.