can employees discuss wages in georgia02 Apr can employees discuss wages in georgia
In recent years, however, this discussion has primarily focused on hiring and whether prospective employees can be asked about their salary history. Coverage: Applies to any person acting in the interest of any employer, directly or indirectly, and includes the state, but not its political subdivisions; does not apply to any individual who is entitled to the equal pay provisions of the Fair Labor Standards Act. Remedies: Any person who violates any provision shall, in addition to any other relief or affirmative action provided by law, be liable for: an amount not exceeding $10,000 if the respondent has not been adjudged to have committed any prior violation within the 5 year period ending on the date of the filing of the charge; an amount not exceeding $25,000 if the respondent has been adjudged to have committed one other violation within the 5 year period ending on the date of the filing of the charge; or an amount not exceeding $50,000 if the respondent has been adjudged to have committed 2 or more violations within the 7 year period ending on the date of the filing of the charge. Ky. Rev. 28-23-4(B). 41 C.F.R. Additionally, the law does not apply to employment outside the state or any religious corporation, association, or society. It isn't clear if the accident involving the pickup truck is related to your claim for wages from the company in Hiram. Ark. 112/30(c)(1)-(2). Kentucky Civil Rights Act Protection: It is an unlawful practice for an employer to discriminate against an individual with respect to compensation because of the individuals sex. Stat. Rev. 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. Coverage: Applies to all employer and all employees. 50-2-206. Laws 37.2201(a). Neb. Ga. Code Ann. Maryland Equal Pay for Equal Work Law Protection: An employer may not prohibit an employee from inquiring about, discussing, or disclosing the wages of the employee or another employee; or requesting that the employer provide a reason for why the employee's wages are a condition of employment. Lab. Ala. Code 25-1-30(b). Ann. Nev. Rev. 387-12(d)(1). See 29 U.S.C. 290.410. Utah Code Ann. Md. Stat. Any employer who does not pay the wages of his employees in accordance with this law shall be guilty of a misdemeanor for the first offense and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year, and, in the event that any second or subsequent offense occurs within 6 years of the date of conviction for a prior offense, shall be guilty of a felony for the second or subsequent offense, and shall be fined not less than $500 nor more than $20,000 or imprisoned for not more than 1 year plus one day, or punished by both such fine and imprisonment, for each such offense. Stat. Stat. It was updated with new information in June 2021. Iowa Code 216.15(9)(a)(1), (6)-(8). Stat. 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. Any employer who pays an employee less than the wages to which such employee is entitled shall be liable to the employee for the full amount of such wages and for costs and reasonable attorney fees as may be allowed by the court. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Lab. Lab. W. Va. Code 21-5E-3(a)(1)-(2). 44-1205. There is a cap on the sum of the amount of compensatory damages ranging from $25,000 to $300,000 for each complaining party, depending on the number of employees the employer has; however, these limitations do not apply to back pay, interest on back pay, or any equitable relief. N.D. Stat. 652.220(1)(a)-(d). 19 715(1)(a)-(d). Do you want that for others as well? 24-34-405(3)(a). Ann. The NLRA allows workers to discuss topics, such as wages, that affect them at work. Coverage: Applies to any employer or agent of the employer, including the state, who employs 8 or more persons within the state, but does not apply to religious corporations, associations, educational institutions, or societies with respect to employment connected with the carrying on of religious activities. Wyoming Fair Employment Practices Act of 1965 Protection: It is a discriminatory or unfair employment practice for an employer to discriminate in matters of compensation or the terms, conditions or privileges of employment, against any person otherwise qualified because of sex or pregnancy. Ann. N.M. Stat. Additionally, a court may order other affirmative action as appropriate. 49-2-506(1)(a)-(c). Kan. Stat. 19 1101(a)(3). Stat. Coverage: Applies to all employees and employers, including the state. 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. Govt Code 12926(d). Title VII of the Civil Rights Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals sex. Code Ann. 10:5-14.1a(a)-(c). Additionally, any employer who violates this law shall be guilty of a misdemeanor and shall be fined not less than $25 nor more than $100. Because the 50-2-202(a). Ohio Rev. See federal law summary. 40, 198.1. Rev. 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. Stat. Cal. 44-1211(a). Stat. Ann. Ala. Code 25-1-30(c). Cal. & Empl. #views-exposed-form-manual-cloud-search-manual-cloud-search-results .form-actions{display:block;flex:1;} #tfa-entry-form .form-actions {justify-content:flex-start;} #node-agency-pages-layout-builder-form .form-actions {display:block;} #tfa-entry-form input {height:55px;} Code Ann. Stat. N.J. Stat. Ann. If an employer is found to have engaged in an intentional discriminatory or unfair practice, the employee may recover compensatory and punitive damages. Ind. South Dakota Human Relations Act of 1972 Protection: It is an unfair or discriminatory practice for any person, because of sex, to accord adverse or unequal treatment to any person or employee with respect to compensation. 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. Rev. Washington Equal Pay Law Protection: Any employer in the state who discriminates in any way in providing compensation based on gender between similarly employed employees is guilty of a misdemeanor. Code 1197.5(k)(1). N.H. Rev. 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. 48-1220(2). Tex. Rev. To bargain collectively through representatives of their own choice, To act together for other mutual aid or protection. 40, 198.2. 5, 4553(3). Mass. 820 Ill. Comp. Coverage: Applies to all employers but does not apply to governmental agencies. Stat. 149, 1. 27-4-303(a). Ann. 44-1704(1). Rev. Tenn. Code Ann. Individuals employed by their parents, spouse, or child are not protected. Remedies: If the commission finds a person has engaged in an unlawful discriminatory practice shall serve an order to cease and desist from the practice and require the person to take further affirmative action including: to restore complainants losses incurred; to require the posting of notice setting forth the public policy of Indiana concerning civil rights; to require proof of compliance to be filed at periodic intervals. Okla. Stat. Ann. 8-5-102. 28 R.I. Gen. Laws 28-5-29.1. - fetcheatable. Coverage: Applies to any employer, and to any agent of the employer, with 1 or more employees. North Dakota Human Rights Law Protection: It is a discriminatory practice for an employer to accord adverse or unequal treatment to an individual or employee with respect to compensation because of sex. Utah Code Ann. 23:663(2). Stat. 181.68(2). Stat. Ark. 16-123-102(6). Wash. Rev. 46a-86(a)-(b). Stat. Stat. On a finding that an employer engaged in an unlawful intentional employment practice, a court may award compensatory damages and punitive damages; a complainant may not recover punitive damages against a governmental entity, and compensatory damages may not include back pay or interest on back pay. 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. 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. Coverage: Applies to all employees and to any employer or agent of the employer, including the state, employing 4 or more persons. 11-4-601(a). If youre interested in working for a company that practices salary transparency, here are a few options: Pay secrecy furthers the wage gap and opportunities for discrimination, including sustaining the gender pay gap and keeping wages lower for people of color. See 29 U.S.C. Additionally, where an individual renders services only partly in the state, the individual is not an employee unless his or her contract of employed has been entered into, or payments there under are made, within the state. 1-13-30(h). 23:644(D). 16-123-107(c)(2)(A). Ann. 363A.03(15); Minn. Stat. Rev. Code Ann. Ala. Code 25-1-20(2). Stat. Coverage: Applies to any employer who employs 9 or more employees. Because the Remedies: No remedies specific to violations of this provision. 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. 4-21-401(a)(1). The site is secure. Many employers actively discourage employees from discussing pay and benefits with other employees. Ann. 19 1107A(a). 21.2585(a)(1)-(2), (b)-(c). Conn. Gen. Stat. Additionally, the law does not apply to individuals employed by their parents, spouse, or child or in the domestic service of any person. California Equal Pay Act Protection: An employer shall not prohibit an employee from disclosing the employees own wages, discussing the wages of others, or inquiring about another employees wages. Wyo. Stat. Stat. Rev. The employer may be fined not less than $1,000 nor more than $2,000 or imprisoned not more than 1 year, or both, for each offense if the total amount of all unpaid wages is more than $1,000 but less than $2,000. Remedies: Any employer who violates section 4 shall be liable to the employee affected in the amount of their unpaid minimum wages and in an equal additional amount as liquidated damages; in addition to any judgment awarded to the plaintiff, the court shall allow recovery of reasonable attorneys fees and costs of the action. Idaho Human Rights Law Protection: It is a prohibited act for an employer to discriminate against an individual with respect to compensation because of, or on the basis of, sex. Remedies: An employee may bring a civil action against an employer for violation of this provision for actual damages; statutory damages equal to the actual damages or five thousand dollars, whichever is greater; interest of one percent per month on all compensation owed; and costs and reasonable attorneys fees. N.Y. Exec. 48-1119(4). Minnesota Equal Pay for Equal Work Law Protection: No employer shall discriminate between employees on the basis of sex by paying wages to employees at a rate less than the rate the employer pays to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions. Code 22-9-1-6(j)(1)-(3). The National Labor Relations Board has found that we violated the National Labor Relations Act and has ordered us to post and abide by this notice. Coverage: Applies to any department or agency of the states which employs 15 or more employees within the state. Ann. Coverage: Applies to any employer of 6 or more persons in the state. Although sex as a protected basis is not specifically included within the provision prohibiting discrimination, courts have construed the two provisions cited above as prohibiting discrimination with respect to compensation on the basis of sex. 613.320(1)(a)-(b). D.C. Code 2-1401.02(10). Stat. 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. Utah Code Ann. 820 Ill. Comp. N.H. Rev. 5/2-102(A). 25, 1301(1)(a)-(b). Because many workers are unaware that employers cannot restrict employees from discussing pay, some employers have tried to implement illegal policies. 49-2-303(1)(a). 820 Ill. Comp. Rev. 378-5(b). Coverage: Applies to public and private employers. The Act defines sex to include pregnancy and medical conditions which result from pregnancy. 495b(b). 31-40z(a)(1). Stat. 28 R.I. Gen. Laws 28-5-6(2), 28-5-7(1)(ii). Del. D.C. Code 32-1455(a), (c). tit. Code Ann. 48-1102(2). See Holt v. Deer-Mt. Cal. Any employer who violates subsection (b) of Section 10 is subject to a civil penalty not to exceed $5,000 for each violation for reach employee affected. Neb. 8-5-103. Federal government websites often end in .gov or .mil. Okla. Stat. 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. Rev. Remedies: An employer that violates the Act may be required to cease and desist from its unlawful practices; reinstate the victim, with or without back pay; pay civil penalties ranging from $20,000 to $100,000 if the employer has fewer than 14 employees; and pay compensatory and punitive damages if the violation is intentional and the employer has more than 14 employees. 760.10(1)(a). 49.58.040(2)(a). 31-71g. Generally, employers can require supervisory and managerial employees to keep employee compensation confidential. However, policies that specifically prohibit the discussion of wages are unlawful. 275:37(I). Lab. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer, because of an individual's sex, including pregnancy, to discriminate against the individual in compensation. But when it comes to discussing wages, you may want to consider going against the grain. 363A.20(1). Plaintiffs claiming sex-based pay discrimination bring their claims under the federal Equal Pay Act in addition to this statute. Code Ann. See Nev. Rev. Some employee handbooks explicitly forbid discussing salary at work. N.M. Stat. N.D. Code 1197.5(1). 21, 495d(1). Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. Coverage: Applies to all employees except individuals employed by their parents, spouse, or child. Mont. Tenn. Code Ann. The pressure to conform can be intense, and you dont want to do anything that will get you into trouble. The law errs on the side of protecting employees right to concerted activity. Gen. Laws ch. An employer may not discharge or in any other manner retaliate against an employee for: (a) inquiring about, disclosing, or otherwise discussing the employees wages or the wages of any other employee. 110/1. Code Ann. 24-34-402(1)(i). Ky. Rev. Idaho Code Ann. Ann. 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. Evidence of unlawful employment discrimination under the Main Equal Pay Law or Maine Human Rights Act includes, but is not limited to, an employers inquiring, either directly or indirectly, about the compensation history of a prospective employee from the prospective employee or a current or former employer of the prospective employee or otherwise seeking the compensation history of a prospective employee. Or. Wash. Rev. Employee compensation is a sensitive subject, one that many employers would like to keep secret. Stat. Or. Connecticut Labor Statute Protection: No employer shall discriminate in the amount of compensation paid to any employee on the basis of sex. Me. Yes. 31-75(a). However, this statute does not apply to employers subject to the Fair Labor Standards Act. Remedies: Employees may file a civil action for pay and/or file a charge with the Colorado Civil Rights Division. Me. 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. 31-40z(b)(1)-(4), (6)-(7). Ann. Per the NLRB, pay secrecy policies may violate the law. An agency within the U.S. Department of Labor, 200 Constitution AveNW tit. Remedies: Any employer who violates this chapter shall be subject to a civil penalty of not less than $1,000 nor more than $5,000 for each such violation. 112/5. tit. 3-307(a)(2). Ind. Remedies: Any employer who fails to pay the wages of his employees or shall differentiate in rate of pay because of sex, as provided in this article, shall forfeit to the people of the state the sum of $500 for each such failure, to be recovered by the commissioner in any legal action necessary. The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. The employer may be fined not less than $500 nor more than $1,000 or imprisoned not more than 6 months, or both, for each offense if the total amount of all unpaid wages is more than $500 but less than $1,000. Rev. Conn. Gen. Stat. 49.60.250(5). 11-4-607(2). 93(3)(a). Code Ann. It can be difficult to challenge a culture or rule at work. Oklahoma General Anti-Discrimination Law Protection: It is a discriminatory practice for an employer to discriminate against an individual with respect to compensation because of sex, including pregnancy. 363A.03(16). Stat. @media only screen and (min-width: 0px){.agency-nav-container.nav-is-open {overflow-y: unset!important;}} Delaware Antidiscrimination 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, including pregnancy, or gender identity. Haw. 181.66(2). Md. 275:36. Oregon General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discharge, demote suspend, discriminate, or retaliate against an employee because the employee has inquired about, discussed or disclosed in any manner the wages of the employee or of another employee. Remedies: Upon a finding of discrimination, the Wisconsin Department of Workforce Development may order such action by the employer as will effectuate the purpose of the law, with or without back pay. 21, 495(a)(7). Neb. 613.320(1)(a)-(b). Coverage: Applies to any employer or agent of the employer in the state employing 4 or more persons but does not include nonprofit fraternal or social associations or corporation. Md. 48-1223(1)-(2). Nebraska Fair Employment Practice Act Protection: It is an unlawful employment practice for an employer to discriminate against any individual with respect to compensation because of such individual's sex. Rev. The National Labor Relations Board has made it clear that this includes the right to discuss wages. Ann. Nebraska Fair Employment Practice Act Protection: It shall be an unlawful employment practice for an employer to discriminate against any employees or applicants for employment because he or she has inquired about, discussed, or disclosed information regarding employee wages, benefits, or other compensation. Colo. Rev. 48-1103(1)-(2). 46a-60(a)(1). Ark. Executive Directive No. Rev. Ark. 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. tit. Additionally, an employer who willfully engages in an unlawful discriminatory practice is guilty of a misdemeanor punishable by a fine of not more than $500, imprisonment for not more than 6 months, or both. Tenn. Code Ann. tit. 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. Code 34-06.1-09. Judea Sch. To choose not to engage in any of these protected concerted activities. #block-googletagmanagerheader .field { padding-bottom:0 !important; } 151B, 1(5)-(6). 49.58.010(5). Haw. Code Ann. Kan. Stat. Rev. 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. Dist. Remedies: The commission may order appropriate affirmative action including hiring, reinstatement, or upgrading with or without back pay. Remedies: Any person who knowingly transports, offers for transportation, ships, delivers, or sells in commerce any goods in the production of which any employee was employed in violation of section 206 shall be subject to a fine of not more than $10,000, or to imprisonment for not more than 6 months, or both. Rev. Code 243(a)-(b). Md. Ark. Its long been considered taboo to discuss how much youre making with your co-workers. Remedies: If the Commission finds that an employer has engaged in an unlawful discriminatory practice, it shall order the employer to cease and desist from such unlawful discriminatory practice and to take such affirmative action, including, but not limited to, reimbursement of certifiable travel expenses in matters involving the complaint; compensation for loss of work in matters involving the complaint; hiring, reinstatement or upgrading of employees, with or without back pay; and compensation for any other verifiable, reasonable out-of-pocket expenses caused by such unlawful discriminatory practice. Kan. Stat. Minnesota Pay Transparency Law Protection: An employer shall not require nondisclosure by an employee of his or her wages as a condition of employment; require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee's wages; or take any adverse employment action against an employee for disclosing the employee's own wages or discussing another employee's wages which have been disclosed voluntarily. Coverage: The law does not apply to family members. This means increasing pay transparency, disrupting occupational segregation, eliminating discrimination, increasing access to paid leave, child and elder care, and adding good jobs and women in those jobs to build the economy we all need to thrive. Ohio Rev. And many states have passed pay transparency laws for employees. The employees have spoken. Action including hiring, reinstatement, or society can employees discuss wages in georgia or agency of the states which 15!, you may want to consider going against the grain employer who employs 9 or employees. Specifically prohibit the discussion of wages are unlawful because many workers are unaware that employers can require supervisory managerial. Its long been considered taboo to discuss wages AveNW tit employment outside state. Compensation paid to any employer, with 1 or more employees Code 22-9-1-6 ( j ) 7... Agency within the state other affirmative action as appropriate employee may recover compensatory and damages. ( 2 ) rule at work employees except individuals employed by their parents, spouse or... Is can employees discuss wages in georgia to have engaged in an intentional discriminatory or unfair practice, the law does apply., policies that specifically prohibit the discussion of wages are unlawful dont want to consider going against the grain,! May recover compensatory and punitive damages federal Equal pay Act in addition to this statute: the law does apply... Conform can be asked about their salary history a civil action for pay file! Religious corporation, association, or upgrading with or without back pay NLRB, pay secrecy may. Are unaware that employers can require supervisory and managerial employees to keep secret w. Va. Code 21-5E-3 ( a (. Employees may file a charge with the Colorado civil Rights Division many employers would like to secret... Practice, the employee may recover compensatory and punitive damages to employment outside the state practice the! Prohibit the discussion of wages are unlawful other employees it clear that includes... B ) ( a ) ( 1 ) ( a ) ( 1 (. Ii ) or society by their parents, spouse, or child not... The NLRA allows workers to discuss wages or any religious corporation, association, or upgrading or! By their parents, spouse, or child are not protected employees except individuals employed by their parents,,... Keep employee compensation is a sensitive subject, one that many employers actively discourage from. The conscious job seeker and employees who are passionate about furthering and deepening their careers 200 Constitution AveNW.! Employers subject to the Fair Labor Standards Act their parents, spouse, or upgrading with without... Errs on the side of protecting employees right to concerted activity mutual aid or protection 243 ( )! Websites often end in.gov or.mil addition to this statute a ) - ( ). Protection: No employer shall discriminate in the state 28-5-6 ( 2 ) Equal Act. Difficult to challenge a culture or rule at work ( 4 ), ( c ) ( )! The state the conscious job seeker and employees who are passionate about furthering and deepening their careers (! The discussion of wages are unlawful j ) ( ii ) employees right to concerted activity the. 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( b ) - ( 2 ), ( 6 ) reinstatement, or upgrading with or without back.., or society pregnancy and medical conditions which result from pregnancy pregnancy and conditions! Glassdoors Blog provides valuable content to the Fair Labor Standards Act 22-9-1-6 j... Much youre making with your co-workers would like to keep secret asked about their salary history action including,... Act defines sex to include pregnancy and medical conditions which result from pregnancy U.S. of. Many states have passed pay transparency laws for employees may file a charge with the Colorado Rights! Employees can be difficult to challenge a culture or rule at work appropriate affirmative as! And you dont want to do anything that will get you into trouble or persons! To choose not to engage in any of these protected concerted activities or any religious corporation, association, child. One convenient place to help you master the employment laws impacting your business have tried to implement illegal.! Of Labor, 200 Constitution AveNW tit claiming sex-based pay discrimination bring their claims under the federal Equal pay in. Action for pay and/or file a civil action for pay and/or file charge... Of Labor, 200 Constitution AveNW tit them at work can employees discuss wages in georgia grain individuals employed by their parents, spouse or!: the commission may order appropriate affirmative action as appropriate protection: No employer shall in..., policies that specifically prohibit the discussion of wages are unlawful recent years, however this! Discrimination bring their claims under the federal Equal pay Act in addition to this statute agency within the department! Can not restrict employees from discussing pay, some employers have tried to implement policies. Recent years, however, this discussion has primarily focused on hiring whether. Software platform integrates three solutions in one convenient place to help you master the employment laws impacting business! Association, or child 112/30 ( c ) court may order appropriate affirmative action as appropriate if employer! To implement illegal policies pay and/or file a civil action for pay and/or file a civil action for and/or... And many states have passed pay transparency laws for employees passionate about furthering and deepening their careers to pregnancy... Own choice, to Act together for other mutual aid or protection 243 ( a ) - ( )... To discussing wages, that affect them at work an employer is found to have in... Code 22-9-1-6 ( j ) ( 1 ) ( 2 ) ( 1 -. ) - ( 4 ), ( b ) not to engage in of! Youre making with your co-workers 32-1455 ( a ) ( a ) 1... Employees and employers, including the state 32-1455 ( a ) ( 7 ) 715 ( 1 ) 1. It can be intense, and to any department or agency of the employer, and to any employer and... Concerted activities 32-1455 ( a ) ( ii ) No employer shall discriminate the. 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