Del. Nev. Rev. 112/30(a). Diane B. Allen Equal Pay Act Protection: No employer shall discriminate in any way in the rate or method of payment of wages to any employee because of his or her sex. Remedies: A plaintiff who has a cause of action for a violation of this law may file a civil suit in a district court seeking compensatory damages, back pay, benefits, reinstatement, front pay, if appropriate, reasonable attorney fees, and court costs. 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). D.C. Code. 28-1-11(E). Rhode Island Fair Employment Practices Act Protection: It is unlawful for any employer, because of an employees sex (including pregnancy), gender identity, or gender expression, to discriminate against him or her with respect to hire, compensation. If, the commission does not act on an employees complaint within 180 days, the employee may bring a civil action and the court may award actual and punitive damages, and may award court costs and reasonable attorney fees. 151B, 1(5)-(6). An agency within the U.S. Department of Labor, 200 Constitution AveNW Ark. Coverage: Applies to any employer, including the state, that employs 20 or more employees within the state but does not apply to employment by a parent, spouse, or child; employment in the domestic service of the employer; or employment by a private educational or religious institution or any nonprofit corporation. Ala. Code 25-1-30(b). 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. Code Ann. 27-9-105(a)(i). Coverage: Applies to public and private employers. 149, 1. 659 A.029, 659A.030(1)(b). 40, 198.2. Tenn. Code Ann. 203(s)(1). Rev. Okla. Stat. Stat. 112/30(c)(1)-(2). It was updated with new information in June 2021. Ann. More information about protection, coverage and available remedies are listed in an accompanying table at the link below. Stat. 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. 613.405, 613.420. 16-123-102(4)(A)-(C). Stat. Coverage: Applies to any person employing 20 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year, including any agent of that person. 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. p.usa-alert__text {margin-bottom:0!important;} Workers in those institutions are subject to the policies of their respective employers and may be unable to discuss pay levels. Stat. 448.07(1)(a)-(b). Employees who are involved in interstate commerce include those who: produce goods, make telephone calls to persons located in other states, handle records of interstate transactions, travel to other states on their jobs, and do janitorial work in buildings where goods are produced for shipment outside the State. Ann. 5/2-102(A). Tenn. Code Ann. Code 22-2-2-9. It might not be illegal but discussing salary is probably not work-related so if you and a colleague dwell on salary for 10 hours a week then then you could get in trouble for not performing your expected tasks. Code Ann. Nev. Rev. Colo. Rev. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. Code 49.60.040(10)-(11). N.Y. Law 198(1-a). Minn. Stat. D.C. Code 32-1451(1)-(2). tit. An employer who violates this law may be liable for legal and equitable relief, which may include employment, reinstatement, promotion, pay increase, payment of lost wages, and liquidated damages as well as the employees reasonable costs, including attorney fees. N.D. Or. Vt. Stat. 43 Pa. Cons. Rev. Ind. Remedies: No remedies specific to violations of this provision. 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. 378-5(b). Employers not covered by the NLRA or the Federal contractor executive order include municipal governments and religious schools. Del. Lab. Stat. 40.1-28.6. N.H. Rev. Ann. Code Ann 11-4-611(a), (b)(1)(3). Remedies: If the commission finds that an employer has engaged in an unlawful discriminatory practice, it shall issue an order requiring the employer to cease and desist from the practice and require the employer to take affirmative action, including payment of back pay; hiring; payment of actual damages; and the submission of a report of the manner of compliance. Code Ann., Lab. Code Ann., Lab. Coverage: Applies to any employer of 6 or more persons in the state. 10:5-5(e)-(f). Coverage: Applies to all employees and employers, as well as agents of employers, and includes the state. Stat. Ann. 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. 3d 898 (W.D. Ann. Me. 44-1002(c). 1-13-30(d)-(e). And many states have passed pay transparency laws for employees. 112/10(a). Employee means an individual employed by an employer. Tennessee Equal Pay Law Protection: No employer shall discriminate between employees on the basis of sex by paying any employee salary or wage rates less than the rates the employer pays to any employee of the opposite sex for comparable work on jobs the performance of which require comparable skill, effort, and responsibility, and that are performed under similar working conditions. See 29 U.S.C. Ann. Stat. Coverage: Applies to all employers, as well as their agents, with 8 or more employees, except for religious or sectarian organizations not organized for profit, and all employees except for individuals employed by their parents, spouse, or child, or in the domestic service of any person. 19 1113(a), (c). Mo. tit. Code 1197.5(1). 19 710(7). Employee compensation is a sensitive subject, one that many employers would like to keep secret. The National Labor Relations Act has been in place for nearly 90 years. Cal. 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. Me. 613.330(1)(a). 11-4-601(b). Wyo. Workers are often protected when discussing salaries, even if doing so damages morale. Stat. In addition to the remedies that the Commission may order, a court may award punitive damages where the challenged conduct is shown to be motivated by malice or ill will or when the action involves reckless or callous indifference to the statutorily protected rights of others. Mich. Comp. 110/1. Companies that direct you not to talk about your pay with your coworkers may very well be on the wrong side of the law. In other words, if you lost wages as a result of getting injured, a single attorney. Minn. Stat. Dist. This result shows why employers have an incentive to keep pay under wraps if theyre going to try to pay some less than the median. Mass. Code Ann. 363A.03(15); Minn. Stat. Lab. 23:663(3). Ann. 43 Pa. Cons. Stat. 27-4-302(a). 820 Ill. Comp. Laws 37.2605(1)-(2)(a), (f), (g), (i), (k)(i)-(iii). Rev. 110/1. Ann. 820 Ill. Comp. The answer usually surprises them. Colo. Rev. 34:11-56.6. Codified Laws 20-13-42. Coverage: The Act applies to any female individual who is employed by an employer to work 40 or more hours a week. Stat. Stat. Stat. Stat. 181.68(2). Remedies: Employees may file a civil action for pay and/or file a charge with the Colorado Civil Rights Division. A civil penalty claim may be filed in any court of competent jurisdiction. Remedies: If the administrative law judges finds that the employer has engaged in a discriminatory act, the judge shall serve on the employer an order requiring the employer to cease and desist from engaging the act and take affirmative action. Ala. Code 25-1-30(b). Only federal protections apply. Haw. N.H. Rev. 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 Ann. 16-123-107(c)(2)(A). ch. Ann. 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. Employers who maintain such policies either in writing or verbally . Coverage: Applies to the state and any employer employing 12 or more persons within the state; however, the Act does not apply to private clubs or any individual employed by his or her parents, spouse, or child. Rev. Stat. 5-11-13(b)-(c). 34-5-3(a). 23:342(1). Wis. Stat. Tenn. Code Ann. 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. 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. 67-19-29. 50-2-204(a)(2). Mich. Comp. Imagine how much positive change you could create within your organization if you pulled back the covers and started speaking honestly about your compensation. Massachusetts Equal Pay Law Protection: No employer shall discriminate in any way in the payment of wages as between the sexes, or pay any person in his employ salary or wage rates less than the rates paid to employees of the opposite sex for work of like or comparable character or work on like or comparable operations. 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. Suite 400 Stat. Stat. Lab. See, e.g., Rotriga v. AZZ, Inc., No. 24-34-402(1)(a). & Empl. Cent. Stat. 613.320(1)(a)-(b). N.Y. Wash. Rev. 44-1704(2). 954(b)-(c). 93(3)(a). Wash. Rev. 659A.355(1)(a). General Provisions of Delawares Labor Code Protection: It shall be an unlawful employment practice for an employer or an employers agent to: (1) screen applicants based on their compensation histories, including by requiring that an applicants prior compensation satisfy minimum or maximum criteria; (2) seek the compensation history of an applicant from the applicant or a current or former employer. Remedies: The court may issue an order prohibiting the discriminatory practices, provide affirmative relief, and award back pay, interest on back pay, and, in the discretion of the court, the cost of litigation and a reasonable attorneys fee. Md. Rev. 48-1223(5). 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. Stat. Executive Order No. Ark. 19 710(6)(a)-(d). 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. 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. 820 Ill. Comp. Stat. Law 297(4)(c)(i)-(ii), (vi). 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. Coverage: Applies to all employers with at least 1 employee, including the state and its agencies but does not apply to a social club or fraternal society or to any individual employed by his or her parents, spouse, or child. Stat. 213.111.1-2. Lab. Lab. 1-13-90(d)(9). Ky. Rev. 50-2-202(a). Tex. Montana Equal Pay Law Protection: It is unlawful for an employer to employ women in any occupation within the state for compensation less than that paid to men for equivalent service or for the same amount or class of work or labor in the same industry, school, establishment, office, or place of employment. Coverage: Applies to any department or agency of the states which employs 15 or more employees within the state. 213.055.1(1)(a). Okla. Stat. Mont. But, as more and more states require employers to at minimum post the pay ranges for open positions, this trend is growing. 50-2-204(b). Ann. 24-34-401(3). Del. 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. 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. Remedies: The Equity and Inclusion Officer for a department or agency shall receive complaints regarding noncompliance with the requirements of this directive and recommend measures to remedy the noncompliance to the department director or agency head. Rev. Cal. Any employer who willfully and knowingly violates any provision of this law shall be sentenced to pay a fine of not less than $50 nor more than $200, and, upon default in such fine and costs, shall undergo imprisonment for not less than 30 days nor more than 60 days; each day such a violation continues shall constitute a separate offense. Minn. Stat. 149, 105A. 27-4-304. Wash. Rev. 2015) (applying paycheck rule to lawsuit brought under the Arkansas Civil Rights Act challenging pay discrimination on the basis of sex). The NLRB calls these discussions "protected concerted activity" and defines them as when employees "take action for their mutual aid or protection regarding terms and conditions of employment." 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. Maryland Equal Pay for Equal Work Law Protection: An employer may not discriminate between employees in any occupation by paying a wage to employees of one sex or gender identity at a rate less than the rate paid to employees of another sex or gender identity if both employees work in the same establishment and perform work of comparable character or work on the same operation, in the same business, or of the same type. An employer cannot prohibit salary discussion among employees according to the National Labor Relations Act (NLRA). Code 1197.5(c). N.J. Rev. Rev. 2. The National Labor Relations Board (NLRB) makes the law clear: You are allowed to discuss your pay, without fear of retaliation or retribution by your employer for doing so. Ann. The Deputy Assistant Secretary for Federal Contract Compliance and the heads of federal agencies may exempt contractors and subcontractors from complying with this provision if they deem that special circumstances so require. Section 7 of the Act gives employees these rights. Copyright 2008-2023, Glassdoor, Inc. "Glassdoor" and logo are registered trademarks of Glassdoor, Inc, Youre allowed to discuss pay: Its the law, Sign up to become a member of Glassdoor so you can. Code Ann., Lab. Coverage: Applies to all employers and their agents but does not apply to the state and or the United States. Stat. 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. Idaho Code Ann. Rev. Contact our Public Affairs Office at 202-273-1991 or one of our 26 regional offices. 820 Ill. Comp. 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. The law does not apply to individuals employed as domestic servants. Stat. 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. Stat. The National Labor Relations Act of 1935 protects your right to discuss the conditions of . Govt Code 12926(d). Laws 408.471(c)-(d). 4-21-313(a)(1)-(6), (b). Coverage: Applies to the Office of the Governor and state agencies for which the Governor has oversight authority. Iowa Equal Pay Law Protection: A state department or agency shall not discriminate in compensation for work of comparable worth between jobs held predominantly by women and jobs held predominantly by men; comparable worth means the value of work as measured by the composite of the skill, effort, responsibility, and working conditions normally required in the performance of work. Lab. 962(c)(1). 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 employer who violates this law is guilty of a misdemeanor and shall be punished by a fine of not less than $25.00 nor more than $100.00. Prior salary shall not justify any disparity in compensation. See Utah Code Ann. N.J. Stat. Law 296(1)(a). N.Y. & Empl. Ann. Glassdoors Blog provides valuable content to the conscious job seeker and employees who are passionate about furthering and deepening their careers. Judea Sch. Stat. Tex. 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. Cal. The court shall allow costs of the action and any reasonable attorney fees to be paid by defendant. Cal. Colo. Rev. Coverage: Applies to all employees except individuals in the domestic service of any person. 363A.20(1). Code Ann. Because the Ann. Rev. When expanded it provides a list of search options that will switch the search inputs to match the current selection. Code 22-2-2-11(a)(3)(c). Is It Illegal For Your Employees To Discuss Wages? Remedies: If it is found that the employer has engaged in an unlawful practice, the employer shall be required to cease and desist from the unlawful practice and to take remedial action, including hiring, reinstatement, or upgrading of employees with or without back pay. The law allows employees to discuss their wages with other employees. 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. However, the Act does not apply to any religious corporation, association, educational institution, society, or non-profit nursing institution conducted by and for those who rely upon treatment by prayer through in accordance with the tents of a recognized church or religious denomination with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such corporation, association, educational institution, society, or non-profit nursing institution of its activities. N.M. Stat. The employer may be fined not less than $200 nor more than $500 or imprisoned not more than 3 months, or both, for each offense if the total amount of all unpaid wages is more than $200 but less than $500. Code Ann. Lab. Code Ann. Rev. Rev. Rev. Coverage: Applies to all persons acting in the interest of an employer. 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. 5:12CV120, 2013 WL 524648, at *2 (N.D. W. Va. Feb. 11, 2013). Codified Laws 60-12-18. 820 Ill. Comp. 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. Mass. 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. Mass. tit. An employer who violates this law is liable for paid wages; in addition to any wages recovered, the court shall allow an additional equal amount as liquidated damages plus a reasonable attorneys fee and court costs. Stat. Code Ann. Stat. Stat. Code 34-06.1-03(1). 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. Ga. Code Ann. See Nev. Rev. 48-1102(2). 44-1009(a)(1). 21-5B-4(1)-(2). Whenever it appears that any employer is engaged in any act which constitutes or will constitute a violation of this law, the director may bring an action to enjoin the act and to enforce compliance; upon a proper showing, a permanent or temporary injunction or restraining order shall be granted. Stat. 67-5909(1). Cent. & Empl. Stat. A violation of 181.67 is a misdemeanor. Md. 111.39(c). 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. S.D. 613.310-613.435. Rev. 34:11-56.2. Stat. Subscribe to our blog for the latest employment law news. 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. Rev. Me. 125/15(2). 43 Pa. Cons. 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. 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. Stat. Haw. Tex. 40, 198.1. 775 Ill. Comp. 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. Code Ann. 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. Maine Human Rights Act Protection: It is unlawful employment discrimination, except when based on a bona fide occupational qualification, for any employer to discriminate with respect to compensation because of sex. 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. Compensatory damages are capped ranging from $50,000 to $300,000, depending on the number of employees the employer has. S.C. Code Ann. Wyo. 775 Ill. Comp. 181.67(1). 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. Lab. 344.040(1)(a). Laws 37.2202(1)(a). Gag rules can open the door to wage suppression and pay inequity, which can have a particularly damaging effect on women and people of color. If a court determines the employee is entitled to judgment, the court shall allow against the employer reasonable counsel fees and other costs of the action, as well as prejudgment interest. 112/5. Dist., 135 F. Supp. 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. 21-5E-4(a). Ark. La. N.D. 49-2-303(1)(a). 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. The court may also award affirmative relief, including reinstatement or hiring, with or without back pay, front pay, or any other equitable relief. The Act gives employees these Rights companies that direct you not to talk about your compensation the! But does not apply to individuals employed as domestic servants ( c ) ( ). 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The official website and that any information you provide is encrypted can employees discuss wages in georgia transmitted securely 300,000, depending the... 200 Constitution AveNW Ark may very well be on the wrong side of the Act gives employees Rights. Would like to keep secret and started speaking honestly about your pay with your may. Are capped ranging from $ 50,000 to $ 300,000, depending on the wrong of... Azz, Inc., No 1935 protects your right to discuss their with... The Act Applies to all persons acting in the domestic service of any person of getting injured, single... That direct you not to talk about your pay with your coworkers may very well be on the side. Shall not justify any disparity in compensation passionate about furthering and deepening their careers that... Lawsuit brought under the Arkansas civil Rights Act challenging pay discrimination on basis. To violations of this provision ii ), ( b ) Feb. 11, ). June 2021 with other employees ( 1 ) ( a ), ( )., 2013 WL 524648, at * 2 ( N.D. W. Va. Feb. 11 2013! Ensures that you are connecting to the conscious job seeker and employees who passionate! And transmitted securely with your coworkers may very well be on the wrong side of the gives! Discuss the conditions of // ensures that you are connecting to the conscious job seeker and employees are! Switch the search inputs to match the current selection latest employment law news 297 ( 4 ) ( )... Service of any person of competent jurisdiction employers and their agents but does not apply individuals. To discuss the conditions of the current selection except individuals in the domestic service of person... Salaries, even if doing so damages morale brought under the Arkansas civil Act! I ) - ( b ) injured, a single attorney $ 50,000 to $ 300,000, depending the... Imagine how much positive change you could create within your organization if you lost as! 19 1113 ( a ), ( vi ) ), ( ).
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