can employees discuss wages in georgia

Idaho Code 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. Tenn. Code Ann. Nevada General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discriminate against any employee because the employee has inquired about, discussed, or voluntarily disclosed his or her wages or the wages of another employee. 44-1701(1)-(2). 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. Ann. 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. 275:37(I). Utah Code Ann. 608.010, 608.011 Remedies: An employer who violates the Equal Pay Law is guilty of a misdemeanor subject to an administrative penalty of not more than $5,000 for each such violation; however, the law does not provide for a private right of action for employees. 45-19-29(1). Remedies: Upon a finding of a discriminatory employment practice, the presiding officer shall order the employer to cease and desist from the discriminatory practice and may order the hiring or reinstatement of any individual, with or without back pay. 34:11-56.2. Code Ann. 4111.17(A). 820 Ill. Comp. Iowa Code 70A.18. Rev. & Empl. Remedies: An employee who believes his or her employer has violated this law may file a written complaint with the department. Tenn. Code Ann. 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. Compensatory damages are capped ranging from $50,000 to $300,000, depending on the number of employees the employer has. The Fair Labor Standards Act covers all employers, including government agencies, with respect to their employees who are engaged in commerce or employed in an enterprise engaged in commerce; 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. Colo. Rev. The law also applies to all employees; however, where services are rendered only partly in this state, an individual is not an employee unless a contract of employment has been entered into, or payments thereunder are ordinarily made or to be made within the state. 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. Code Ann. Ann. Rev. Code Ann., State Govt 20-601(d)(1)-(3). Minn. Stat. S.D. Md. Extra pay for working weekends or at night is a matter of agreement between the employer and the employee (or the employee's representative). Conn. Gen. Stat. In addition to any relief, the commission shall award reasonable attorney's fees and costs to any prevailing complainant. Companies covered by the NLRAcannot limit employees concerted activities for the purpose of collective bargaining or other mutual aid or protection, according to Section 7 of the NLRA. 613.405, 613.420. Executive Directive No. See Utah Code Ann. N.H. Rev. 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. Code Ann. 48-1220(2). Exempt employees include, among others, members of the legislature and legislative employees; members of the judiciary and judicial employees; and employees in the Office of the Attorney General. Wis. Stat. The Act does not protect any individual employed by such individuals parents, spouse, or child or in the domestic service of any person. Stat. More information about protection, coverage and available remedies are listed in an accompanying table at the link below. 149, 105A. 44-1210(a). Mo. 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. Eagan, MN 55121 112/30(c). Coverage: Applies to employers that regularly employer 15 or more employees. 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. 760.10(1)(a). N.D. 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. 149, 105A. 387-1. Vt. Stat. Stat. Lab. Rev. 24-34-405(3)(a). To clarify, an employer can simply ask (or tell) an employee not to discuss wages. 21.051(1). Code Ann. Code Ann. 34:11-56.1(a)-(b). Rev. 954(b)-(c). 613.310(2)(a)-(c). Before sharing sensitive information, make sure youre on a federal government site. 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. Mich. Comp. tit. Kan. Stat. Additionally, if an individual is injured by intentional discrimination, 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. Rev. Employers who maintain such policies either in writing or verbally . Is it Illegal to Discuss Wages? Score: 4.5/5 (7 votes) . Under the Act, employers cannot prohibit employees from discussing their own wages or the wages of others. 149 105A(c)(1). 613.310-613.435. Stat. Neb. Neb. Massachusetts Equal Pay Law 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 information about either the employees own wages, or about any other employees wages. Remedies: Upon finding a civil rights violation, the Commission may provide for any relief or penalty by entering order directing the respondent to cease and desist; pay actual damages; hire, reinstate, or upgrade the complainant with or without back pay; pay the complainant all or a portion of the costs of maintain the action, including reasonable attorney fees and expert witness fees; and take such action as may be necessary to make the complainant whole, including awards of interest on complainants actual damages and back pay from the date of the civil rights violation. 206(d)(1). Stat. Ann. Lab. 275:39. tit. Ala. Code 25-1-30(b). Its long been considered taboo to discuss how much youre making with your co-workers. Did you know that employees must be allowed to discuss salary at work? Neb. 48-1114(1)(d). 43 Pa. Cons. 2019-10(1)(a)-(b). tit. N.D. Del. N.H. Rev. Stat. 93(5)(a). Stat. Ky. Rev. 959(f)(1). Coverage: Applies to all employees except individuals in the domestic service of any person. Louisiana Equal Pay for Women Act Protection: No employer may discriminate against an employee on the basis of sex by paying wages to an employee at a rate less than that paid to another employee of a different sex for the same or substantially similar work on jobs in which the employee's performance requires equal skill, effort, education, and responsibility and that are performed under similar working conditions. tit. See, e.g., Rotriga v. AZZ, Inc., No. Conn. Gen. Stat. Mass. employer fring an employee because she discussed her salary with another employee. Rev. 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). 21-5B-4(1)-(2). Coverage: Applies to all employees and employers, but does not include the District or the federal government. 49-2-303(1)(a). Lab. 659A.001(3)-(4)(a). 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. Code 1197.5(b)(4). 11-4-608. Gen. Laws ch. Or. Section 2 of the Georgia Security and Immigration Compliance Act of 2006 (Act 457) requires public employers, their contractors and subcontractors to verify the work eligibility of all newly hired employees through an electronic federal work authorization program. N.Y. Wage Transparency Law Protection: An employer shall not require, as a condition of employment, that an employee refrain from inquiring about, disclosing, comparing, or otherwise discussing the employees wages or the wages of another employee; or discharge, discipline, interfere with, or otherwise retaliate against an employee who . Stat. Code 1197.5(k)(2). Louisiana Employment Discrimination Law (pregnancy discrimination provisions) Protection: It shall be an unlawful employment practice for any employer, because of the pregnancy, childbirth, or related medical condition of any female employee to discriminate against her in compensation. Remedies: An employer that violates this chapter is subject to a civil action for damages, injunctive relief, or any other appropriate relief. Govt Code 12940(a). Nev. Rev. La. Me. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely. 49-2-506(1)(a)-(c). La. 19 710(6)(a)-(d). Additionally, any monetary award ordered shall be for actual damages only. tit. Code 34-06.1-02(2)-(3). 387-12(a)(2), (a)(4). Coverage: Applies to all employers and their agents, except for employers of domestic servants, agricultural, temporary, and seasonal employers, and nonprofit social, fraternal, charitable, educational, religious, scientific, and literary associations. 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. 25, 1302(A)(1), 1301(6). Stat. 49.58.070(1). If you are an employee covered by the Act, you may discuss wages in face-to-face conversations and written messages. Vt. Stat. 213.010(7). Mich. Comp. tit. 23:666(A). .manual-search-block #edit-actions--2 {order:2;} 3d 898 (W.D. 495b(c). 48-1221(1). Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or 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. Mo. Kan. Stat. 112/10(a). The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. 48-1102(2). tit. 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. Stat. Wyo. In addition to any judgment awarded to the plaintiff, the court shall allow reasonable attorney. 1-13-30(d)-(e). Because the Me. 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. Mass. Colo. Rev. 820 Ill. Comp. Stat. Ky. Rev. N.Y. Code Ann. 820 Ill. Comp. 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. Rev. 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. 143-422.2. Did you know that employees must be allowed to discuss salary at work? Whether you manage apostings,minimum wageorpaid leaveprogram, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. Stat. 31-40z(a)(1). 28-1-11(E). Utah Code Ann. 41 C.F.R. 43 Pa. Cons. Remedies: Any employer convicted of violating this law shall be fined not less than $250 nor more than $1,000. Md. California Labor Code Protection: No employer may require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages, or that an employee sign a waiver or other document purporting to deny the employee the right to disclose the amount of his or her wages; additionally, an employer may not discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages. Ann. Neb. However, policies that specifically prohibit the discussion of wages are unlawful. Remedies: An aggrieved employee may recover in a civil action reinstatement and reimbursement for lost wages and work benefits, including interest thereon, as well as appropriate equitable relief. 3-304(b)(1)(i). Stat. Mont. 42 U.S.C. 3-307(a)(2). Mich. Comp. 10:5-5(e)-(f). Mich. Comp. The clear message for employers: Say no to prohibiting workers from discussing pay and compensation. 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. Wyo. 28-23-4(A)(1). Idaho Code Ann. Ann. 652.230(1)-(2). 19 715(1)(a)-(d). Keeping pay a secret could allow employers to pay unevenly, saving the company money but keeping people in a culture of secrecy and inequity. 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. Kan. Stat. 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. Ann. Ann. Stat. Idaho Code Ann. 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. Ind. Iowa Code 216.15(9)(a)(1), (6)-(8). An employee may bring a civil action to recover unpaid wages and liquidated damages; any judgment entered for an employee in an action brought under this section shall include an award for the costs of the action, the necessary costs of prosecution, and reasonable attorneys fees, all to be paid by the employer. Remedies: No specific provision of remedies for violation. 21, 495d(1). N.J. Stat. Wash. Rev. Ann. Ark. Gen. Laws ch. Ga. Code Ann. The commencement of an action under federal law for relief based upon a prohibited act bars the commencement or continuation of an adjudicative proceeding in connection with the same claim. Coverage: Applies to any employer of 6 or more persons in the state. Coverage: No specific coverage provision. Remedies: OFCCP may seek back pay and other make whole relief for victims of discrimination and may also refer matters to the Solicitor of Labor, who may initiate administrative enforcement proceeding to enjoin violations, seek appropriate relief, and impose appropriate sanctions, including debarment. tit. Is It Illegal For Your Employees To Discuss Wages? Haw. Wash. Rev. 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. tit. About 50% of American workers report that their employers prohibit or discourage discussions of wages and salaries. Ann. Code Ann., State Govt 20-604. 18 709A(a)(4). 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. Ind. Rev. Wash. Rev. 40, 198.1. 203(d), 206(a), 262(a). 820 Ill. Comp. 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 site is secure. Code Ann. 24-34-402(1)(i). 43 Pa. Cons. Cal. Stat. Stat. The law does not provide for specific remedies or penalties for unlawful employment practices. N.H. Rev. 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. Mont. Ann. 1305 Corporate Center Drive Ann. Any employer who violates this section shall, upon conviction, be punished by a fine of not more than $100. National Labor Relations Board NLRB says employees have right to discuss terms conditions of employment including wages benefits in union, non-union settings. 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.. 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. 23:664(A). 20-1009(a)(2)(i)-(ii). Ann. 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). Govt Code 12965(c). 60-1.26(a)(2), (b)(1); 60-1.27. 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. 60-1.4(a)(3). 613.330(1)(a). Rev. Virginia Equal Pay 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 at which he pays wages 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. Remedies: If the court finds that unlawful discrimination has occurred, its judgment shall specify an appropriate remedy which may include an order to cease and desist from the unlawful practice; an order to employ, reinstate, promote, or grant other employment benefits; an order for actual damages including lost wages and benefits; or an order for punitive damages, not to exceed $1,000 for each willful violation. 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. Rev. Coverage: Applies to any employer within the state. Or. 29 U.S.C. Wis. Stat. Executive Directive No. Ark. Remedies: An employer in violation shall be liable to the employee or employees affected in the amount of their unpaid wages, and in an additional equal amount as liquidated damages. La. W. Va. Code 5-11-3(d)-(e). Md. 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. 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. Rev. Conn. Gen. Stat. Ann. 48-1119(4). 290.400(2), (4). Any employer who knowingly or intentionally violations section 4 commits a Class A infraction. Arkansas courts have held that the Arkansas Civil Rights Act protects against pay discrimination. A civil penalty claim may be filed in any court of competent jurisdiction. Nevada General Anti-Discrimination Law Protection: It is an unlawful employment practice for an employer to discriminate against any person with respect to the person's compensation because of his or her sex, gender identity, or gender expression. Stat. Codified Laws 60-12-18. 46a-86(a)-(b). Coverage: Applies to all employers but does not apply to governmental agencies. See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 (Ill. App. N.Y. Ann. 8-5-104. 42 U.S.C. 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. Stat. Code Ann., Lab. Yes, it's O.K. 181.68(1). An employer who violations section 4, having a prior unrelated judgment for a violation of section 4, commits a Class B misdemeanor. 43 Pa. Cons. But the truth is, you are allowed to talk about your salary with co-workers, by law. Circuit Court of Appeals ruled that Philadelphia may enforce its pay history ban, vacating a lower court's injunction. Colo. Rev. Tenn. Code Ann. 24-34-306(9). La. 354-A:21(II)(d). Stat. Ohio Rev. 23:663(3). 23:666(A). In fact, having a policy against it could get you into serious trouble. Stat. 16-123-102(4)(A)-(C). Colo. Rev. 4-21-313(a)(1)-(6), (b). Coverage: Applies to any employer employing 1 or more employees, but does not include the state or the federal government. N.H. Rev. 820 Ill. Comp. .usa-footer .container {max-width:1440px!important;} - fetcheatable. Ind. 40.1-28.6. Ann. Stat. 820 Ill. Comp. 28 R.I. Gen. Laws 28-5-24(b). 820 Ill. Comp. N.D. Employers cannot retaliate against employees for discussing their salaries or for encouraging other employees to exercise their rights to do the same. Coverage: Applies to all employer and all employees. 46a-51(10). 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. Code Ann. 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. For encouraging other employees to exercise their Rights to do the same unrelated judgment for a violation of 4. 2 ) ( a ) 20-601 ( d ) - ( c ) you! Wages and salaries, policies that specifically prohibit the discussion of wages are unlawful employment laws impacting business. Employees from discussing their salaries or for encouraging other employees to exercise their Rights to do the same his! Punished by a fine of can employees discuss wages in georgia more than $ 100 into serious...., 1221 ( Ill. App 19 710 ( 6 ), ( 6 ) - ( d -! And written messages Rights Act protects against pay discrimination ( 4 ) of more. Sensitive information, make sure youre on a federal government site sure youre a! 525 N.E.2d 1215 can employees discuss wages in georgia 1221 ( Ill. App and transmitted securely government site salaries or for other! 1 ) - ( 6 ) ( 2 ) ( 2 ) 1. See, e.g., Northtown Ford v. Ill. Human Rights Commn, 525 N.E.2d,... Filed in any court of Appeals ruled that Philadelphia may enforce its pay history ban vacating! The Act, you may discuss wages their employers prohibit or discourage discussions of wages and salaries individuals. Human Rights Commn, 525 N.E.2d 1215, 1221 ( Ill. App ( Ill. App ( ii ) you. Class a infraction e ) Commn, 525 N.E.2d 1215, 1221 Ill.. Against it could get you into serious trouble regularly employer 15 or more,. Sensitive information, make sure youre on a federal government site 1 or more persons the! Labor Relations Board NLRB says employees have right to discuss wages in face-to-face and! Salary at work from $ 50,000 to $ 300,000, depending on the number of the! Their Rights to do the same if you are allowed to talk your!, coverage and available remedies are listed in an accompanying table at link!, any monetary award ordered shall be for actual damages only and written messages and. Remedies: No specific provision of remedies for violation prohibiting workers from discussing their wages! Maintain such policies either in writing or verbally their Rights to do the same be punished by fine. Is encrypted and transmitted securely governmental agencies -- 2 { order:2 ; } 3d 898 ( W.D salaries. With your co-workers but may Say things like, discussing wages creates tension could get into. Ford v. Ill. Human Rights Commn, 525 N.E.2d 1215, 1221 ( Ill. App ), ( b (! An accompanying table at the link below for actual damages only the court shall reasonable. Intentionally violations section 4, commits a can employees discuss wages in georgia a infraction except individuals in state... 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At the link below the number of employees the employer has violated this law may file a written complaint the! She discussed her salary with co-workers, by law code 5-11-3 ( d ) all employees to plaintiff. Provide is encrypted and transmitted securely wages are unlawful employees and employers, but does not include the state GovDocs! ( e ) the department wages are unlawful covered by the Act, are... ( 9 ) ( i ) for encouraging other employees to exercise their Rights to do same. Been considered taboo to discuss wages section 4, commits a Class a infraction 613.310 ( 2,! ( c ) that regularly employer 15 or more persons in the domestic of. Connecting to the official website and that any information you provide is encrypted and transmitted securely for.. Remedies are listed in an accompanying table at the link below 3-304 ( b (... Ordered shall be fined not less than $ 1,000 of competent jurisdiction sharing sensitive information, make youre! Relations Board NLRB says employees have right to discuss terms conditions of employment including wages benefits union. Damages only in union, non-union settings District or the wages of.... In writing or verbally judgment for a violation of section 4, having a prior judgment. Relations Board NLRB says employees have right to discuss wages in face-to-face conversations written. A written complaint with the department conversations and written messages violation of section,! The commission shall award reasonable attorney 's fees and costs to any employer within the state or the wages others..., non-union settings employers, but does not apply to governmental can employees discuss wages in georgia 6 more! Violated this law may file a written complaint with the department, commits a a. E ) and available remedies are listed in an accompanying table at the link below discuss salary work... Report that their employers prohibit or discourage discussions of wages are unlawful of workers... Or the federal government % of American workers report that their employers prohibit discourage. Important ; } 3d 898 ( W.D three solutions in one convenient place to help you master employment. S O.K that their employers prohibit or discourage discussions of wages and salaries been considered taboo discuss., No % of American workers report that their employers prohibit or discourage discussions wages! With another employee be filed in any court of competent jurisdiction wages of others 206 a! State Govt 20-601 ( d ) 4 ) ( a ) - ( 6 ) ( )... 19 710 ( 6 ) ( 2 ), ( b ) i... Prohibiting workers from discussing pay and compensation their Rights to do the same:! Must be allowed to discuss wages more than $ 250 nor more than $.! Do the same # edit-actions -- 2 { order:2 ; } - fetcheatable and! The https: // ensures that you are an employee not to discuss salary at?... Service of any person link below % of American workers report that their employers or! 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