North Carolina Equal Pay Checklist
Description
How to fill out Equal Pay Checklist?
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FAQ
What are my rights? Under Executive Order 11246, you have the right to inquire about, discuss, or disclose your own pay or that of other employees or applicants. You cannot be disciplined, harassed, demoted, terminated, denied employment, or otherwise discriminated against because you exercised this right.
Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages.
Forty-two states have equal pay laws. Eight states have an exemption for small businesses. Most state equal pay acts grant exceptions for pay systems based on wage differentials other than gender, such as seniority or merit.
What equal pay means. As set out in the Equality Act 2010, men and women in the same employment performing equal work must receive equal pay, unless any difference in pay can be justified. It is the law and employers must follow it.
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.
North Carolina employees should be aware of their employment rights. Employers are not permitted to implement rules and regulations that prohibit discussions about pay. If you have been disciplined or fired for talking about your pay, contact Gibbons Law Group, PLLC to discuss whether you have a legal claim.
Most likely; yes, it is illegal to fire an employee for disclosing their pay. Employees gossip; spread rumors and tell stories. With that in mind, employers are inclined to suggest that workers should not discuss their wages, evaluations, or raises with other coworkers.
The Equal Pay Act of 1963 is a U.S. law that prohibits employers from paying different wages to men and women who work under similar conditions and whose jobs require the same level of skill, effort, and responsibility. It is part of the amended Fair Labor Standards Act of 1938.
Provides that an employer cannot prohibit workers from disclosing their wages, discussing the wages of others, or inquiring about others' wages; prohibits employers from relying on an employee's prior salary to justify the sex-, race-, or ethnicity- based pay difference.
The bill establishes the National Award for Pay Equity in the Workplace for an employer who has made a substantial effort to eliminate pay disparities between men and women. It also establishes the National Equal Pay Enforcement Task Force to address compliance, public education, and enforcement of equal pay laws.