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. Cent. Colo. Rev. 1. May an employer ask any follow-up questions if an applicant voluntarily reveals that she has or had diabetes? Secure .gov websites use HTTPS Any health insurer, health care center or other entity licensed to do health insurance business in thestate. Ann. 16-123-102(6). Mont. 23:666(A). Coverage: Applies to all employees except individuals employed by their parents, spouse, or child. 820 Ill. Comp. 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. See Q&A 22 in EEOC Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the ADA, http://www.eeoc.gov/policy/docs/guidance-inquiries.html. Rev. Abortion laws vary widely among countries and territories, and have changed over time. Remedies: A court may grant relief including a requirement that the employer conduct trainings for all employees, supervisors, and management; a court may assess against the defendant a civil penalty of up to $25,000. 44-1704(1). Ind. Stat. 19 1107A(a). 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. Lab. Coverage: Applies to all employees, but does not apply to any individual employed by that individual's parents, spouse, or child. 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. 67-19-4. See Letter from Peggy R. Mastroianni, EEOC Legal Counsel, to Patricia A. Shiu, Director of OFCCP, www.dol.gov/ofccp/regs/compliance/section503.htm#bottom. 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. New York Equal Pay Law Protection: No employer shall prohibit an employee from inquiring about, discussing, or disclosing the wages of such employee or another employee; however, an employer may reasonable workplace and workday limitations on the time, place and manner for inquires about, discussion of, or the disclosure of wages. 112/10(b-10)(1)-(2). Monument Updates! Possibly the earliest affirmation of the maxim of reciprocity, reflecting the ancient Egyptian goddess For information on fatal workplace injuries, search fatal injuries data. The lists do not show all contributions to every state ballot measure, or each independent expenditure committee formed to support or Stat. 34A-5-107(10). An official website of the United States government. Manufacturers of connected devices sold in California. If mediation is unsuccessful, the EEOC investigates the charge to determine if there is "reasonable cause" to believe discrimination has occurred. Coverage: Applies to the state and any employer employing 6 or more persons within the state but does not apply to any nonprofit corporation or association organized exclusively for fraternal purposes; any school, educational, or charitable religious institution owned or conducted by or affiliated with a church or religious institution; or any exclusively social club, corporation, or association that is not organized for profit. When they do, you have legal rights. Delaware Antidiscrimination Act 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 his or her wages or the wages of another employee; require an employee to sign a waiver or other document purporting to deny an employee the right to disclose or discuss his or her wages; or discharge, formally discipline, or otherwise discriminate against an employee for inquiring about, discussing, or disclosing his or her wages or the wages of another employee. New York Equal Pay Law Protection: No employee with status within one or more protected class or classes shall be paid a wage at a rate less than the rate at which an employee without status within the same protected class or classes is paid for: (a) equal work on a job the performance of which requires equal skill, effort, and responsibility, and which is performed under similar working conditions, or (b) substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions. 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. 24-34-405(2)(a)(I)-(III). Code Ann. To operate, maintain, enhance, and provide all of the features and services found on the Website and Services, to personalise the Website and Services for your preferences and interests. Ind. If you have any questions or concerns about our use of your personal information, please contact us using the following details: HireVue, Inc. You can view our full cookie policy here. 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. 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. 149, 105B. Stat. 363A.20(1). For example, if an employer asks all applicants post-offer about their general physical and mental health, it can ask individuals who disclose a particular illness, disease, or impairment for more medical information or require them to have a medical examination related to the condition disclosed. The Act also applies to the state or any of its political subdivisions, including public bodies. Equip the device with reasonable security features that are appropriate to the nature and function of the device and the information it may collect, contain, or transmit, and that are designed to protect the device and any information it contains from unauthorized access, destruction, use, modification, or disclosure. Remedies: If the state or any county, municipal entity, school district, public or private corporation, person, or firm violates subsection (1), it is guilty of a misdemeanor and upon conviction thereof shall be fined not less than $25 or more than $500 for each offense. 21-5E-4(a). Rev. Washington Equal Pay Law Protection: An employer may not: (a) require nondisclosure by an employee of his or her wages as a condition of employment; or (b) require an employee to sign a waiver or other document that prevents the employee from disclosing the amount of the employees wages. Attention New SRP Applicants! 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. Washington, DC 20507 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. Remedies: If the court finds that the employer has intentionally engaged in an unlawful employment practice, the court may enjoin the employer from engaging in such unlawful employment practice and order such affirmative action as may be appropriate, which may include reinstatement or hiring of employee(s), with or without back pay payable by the employer. Remedies: An employer who violates the provisions of this Act shall be liable to the affected employees in the amount of the employee's unpaid wages and reasonable attorney fees and costs. 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. Stat. states, and industries. 28-1-2(B), (E). Neb. Where we are collecting personal information on behalf of our customers (Potential Employers), we will retain the personal information in accordance with our services agreements with them and their instructions. Typically, not all copies of the data will be secured in the same way. Coverage: Applies to the state and any other person employing 2 or more employees within the state, but does not apply to religious organizations or associations. Protection: An employer shall not refuse to interview, hire, promote, or employ an applicant for employment, or retaliate against an applicant for employment because the applicant does not provide wage history. S.D. 354-A:21(II)(d). Wis. Stat. N.J. Stat. Remedies: Upon a finding by the Department that an employer has engaged in any discriminatory or unfair employment practice, the Department of Workforce Services may require the employer to cease and desist from the discriminatory or unfair practice; take remedial action which may include upgrading of employees; post notices; report as to the manner of compliance; pay back pay or front pay; and provide any other relief necessary and appropriate to make the complainant whole. Coverage: Applies to all persons acting in the interest of an employer. Executive Order No. 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. Stat. When may an employer ask an employee whether diabetes, or some other medical condition, may be causing her performance problems? These countries may have data protection laws that are different to the laws of your country (and, in some cases, may not be as protective). Colo. Rev. Kan. Stat. W. Va. Code 21-5E-3(a)(1)-(2). Those who have a checking or savings account, but also use financial alternatives like check cashing services are considered underbanked. Telling co-workers that an employee is receiving a reasonable accommodation amounts to a disclosure that the employee has a disability. 16-123-102(4)(A)-(C). Coverage: Applies to all employees and employers, but does not include the District or the federal government. Mo. In some countries, including countries in the European Economic Area and the UK, this information may be considered personal information under applicable data protection laws. Remedies: Employees may file a civil action for pay and/or file a charge with the Colorado Civil Rights Division. 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. Okla. Stat. Data privacy is focused on defining who has access to data while data protection focuses on applying those restrictions. West Virginia Equal Pay for Equal Work for State Employees Law Protection: No employer shall in any manner discriminate between the sexes in the payment of wages for work of comparable character, the performance of which requires comparable skills or pay wages to any employee at a rate less than the rate other employees of the opposite sex are paid for work of comparable character, the performance of which requires comparable skills. Ann. 12 Federal contractors are required under 41 C.F.R. Many individuals with diabetes also carry a blood glucose monitoring kit with them at all times and test their blood sugar levels as soon as they feel minor symptoms such as shaking or sweating. Utah Code Ann. The EEOC will send the parties a copy of the charge and may ask for responses and supporting information. 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. Without enough insulin, the glucose stays in the blood.5, Although diabetes cannot be cured, it can be managed. What should an employer do when another federal law prohibits it from hiring anyone who uses insulin? 26, 628. 387-4. Some employers look into your background before deciding whether to hire you, or before deciding whether you can keep your job. Code Ann. Ark. 820 Ill. Comp. It means the ability to move data between different environments and software applications. Stat. 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. In Virginia, Utah, and Connecticut, controllers must process a childs data in accordance with COPPA. A data collector that owns or licenses, or maintains or stores but does not own or license, records that contain personal information. 60-1.26(a)(2), (b)(1); 60-1.27. 5-11-13(b)-(c).
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