- Bans employers from asking job seekers for details about their wage, wage or advantages history
The Act bans companies from (1) assessment job seekers according to their wage or wage history; (2) needing that the applicant’s wages satisfy minimum or maximum requirements; and (3) asking for or needing a job candidate to disclose wage or income history as a disorder of work. Employers may share information using the applicant about the settlement and advantages or speaking about the applicant’s objectives for the positioning under consideration. A boss doesn’t break the Act if an applicant voluntarily discloses the data, however the Act forbids a boss from counting on such information whenever determining whether or not to provide employment or determining settlement.
- Bans agreements employers that are restricting disclosing settlement
The Act forbids an boss from needing a member of staff to sign an understanding that forbids the worker from disclosing the employee’s compensation. The Act currently forbids a company from using any action against a worker for speaking about the employee’s wages or the wages of any other worker. The amendment, nonetheless, clarifies that an manager might prohibit workers whose work responsibilities permit them usage of other employees’ settlement information (including HR workers and supervisors) from disclosing that information within the lack of prior written permission through the worker whoever info is being disclosed.
- Expands claims beneath the Equal Pay Act
Instead of being forced to demonstrate that a worker is doing work that calls for “equal” skill, work and duty, a worker need just show that the job is “substantially similar. Read More