by Sydney Olszewski
Marketing Associate at Charles Aris Inc.
On January 1, 2019, the state of Connecticut began enforcing its own salary inquiry and pay equity legislation, Public Act No. 18-8.
The law prohibits employers and third parties from asking prospective employees about or seeking information regarding their compensation history. Employers may, however, seek information regarding prospective employees’ compensation structure (e.g., retirement benefits and stock option plans). When discussing such information, employers may not seek to learn the value of any of these components. If an employer happens to discover a prospective employee's salary history by means other than voluntary disclosure, the employer may not determine whether to interview the candidate based on this information.
Violations are accompanied by penalties which may include compensatory damages, attorney fees and costs, punitive damages and other legal and equitable relief.
Connecticut joins California, Delaware, Hawaii, Massachusetts, Oregon, Puerto Rico and Vermont as states or U.S. territories which have enacted pay equity legislation. As more U.S. states or territories adapt pay equity legislation, the Charles Aris team will continue to keep you covered on everything you should know.
To learn more about salary inquiry and pay equity laws around the United States, visit CharlesAris.com/Pay-Equity-Laws.