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Reminder: Connecticut’s New Pay Equity Law Effective January 1, 2019

By Alan H. Bowie, Jr. & D. Charles Stohler on January 8, 2019
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As a reminder, Connecticut Public Act No. 18-8 titled “An Act Concerning Pay Equity” became effective January 1, 2019. Under this law, all employers are prohibited from asking or directing a third party to ask about a job applicant’s wage and salary, unless the job applicant has voluntarily disclosed this information.
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Exceptions
There are two exceptions to the new law. It does not apply to employers or third parties who are required to ask about wage or salary history by federal or state law. The law does not prohibit employers from asking about other elements of an applicant’s compensation structure (e.g., whether the applicant received stock options.) However, an employer may not ask about the value of the other elements of the applicant’s compensation structure (e.g., the value of the stock options.)
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Takeaways
Employers should immediately:
  • advise their Human Resources Department and other employers with interview responsibilities not to ask applicants about their wage and salary history, and
  • review their employment application(s) and remove any questions about past wages or salary.
Photo of Alan H. Bowie, Jr. Alan H. Bowie, Jr.

Alan H. Bowie, Jr. is a member of Carmody’s Labor and Employment group. During law school, Alan served as a judicial intern to the Honorable Juan R. Sanchez, Judge of the Eastern District of Pennsylvania and judicial extern to the Honorable Mark A.

Alan H. Bowie, Jr. is a member of Carmody’s Labor and Employment group. During law school, Alan served as a judicial intern to the Honorable Juan R. Sanchez, Judge of the Eastern District of Pennsylvania and judicial extern to the Honorable Mark A. Davis, Judge of the North Carolina Court of Appeals.

Read more about Alan H. Bowie, Jr.Email
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Photo of D. Charles Stohler D. Charles Stohler

For approximately thirty years Chuck Stohler has been the lead partner in Carmody’s labor and employment practice.  For at least the last ten years, Chuck’s practice has increasingly focused on alternative dispute resolution, where he regularly serves as a neutral in mediations, arbitrations…

For approximately thirty years Chuck Stohler has been the lead partner in Carmody’s labor and employment practice.  For at least the last ten years, Chuck’s practice has increasingly focused on alternative dispute resolution, where he regularly serves as a neutral in mediations, arbitrations, fact-findings and investigations. Examples include:

  • Conducted high-level investigations for Fortune 50 and regional companies, as well as major non-profit institutions in Connecticut and nationally.  Investigations involved C-Suite executives or groups of employees on matters relating to discrimination, harassment, Equal Pay Act issues, contract claims, whistleblower and employee violence.
  • Mediated employment disputes, including FLSA and wage hour individual and collective action matters, discrimination, common law actions, executive compensation, contract, non-compete and severance disputes.
  • Conducted investigations for public and quasi-public entities including Towns, Police Departments, Hospitals and Boards of Education into allegations such as race discrimination, sexual harassment, and financial improprieties.
  • Arbitrated harassment, discrimination (e.g., sex, race, disability), wage-hour and contract employment claims, including class actions.

Chuck is a member of the American Arbitration Association Employment Mediator and Arbitration panels as well as a panelist on the American Dispute Resolution Center list of Mediators and Arbitrators. He writes and speaks frequently on ADR topics.

Read more about D. Charles StohlerEmailChuck's Linkedin Profile
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  • Posted in:
    Employment & Labor
  • Blog:
    Carmody @ Work
  • Organization:
    Carmody Torrance Sandak & Hennessey LLP
  • Article: View Original Source

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