2015 -- H 6180

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LC002606

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     STATE OF RHODE ISLAND

IN GENERAL ASSEMBLY

JANUARY SESSION, A.D. 2015

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A N   A C T

RELATING TO LABOR AND LABOR RELATIONS - WAGE DISCRIMINATION BASED

ON SEX PROHIBITED

     

     Introduced By: Representatives Hearn, Costa, Messier, Ajello, and Ruggiero

     Date Introduced: May 07, 2015

     Referred To: House Labor

     It is enacted by the General Assembly as follows:

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     SECTION 1. Sections 28-6-18 and 28-6-20 of the General Laws in Chapter 28-6 entitled

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"Wage Discrimination Based on Sex" are hereby amended to read as follows:

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     28-6-18. Wage differentials based on sex prohibited. -- Wage differentials based on

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sex prohibited. – Legislative findings and intent. – (a) It is the intent of the General Assembly

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to combat wage discrimination based on sex by strengthening and closing gaps in existing wage

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discrimination laws.

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     (a) (b) No employer shall discriminate in the payment of wages as between the sexes or

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shall pay any female in his or her employ salary or wage rates less than the rates paid to male

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employees for equal work or work on the same operations.

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      (b) (c) Nothing contained in this section shall prohibit a variation in rates of pay based

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upon either difference in:

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      (1) Seniority, experience, training, skill, or ability;

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      (2) Duties and services performed, either regularly or occasionally;

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      (3) The shift or time of day worked; or

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      (4) Availability for other operations or any other reasonable differentiation except

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difference in sex. a bona fide factor other than sex. An employer asserting that differential wages

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are paid pursuant to this subdivision shall demonstrate that the factor: (i) Does not perpetuate a

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sex-based differential in compensation; and (ii) Is job-related with respect to the position in

 

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question and is consistent with business necessity. Such exception under this subsection shall not

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apply when the employee demonstrates: (A) That an employer uses a particular employment

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practice that causes a disparate impact on the basis of sex; (B) That an alternative employment

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practice exists that would serve the same business purpose and not produce such differential; and

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(C) That the employer has refused to adopt such alternative practice.

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     (c) For the purpose of subsection (c) of this section, business necessity shall mean

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essential to effective job performance.

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     (d)(i) No employer shall prohibit an employee from inquiring about, discussing, or

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disclosing the wages of such employee or another employee.

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      (ii) Nothing in this subsection shall require an employee to disclose his or her wages.

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     (iii) This prohibition shall not apply to instances in which an employee who has access to

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the wage information of other employees as a part of such employee’s essential job functions

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discloses the wages of such other employees to individuals who do not otherwise have access to

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such information, unless such disclosure is in response to a complaint or charge or in furtherance

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of an investigation, proceeding, hearing, or action under this chapter, including an investigation

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conducted by the employer.

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     (iv) Nothing in this section shall be construed to limit the rights of an employee provided

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under any other provision of law or collective bargaining agreement.

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      (c) (e) Except as provided in this section, any provision in any contract, agreement, or

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understanding entered into after passage of this act establishing a variation in rates of pay as

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between the sexes, shall be null and void.

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     (f) Posting of statutory provisions. – Every employer subject to this chapter shall post in a

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conspicuous place or places on his or her premises a notice to be prepared or approved by the

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director, which shall set forth excerpts of this chapter and any other relevant information which

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the director deems necessary to explain the chapter. Any employer refusing to comply with the

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provisions of this section shall be punished by a fine of not less than one hundred dollars ($100)

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nor more than five hundred dollars ($500).

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     28-6-20. Civil liability of employer for sex differential -- Actions. -- An employer who

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violates the provisions of § 28-6-18 shall be liable to the employee or employees affected in the

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amount of their unpaid wages, and in an additional equal amount of liquidated damages which

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may be up to three hundred percent (300%) of the total amount of the wages found to be due. In

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appropriate circumstances attorney's fees, including expert fees and other litigation expenses, may

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be granted to the attorney for the plaintiff if he or she prevails. An action to recover the liability

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may be maintained in any court of competent jurisdiction by any one or more employees for and

 

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in behalf of himself or herself or themselves and other similarly situated employees. At the

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request of any employee paid less than the wage to which he or she is entitled under §§ 28-6-17 --

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28-6-21, the director of labor and training may take an assignment of the wage claim in trust for

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the assigning employee and may bring any legal action necessary to collect the claim, and the

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liquidated damages provided for above. The director of labor and training shall not be required to

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pay the filing fee or other costs in connection with the action. The director of labor and training

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shall have the power to join various claimants against the employer in one cause of action.

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     SECTION 2. This act shall take effect upon passage.

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EXPLANATION

BY THE LEGISLATIVE COUNCIL

OF

A N   A C T

RELATING TO LABOR AND LABOR RELATIONS - WAGE DISCRIMINATION BASED

ON SEX PROHIBITED

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     This act would provide protections against wage differentials based on sex and where

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such differentials exist requires employers to justify said differentials based on bona fide factors

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other than sex.

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     This act would take effect upon passage.

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