OLR Bill Analysis
AN ACT CONCERNING PAY EQUITY IN THE WORKFORCE.
The law generally prohibits gender wage discrimination by requiring employers to pay employees equal wages for jobs that (1) require equal skill, effort, and responsibility and (2) are performed under similar working conditions. This bill specifies that the second provision applies to jobs performed under “comparable,” rather than “similar,” working conditions. (It is unclear whether this change has any legal effect.)
By law, employers with pay differentials can defend themselves in a gender wage discrimination lawsuit by showing that the differentials are based on (1) seniority; (2) merit; (3) a system that measures production quantity or quality; or (4) bona fide factors such as job-related education, training, or experience.
EFFECTIVE DATE: October 1, 2017
HB 5210, reported favorably by the Labor and Public Employees Committee, prohibits employers from asking about a prospective employee's wage and salary history before negotiating his or her job offer and compensation. It also makes several changes to the defenses available to employers in a gender wage discrimination suit.
Labor and Public Employees Committee