SB 153 Summary

• Prohibits employers from paying employees of one sex less than employees of the opposite sex for substantially similar work based on skill, effort, responsibility, and working conditions, unless wage differential is based on education/training disparity, seniority, merit, quantity/quality of production systems, or geographic wage differential.

• Employers found liable for unpaid wages plus treble damages (three times the amount), with employees able to waive liquidated damages only through written settlement agreements approved by the commissioner within 30 days.

• Employees may file civil actions in superior court or authorize the commissioner to represent them and collect damages on their behalf.

• Employers prohibited from retaliating against employees for exercising wage discrimination rights, discussing wages, or participating in complaints; retaliation violates law with damages including reinstatement and lost wages.

• Establishes 3-year statute of limitations for wage discrimination actions, requires employers to maintain wage records for 3 years post-employment, prohibits wage disclosure restrictions, and takes effect July 1, 2016.