HB368 Summary

• Prohibits employers from paying employees of one sex at lower wage rates than employees of the opposite sex for substantially similar work evaluated as a composite of skill, effort, and responsibility.

• Allows employers to demonstrate wage differentials are based on seniority systems, merit systems, production-based systems, or bona fide factors other than sex (such as education, training, or experience), provided each factor is applied reasonably and accounts for the entire differential.

• Requires employers to maintain wage records, job classifications, and employment terms for three years and establishes the Alabama Department of Labor as enforcement authority.

• Prohibits employers from discharging, discriminating against, or retaliating against employees for invoking wage equality protections and prevents employers from restricting employees' ability to discuss or disclose wages.

• Provides remedies including lost wages with interest, liquidated damages equal to the amount owed, reinstatement, and equitable relief for violations, with civil actions limited to one year after the cause of action.