SB 1514 Summary

• Prohibits employers from requiring wage nondisclosure agreements, retaliating against employees for discussing wages, or taking adverse employment action for wage disclosure, with civil remedies including reinstatement and unpaid wages.

• Strengthens equal pay protections by requiring employers to demonstrate wage differentials are based on seniority systems, merit systems, production quality/quantity, or bona fide job-related factors unrelated to sex, with recordkeeping requirements and penalties including interest and liquidated damages.

• Creates an equal pay certification program through the Industrial Commission of Arizona for businesses with 40+ full-time employees that demonstrate compliance with federal equal pay laws and internal wage equity standards, valid for four years.

• Establishes flexible scheduling rights allowing employees to request changes in work hours, times, location, and advance notice, with employers required to engage in good faith discussion; requires paid minimum hours (4 hours for scheduled shifts, 1 hour for last-minute call-ins) and schedule notice at least 14 days in advance for retail, food service, and cleaning employees.

• Requires state procurement contracts exceeding $500,000 to be awarded only to businesses with at least 40 full-time employees that hold an equal pay certificate or waiver, with penalties up to $1,100 for retaliation and civil action rights for employees.