SB 1759 Summary

• Prohibits employers from requiring employees to keep wages confidential, penalizing wage disclosure, or retaliating against employees who discuss wages; allows civil action for violations with remedies including reinstatement and unpaid wages recovery.

• Prohibits employers from considering or seeking a prospective employee's wage history in hiring decisions or setting compensation, except after a job offer is made; violations subject to civil penalties of $5,000 for first offense and $1,000 for each subsequent offense up to $10,000.

• Strengthens equal pay protections by requiring employers to pay substantially similar work at equal rates regardless of sex unless based on seniority systems, merit systems, production-based pay, or other bona fide factors; expands remedies to include liquidated damages and extends filing deadline to two years (or three for willful violations).

• Establishes equal pay certificate program requiring businesses with 40+ full-time employees to obtain certification to contract with state agencies for procurements exceeding $500,000; creates negotiation skills training and pay equity grant programs ending July 1, 2031.

• Grants employees flexible scheduling rights to request changes to hours, times, and location; requires employers to engage in good faith interactive process and grant requests related to health conditions, caregiving, or education unless bona fide business reasons exist; mandates 14-day advance notice for schedule changes and additional pay for last-minute changes.