CT HB06380

Employers must disclose wage ranges to job applicants upon their request or prior to making a compensation offer, and to current employees upon hiring, position changes, or first request.

Employers are prohibited from inquiring about prospective employees' wage and salary history unless the applicant voluntarily discloses it, with limited exceptions for federal or state law requirements.

Employees have the right to discuss and disclose their own wages and inquire about coworkers' wages; employers cannot prohibit these discussions or require employees to sign waivers restricting wage discussions.

Employers cannot retaliate against, discharge, discipline, or discriminate against employees for discussing wages, inquiring about wages, or opposing discriminatory compensation practices.

Violations can be addressed in court with liability for compensatory damages, attorney's fees, punitive damages, and equitable relief; actions must be brought within two years of violation.

Equal pay provisions require employers to pay comparable wages for comparable work based on skill, effort, and responsibility, with limited defenses including seniority systems, merit systems, and bona fide factors unrelated to sex.