MS HB1257

Prohibits employers in commerce or goods production from paying employees less than employees of the opposite sex for equal work requiring equal skill, effort, and responsibility performed under similar working conditions.

Allows wage differentials based on seniority systems, merit systems, production quality/quantity systems, or bona fide factors unrelated to sex that are job-related and necessary for business.

Prohibits employers from requiring employees to keep wages confidential, signing waivers limiting wage disclosure, or retaliating against employees for discussing or inquiring about wages.

Provides employers a rebuttable presumption of non-discrimination if they complete a comprehensive self-evaluation within two years demonstrating job analysis, wage analysis by sex, salary structure equity, and progress eliminating wage differentials.

Allows employees to sue for unpaid wages, liquidated damages, compensatory and punitive damages where employer acted with malice or reckless indifference, attorney's fees, and other equitable relief; claims must be filed within two years of the discriminatory practice.