MS HB635

Prohibits employers in commerce from paying employees less based on sex for equal work requiring equal skill, effort, and responsibility, with exceptions for seniority systems, merit systems, production-based systems, and other bona fide job-related factors.

Allows employers to establish a rebuttable presumption of compliance by completing a self-evaluation within 2 years that analyzes wage differentials by sex, establishes job evaluation plans, and implements remediation without reducing any employee's pay.

Protects employees from retaliation for inquiring about, discussing, or disclosing wages, and prohibits employers from requiring wage confidentiality agreements or disciplining employees for wage discussions.

Permits employees to file civil lawsuits within 2 years of a discriminatory practice, with potential recovery including unpaid wages, liquidated damages, compensatory damages, punitive damages, and attorney's fees.

Defines discriminatory wage practices as occurring when a compensation decision is adopted, when an employee is subjected to it, or each time wages are paid based on the discrimination.