MS SB2910

Creates the Evelyn Gandy Fair Pay Act to prohibit employers from paying employees different wages based on sex for equal work requiring equal skill, effort, and responsibility under similar working conditions.

Allows wage differentials only if based on seniority systems (excluding pregnancy-related and family leave time), merit systems, production quality/quantity systems, or other bona fide job-related factors unrelated to sex.

Prohibits employers from requiring employees to keep wages confidential, requiring employees to sign wage disclosure waivers, or retaliating against employees who discuss or disclose wages.

Establishes a rebuttable presumption protecting employers from discrimination charges if they completed a self-evaluation within two years analyzing wage differentials and made reasonable progress eliminating sex-based pay gaps.

Allows employees to file civil actions within two years of a discriminatory practice for unpaid wages, liquidated damages, compensatory damages, punitive damages, and attorney's fees if the employer acted with malice or reckless indifference.