MS HB1277

Prohibits employers from paying employees less than employees of the opposite sex for equal work requiring equal skill, effort, and responsibility, with exceptions for seniority systems, merit systems, production-based pay, or other bona fide job-related factors.

Requires employers to maintain wage equality without reducing any employee's pay to achieve compliance.

Provides employers a rebuttable presumption of compliance if they complete a self-evaluation within two years, analyze wage differentials by sex, establish a job evaluation plan, and demonstrate reasonable progress toward eliminating wage discrimination.

Makes it unlawful for employers to prohibit wage discussions, require wage secrecy waivers, or retaliate against employees who discuss or disclose wages or file complaints under this act.

Allows employees to file civil actions within two years of discriminatory practices, with potential recovery of unpaid wages, liquidated damages, compensatory damages, punitive damages, and attorney's fees.