Well, it was bound to happen. After nine years of writing the blog on a near daily schedule, some work and personal commitments interfered with my blog writing schedule. But never fear, more new posts from me are now right around the corner.
In the meantime, one of our summer associates, James Joyce, joins the blog today to give an update on a a law passed last year regarding pay secrecy. My thanks to James for his work on this. James is finishing up his law degree at University of Connecticut.
Loyal readers may recall that about a year ago, Connecticut’s “Act Concerning Pay Equity and Fairness” Public Act 15-196, became law. Dan has already blogged about the nuts and bolts of the “Pay Secrecy Bill” and its potential impact on employers.
And, as Dan highlighted, employers need to be mindful of this legislation because it created a private cause of action in court for any violation. That is where today’s post comes into the picture.
One of the first lawsuits alleging violations of the “Pay Secrecy Bill” was recently filed in Superior Court in Stamford (the case has since been removed to Federal District Court). The lawsuit raises other issues as well, but for today’s post, we’ll focus on the “Pay Secrecy” claim.
So what’s in this lawsuit? Well, the plaintiff alleges that her former employer maintained a “Pay Secrecy Policy” forbidding employees from discussing their salaries despite the enactment of the “Pay Secrecy Bill” in July 2015.
Specifically, the allegations include a run-in with the human resources (HR) department due to comments the Plaintiff made about salaries and her former employer’s view that this was inappropriate and none of the plaintiff’s business. The plaintiff received an “Employee Warning Notice” from HR and HR went on to tell the plaintiff she could not discuss her wages or her co-workers’ wages.
Additionally, in February 2016, it is alleged that a former co-worker of the plaintiff was reprimanded for a conversation she had with another employee about the company’s paid time off/holiday policy. The former co-worker was allegedly told directly by the CEO and by HR that this conversation or any similar conversations violated the company’s policy prohibiting employees from discussing compensation with other employees
Obviously, whether or not these facts are true — or rise to a level of violating the law — will play out in court. But these types of incidents are just the sort of things that employers need to be aware of to avoid “Pay Secrecy” violations. The law prohibits employers from implementing policies that prevent employees from, or disciplining employees for, engaging in conversations about salary-related information.
Because this case was recently filed there is no way to predict how the court will rule. Nevertheless, that does not mean this case should be ignored until it is decided. Employers should remind their human resources staff and managers of this new Connecticut law.
The downside will be cases like this where the employer may have to spend time and money investigating and defending themselves against the alleged “Pay Secrecy” violations. Employers also risk being found liable for compensatory damages, attorney’s fees and costs, punitive damages, and any legal and equitable relief the court deems just and proper related to the alleged violations.