NY State Senate Bill 2019-S3692A

Archive: Last Bill Status - In Senate Committee Labor Committee

Introduced
- In Committee Assembly
- In Committee Senate
- On Floor Calendar Assembly
- On Floor Calendar Senate
- Passed Assembly
- Passed Senate
Delivered to Governor
Signed By Governor

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Actions

View Actions

	Assembly Actions - Lowercase Senate Actions - UPPERCASE
Jan 08, 2020	referred to labor
Jun 20, 2019	committed to rules
Mar 04, 2019	advanced to third reading
Feb 28, 2019	2nd report cal.
Feb 27, 2019	1st report cal.196
Feb 21, 2019	print number 3692a
Feb 21, 2019	amend and recommit to labor
Feb 12, 2019	referred to labor

Votes

- Feb 27, 2019 - Labor Committee Vote
  S3692A
  
  8
  
  Aye
  
  3
  
  Nay
  
  2
  
  Aye with Reservations
  
  0
  
  Absent
  
  0
  
  Excused
  
  0
  
  Abstained
  - - Labor Committee Vote: Feb 27, 2019
      
      aye (8)
      
      Gounardes
      
      Jackson
      
      Martinez
      
      Mayer
      
      Persaud
      
      Ramos
      
      Robach
      
      Sanders Jr.
      
      nay (3)
      
      Akshar
      
      Gallivan
      
      Savino
      
      aye wr (2)
      
      Funke
      
      Lanza

Bill Amendments

Original

A (Active)

2019-S3692 - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §194-a, Lab L
Versions Introduced in 2017-2018 Legislative Session:: S6737

2019-S3692 - Summary

Prohibits employers from seeking salary history from prospective employees; establishes a public awareness campaign.

2019-S3692 - Sponsor Memo

                                
 
BILL NUMBER: S3692

SPONSOR: CARLUCCI
 
TITLE OF BILL:

An act to amend the labor law, in relation to prohibiting wage or salary
history inquiries

 
PURPOSE:

In order to achieve fair pay for all, policymakers must enact laws that
prevent wage discrimination. This bill would make it unlawful to ask
prospective employees for wage or salary history'as a requirement for a
job interview, job application, job offer, or promotion.

 
SUMMARY OF SPECIFIC PROVISIONS:

Section 1 - The labor law is amended by adding a new section 194-a
prohibiting employers from requesting, requiring, or seeking a current
or prospective employee's salary or wage history as a condition of
employment, a condition to receive an interview, a condition of an offer

of employment, a condition for continued employment or promotion. In
addition, employers would also be prohibited from relying on salary or
wage history in determining the wages or salary of a prospective employ-
ee.

This section also prohibits retaliation by an employer against a
prospective employee based on the employee's refusal to provide salary
or wage history, as well as retaliation against a prospective, future or
former employee based on filing a complaint with the Department of Labor
alleging a violation of this section.

This section also states that a prospective employee may voluntarily
disclose salary or wage history, and provides that a prospective employ-
er may confirm salary history only if the prospective employee provides
prior wage information.

The term employer is defined for purposes of this section to include all
private employers, including but not limited to, labor organizations,
associations, limited liability corporations, trade organizations,
persons, and all governmental and public employers.

Remedies including civil and administrative penalties are provided for
violations of this section, and it clarifies that an aggrieved employee
may bring a civil action in a court of competent jurisdiction.

The department of labor shall conduct a public awareness campaign to
inform employers and the public of this section.

Section 2 - Provides for the effective date.

 
JUSTIFICATION:

It is time to prohibit employers from seeking salary history from
prospective employees.

This tactic is used by employers to justify their lower pay rate and/or
marginal pay increase for employees. This practice is a root cause of
continued wage inequality.
Banning this practice should be the first step in enforcing equal pay
laws passed by the federal government almost 50 years ago.

The 1963 Equal Pay Act, the 1964 Civil Rights Act and the Lilly Ledbet-
ter Fair Pay Act of 2009 established the legal right for equal pay for
equal work. Yet women and minorities are still subjected to wage gaps.

In order to achieve fair pay, policymakers must enact laws that prevent
wage discrimination.

 
PRIOR LEGISLATIVE HISTORY:

2017-18: S6737-a/A2040-c - LABOR/passed assembly

 
FISCAL IMPLICATIONS FOR STATE AND LOCAL GOVERNMENT:

None.

 
EFFECTIVE DATE:
This act shall take effect on the one hundred eightieth day after 17 it
shall have become a law.

2019-S3692 - Bill Text download pdf

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                   3692
 
                        2019-2020 Regular Sessions
 
                             I N  S E N A T E
 
                             February 12, 2019
                                ___________
 
 Introduced  by Sen. CARLUCCI -- read twice and ordered printed, and when
   printed to be committed to the Committee on Labor
 
 AN ACT to amend the labor law, in relation to prohibiting wage or salary
   history inquiries
 
   THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND  ASSEM-
 BLY, DO ENACT AS FOLLOWS:

   Section  1.  The labor law is amended by adding a new section 194-a to
 read as follows:
   § 194-A. WAGE OR SALARY HISTORY INQUIRIES PROHIBITED. 1.  NO  EMPLOYER
 SHALL:
   A.  RELY  ON  THE  WAGE OR SALARY HISTORY OF A PROSPECTIVE EMPLOYEE IN
 DETERMINING THE WAGES OR SALARY FOR SUCH INDIVIDUAL.
   B. ORALLY OR IN WRITING SEEK, REQUEST, OR REQUIRE THE WAGE  OR  SALARY
 HISTORY  FROM  A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE AS A
 CONDITION TO BE INTERVIEWED, OR AS  A  CONDITION  OF  CONTINUING  TO  BE
 CONSIDERED  FOR  AN OFFER OF EMPLOYMENT, OR AS A CONDITION OF EMPLOYMENT
 OR PROMOTION.
   C. ORALLY OR IN WRITING SEEK, REQUEST, OR REQUIRE THE WAGE  OR  SALARY
 HISTORY  OF  A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE FROM A
 CURRENT OR FORMER EMPLOYER EXCEPT AS PROVIDED IN  SUBDIVISION  THREE  OF
 THIS SECTION.
   D.  REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR OTHERWISE
 RETALIATE AGAINST A PROSPECTIVE EMPLOYEE OR CURRENT OR  FORMER  EMPLOYEE
 BASED UPON PRIOR WAGE OR SALARY HISTORY.
   E.  REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR OTHERWISE
 RETALIATE AGAINST A PROSPECTIVE EMPLOYEE BECAUSE THE PROSPECTIVE EMPLOY-
 EE OR CURRENT OR FORMER EMPLOYEE DID NOT PROVIDE WAGE OR SALARY  HISTORY
 IN ACCORDANCE WITH THIS SECTION.
   F.  REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR OTHERWISE
 RETALIATE AGAINST A PROSPECTIVE EMPLOYEE OR CURRENT OR  FORMER  EMPLOYEE
 
  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD06440-01-9

 S. 3692                             2
 
 BECAUSE  THE  PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE FILED A
 COMPLAINT WITH THE DEPARTMENT ALLEGING A VIOLATION OF THIS SECTION.
   2.  NOTHING  IN  THIS  SECTION SHALL PREVENT A PROSPECTIVE EMPLOYEE OR
 CURRENT OR FORMER EMPLOYEE FROM VOLUNTARILY DISCLOSING  WAGE  OR  SALARY
 HISTORY,  INCLUDING  BUT  NOT LIMITED TO FOR THE PURPOSES OF NEGOTIATING
 WAGES OR SALARY.
   3. A PROSPECTIVE EMPLOYER MAY CONFIRM WAGE OR SALARY HISTORY  ONLY  IF
 AT  THE  TIME  AN  OFFER  OF  EMPLOYMENT  WITH COMPENSATION IS MADE, THE
 PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE RESPONDS TO THE OFFER
 BY PROVIDING PRIOR WAGE  INFORMATION  TO  SUPPORT  A  WAGE  HIGHER  THAN
 OFFERED BY THE EMPLOYER.
   4.  FOR THE PURPOSES OF THIS SECTION, "EMPLOYER" SHALL INCLUDE BUT NOT
 BE LIMITED TO ANY PERSON, CORPORATION, LIMITED LIABILITY COMPANY,  ASSO-
 CIATION,  LABOR  ORGANIZATION, OR ENTITY EMPLOYING ANY INDIVIDUAL IN ANY
 OCCUPATION, INDUSTRY, TRADE, BUSINESS OR SERVICE. FOR  THE  PURPOSES  OF
 THIS SECTION, THE TERM "EMPLOYER" SHALL INCLUDE THE STATE, ANY POLITICAL
 SUBDIVISION  THEREOF,  ANY  PUBLIC  AUTHORITY  OR ANY OTHER GOVERNMENTAL
 ENTITY OR INSTRUMENTALITY THEREOF, AND ANY PERSON, CORPORATION,  LIMITED
 LIABILITY  COMPANY, ASSOCIATION OR ENTITY ACTING AS AN EMPLOYMENT AGENT,
 RECRUITER,  OR  OTHERWISE  CONNECTING  PROSPECTIVE  EMPLOYEES  AND  WITH
 EMPLOYERS.
   5.  (A)  IF THE COMMISSIONER FINDS, AFTER NOTICE AND AN OPPORTUNITY TO
 BE HEARD, THAT AN EMPLOYER HAS VIOLATED THE PROVISIONS OF THIS  SECTION,
 THE  COMMISSIONER  MAY BY AN ORDER WHICH SHALL DESCRIBE PARTICULARLY THE
 NATURE OF THE VIOLATION, ASSESS A CIVIL PENALTY OF  NOT  MORE  THAN  ONE
 THOUSAND  DOLLARS  FOR THE FIRST SUCH VIOLATION, NOT MORE THAN TWO THOU-
 SAND DOLLARS FOR A SECOND VIOLATION AND NOT  MORE  THAN  THREE  THOUSAND
 DOLLARS  FOR A THIRD OR SUBSEQUENT VIOLATION. SUCH PENALTY SHALL BE PAID
 TO THE COMMISSIONER FOR DEPOSIT IN THE TREASURY OF THE STATE. IN ASSESS-
 ING THE AMOUNT OF THE PENALTY, THE COMMISSIONER SHALL GIVE DUE CONSIDER-
 ATION TO THE SIZE OF THE EMPLOYER'S BUSINESS,  THE  GOOD  FAITH  OF  THE
 EMPLOYER,  THE  GRAVITY  OF  THE  VIOLATION, AND THE HISTORY OF PREVIOUS
 VIOLATIONS.
   (B) A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE AGGRIEVED  BY
 A  VIOLATION  OF  THIS SECTION MAY BRING A CIVIL ACTION FOR COMPENSATION
 FOR ANY DAMAGES SUSTAINED AS A RESULT OF SUCH  VIOLATION  ON  BEHALF  OF
 SUCH  EMPLOYEE,  OTHER PERSONS SIMILARLY SITUATED, OR BOTH, IN ANY COURT
 OF COMPETENT JURISDICTION. THE COURT MAY AWARD INJUNCTIVE RELIEF AS WELL
 AS REASONABLE ATTORNEYS' FEES TO A PLAINTIFF WHO  PREVAILS  IN  A  CIVIL
 ACTION BROUGHT UNDER THIS PARAGRAPH.
   6.  PROSPECTIVE  EMPLOYEES,  OR  CURRENT OR FORMER EMPLOYEES, MAY SEEK
 ENFORCEMENT OF THE PROVISIONS OF THIS  SECTION,  INCLUDING  PURSUANT  TO
 SECTION ONE HUNDRED NINETY-EIGHT OF THIS ARTICLE.
   7.  THE DEPARTMENT SHALL CONDUCT A PUBLIC AWARENESS OUTREACH CAMPAIGN,
 WHICH SHALL INCLUDE MAKING INFORMATION AVAILABLE  ON  ITS  WEBSITE,  AND
 OTHERWISE INFORMING EMPLOYERS OF THE PROVISIONS OF THIS SECTION.
   § 2. This act shall take effect on the one hundred eightieth day after
 it shall have become a law.

co-Sponsors

View additional co-sponsors

2019-S3692A (ACTIVE) - Details

Current Committee:: Senate Labor
Law Section:: Labor Law
Laws Affected:: Add §194-a, Lab L
Versions Introduced in 2017-2018 Legislative Session:: S6737

2019-S3692A (ACTIVE) - Summary

Prohibits employers from seeking salary history from prospective employees; establishes a public awareness campaign.

2019-S3692A (ACTIVE) - Sponsor Memo

                                
 
BILL NUMBER: S3692A

SPONSOR: CARLUCCI
 
TITLE OF BILL:

An act to amend the labor law, in relation to prohibiting wage or salary
history inquiries

 
PURPOSE:

In order to achieve fair pay for all, policymakers must enact laws that
prevent wage discrimination. This bill would make it unlawful to ask
prospective employees for wage or salary history as a requirement for a
job interview, job application, job offer, or promotion.

 
SUMMARY OF SPECIFIC PROVISIONS:

Section 1 - The labor law is amended by adding a new section 194-a
prohibiting employers from requesting, requiring, or seeking a current
or prospective employee's salary or wage history as a condition of
employment, a condition to receive an interview, a condition of an offer

of employment, a condition for continued employment or promotion. In
addition, employers would also be prohibited from relying on salary or
wage history in determining the wages or salary of a prospective employ-
ee.

This section also prohibits retaliation by an employer against a
prospective employee based on the employee's refusal to provide salary
or wage history, as well as retaliation against a prospective, future or
former employee based on filing a complaint with the Department of Labor
alleging a violation of this section.

This section also states that a prospective employee may voluntarily
disclose salary or wage history, and provides that a prospective employ-
er may confirm salary history only if the prospective employee provides
prior wage information.

The term employer is defined for purposes of this section to include all
private employers, including but not limited to, labor organizations,
associations, limited liability corporations, trade organizations,
persons, and all governmental and public employers.

Remedies including civil and administrative penalties are provided for
violations of this section, and it clarifies that an aggrieved employee
may bring a civil action in a court of competent jurisdiction.

The department of labor shall conduct a public awareness campaign to
inform employers and the public of this section.

Section 2 - Provides for the effective date.

 
JUSTIFICATION:

It is time to prohibit employers from seeking salary history from
prospective employees.

This tactic is used by employers to justify their lower pay rate and/or
marginal pay increase for employees. This practice is a root cause of
continued wage inequality.
Banning this practice should be the first step in enforcing equal pay
laws passed by the federal government almost 50 years ago.  The 1963
Equal Pay Act, the 1964 Civil Rights Act and the Lilly Ledbetter Fair
Fay Act of 2009 established the legal right for equal pay for equal
work. Yet women and minorities are still subjected to wage gaps.

In order to achieve fair pay, policymakers must enact laws that prevent
wage discrimination.

 
PRIOR LEGISLATIVE HISTORY:

2017-18: S6737-a/A2040-c - LABOR/passed assembly

 
FISCAL IMPLICATIONS FOR STATE AND LOCAL GOVERNMENT:

None.

 
EFFECTIVE DATE:
This act shall take effect on the one hundred eightieth day after 17 it
shall have become a law.

2019-S3692A (ACTIVE) - Bill Text download pdf

                            
 
                     S T A T E   O F   N E W   Y O R K
 ________________________________________________________________________
 
                                  3692--A
 
                        2019-2020 Regular Sessions
 
                             I N  S E N A T E
 
                             February 12, 2019
                                ___________
 
 Introduced  by Sen. CARLUCCI -- read twice and ordered printed, and when
   printed to be  committed  to  the  Committee  on  Labor  --  committee
   discharged, bill amended, ordered reprinted as amended and recommitted
   to said committee
 
 AN ACT to amend the labor law, in relation to prohibiting wage or salary
   history inquiries

   THE  PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM-
 BLY, DO ENACT AS FOLLOWS:
 
   Section 1. The labor law is amended by adding a new section  194-a  to
 read as follows:
   §  194-A.  WAGE OR SALARY HISTORY INQUIRIES PROHIBITED. 1. NO EMPLOYER
 SHALL:
   A. RELY ON THE WAGE OR SALARY HISTORY OF  A  PROSPECTIVE  EMPLOYEE  IN
 DETERMINING THE WAGES OR SALARY FOR SUCH INDIVIDUAL.
   B.  ORALLY  OR IN WRITING SEEK, REQUEST, OR REQUIRE THE WAGE OR SALARY
 HISTORY FROM A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE  AS  A
 CONDITION  TO  BE  INTERVIEWED,  OR  AS  A CONDITION OF CONTINUING TO BE
 CONSIDERED FOR AN OFFER OF EMPLOYMENT, OR AS A CONDITION  OF  EMPLOYMENT
 OR PROMOTION.
   C.  ORALLY  OR IN WRITING SEEK, REQUEST, OR REQUIRE THE WAGE OR SALARY
 HISTORY OF A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE  FROM  A
 CURRENT  OR  FORMER  EMPLOYER EXCEPT AS PROVIDED IN SUBDIVISION THREE OF
 THIS SECTION.
   D. REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR  OTHERWISE
 RETALIATE  AGAINST  A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE
 BASED UPON PRIOR WAGE OR SALARY HISTORY.
   E. REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR  OTHERWISE
 RETALIATE AGAINST A PROSPECTIVE EMPLOYEE BECAUSE THE PROSPECTIVE EMPLOY-
 EE  OR CURRENT OR FORMER EMPLOYEE DID NOT PROVIDE WAGE OR SALARY HISTORY
 IN ACCORDANCE WITH THIS SECTION.

  EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
                       [ ] is old law to be omitted.
                                                            LBD06440-02-9

 S. 3692--A                          2
 
   F. REFUSE TO INTERVIEW, HIRE, PROMOTE, OTHERWISE EMPLOY, OR  OTHERWISE
 RETALIATE  AGAINST  A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE
 BECAUSE THE PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE  FILED  A
 COMPLAINT WITH THE DEPARTMENT ALLEGING A VIOLATION OF THIS SECTION.
   2.  NOTHING  IN  THIS  SECTION SHALL PREVENT A PROSPECTIVE EMPLOYEE OR
 CURRENT OR FORMER EMPLOYEE FROM VOLUNTARILY DISCLOSING  WAGE  OR  SALARY
 HISTORY,  INCLUDING  BUT  NOT LIMITED TO FOR THE PURPOSES OF NEGOTIATING
 WAGES OR SALARY.
   3. A PROSPECTIVE EMPLOYER MAY CONFIRM WAGE OR SALARY HISTORY  ONLY  IF
 AT  THE  TIME  AN  OFFER  OF  EMPLOYMENT  WITH COMPENSATION IS MADE, THE
 PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE RESPONDS TO THE OFFER
 BY PROVIDING PRIOR WAGE  INFORMATION  TO  SUPPORT  A  WAGE  HIGHER  THAN
 OFFERED BY THE EMPLOYER.
   4.  FOR THE PURPOSES OF THIS SECTION, "EMPLOYER" SHALL INCLUDE BUT NOT
 BE LIMITED TO ANY PERSON, CORPORATION, LIMITED LIABILITY COMPANY,  ASSO-
 CIATION,  LABOR  ORGANIZATION, OR ENTITY EMPLOYING ANY INDIVIDUAL IN ANY
 OCCUPATION, INDUSTRY, TRADE, BUSINESS OR SERVICE. FOR  THE  PURPOSES  OF
 THIS SECTION, THE TERM "EMPLOYER" SHALL INCLUDE THE STATE, ANY POLITICAL
 SUBDIVISION  THEREOF,  ANY  PUBLIC  AUTHORITY  OR ANY OTHER GOVERNMENTAL
 ENTITY OR INSTRUMENTALITY THEREOF, AND ANY PERSON, CORPORATION,  LIMITED
 LIABILITY  COMPANY, ASSOCIATION OR ENTITY ACTING AS AN EMPLOYMENT AGENT,
 RECRUITER,  OR  OTHERWISE  CONNECTING  PROSPECTIVE  EMPLOYEES  AND  WITH
 EMPLOYERS.
   5.  (A)  IF THE COMMISSIONER FINDS, AFTER NOTICE AND AN OPPORTUNITY TO
 BE HEARD, THAT AN EMPLOYER HAS VIOLATED THE PROVISIONS OF THIS  SECTION,
 THE  COMMISSIONER  MAY BY AN ORDER WHICH SHALL DESCRIBE PARTICULARLY THE
 NATURE OF THE VIOLATION, ASSESS A CIVIL PENALTY OF  NOT  MORE  THAN  ONE
 THOUSAND  DOLLARS  FOR THE FIRST SUCH VIOLATION, NOT MORE THAN TWO THOU-
 SAND DOLLARS FOR A SECOND VIOLATION AND NOT  MORE  THAN  THREE  THOUSAND
 DOLLARS  FOR A THIRD OR SUBSEQUENT VIOLATION. SUCH PENALTY SHALL BE PAID
 TO THE COMMISSIONER FOR DEPOSIT IN THE TREASURY OF THE STATE. IN ASSESS-
 ING THE AMOUNT OF THE PENALTY, THE COMMISSIONER SHALL GIVE DUE CONSIDER-
 ATION TO THE SIZE OF THE EMPLOYER'S BUSINESS,  THE  GOOD  FAITH  OF  THE
 EMPLOYER,  THE  GRAVITY  OF  THE  VIOLATION, AND THE HISTORY OF PREVIOUS
 VIOLATIONS.
   (B) A PROSPECTIVE EMPLOYEE OR CURRENT OR FORMER EMPLOYEE AGGRIEVED  BY
 A  VIOLATION  OF  THIS SECTION MAY BRING A CIVIL ACTION FOR COMPENSATION
 FOR ANY DAMAGES SUSTAINED AS A RESULT OF SUCH  VIOLATION  ON  BEHALF  OF
 SUCH  EMPLOYEE,  OTHER PERSONS SIMILARLY SITUATED, OR BOTH, IN ANY COURT
 OF COMPETENT JURISDICTION. THE COURT MAY AWARD INJUNCTIVE RELIEF AS WELL
 AS REASONABLE ATTORNEYS' FEES TO A PLAINTIFF WHO  PREVAILS  IN  A  CIVIL
 ACTION BROUGHT UNDER THIS PARAGRAPH.
   6.  PROSPECTIVE  EMPLOYEES,  OR  CURRENT OR FORMER EMPLOYEES, MAY SEEK
 ENFORCEMENT OF THE PROVISIONS OF THIS  SECTION,  INCLUDING  PURSUANT  TO
 SECTION ONE HUNDRED NINETY-EIGHT OF THIS ARTICLE.
   7.  THE DEPARTMENT SHALL CONDUCT A PUBLIC AWARENESS OUTREACH CAMPAIGN,
 WHICH SHALL INCLUDE MAKING INFORMATION AVAILABLE  ON  ITS  WEBSITE,  AND
 OTHERWISE INFORMING EMPLOYERS OF THE PROVISIONS OF THIS SECTION.
   8.  THIS  SECTION SHALL NOT APPLY TO ANY ACTIONS TAKEN BY AN EMPLOYER,
 EMPLOYMENT AGENCY, OR EMPLOYEE OR AGENT THEREOF PURSUANT TO ANY FEDERAL,
 STATE, OR LOCAL LAW  OR  REGULATION  THAT  SPECIFICALLY  AUTHORIZES  THE
 DISCLOSURE  OR VERIFICATION OF SALARY HISTORY INFORMATION FOR EMPLOYMENT
 PURPOSES, OR SPECIFICALLY REQUIRES KNOWLEDGE OF SALARY HISTORY  INFORMA-
 TION TO DETERMINE AN EMPLOYEE'S COMPENSATION.

 S. 3692--A                          3
 
   9. THE PROVISIONS OF THIS SECTION SHALL NOT BE CONSTRUED TO PREEMPT OR
 SUPERSEDE  ANY  LOCAL LAW, THE PROVISIONS OF WHICH ARE NO LESS STRINGENT
 OR RESTRICTIVE THAN THE PROVISIONS OF THIS SECTION.
   § 2. This act shall take effect on the one hundred eightieth day after
 it shall have become a law.

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Senate Bill S3692A

Sponsored By

Archive: Last Bill Status - In Senate Committee Labor Committee

Feb 27, 2019 - Labor Committee Vote

Labor Committee Vote: Feb 27, 2019

Bill Amendments

2019-S3692 - Details

2019-S3692 - Summary

2019-S3692 - Sponsor Memo

2019-S3692 - Bill Text download pdf

co-Sponsors

2019-S3692A (ACTIVE) - Details

2019-S3692A (ACTIVE) - Summary

2019-S3692A (ACTIVE) - Sponsor Memo

2019-S3692A (ACTIVE) - Bill Text download pdf

Comments

Senate Bill S3692A

Share this bill

Sponsored By

Archive: Last Bill Status - In Senate Committee Labor Committee

Bill Amendments

2019-S3692 - Details

2019-S3692 - Summary

2019-S3692 - Sponsor Memo

2019-S3692 - Bill Text download pdf

co-Sponsors

2019-S3692A (ACTIVE) - Details

2019-S3692A (ACTIVE) - Summary

2019-S3692A (ACTIVE) - Sponsor Memo

2019-S3692A (ACTIVE) - Bill Text download pdf

Comments