Michigan salary range o2j6/20/2023 Employers should also consider training hiring managers, talent acquisition, and human resources employees on the amendments. Nevada employers should review their personnel practices to ensure that they have a system in place for timely responding to applicant and employee requests for wage or salary range or rate information. In addition, a court may award an employee the same legal or equitable relief that may be awarded to a person pursuant to Title VII of the Civil Rights Act of 1964, if the employee is protected by Title VII. The Labor Commissioner may also recover any costs associated with the proceeding (including attorney’s fees). That is, in addition to any other remedy or penalty, the Labor Commissioner may impose an administrative penalty of not more than $5,000 for each violation against the violating employer or staffing agency. Under the law, employers may be subject to administrative penalties. A person may file a complaint with the Labor Commissioner and upon receipt of a right-to-sue notice, may bring a civil action in district court against the alleged violating party. There is a private enforcement mechanism discussed in the statute. ”Īn “employment agency” means “any person regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer.” The statute also separately specifies that the above requirements do not apply to “ny employer with respect to employment outside. The law defines an “employer” as a public or private employer in the State of Nevada. The above requirements apply to private employers and employment agencies. Quite the opposite, the law explicitly provides that an employer may ask for such information. That said, nothing in the Nevada law prohibits an employer from asking prospective employees about their wage or salary expectations. This makes Nevada’s salary history ban law one of the more onerous salary history bans. The Nevada law, similar to the salary history ban in Illinois, does not allow employers to consider or rely on the voluntary disclosures as a factor in determining whether to offer a job applicant employment or making an offer of compensation. Unlike many salary history bans, the Nevada law does not provide an exception for relying on information voluntarily disclosed by an applicant. The term incudes, without limitation, any compensation and benefits received by the applicant from his or her current or former employer.” “Wage or salary history” is defined as “the wages or salary paid to an applicant for employment by the current or former employer of the applicant.
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