2019 -- H 5659

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LC001637

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     STATE OF RHODE ISLAND

IN GENERAL ASSEMBLY

JANUARY SESSION, A.D. 2019

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A N   A C T

RELATING TO LABOR AND LABOR RELATIONS -- FAIR EMPLOYMENT PRACTICES

     

     Introduced By: Representatives Donovan, Blazejewski, Ranglin-Vassell, Craven, and
Casimiro

     Date Introduced: February 27, 2019

     Referred To: House Labor

     It is enacted by the General Assembly as follows:

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     SECTION 1. Legislative findings and intent. It is the intent of the general assembly to

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combat wage discrimination based on race or color, religion, sex, sexual orientation, gender

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identity or expression, disability, age, or country of ancestral origin by strengthening and closing

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gaps in existing wage discrimination laws.

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     SECTION 2. Sections 28-6-17, 28-6-18, 28-6-19, 28-6-20 and 28-6-21 of the General

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Laws in Chapter 28-6 entitled "Wage Discrimination Based on Sex" are hereby amended to read

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as follows:

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     28-6-17. Definitions.

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     As used in this chapter:

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     (a) "Age" means anyone who is at least forty (40) years of age.

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     (b) "Comparable work" means work that requires comparable skill, effort, and

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responsibility, and is performed under similar working conditions.

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     (a)(c) "Director" means the director of labor and training.

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     (b)(d) "Employee" as used in §§ 28-6-17 -- 28-6-21 means any person employed for hire

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by any employer in any lawful employment, but does not include persons engaged in domestic

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service in the home of the employer, or employees of any social club, fraternal, charitable,

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educational, religious, scientific, or literary association, no part of the net earnings of which

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inures to the benefit of any private individual. who works in the service of an employer under an

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express or implied contract of hire, when an employer has the right to control the details of work

 

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performance.

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     (c)(e) "Employer" includes any person acting in the interest of an employer directly or

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indirectly.

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     (d)(f) "Employment" means any employment under contract of hire, expressed or

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implied, written or oral, including all contracts entered into by helpers and assistants of

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employees, whether paid by employer or employee, if employed with the knowledge, actual or

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constructive, of the employer in which all or the greater part of the work is to be performed

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within the state.

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     (g) "Fair-pay analysis" means an evaluation process to assess and correct wage disparities

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among employees who perform comparable work.

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     (h) "Occurrence of discriminatory practice" means when a discriminatory compensation

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decision or other practice is adopted; when an individual becomes subject to a discriminatory

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compensation decision or other practice; or when an individual is affected by the application of a

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discriminatory compensation decision or other practice.

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     (i) "Wage" means all amounts at which the labor or service rendered is recompensed,

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whether the amount is fixed or ascertained on a time, task, piece, commission basis, or other

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method of calculating the amount, and includes benefits.

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     (j) "Wage history" means the wages paid to an applicant for employment by the

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applicant's current employer and/or previous employer or employers.

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     (k) "Wage range" means the lower and upper bounds that an employer is willing to pay

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an applicant for employment or does pay an employee.

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     28-6-18. Wage differentials based on sex prohibited. Wage differentials based on

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protected characteristics prohibited.

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     (a) No employer shall discriminate in the payment of wages as between the sexes or shall

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pay any female in his or her employ salary or wage rates less than the rates paid to male

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employees for equal work or work on the same operations. pay any of its employees at a wage

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rate less than the rate paid to employees of another race or color, religion, sex, sexual orientation,

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gender identity or expression, disability, age, country of ancestral origin, or any other

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characteristics enumerated in § 28-5-5, for comparable work, except where the employer meets

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the standards set forth in subsection (b) of this section.

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     (b) Nothing contained in this section shall prohibit a variation in rates of pay based upon

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either difference in:

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     (1) Seniority, experience, training, skill, or ability;

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     (2) Duties and services performed, either regularly or occasionally;

 

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     (3) The shift or time of day worked; or

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     (4) Availability for other operations or any other reasonable differentiation except

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difference in sex.

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     (c) Except as provided in this section, any provision in any contract, agreement, or

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understanding entered into after passage of this act establishing a variation in rates of pay as

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between the sexes, shall be null and void.

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     (b) A wage differential is permitted when the employer demonstrates that:

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     (1) The systems are fair and are not being used as a pretext for an unlawful wage

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differential;

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     (2) The differential is based upon one or more of the following factors:

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     (i) A seniority system; provided, however, that time spent on leave due to a pregnancy­

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related condition or parental, family and medical leave shall not reduce seniority;

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     (ii) A merit system;

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     (iii) A system that measures earnings by quantity or quality of production; or

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     (iv) A bona fide factor, other than those characteristics identified in § 28-6-18(a), such as

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education, training, or experience; work-related travel, if the travel is regular and a business

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necessity; or reasonable shift differentials, which is not based upon or derived from a differential

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in compensation based on characteristics identified in § 28-6-18(a); which is job-related with

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respect to the position in question; and which is consistent with business necessity. This factor

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shall not apply if the employee demonstrates that an alternative business practice exists that

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would serve the same business purpose without producing the wage differential and that the

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employer has refused to adopt such alternative practice;

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     (3) Each factor is relied upon reasonably; and

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     (4) The factor or factors relied upon account for the entire wage differential.

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     (c) An individual's wage history cannot, by itself, justify an otherwise unlawful wage

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differential.

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     (d) An employer who discriminates in violation of this section shall not, in order to

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comply with the provisions of this section, reduce the wage rate of any employee.

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     (e) The agreement of an employee to work for less than the wage to which the employee

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is entitled under this chapter is not a defense to an action under this chapter.

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     (f) No employer shall prohibit an employee from inquiring about, discussing, or

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disclosing the wages of such employee or another employee, or retaliate against an employee who

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engages in such activities. No employer shall require an employee to enter into a waiver or other

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agreement that purports to deny an employee the right to disclose or discuss his or her wages. No

 

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employer shall prohibit an employee from aiding or encouraging any other employee to exercise

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his or her rights under this subsection:

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     (1) Nothing in this subsection shall require an employee to disclose his or her wages;

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     (2) Nothing in this subsection shall be construed to limit the rights of an employee

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provided by any other provision of law or collective bargaining agreement.

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     (g) No employer shall discharge or in any other manner discriminate or retaliate against

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any applicant for employment or employee because the applicant or employee has opposed a

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practice made unlawful by this chapter or because the applicant or employee has made a charge

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or filed any complaint with the employer, the director of labor and training, or any other person,

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under or related to §§ 28-6-17 through 28-6-21; has instituted or caused to be instituted any

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investigation, proceeding, hearing, or any action under or related to §§ 28-6-17 through 28-6-21;

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has testified or is planning to testify; or has assisted or participated in any manner in any such

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investigation, proceeding, or hearing under §§ 28-6-17 through 28-6-21. No employer shall

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coerce, intimidate, threaten, or interfere with any individual in the exercise or enjoyment of, or on

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account of their having exercised or enjoyed, or on account of their having aided or encouraged

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any other individual in the exercise or enjoyment of, any right granted or protected by §§ 28- 6-17

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through 28-6-21.

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     (h) Except as provided in this section, any provision in any contract entered into after

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passage of this chapter establishing a variation in rates of pay based on the characteristics

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identified by § 28-6-18(a) shall be null and void.

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     (i) Every employer subject to this chapter shall post, in a conspicuous place or places on

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its premises, a notice to be prepared or approved by the director which shall set forth excerpts of

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this chapter and any other relevant information which the director deems necessary to explain this

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chapter. Any employer who does not comply with the provisions of this section shall be fined not

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less than one hundred dollars ($100) nor more than five hundred dollars ($500).

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     28-6-19. Enforcement of provisions.

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     (a) The director of labor and training shall have the power and it shall be his or her duty

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to carry out the provisions of §§ 28-6-17 -- 28-6-21.

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     (b) In carrying out these provisions, the director shall have the same powers and duties as

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set forth in chapter 14 of title 28 to investigate, inspect, subpoena, and enforce through

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administrative hearings complaints.

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     (c) The director shall be entitled to the same rights and remedies as set forth in chapter 14

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of title 28 for an employer's effort to obstruct the director and authorized representatives in the

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performance of their duties.

 

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     (d) The department of labor and training and the commission for human rights shall

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cooperate in the investigation of charges filed under this section, when the allegations are within

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the jurisdiction of both agencies.

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     (e) At the request of any party aggrieved by a violation of § 28-6-18, et seq., the director

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of labor and training may take an assignment of the claim in trust for the assigning aggrieved

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party and may bring any legal action necessary to collect the claim. The director of labor and

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training shall not be required to pay the filing fee or other costs in connection with any action.

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The director of labor and training shall have the power to join various claimants against the

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employer, in one cause of action. If the director of labor and training prevails in an enforcement

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action, the aggrieved party shall be awarded damages and the department of labor and training

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shall be awarded penalties in accordance with §§ 28-6-20 and 28-6-21.

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     (f) An applicant for employment, employee, or former employee, for and on behalf of

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themselves and other similarly situated individuals, or any organization representing such an

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applicant, employee, or former employee, aggrieved by a violation of § 28-6-18, et seq., may file

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a complaint with the director of labor and training or may file a civil action in any court of

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competent jurisdiction to obtain relief.

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     (g) An aggrieved applicant for employment, employee, or former employee may not file

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a civil action under this section if they had also filed a complaint with the director of labor and

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training and the director has issued notice of an administrative hearing pursuant to § 28-6-19.

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     (h) The filing of a civil action under this section shall not preclude the director of the

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department of labor and training from investigating the matter and/or referring the matter to the

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attorney general.

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     (i) All claims filed under this chapter shall be filed within three (3) years after there is an

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occurrence of, or the discovery of an occurrence of, a discriminatory practice.

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     (j) All claims under this chapter also include each time wages, benefits, or other

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compensation are paid, resulting in whole or in part from such a decision or other practice.

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     28-6-20. Civil liability of employer for sex differential -- Actions. Liability of

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employer for unlawful wage differentials.

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     An employer who violates the provisions of § 28-6-18 shall be liable to the employee or

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employees affected in the amount of their unpaid wages, and in an additional equal amount of

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liquidated damages. An action to recover the liability may be maintained in any court of

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competent jurisdiction by any one or more employees for and in behalf of himself or herself or

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themselves and other similarly situated employees. At the request of any employee paid less than

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the wage to which he or she is entitled under §§ 28-6-17 -- 28-6-21, the director of labor and

 

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training may take an assignment of the wage claim in trust for the assigning employee and may

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bring any legal action necessary to collect the claim, and the liquidated damages provided for

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above. The director of labor and training shall not be required to pay the filing fee or other costs

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in connection with the action. The director of labor and training shall have the power to join

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various claimants against the employer in one cause of action.

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     (a) An employer who violates §§ 28-6-18(a) through (g) shall be liable for any unpaid

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wages and/or benefits; compensatory damages; liquidated damages in an amount up to three (3)

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times the amount of unpaid wages and/or benefits owed, exclusive of interest; an award of

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appropriate equitable relief, including reinstatement of employment, fringe benefits, and seniority

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rights; and reasonable attorneys' fees, expert fees, and other litigation costs. Where the aggrieved

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party demonstrates that the employer acted with malice or reckless indifference, punitive

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damages may be assessed.

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     (b) An employer who violates § 28-6-18.1 shall be liable for any compensatory damages;

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special damages not to exceed ten thousand dollars ($10,000); an award of appropriate equitable

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relief; reasonable attorneys' fees; and other litigation costs. Where the aggrieved party

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demonstrates that the employer acted with malice or reckless indifference, punitive damages may

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be assessed. If special damages are available, an aggrieved party may only recover compensatory

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damages that exceed the amount of special damages.

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     28-6-21. Penalty for violations.

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     Any employer who violates any provision of §§ 28-6-17 -- 28-6-21, or who discharges or

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in any other manner discriminates against any employee because the employee has made any

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complaint to his or her employer, the director of labor and training, or any other person, or

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instituted or caused to be instituted any proceeding under or related to §§ 28-6-17 -- 28-6-21, or

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has testified or is about to testify in any proceeding, shall, upon conviction, be punished by a fine

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of not more than two hundred dollars ($200) or by imprisonment for not more than six (6)

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months, or by both fine and imprisonment.

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     (a) In addition to any other relief to which any aggrieved party may be entitled for such a

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violation, an employer who violates §§ 28-6-18 or 28-6-18.1 shall be liable for a civil penalty to

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be paid to the department of labor and training. That penalty shall be the greater amount of the

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total back wages due or the following:

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     (1) Two thousand five hundred dollars ($2,500) for a first violation;

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     (2) Three thousand dollars ($3,000) for a second violation; or

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     (3) Five thousand dollars ($5,000) for a third or subsequent violation.

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     (b) In determining the amount of any penalty imposed under this section, the director or

 

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the court shall consider the size of the employer's business, the good faith of the employer, the

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gravity of the violation, the history of previous violations, and whether or not the violation was an

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innocent mistake or willful. The director or the court may consider lowering any penalty imposed

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under this section if the employer demonstrates, by a preponderance of the evidence, that the

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employer:

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     (1) Completed in good faith, within three (3) years prior to the date that the plaintiff filed

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the action, a fair-pay analysis of the employer's pay practices that was reasonable in detail and in

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scope, in light of the size of the employer, and was related to the protected class asserted by the

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plaintiff in the action.

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     (2) Eliminated the wage differentials for the plaintiff and has made reasonable and

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substantial progress toward eliminating wage differentials for the protected class asserted by the

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plaintiff; and

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     (3) Gathered the same wage record data collected at the end of each year by the

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department of labor and training from employers with one hundred (100) or more Rhode Island

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employees.

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     (c) Information that an employer has not completed a fair-pay analysis may not be used

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as evidence of a violation of § 28-6-18 et seq.

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     SECTION 3. Chapter 28-6 of the General Laws entitled "Wage Discrimination Based on

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Sex" is hereby amended by adding thereto the following section:

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     28-6-18.1. Wage history and wage range.

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     (a) No employer shall:

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     (1) Rely on the wage history of an applicant when deciding whether to consider the

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applicant for employment;

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     (2) Require that an applicant's prior wages satisfy minimum or maximum criteria as a

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condition of being considered for employment;

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     (3) Rely on the wage history of an applicant in determining the wages such applicant is to

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be paid by the employer, upon hire; or

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     (4) Seek from an applicant or their current or former employer the wage history of an

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applicant.

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     (b) Provided, however, that after the employer makes an initial offer of employment with

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an offer of compensation to an applicant for employment, an employer may:

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     (1) Rely on wage history to support a wage higher than the wage offered by the

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employer, if wage history is voluntarily provided by the applicant for employment, without

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prompting from the employer;

 

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     (2) Seek to confirm the wage history of the applicant for employment to support a wage

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higher than the wage offered by the employer, when relying on wage history as permitted in

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subsection (b)(1) of this section; and

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     (3) Rely on wage history in these circumstances to the extent that the higher wage does

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not create an unlawful pay differential based on the characteristics identified in § 28-6-18(a).

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     (c) An employer shall provide an applicant for employment the wage range for the

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position for which the applicant is applying upon the earliest of the following: the applicant's

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request; prior to or at the time of inquiring about the applicant's wage expectations; or prior to or

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at the time of providing the applicant an offer of compensation. An employer shall provide an

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employee the wage range for the employee's job title and for comparable jobs upon hire and,

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thereafter, annually and upon request.

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     (d) The department of labor and training may provide guidance to employers for

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determining the information to be provided pursuant to subsection (c) of this section which may

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include definitions.

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     (e) An employer may not refuse to interview, hire, promote, or employ an applicant for

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employment or employee and may not retaliate against that individual because he or she did not

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provide wage history or because he or she requested the wage range for a position in accordance

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with this section.

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     SECTION 4. This act shall take effect on January 1, 2020.

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EXPLANATION

BY THE LEGISLATIVE COUNCIL

OF

A N   A C T

RELATING TO LABOR AND LABOR RELATIONS -- FAIR EMPLOYMENT PRACTICES

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     This act would comprehensively address wage discrimination by expanding employee

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protections and the scope of the remedies available to employees who have experienced wage

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discrimination.

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     This act would take effect on January 1, 2020.

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