|
|
Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Rhode Island Equal Pay Acts: What you need to know

The Rhode Island Equal Pay Law prohibits discrimination in wages on the basis of sex (RI Gen. Laws Sec. 28-6-17 et seq.). The Law also prohibits employers from paying female employees salary or wage rates less than the rates paid to male employees for equal work or work on the same operations. Any contract or agreement that establishes an unlawful variation in pay based on gender is void and unenforceable.
Retaliation prohibited. Employers are prohibited from retaliating against an employee who has made a complaint, started a proceeding, testified or is about to testify, or otherwise exercised his or her rights under the Law (RI Gen. Laws Sec. 28-6-21).
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
The Equal Pay Law does not prohibit wage differentials that are based on:
• Seniority, experience, training, skill, or ability;
• Duties and services performed, either regularly or occasionally;
• Shift or time of day worked;
• Availability for other operations; or
• Any other reasonable differentiation except difference in sex.
The law applies to all employers in the state.
The Equal Pay Law is enforced by the Rhode Island director of labor or by private lawsuit in state court. Employers are liable for damages equal to twice the unpaid wage and criminal penalties in certain instances.
The Rhode Island Fair Employment Practices Act prohibits employers from compensation discrimination based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity or expression, disability, age (40 years of age and older), or country of ancestral origin (RI Gen. Laws Sec. 28-5-1 et seq.). The law applies to all public employers and to private ...

>> Read more about Equal Pay Acts

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Rhode Island Equal Pay Acts Resources

Equal Pay Acts Products

New York Employment Law Update Webinar Recording
BLR Webinar: "New York Employment Law Update: What You Need to Know Now About the State’s Latest Workplace Laws and Regs""
Doing Business in California Virtual Summit Recording
BLR Virtual Summit: "Doing Business in California: What Non-California Employers Need To Know""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!


This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


Download Now!