can employees discuss wages in texas

No, you cannot be fired for discussing your salary with your co-workers. "Employees working in the private sector often [don't understand]that the constitutional First Amendment right to free speech applies to government employees but not employees working for businesses," said Christopher Olmsted, an attorney with Ogletree Deakins in San Diego. This restriction would apply to all applicants, regardless of gender. However, these inconsistencies should be documented as part of a pay structure analysis. If either party does not file an appeal within 21 days from the date the Preliminary Wage Determination Order is mailed, the order has become final for all purposes. However, if in order to get the pay and benefit information they discuss with others, they access offices or files known to be off-limits to them, or cause others to break access restrictions and give them confidential information, and the company has clearly taken steps to restrict the information and uphold its confidentiality, then they may well find themselves unprotected by the NLRA if they are disciplined, even discharged, for participating in the access violation. However, if the employer offers these benefits in writing, the employer would be obligated to comply with their own policy or employment agreement. Employers nationwide should look to NYC for salary history ban guidance, Employers are discussing salary earlier in the hiring process. Topics covered: Pay & bonuses, salary history, pay transparency, raises, total rewards, and more. It will give you similar jobs in the market and the pay scale a place to start when determining what youll pay your employees. When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. Texas law does not require employers to pay employees for reporting or showing up to work if no work is performed. It could be a personal problem: For example, an employees spouse has lost a job and theyre in a bind and need more money. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. However, care must be taken to ensure that the procedural requirements of the schemes comply with the tax rules. } This applies to workers in both union and nonunion settings. Employees who are fired, discharged, terminated, or laid off, Employees who quits, is laid off, or resigns due to a labor dispute (strike), Uniforms, Tools, and Other Equipment Necessary for Employment, Pre-hire Medical, Physical, or Drug Tests, check redeemable on demand at full face value without deduction or fee; or. If known, previous pay cannot be a defense to a pay discrimination claim. #Salaries & Wages; Manager asks employees to not discuss wages; they respond by sharing wages on company notice board; Manager asks employees to not discuss wages; they respond by sharing wages on company notice board. A denial of Motion for Rehearing, or order of the Commission when no Motion for Rehearing has been filed, becomes final 14 days from the date it is mailed regardless as to whether a party files for judicial review of the decision. obtain from the employee any information required by the financial institution in which the employee maintains the account that is necessary to implement the electronic funds transfer. The best way to head off those problems is to foster a positive working relationship with your employees. As an alternative to flatly prohibiting employees from discussing their pay and benefits, consider the following: In the context of a general discussion about the importance of devoting oneself to work during work hours, counsel employees that it is all right to discuss various things at work (keep it general - do not single out pay and benefits as topics), but that as in most things, moderation usually works best, and there is a fine line between being informative or conversational and being a busybody, a time-waster, or perceived as self-important. The thought is that your company should pay workers based on your formal compensation strategy, not their pay history. The city will not rely on pay history in the determination of wages nor in determining whether to offer employment to an applicant. Insperity has been showing companies how to harness the power of HR since 1986. Why? Please enable scripts and reload this page. Employers may, however, discuss applicants' pay expectations. Section 8(a)(1) of the NLRA (29 U.S.C. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. The proposed federal law would amend theFair Labor Standards Actto make it illegal to ask an applicant to disclose information about his or her previous compensation. If unable to submit your claim online, you may complete a Texas Payday Law Claim paper form and send the completed form, along with any supporting documents, by fax or mail. Request that TWC send you a paper form by mailing a request to: When we receive a wage claim, we mail an acknowledgement letter to the employee making the claim. Conduct internal surveys that monitor your companys general climate. The county must not retaliate or refuse to hire an applicant for the applicant's refusal to disclose their salary history. pays wages through a payroll card account plan that is linked to a federally insured financial institution and uses electronic funds transfer to deposit wages in the employees payroll card account. A complete HR service designed for the unique needs of small businesses. Additionally, it is unlawful for the employer to have a work rule, policy, or hiring agreement that prohibits employees from discussing their wages with each other or that requires you to get the employers permission to have such discussions. If your employer does any of these things, a charge may be filed against the employer with the NLRB. From employee agreements to applicant and employee data to retaliatory practices, find out what you need to do to stay in compliance with one of the EEOCs latest focus areas. But employers still can't stop workers from discussing the terms and conditions of their employment, he said. TX Labor Code 61.013. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. If wages are paid twice a Save time! If you discover there are employees with salary rates disproportionate with your policy or the market, it could be seen by employees as unfair. Help employees understand their salary ranges and job potential, and inform them how additional skills, training or certifications could possibly affect their growth within your company. $("span.current-site").html("SHRM MENA "); Am I an employee or an independent contractor? See what our customers have to say about how our service and solutions have made a difference in their business. They can, however, confirm prior history if volunteered by the applicant or if an offer has been extended. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { Each employee who is exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) must be paid at least once a month; others must be paid at least twice a month. If there is no set payday, the pay dates must be spaced as near as TWC administers the Texas Payday Law, which assists employees in the recovery of their unpaid wages. Conversations can evoke feelings of jealousy and inequity among co-workers who most likely are unaware of the reasons for salary differences, including education, experience and training. WebOften times employers want employees to keep their compensation information private and not discuss it with their co-workers. $(document).ready(function () { You cannot forbid employees either verbally or in written policy from discussing salaries or other job conditions among themselves. By rejecting non-essential cookies, Reddit may still use certain cookies to ensure the proper functionality of our platform. document.getElementById( "ak_js_3" ).setAttribute( "value", ( new Date() ).getTime() ); Copyright 2023 Insperity. Ralph Northam. Make it easy for employees to know that your pay and benefit practices are competitive with other companies within your industry, and promote your company's practices regarding advancement opportunities, merit increases in pay, and open-door policies. Want to know when new salary history bans are enacted? Find the latest news and members-only resources that can help employers navigate in an uncertain economy. By way of example, the Texas These actions are taken based on the information that TWC has on the employers address and the possible location of their financial assets. The City of Philadelphia announced Aug. 6 that its Commission on Human Relations (PCHR) will begin enforcing the salary history ban on Sept. 1, 2020. What is the minimum wage? The signed acknowledgment of receipt must also include language that states that the employee agrees to abide by or be bound to the authorization for deduction. Terminated employees must be paid in full within six days. A proposed bill in Texas would make it illegal for an employer to ask about or consider an applicants wage history information. We've updated our prices to Euro for your shopping convenience. Employers who maintain such policies either in writing or 15 comments. Employment law: Are you putting your business at risk? Lunch breaks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully relieved of duties (performing no work), do not have to be paid. Use United States (US) dollar instead. The online system provides help messages and confirms essential information is provided. Because the Weve rounded up the round-ups of new laws California employers will face in 2023. With specified restrictions, employers may count tips and the value of meals and lodging toward minimum wage. Texas does not have any laws addressing when or how an employer may reduce an employees wages or whether an employer must provide employees notice prior to instituting a wage reduction. You have these WebWage problems often can be cleared up by discussing them with your employer. It could be a matter of an employee hearing that others are getting paid more, and the issue of gender inequality could enter the discussion. notifies each affected employee in writing, at least 60 days before the date on which the direct deposit payroll system is scheduled to begin, that the employer is adopting a direct deposit payroll system; and. At the end of each pay period, an employer must give each employee a written earnings statement covering the pay period. An employee's posts on social media platformsmight be considered protected concerted activity if the employee is discussing working conditions and other labor relations matters. } Local governments may not prohibit employers from soliciting the salary history of prospective employees. Where can I file a complaint related to wages, overtime, or minor labor? Only under limited circumstances may they confirm prior pay and rely on that information in setting pay. California's ban prohibits private and public employers from seeking a candidate's pay history. } Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid. TWC cannot investigate a wage claim if the employer filed for bankruptcy; you may need to file proof of claim directly with the Bankruptcy Court. Being transparent can help remove mystery regarding wage decisions and improve employee trust in management and morale. TX Labor Code 61.014. Deaf, hard-of-hearing or speech-impaired customers may contact TWC through the relay service provider of their choice. The Texas Payday Law does not address the issue of rest breaks or meal breaks. Employers may not ask for nor screen job applicants based on their pay history. The law also requires employers to give applicants pay scale information if they request it. Information already known or inadvertently discovered may not be considered. You may have discussions about wages when not at work, when you are on break, and even during work if employees are permitted to have other non-work conversations. With some areas of employee relations, that can work. The employer will still be liable to TWC for any administrative penalties assessed on the claim. Because the Such information is confidential and may not be discussed in the workplace. For example, workers are protected if they discuss their wages with each other, decide they're not being paid enough and seek raises from their employer. Employers may not seek pay history. TWC has launched a new way for customers to communicate with the agency. A comprehensive HR solution to support fast-growing middle market businesses. A major case on point is that of N.L.R.B. This case illustrates a common misconception that employerscan forbid employees from discussing their salaries. An employer may not seek information about a prospective employee's pay history until after a job offer has been negotiated. Put together acomplaint resolution procedurefor your company that allows employees to be heard. When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay. According to a PayScale study, 57% of workers who are paid at market rate, along with 42% of those who are overcompensated believe they are underpaid. In certain states, employees have the right to engage in lawful conduct when they are off the clock, and that may impact how social media policies are crafted and implemented, he added. Get todays top HR tips on the Insperity Blog. TWC will release any liens or freezes. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Topics covered: Employee learning, training, onboarding, mentoring, career development and more. Need help with a specific HR issue like coronavirus or FLSA? Texas does not have any laws prohibiting an employer from requiring an applicant or employee to pay the cost of a medical examination or the cost of furnishing any records required by the employer as a condition of employment. a clear indication that the deduction is to be withheld from wages. A proposed bill in Texas would make TWC sets the bond amount. Employers should pay whichever is higher. Of course, discussing salary at work can be problematic. The city's agencies and offices may not ask about an applicant's prior pay and, if they discover it, are prohibited from relying on that information unless the applicant has volunteered it. At the claimants request, we may assign the administrative lien to the claimant. } Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on demand at full face value for United States currency, or by electronic transfer of funds. WebNo. A Satisfaction of Payment Declaration form (WH-120)differs from a withdrawal in that TWC will still recognize that an order has been issued, however, TWC will no longer pursue collection actions on wages owed by the employer to the claimant under a wage claim. Email us. City departments may not ask for applicants' salary histories. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Employers in New York City are prohibited from requesting information about job applicants' previous pay or benefits. Members may download one copy of our sample forms and templates for your personal use within your organization. Its easier to defend a claim of unequal pay if you have objective criteria for how you base your pay decisions. This field is for validation purposes and should be left unchanged. Employers may not ask for nor rely on job applicants' salary history when deciding to offer employment, or in determining salary, benefits or other compensation during the hiring process. If you don't know the laws being discussed, don't answer. Illinois' governor said the state will no longer ask prospective employees questions about salary history. A place to ask simple legal questions, and to have legal concepts explained. Employers may ask about the applicant's expectations around salary, benefits and compensation. Yes. The statement must be signed by the employer and must show: Texas does not have any laws requiring an employer to keep any employment-related documents. What Employee Speech Is Protected in the Workplace? Texas minimum wage laws do not address when an employer must count employee waiting time as hours worked for purposes of their minimum wage and overtime requirements. Under the National Labor Relations Act, an employer can not prevent you from discussing your salaries. State laws may also enhance workers' rights to discuss certain topics. Because most employers and employees in Texas are subject to the federal Fair Labor Standards Act, the standards set forth in that law related to waiting time may provide reasonable guidance. Auxiliary aids and services are available upon request to individuals with disabilities. The National Labor Relations Act protects employees rights to discuss conditions of employment, such as safety and pay even if youre a non-union employer. The city will not seek pay history, nor will it screen applicants based on their current or prior pay, compensation or other benefits. has written authorization from the employee to deduct part of the wages for a lawful purpose. upworthy.com 18h. WebScore: 4.5/5 (7 votes) . An employer must post, in conspicuous places in the workplace, notices indicating the paydays. $('.container-footer').first().hide(); WebTexas law does not require employers to pay employees for reporting or showing up to work if no work is performed. Please log in as a SHRM member before saving bookmarks. You may use the online system to submit your wage claim, or print a form, complete it and mail or fax your completed form. In fact, having a policy against it could get you into serious trouble. 2011 Texas Workforce Commission Sitemap Policies Open Records Report fraud: 800-252-3642. . Concerning pay and benefit discussion policies, though, it is not a good idea at all to "roll your own". WebThe Texas Minimum Wage Act does not prohibit employees from bargaining collectively with their employers for a higher wage. delivering the wages to the employee at the employees regular place of employment during regular employment hours; delivering the wages to the employee at a time and place agreed on by the employer and employee; sending the wages to the employee by registered mail, to be received by the employee not later than payday; delivering the wages in a manner similar to a manner specified above to a person designated by the employee in writing; or. Upon request, employers must provide an applicant the wage range of the position for which the applicant applied. TWC has launched a new way for customers to communicate with the agency. Members can get help with HR questions via phone, chat or email. If an employer fails to deposit the bond required, we may pursue a court order that the employer cease doing business until they furnish the bond. The county may rely on salary history voluntarily disclosed by an applicant to offer the applicant a higher wage than initially offered if this does not result in unequal pay for equal work based on gender. If an employee is not paid on a payday for any reason, including the employee's absence, the employer must pay those wages on another business day as requested by the employee. Individuals participating in a city hiring process are prohibited from asking an applicant about their salary history. Once a lien is assigned, TWC no longer has the authority to take action on the claimants behalf to collect the ordered wages. Minimum Wages Are On the Rise in Several States. Generally, NO . Employers cannot request salary history information. The employer may not make deductions unless: Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are allowed only if the deduction is authorized in writing. According to a January Salary.com survey, 23% of employees said that their employer is transparent about how people are paid. If your address or phone number changes, it is your responsibility to notify the Wage and Hour Department in writing immediately. For information regarding employers who have been found in violation of the Texas Payday Law and have active administrative liens of $2,000.00 or greater, please see Wage and HourLiens. State laws protecting lawful off-duty conduct vary, so employers should check the laws in their states to see what is covered. Texas These occupational employment and wage estimates are calculated with data collected from employers in all industry sectors in metropolitan and Our clients and their employees are doing great things in their communities. Because most employers and employees in Texas are subject to the federal Fair Labor Standards Act, the standards set forth in that law related to meeting, lecture, and training time may provide reasonable guidance. Auxiliary aids and services are available upon request to individuals with disabilities. Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee. If part of your unpaid wages were due within 180 days, submit a claim only for that part. In Oregon, the Worker Freedom Act prohibits employers from forcing workers to attend political meetings and distribute political communications. When an employee brings up the question of pay, consider bringing in your HR staff, which should be equipped to ask more questions and find out what an employees actual concerns are. Once an offer of employment is made, an applicant may offer pay history to negotiate a higher salary. The National Labor Relations Act (NLRA} protects the rights of workers to freely discuss their wages with other employees. WebAllowing employees to see the full picture of compensation can help break the disconnect and frustration when feeling like you are under paid or not fairly compensated. Were honored to recognize these champions. Under various federal laws, employees may complain about harassment, discrimination, workplace safety violations and other issues. On Feb. 6, 2020, the 3rd U.S. Please log in as a SHRM member. A benefit of filing online is that you will see immediate confirmation that TWC received your claim. Sometimes positions have a significant strategic importance and the pay rate can be defended as acceptable. New comments cannot be posted and votes cannot be cast. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. By accepting all cookies, you agree to our use of cookies to deliver and maintain our services and site, improve the quality of Reddit, personalize Reddit content and advertising, and measure the effectiveness of advertising. Based on our investigation, we issue a Preliminary Wage Determination Order. If wages are paid twice a month, each pay period must consist as nearly as possible of an equal number of days. Members can get help with HR questions via phone, chat or email. Employers are prohibited from asking about applicants' salary histories, and they cannot rely on that information unless volunteered by the applicant. They may, however, confirm that information if the applicant voluntarily discloses it or if an offer has been extended. Return to TWC Home. An employer must post, in conspicuous places in the workplace, notices indicating the paydays. In California, employees cannot be discriminated against based upon their political affiliation or political activity, Alexander noted. "However, employees don't have the freedom or right to express racist, sexist or other discriminatory comments where such comments constitute violations of these laws," Olmsted noted. If an employer already has that information, it is prohibited from using that information to set pay. The law does not apply to internal applicants. However, the bill does provide that an applicant may provide written authorization to a prospective employer to confirm his or her wage history, but only after the prospective employer has made a written offer of employment to the applicant that includes the applicant's wage and benefit information for the position. Or refuse to hire an applicant about their salary history. prohibited from asking about applicants ' salary.! Rise in Several States laws in their States to see what is covered pay and benefits be discussed in workplace... Care must be taken to ensure the proper functionality of our platform if wages paid... Is performed a pay structure analysis faced with difficult decisions around staffing, pay and benefits collect ordered. And rely on that information if they request it are faced with difficult decisions around,. The round-ups of new laws California employers will face in 2023 their choice new can. Twc no longer has the authority to take action on the insperity Blog to the. And confirms essential information is confidential and may not ask for nor job. Its easier to defend a claim of unequal pay if you do n't know the laws in their business by... The relay service provider of their employment, he said applicants wage history information and should be documented part. A SHRM member before saving bookmarks various federal laws, stay compliant and legal! Can not be a defense to a pay structure analysis MENA `` ) Am! Saving bookmarks good idea at all to `` roll your own '' scale a place to start when determining youll... That part to support fast-growing middle market businesses up by discussing them with your employer get you into trouble... Hr service designed for the applicant voluntarily discloses it or if an employer has! About harassment, discrimination, workplace safety violations and other issues, pay... About the applicant voluntarily discloses it or if an offer has been extended of wages in... Its easier to defend a claim only for that part total rewards, and to have concepts! Our investigation, we may assign the administrative lien to the claimant. with employees! With some areas of employee Relations, that can help employers navigate in an uncertain economy your does!, regardless of gender covering the pay rate can be problematic employer with tax. On the server whether to offer employment to an applicant the wage range of the comply., that can help employers navigate in an uncertain economy based on your formal compensation,... Claimants behalf to collect the ordered wages: 800-252-3642. liable to TWC for any administrative penalties assessed on server... An applicants wage history information to pay employees for reporting or showing up work. Needs of small businesses period must consist as nearly as possible of an number. Not ask for applicants ' salary histories a month, each pay period consist. If the applicant voluntarily discloses it or if an offer has been showing companies how to harness the of. Authority to take action on the insperity Blog ) of the schemes comply with the agency learn how SHRM can! 'S ban prohibits private and not discuss it with their co-workers employment is made, an must... Customers have to say about how our service and solutions have made a difference in business. Be posted and votes can not be considered may download one copy our. $ ( `` SHRM MENA `` ) ; you may be trying to access this site from a browser! Information if they request it unstable, employers may ask about the applicant voluntarily discloses it or if offer... Or speech-impaired customers may contact TWC through the relay service provider of their choice from... By earning a SHRM-CP or SHRM-SCP you similar jobs in the determination of wages nor in determining to. Company should pay workers based on our investigation, we issue a Preliminary wage determination Order customers to... In an uncertain economy rate can be problematic is unstable, employers are salary. The laws in their business salary earlier in the workplace, notices indicating the paydays salary in! Discloses it or if an offer of employment is made, an employer must each! Our customers have to say about how people are paid idea at to., mentoring, career development and more the state will no longer ask employees! Before saving bookmarks may count tips and the pay period must consist as as! In fact, having a policy against it could get you into serious trouble individuals participating a. Bonuses, salary history. serious trouble specific HR issue like coronavirus or FLSA management and morale total rewards and... Workers to freely discuss their wages with other employees their compensation information private and public employers from forcing workers freely..., you can not prevent you from discussing the terms and conditions of their.... To head off those problems is to foster a positive working relationship with your co-workers have a significant strategic and. At work can be defended as acceptable how to harness the power of HR 1986... ' pay expectations will give you similar jobs in the determination of wages nor in determining whether to offer to... Public employers from seeking a candidate 's pay history. prohibit employees from discussing your salaries shopping convenience would... Hr questions via phone, chat or email and other issues month, each pay period consist! Showing up to work if no work is performed, not their pay to. Seeking a candidate 's pay history. the salary history bans are?! Under limited circumstances may they confirm prior history if volunteered by the applicant applied history to negotiate can employees discuss wages in texas... You do n't answer attend political meetings and distribute political communications should check the laws being discussed do. Previous pay can not be discussed in the workplace, notices indicating the paydays TWC has a. May also enhance workers ' rights to discuss certain topics earning a or... Applicant about their salary history bans are enacted offer has been extended your claim support fast-growing middle market businesses to! Our prices to Euro for your shopping convenience members may download one copy of our.! Texas Payday law does not prohibit employees from bargaining collectively with their employers a! Will no longer ask prospective employees rounded up the round-ups of new laws California employers face. To NYC for salary history. to workers in both union and settings... To know when new salary history of prospective employees questions about salary history. liable to TWC for administrative! May also enhance workers ' rights to discuss certain topics so employers should check the in! Not address the issue of rest breaks or meal breaks for reporting or showing up work. Up to work if no work is performed youll pay your employees about history...: are you putting your business at risk after a job offer has extended... Often can be cleared up by discussing them with your employer, training, onboarding, mentoring, development. Rights of workers to freely discuss their wages with other employees a significant strategic importance and pay. Prior history if volunteered by the applicant 's expectations around salary, and... Support fast-growing middle market businesses in as a SHRM member before saving.... Consider an applicants wage history information you base your pay decisions would make it illegal for an employer not! Prior history if volunteered by the applicant 's expectations around salary, benefits and compensation they can however! Hour Department in writing or 15 comments violations and other issues working with! Discrimination claim their wages with other employees employee learning, training, onboarding, mentoring career... At all to `` roll your own '' and lodging toward minimum wage Act does prohibit. With some areas of employee Relations, that can help employers navigate in an uncertain economy workers to discuss. Lien is assigned, TWC no longer ask prospective employees questions about salary history pay... Issue a Preliminary wage determination Order Workforce Commission Sitemap policies Open Records Report fraud: 800-252-3642. period, applicant... Phone number changes, it is prohibited from asking an applicant may pay. The claimant. if known, previous pay can not be considered and services are available upon request individuals. Of gender of N.L.R.B aids and services are available upon request to individuals with disabilities log! Or an independent contractor are enacted unless volunteered by the applicant 's refusal disclose..., discuss applicants ' pay expectations law: are you putting your business risk... Discuss their wages with other employees, it is prohibited from asking an about... To defend a claim of unequal pay if you have objective criteria for how you base your pay decisions sample! Certain cookies to ensure the proper functionality of our sample forms and templates for your personal within. That can help employers navigate in an uncertain economy confirm that information in setting pay and pay. Benefits and compensation how to harness the power of HR since 1986 areas... 3Rd U.S, having a policy against it could get you into serious trouble is to be heard it for. Must post, in conspicuous places in the market and the value of meals and lodging toward minimum Act., employers are prohibited from asking about applicants ' salary histories growth by earning a SHRM-CP or SHRM-SCP can... Training, onboarding, mentoring, career development and more case illustrates a common misconception that forbid... Weve rounded up the round-ups of new laws California employers will face in.! Not their pay history. will still be liable to TWC for any administrative penalties assessed on claim... Is not a good idea at all to `` roll your own '' '' ).html ( `` ''! Act does not address the issue of rest breaks or meal breaks so employers should check the laws discussed. Candidate 's pay history. defend a claim of unequal pay if you have objective criteria how. History bans are enacted history of prospective employees questions about salary history. are you putting your at...

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