Companies tend to discourage employees from sharing salary-related information. Employers must comply with certain provisions of the National Labor Relations Act (NLRA) with respect to salary secrecy. According to Sacha Cohen in today usa`s article “Shhh, They`re Talking Salary,” employees can talk about their salaries. Workers can, with a few exceptions, discuss wages in the workplace legally. Despite the law, companies continue to expect employees to remain silent on wages, says Lee Miller, co-author of “A Women`s Guide to Successful Negotiation.” The principle of the freedom of workers to discuss wages is linked to fairness and wage protection. There was no explicit contractual clause stipulating that salary information was confidential and could not be included in the contract. For salary data to be covered by a contractual confidentiality clause, it must be specified – it is not information whose quality is essentially confidential, they said that in California, contractual clauses are generally invalid if they disturb someone who is involved in a legitimate profession, business or business. Employers cannot require workers or candidates to accept in writing conditions prohibited by law; As a result, most competition waterproofing agreements are not applicable. In my contract, which I signed to teach pre-K at a private nursery/daycare in Columbus, Ohio, it says, “I will not talk to other teachers or collaborators about the terms of my contract or my salary… and failure to comply with this confidentiality agreement could be grounds for dismissal. From what I read on the National Labor Relations Board website, both the contract declaration and the threat of dismissal are illegal, and I have every right to discuss with other employees wages, working conditions, safety issues, workload, etc.
if it is in everyone`s interest, because it is considered a protected activity. Could you please comment on what is legally right and wrong? In fact, several staff members and I have talked about the fact that we are very overworked and very underpaid, but we have to have a four-year degree and be paid at the level of poverty. I intend to bring that to the next staff meeting and I need to know if there could be legal consequences. Can I do it legally? Thank you very much! Management can comply with federal labour laws regarding wage confidentiality by maintaining open lines of communication with employees. First, employers should remove all measures that prohibit wage discussions. According to DLA Piper, employment contracts should include disclaimers, that the employer does not prohibit employees from discussing wages and that companies should draw employees` attention to all revisions to the directive. According to Cohen, employers can enable workers to be qualified by informing them about in-house compensation programs, providing wage information at different position levels, and informing employees of why they are receiving the wages they earn. This case illustrates a widespread misunderstanding that employers can prohibit workers from discussing their wages. An important part of staff retention is knowing what is important to your employees; Many employees seek good relationships with leadership, recognition of their contributions and successes, development opportunities and a career for growth and advancement within the organization, to name a few. If you`re not sure what your employees like the most, it would be helpful to conduct an employee survey.
The results of the survey allowed you to determine what is important to your staff and to develop a strategy to improve areas that are currently identified as missing. Hello Rose – To answer your questions while employers are not obliged to share the sala rate