TimePays, Here Are Your Articles for Wednesday, April 22, 2020
Is this email not displaying correctly?
View it in your browser .
Human Resources Payroll Time & Attendance About Us Contact Us
Share Save

The Rules on Discussing Salaries


At worst, discussing salary at work is akin to opening a Pandora's box. It can, for example, cause tension between employees, resentment toward management and a hostile work environment. To prevent this outcome, you might consider developing a policy that prohibits employees from discussing their pay with their co-workers. But before you do that, remember that you may run afoul of federal law.

Federal Position

Under Section 7 of the National Labor Relations Act (NLRA), private-sector employees have the right to discuss the terms of their employment, including salary and benefits. Further, Section 8 of the NLRA prohibits employers from violating employees' rights under Section 7 — thereby making company policies that forbid salary discussions illegal.

The NLRA also prohibits overly broad policies that could be reasonably interpreted as barring employees from discussing their salary or other terms of their employment.

As for coverage, the NLRA extends to union and nonunion workers. However, there are some exclusions, including public-sector employees, agricultural and domestic workers, airline employees, and independent contractors.

Certain limitations may affect coverage — such as the manner in which employees receive the salary information they are discussing. According to the Texas Workforce Commission, employees are covered under the NLRA if:

  • They are discussing their own salary information.
  • They are discussing others' salary information that they "obtained through ordinary conversations with others." They might not be covered if the salary information they are discussing was accessed through unauthorized means.

State Position

Some states have implemented "pay secrecy" laws, which protect employees who discuss their salary with their co-workers.

For example, in California, employers cannot "require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages." Further, they cannot require that employees sign any document that aims to deny them their right to discuss their pay at work, nor can employers formally discipline, terminate or discriminate against employees for disclosing their wages.

Employer Recourses

Instead of attempting to limit salary discussions, consider the following alternatives:

  • Pay employees fairly, within the established salary ranges.
  • Offer salaries that are competitive in the job market.
  • Advise employees that it's fine to have discussions at work, but that it's best to exercise moderation when having these conversations. When giving this advice, do not specifically point out salary or benefits as discussion topics; instead, speak in general terms.
  • Avoid overly broad policies that could be construed as you prohibiting salary discussions.
  • Be as transparent as possible when explaining your compensation program, including how salaries are determined.
  • Promote an open-door policy, where employees can feel comfortable approaching their managers about sensitive topics such as pay and benefits.
  • Frequently evaluate your compensation program, and adjust it as necessary to ensure fair and competitive pay.

Let us know if you have any questions.


Share Save

Your Comments

Scott Johnson
(617) 298-1000
12 Welch Avenue, #7
Stoughton, MA 02072
Friend Me on Facebook
Follow Me on Twitter
Connect with me on LinkedIn
Saved Articles
Comments and Feedback
Refer A Friend
Your Privacy
Our firm provides the information in this e-newsletter for general guidance only, and does not constitute the provision of legal advice, tax advice, accounting services, investment advice, or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional tax, accounting, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation. The information is provided "as is," with no assurance or guarantee of completeness, accuracy, or timeliness of the information, and without warranty of any kind, express or implied, including but not limited to warranties of performance, merchantability, and fitness for a particular purpose.
Powered by
Copyright © IndustryNewsletters All rights reserved.

This email was sent to: scott@timepays.com

Mailing address: 12 Welch Avenue, Suite #7, Stoughton, MA 02072