Have you talked to your coworkers about your pay? Can you be fired for discussing salary and wages? In many places of work, it’s taboo to talk about how much money everyone makes.
Regardless of the workplace culture, it is not against the law in North Carolina or any other state to talk about wages. Under the National Labor Relations Act (NLRA), you have the right to discuss pay with other workers without retaliation.
Unfortunately, many employers discourage employees from discussing their wages. If your employer retaliated for discussing your pay, an attorney can help you defend your rights.
The employment lawyers at EMP Law are committed to defending the rights of North Carolina workers. We have decades of experience fighting unfair workplace practices and discrimination. Let us assist you in defending your right to discuss your pay at work.
With offices in Winston-Salem and Charlotte, we serve employees throughout North Carolina.
Give us a call at (336) 724-2828 or send us an online message today for assistance.
We will explain the NLRA, how it protects workers who discuss wages, and what you can do if your employer has retaliated against you. Whether you are currently facing retaliation or want to learn more about your rights as a worker, this blog post is for you. Now, let’s see what law answers the question, Is it illegal to discuss wages in North Carolina?
Salary Confidentiality Laws in North Carolina
Employers in North Carolina cannot prohibit their employees from discussing wages and compensation. Employees can discuss pay with coworkers outside work, on break, and even at work if they can chat about other things.
The NLRA prohibits employers from retaliating against workers who discuss wages and benefits. The federal Equal Pay Act also requires employers to pay equal wages to employees who perform similar work. The right to discuss their wages helps ensure that employees receive fair pay compared to their colleagues.
What Does the NLRA Say About Discussing Wages?
Under Section 8(a)(1)) of the NLRA, it is an unfair labor practice for an employer to interfere with the rights guaranteed in Section 7 of the NLRA. Section 7 grants employees the right to engage in “protected concerted activity.”
Any coordinated effort for “collective bargaining or other mutual aid or protection” is a protected concerted activity. As part of concerted actions, you have the right to work together to improve your pay, hours, and working conditions. Thus, you may talk to your coworkers about your working conditions, including pay, and take action as a group to solve problems at work. All private employees have these rights, even if they do not have a union.
Overall, the NLRA is a significant law for workers’ rights. It protects the right to organize, bargain as a group, and work together to improve their wages and working conditions. If your employer breaks the law, you have the right to compensation and reinstatement.
The Function of the NLRB and Discussing Wages
The National Labor Relations Board (NLRB) plays an important role in protecting employees’ rights. The NLRB is an independent federal agency that enforces the NLRA and the right to discuss wages and working conditions.
When an employee encounters retaliation for a protected activity, they may file a complaint with the NLRB.
When it receives a complaint, the NLRB investigates the claim and determines whether the employer violated the NLRA. The ramifications of an NLRA violation can be severe, affecting an employer’s reputation and bottom line.
The NLRB may order remedial actions if the employer has engaged in an unfair labor practice. Corrective action includes reinstating a wrongly terminated employee or repealing an illegal policy. The NLRB may also order an employer to pay an employee’s lost wages or other damages due to illegal conduct.
The Role of an Employment Attorney in Discussing Wages
If your employer fired you because you participated in protected activity, you should take action to protect your rights. Our lawyers have been helping workers fight unfair labor practices before the NLRB for decades. We will assist you in obtaining the compensation and remedies you deserve.
At our law firm, we understand the legal and factual issues involved in NLRB charges. We have a proven track record of success in representing employees in these matters.
The Best Lawyers in America 2023 named several of our lawyers, including J. Griffin Morgan, as Lawyer of the Year. We are well-versed in the NLRB’s procedures and can provide effective representation throughout the NLRB process.
We represent clients throughout North Carolina and have offices in Winston-Salem and Charlotte. Contact us online or call (336) 724-2828 today to schedule a consultation if you are ready to assert your rights under the NLRA.