(1) No employer may pay an employee a wage at a rate less than the rate at which an employee of the opposite sex in the same establishment is paid for equal work on a job, the performance of which requires equal skill, education, effort and responsibility, and which is performed under similar working conditions, except where payment is made pursuant to differential based on: (a) A seniority system; (b) A merit system; (c) A system which measures earnings by quantity or quality of production; or (d) Any other factor other than sex. "Any other factor other than sex" shall include, but not be limited to, the following factors: (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (2) (a) The provisions of this chapter may be enforced by private action in a civil suit in the circuit court in the county in Mississippi where the cause of action occurred pursuant to the Mississippi Rules of Civil Procedure. (b) If an employer is found to have violated the provisions of subsection (1) of this section, the employee shall be awarded reasonable attorney's fees, prejudgment interest, back pay and costs of the action. (3) An employer who is paying a wage differential in violation of this chapter shall not, in order to comply with this chapter, reduce the wage rate of any employee. (4) No employer may discharge, discriminate or in any way retaliate against any employee by reason of any action taken by the employee to invoke or assist in any manner the enforcement of this chapter. Added by Laws, 2022, ch. 490, HB 770,§ 3, eff. 7/1/2022. (1) No employer may pay an employee a wage at a rate less than the rate at which an employee of the opposite sex in the same establishment is paid for equal work on a job, the performance of which requires equal skill, education, effort and responsibility, and which is performed under similar working conditions, except where payment is made pursuant to differential based on: (a) A seniority system; (b) A merit system; (c) A system which measures earnings by quantity or quality of production; or (d) Any other factor other than sex. "Any other factor other than sex" shall include, but not be limited to, the following factors: (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (2) (a) The provisions of this chapter may be enforced by private action in a civil suit in the circuit court in the county in Mississippi where the cause of action occurred pursuant to the Mississippi Rules of Civil Procedure. (b) If an employer is found to have violated the provisions of subsection (1) of this section, the employee shall be awarded reasonable attorney's fees, prejudgment interest, back pay and costs of the action. (3) An employer who is paying a wage differential in violation of this chapter shall not, in order to comply with this chapter, reduce the wage rate of any employee. (4) No employer may discharge, discriminate or in any way retaliate against any employee by reason of any action taken by the employee to invoke or assist in any manner the enforcement of this chapter. Added by Laws, 2022, ch. 490, HB 770,§ 3, eff. 7/1/2022. (1) No employer may pay an employee a wage at a rate less than the rate at which an employee of the opposite sex in the same establishment is paid for equal work on a job, the performance of which requires equal skill, education, effort and responsibility, and which is performed under similar working conditions, except where payment is made pursuant to differential based on: (a) A seniority system; (b) A merit system; (c) A system which measures earnings by quantity or quality of production; or (d) Any other factor other than sex. "Any other factor other than sex" shall include, but not be limited to, the following factors: (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (2) (a) The provisions of this chapter may be enforced by private action in a civil suit in the circuit court in the county in Mississippi where the cause of action occurred pursuant to the Mississippi Rules of Civil Procedure. (b) If an employer is found to have violated the provisions of subsection (1) of this section, the employee shall be awarded reasonable attorney's fees, prejudgment interest, back pay and costs of the action. (3) An employer who is paying a wage differential in violation of this chapter shall not, in order to comply with this chapter, reduce the wage rate of any employee. (4) No employer may discharge, discriminate or in any way retaliate against any employee by reason of any action taken by the employee to invoke or assist in any manner the enforcement of this chapter. Added by Laws, 2022, ch. 490, HB 770,§ 3, eff. 7/1/2022. (1) No employer may pay an employee a wage at a rate less than the rate at which an employee of the opposite sex in the same establishment is paid for equal work on a job, the performance of which requires equal skill, education, effort and responsibility, and which is performed under similar working conditions, except where payment is made pursuant to differential based on: (a) A seniority system; (b) A merit system; (c) A system which measures earnings by quantity or quality of production; or (d) Any other factor other than sex. "Any other factor other than sex" shall include, but not be limited to, the following factors: (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (a) A seniority system; (b) A merit system; (c) A system which measures earnings by quantity or quality of production; or (d) Any other factor other than sex. "Any other factor other than sex" shall include, but not be limited to, the following factors: (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (i) The salary history or continuity of employment history demonstrated by the employee as compared to employees of the opposite sex in the same establishment; (ii) The extent to which there was competition with other employers for the employee's services as compared to employees of the opposite sex in the same establishment; and (iii) The extent to which the employee attempted to negotiate for higher wages as compared to employees of the opposite sex in the same establishment. (2) (a) The provisions of this chapter may be enforced by private action in a civil suit in the circuit court in the county in Mississippi where the cause of action occurred pursuant to the Mississippi Rules of Civil Procedure. (b) If an employer is found to have violated the provisions of subsection (1) of this section, the employee shall be awarded reasonable attorney's fees, prejudgment interest, back pay and costs of the action. (a) The provisions of this chapter may be enforced by private action in a civil suit in the circuit court in the county in Mississippi where the cause of action occurred pursuant to the Mississippi Rules of Civil Procedure. (b) If an employer is found to have violated the provisions of subsection (1) of this section, the employee shall be awarded reasonable attorney's fees, prejudgment interest, back pay and costs of the action. (3) An employer who is paying a wage differential in violation of this chapter shall not, in order to comply with this chapter, reduce the wage rate of any employee. (4) No employer may discharge, discriminate or in any way retaliate against any employee by reason of any action taken by the employee to invoke or assist in any manner the enforcement of this chapter.
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