Employees; equal compensation irrespective of sex. (SB789)

Introduced By

Sen. Don McEachin (D-Richmond)


Passed Committee
Passed House
Passed Senate
Signed by Governor
Became Law


Equal compensation of employees irrespective of sex. Amends existing law requiring equal pay for equal work irrespective of sex to (i) increase the penalty for a violation from double unpaid wages to triple unpaid wages plus reasonable attorney fees; (ii) prohibit employers from punishing employees for sharing salary information with their coworkers; and (iii) prohibit unequal provision of benefits and privileges. Read the Bill »


Bill Has Failed


12/19/2012Prefiled and ordered printed; offered 01/09/13
12/19/2012Prefiled and ordered printed; offered 01/09/13 13102413D
12/19/2012Referred to Committee on Commerce and Labor
01/14/2013Failed to report (defeated) in Commerce and Labor (5-Y 10-N) (see vote tally)


Virginia Hispanic Chamber of Commerce, tracking this bill in Photosynthesis, notes:

The Virginia Hispanic Chamber of Commerce is a strong proponent of equal pay for equal work.

ACLU-VA Women's Rights and Reproductive Freedom, tracking this bill in Photosynthesis, notes:

The ACLU of Virginia supports this bill because pay equity is critical to families’ economic security, and women who work full time still earn, on average, 77 cents for every dollar men earn. For African American women and Latinas, the numbers are even worse. In addition to ensuring employers do not discriminate on the basis of sex when providing benefits, this bill prohibits retaliation against workers who inquire about, discuss, share, or disclose information about the wages, benefits, or privileges of the employee or another employee, an important measure given the problem of some company policies prohibiting employees from telling colleagues about their salary and that the company can even fire them if they do so. However, to balance business’ need for confidentiality in some instances, the bill ensures that employees with access to such information of other employees as part of their essential job functions, such as human resources employees, may still be prohibited from sharing that information.