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Effect of the me too movement in the workplace

The Me Too Movement has also influenced many changes in the workplace. The first one is a California law that mandates Women representation on Boards of Directors. 

The Bill requires:

  • Covered corporations must have at least one female on the board.(This has been in effect since December 31, 2019)

  • By December 31, 2021:

    • if a corporation has six or more directors on its board, then a minimum of three directors must be female;

    • if a corporation has five directors on its board, then a minimum of two directors must be female; and

    • if a corporation has four or fewer directors on its board, then a minimum of one director must be female.

This next change is the Time’s Up Act in Connecticut. This addresses sexual harassment or assault in the workplace. It establishes new rules and requirements regarding sexual harassment training and education.

The following applies to employers who supervise three or more employees:

  • Employers will be required to provide to a new employee a copy of information regarding the illegality of sexual harassment and remedies available to victims. 

  • Employers must provide all existing employees with two hours of training by October 1, 2020. 

  • Employers must provide two hours of training and education to new employees hired on or after October 1, 2019 within six months of their start date. 

  • Employers with fewer than three employees must provide two hours of training and education to all existing supervisory employees by October 1, 2020 or within six months to new supervisory employees. 

  • Employers must provide periodic supplemental training not less than every ten years. (This went in effect October 1, 2019)  

  • This Act also requires the agency to develop an online training and education

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The last change is the Equal Pay for Equal Work law in Maryland. The median salary for women in Maryland is about 78 percent that of men. This law addresses the problem of unequal wages between the different sexes and gender identities and providing less favorable employment opportunities as defined by the law, based on sex and gender identity, which could include failing to provide information about promotions or advancement.

An employer can only pay a variation in a wage that is based on:

  1. a seniority system that does not discriminate on the bases of sex or gender identity;

  2. merit system that does not discriminate on the basis of sex or gender identity;

  3. jobs that require different abilities or skills;

  4. jobs that require performance of different duties or services;

  5. work that is performed on different shifts or at different times of the day;

  6. a system that measures performance based on quality or quantity of production; or

  7. a bona fide factor other than sex or gender identity including education, training or experience under certain circumstances.

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