Prospective employer; prohibited from seeking wage or salary history of prospective employees.

Added authority for the Attorney General to bring civil actions and impose civil penalties of up to $1,000 for the first violation and $5,000 for subsequent violations.

Removed the specific language allowing employers to confirm wage history if voluntarily provided, simplifying the rule on voluntary disclosures.

Replaced the specific statutory damages range ($1,000-$10,000) with a requirement for actual damages and equitable relief.

Added a 'cure period' provision allowing employers 15 business days to correct posting errors after receiving notice before facing legal action.

Changed the statute of limitations for filing lawsuits from two years to one year.

The pre-litigation notice requirement was expanded and clarified. Previously, only the aggrieved employee had to notify the employer of a violation. The new text allows any person to provide written notice regarding a non-compliant job posting, and this notice counts as adequate notice for all potential plaintiffs for the duration of that posting.

The timing for the employer's opportunity to correct violations was refined. The new language explicitly states that an employer must be afforded an opportunity to correct a violation before an action can be brought, and it clarifies that contacting a third-party posting entity to demand corrections also satisfies this requirement.

Minor formatting and spacing changes were made throughout the document to conform to the official enrolled format for laws passed by the General Assembly.