1.  The board of county commissioners, a county officer or any other person acting on behalf of a county shall not, orally or in writing, personally or through an agent:

(a) Seek the wage or salary history of an applicant for employment by the county;

(b) Rely on the wage or salary history of an applicant to determine:

(1) Whether to offer employment to an applicant; or

(2) The rate of pay for the applicant; or

(c) Refuse to interview, hire, promote or employ an applicant, or discriminate or retaliate against an applicant if the applicant does not provide wage or salary history.

2.  A board of county commissioners, a county officer or any other person acting on behalf of a county shall provide:

(a) To an applicant for employment by a county who has completed an interview for a position the wage or salary range or rate for the position; and

(b) The wage or salary range or rate for a promotion or transfer to a new position if an employee of a county has:

(1) Applied for the promotion or transfer;

(2) Completed an interview for the promotion or transfer or been offered the promotion or transfer; and

(3) Requested the wage or salary range or rate for the promotion or transfer.

3.  Nothing in this section prohibits the board of county commissioners, a county officer or any other person acting on behalf of the county from asking an applicant for employment by the county about his or her wage or salary expectation for the position for which the applicant is applying.

4.  As used in this section, ‘wage or salary history’ means the wages or salary paid to an applicant for employment by the current or former employer of the applicant. The term includes, without limitation, any compensation and benefits received by the applicant from his or her current or former employer.