As of early November 2022, employers in New York City must disclose salary information in their job postings as part of its recent pay transparency law, as passed by New York's City Council. This is part of a growing trend of legislation on pay transparency, with at least fifteen states either proposing or passing similar legislation. These laws are often purported as one tool of many in addressing wage gaps. Among other requirements, the law mandates that New York City employers must, in good faith, post a salary range on all job openings. As a similar law awaits to be signed by New York's governor, the New York City mandate has already seen backlash, as some employers have been posting extremely broad, unrealistic ranges[1]. Still, employers across the country should be prepared to handle recently enacted or soon-effective pay transparency requirements. Below is a general overview of legislation in several jurisdictions.
Washington's Equal Pay and Opportunities Act requires employers to provide the wage or salary range of a position to an applicant once offering employment. An employer must also provide this information to a promoted or internally transferred employee. The applicant or employee must request this wage or salary information before the employer is required to provide it. Generally, employers also cannot seek applicants' wage or salary history. This law's provisions, effective in 2023, also require employers to modify job postings, including...
Ken Ranta, CEO of the District of Thunder Bay Social Services Administration Board, is advising the public some election candidates are making inaccurate statements regarding the board and the work...