Over the past few years, a number of states and municipalities have enacted pay transparency requirements, opening yet another front in the compliance battle for multi-state employers. Proponents argue that pay transparency helps narrow the gender pay gap, increases employee trust in their organization's fairness and leads more qualified candidates to apply for jobs. To date, at least eight states and 10 municipalities require some form of pay transparency. Requirements vary, but typically involve disclosing the wage or salary range for a position in a job posting or upon request by an applicant or current employee. For example, California, Colorado, New York and Washington have all passed legislation requiring that job postings by covered employers include salary range disclosures. Colorado and Washington also mandate a description of benefits and other compensation in the posting. Some laws specify that a job posting cannot use open-ended ranges such as “$50,000 and up,” and that employers cannot avoid the posting requirements by excluding job candidates from the state. Posting requirements also often apply to job advertisements made on behalf of an employer by a third party, such as a recruiter.
How should employers respond to this emerging trend? First, determine whether the employer is covered by any pay transparency laws. This includes a review of both state and local laws. Jobs that could be performed by remote workers should be...
US President Donald Trump can shock people. And he did just that eleven minutes into his 40-minute address at the United Nations General Assembly (UNGA) on Tuesday (September 22). “Will a deal be ...