Starting November 1, 2022, employers with four or more employees who advertise jobs for full or part-time employees in New York City must include a good faith minimum and maximum salary range or hourly wage for every job, promotion, and transfer opportunity, provided the work is performed in whole, or in part, within the five boroughs of NYC.
The minimum four employees who form the basis for the law’s application do not need to work in the same location, or all work in New York City. Owners and individual employers count toward the employee requirement, as do independent contractors, part-time employees, paid interns and domestic workers. In its enactment of Local Law 32, NYC joins California, Colorado, Connecticut, Maryland, Nevada, Rhode Island and Washington in enacting such pay transparency laws.
Any employment opportunity advertisement that would be performed in New York City is covered by the new law. An advertisement, be it on a job board, in a newspaper, or on a website, is a written description of an available job, promotion or transfer opportunity that is publicized to a pool of potential applicants. Such advertisements are covered regardless of the medium in which they are disseminated. Covered listings include postings on internal bulletin boards, internet advertisements, printed flyers distributed at job fairs, and newspaper advertisements. Job postings for temporary employment or positions that cannot, and will not, be performed in NYC are excluded from the...
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