In advance of the September 17 effective date of New York’s impending pay transparency law, state lawmakers just amended the law in ways that both expand and contract the obligations imposed on employers — particularly with respect to application to jobs performed outside of the state by remote workers. There’s both good news and bad news for New York employers and for those across the country. Here’s what employers need to know about the amended law, which was signed into effect by Governor Hochul on March 3.
What the Amendments Entail
New York’s salary transparency law is set to take effect September 17. It requires employers to disclose the compensation or range of compensation in any advertisement for a job, promotion, or transfer opportunity. In addition to salary disclosure, employers must also disclose the job description for the position, if one exists. Employers are required to keep records that show history of compensation ranges for each job opportunity and the job description for the position.
Click here to read more about the law in detail, along with a five-step compliance plan.
Before the law was amended, the statute indicated it applied to advertisements for any jobs that can or will be performed, at least in part, in the state of New York. Practitioners understood this to mean that the law covered listings for remote positions that can be performed wherever the employee resides, because the position could be filled by an applicant who lives in New York who...
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