After a six-month postponement, New York City’s salary transparency law went into effect on 1 November. The law, which requires employers with four or more workers to post “good faith” salary ranges, is being celebrated by arts workers as a step forward in an industry steeped in systemic inequities and that is generally avoidant of financial discussions despite being powered by money. The amendment to New York City Human Rights Law applies to positions that can be performed in New York City, including work for companies based outside of the city, but it does not cover city-based employers who are advertising remote work outside the five boroughs. Companies who fail to comply will be guilty of “unlawful discriminatory practice” and may receive penalties up to $250,000 per violation.
Advocates of pay transparency have long argued that the practice works toward closing wage gaps, particularly for women and people of colour, and increases workers’ bargaining power. Failure to openly share salaries “was a way to keep you small, because you didn’t have full disclosure and empowerment to make salary advocacy for yourself,” says Kelsey Brow, president of the National Emerging Museum Professionals Network (NEMPN). “I also think it’s going to pressure companies, whether in the...
The lawsuit alleges the CCRB’s online database, 50-a.org, unfairly harms officers by listing serious accusations including sexual misconduct, racial profiling and making false official statements ...