As the summer winds down, multistate employers must remain apprised of an ever-increasing number of obligations in the area of pay transparency. Below, we highlight recent developments to existing pay transparency laws, summarize new pay transparency laws enacted over the summer and offer compliance tips for multistate employers grappling with this growing nationwide trend.
Starting in the Empire State, New York employers are reminded that the state’s pay transparency law (signed into law in December 2022) goes into effect on September 17, 2023. The law, which was amended earlier this year, largely tracks the requirements of New York City’s law, which became effective on November 1, 2022.
The state law covers employers with at least four employees and requires employers to disclose the compensation or range of compensation in any job posting, promotion or transfer opportunity, as well as the job description for the position, if one exists. The job description requirement is a major distinction from New York City’s law, which has no such requirement. Penalties include a fine of up to $1,000 for a first violation, $2,000 for a second violation and $3,000 for a third or subsequent violation.
In a recent amendment, the state clarified that the scope of covered job postings includes jobs that “will physically be performed, at least in part, in the state of New York, including a job, promotion, or transfer opportunity that will physically be performed outside of New...
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