In the U.S., salary discussions have long remained a taboo subject. Now, not talking about it could cost you hundreds of thousands of dollars in fines.
On Nov. 1, 2022, New York City’s salary transparency law took effect. Other states, including California, are following suit with similar regulations. And while these laws might not yet affect you, it pays to prepare for changes as the pay transparency trend gathers steam across the country.
Here we’ll address two critical issues: how to make sure you don’t run afoul of these new laws and how you can address potential employee conflicts before they arise.
The key provision of the NYC and California laws is that job advertisements must include both the minimum and maximum amount that employers are willing to pay for the position. According to the guidance document for the NYC law, employers must provide a “good faith salary range for every job, promotion, and transfer opportunity” that they publicly advertise. The California law goes further by requiring companies to disclose pay ranges to current employees upon request.
Pay ranges cannot be open-ended. A listing with language such as “$15/hr. and above” or “$50,000+ annually” is forbidden, while “$17.00 – $21.00” could be acceptable. If the salary is fixed with no flexibility, simply saying “$15 per hour” would be OK.
The new law applies to all mediums....
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