On May 12, 2022, Mayor Eric Adams signed an amended version of the New York City Pay Transparency Law, which was slated to take effect on May 15, 2022. The new effective date is now November 1, 2022, which gives employers significantly more time to comply. Several of the amendments also alter employers' obligations under the new law.
Several states, including California, Maryland, and Rhode Island, require employers to provide salary range information, either upon the applicant's request or after a certain triggering event, i.e., an interview or employment offer. However, only Colorado joins New York City in requiring pay scales to be disclosed in job postings.
The New York City Pay Transparency Law makes it an unlawful discriminatory practice under the New York City Human Rights Law (NYCHRL) to not include in job listings the minimum and maximum salary offered for any position located within New York City. The range for the listed maximum and minimum salary must extend from the lowest salary to the highest salary that the employer in good faith believes it would pay for the advertised job, promotion, or transfer.
The requirement applies to any employer that has had four or more persons "in its employ" in the previous year. For purposes of determining coverage, employers must count full-time, part-time, permanent and temporary employees, interns, and independent contractors. The four employees do not need to work at the same location, and they do...
By Aditya Kalra NEW DELHI, Sept 30 (Reuters) – Indian tax authorities have faulted appliance makers Haier, Godrej & Boyce and Blue Star for not detecting documents fabricated by a spurious rec...