It’s not unusual for two people with the same title to be paid somewhat different salaries. Pay, after all, is based on many factors, including a person’s experience and performance, the market rate for the position when they were hired and their negotiation skills.

But it’s hard to fathom that one person might make $150,000 more than the other.

Yet that’s the kind of differential that is popping up in some job ads that have posted since New York City’s pay transparency law took effect on November 1.

Organizations that do business in New York City and have at least four employees are now required to include in written job ads a “good faith” estimate of the minimum and maximum amounts they’d be willing to pay someone to fill the position.

While a random search online will turn up many job listings offering fairly narrow salary bands – a bank teller role, for instance, is advertised as paying between roughly $42,000 and $58,000 – some have bands so wide you could drive a truck through them. A vice president of human resources, for instance, is advertised as paying approximately $110,000 to $263,000. A news editor role pays between $50,000 and $180,000. A VP in marketing? Roughly $197,000 to $366,000.

The question is, why are these ranges so broad? The answer may differ from employer to employer since there is no uniform practice in how a company should set its minimum and maximum pay range. And the NYC Commission on Human Rights, which is the agency enforcing the new...

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