New York State Law may limit the types of disclosures that the Department can make to a business regarding a prospective employee. Businesses should not forgo any form of screening otherwise prudent to ensure a prospective employee’s qualifications and background meets the needs of the workplace....
The pay transparency law in New York City is reflective of a larger push for salary information to be published along with job listings. Other jurisdictions that have passedsimilar legislation. However, the salary information is generally not required as part of the job posting. Instead, employers...
The new Local Law amends the New York City Human Rights Law. Accordingly, an employer’s failure to include salary ranges in a job posting will constitute an unlawful discriminatory practice under the NYCHRL. Any violation of the Amendment could result in action by the CCHR, which may impose ...
With this new law, New Jersey joins a growing number of states, including New York, California, and Illinois, that require employers to disclose salaries or salary ranges in job postings. In particular, New Jersey’s law requires employers to include in each internal and external job posting ...
New Jersey Passes Law Requiring Workplace Posting and Individual Notice to Employees Regarding Gender-Based Discrimination and Pay EqualityWhitakerG. Warren
The New York Citylawthat takes effect November 1 requires businesses to include a "good faith" salary range for every job that is advertised. Employers are not required to disclose information on bonuses, benefits and other forms of compensation. ...
UnderNew York City’s pay transparency law, New York City employers with 4 or more employees must include in any advertisement for a job, promotion, or transfer opportunity the minimum and maximum annual salary or hourly wage for the position. The range may extend from the lowest to the hig...
The New Jersey law would require employers to include in any internal or external job posting the hourly wage or salary, or a range of the hourly wage or salary, for a new job, transfer, or promotional opportunity. Employers must also include a "general description of benefits and other com...
Reviewing existing job posting templates or creating new templates to use after January 1, 2023. Training supervisors, managers, compliance personnel, human resources, and legal professionals on the implications of the new law—including with respect to appropriate communications with...
posting, as well as, the job description for the position. Employers must keep records showing their compliance with the law, including the history of compensation ranges for each job, promotion, transfer and job descriptions (if such description exists). The state law does not s...