ALBANY, N.Y. (MBS) — Starting Sunday, job postings in New York will be required to reveal the proposed salary rates, thanks to a new statewide salary transparency law. This move is part of a larger push by state and local authorities to provide women and individuals from diverse backgrounds with the necessary tools to fight for equal pay for equal work.
Starting soon, companies with a minimum of four employees will need to reveal the salary brackets for any job openings that are advertised publicly or internally for workers seeking a promotion or transfer.
Advocates of pay transparency argue that this approach can effectively eliminate discrimination in the hiring process. By revealing the compensation range for a particular position, employers cannot offer different salaries based on irrelevant factors such as age, gender, or race. This creates a level playing field for all job candidates and ensures that they are compensated fairly based on their skills and experience. Ultimately, pay transparency promotes equality and can help to eradicate discriminatory practices in the workplace.
According to advocates, this change could potentially benefit underpaid workers by making them aware of the fact that they are earning less than their colleagues who are performing the same job.
Since 2022, New York City has implemented a pay transparency ordinance, and now the rest of the state is following suit. This brings them in line with a small group of other states, such as California and Colorado, who have similar laws in place.
According to Da Hae Kim, who is a senior counsel for state policy at the National Women’s Law Center, there is an emerging trend among workers and legislatures alike to seek clarity on the expected pay range for a job. Workers are increasingly demanding transparency around pay, which is driving this trend.
In 2022, Governor Kathy Hochul signed a law that will extend to remote employees who report to a supervisor, office, or worksite based in New York, even if they work outside of the state. However, this law will not apply to government agencies or temporary help firms.
According to Frank Kerbein, the director of human resources at the New York Business Council, ensuring compliance with the law will prove to be quite a challenge. He has previously expressed his concern that this law would only add to the administrative burden that employers already face.
Kerbein expressed concern for small employers who may not be aware of the law, and anticipates that there may be a significant amount of unintentional noncompliance.
According to Allen Shoikhetbrod, an employment law practitioner at Tully Rinckley, a private law firm, it is crucial for employers to analyze the salaries of their current employees to avoid any complications while setting a salary range.
According to Democratic State Senator Jessica Ramos, who represents certain areas of Queens, the labor rights groups have emerged victorious with the implementation of this law.
According to her, this is a demand that is arising naturally from workers themselves. She explains that as more and more young people enter the workforce, they are becoming more aware of the value of their work and are therefore asking for greater compensation.
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