The regulatory trend of pay-equity laws prevents employers from asking about candidates’ prior salary history in an effort to eliminate gender-based salary disparities. Both pay-equity and Ban the Box laws have noble goals, but Dawn Standerwick, vice president of strategic growth for Employment Screening Resources, said the implementations have been complex. For one, understanding the rules of each law can present a challenge for companies, according to Mary O’Loughlin, managing director for health care and life sciences for HireRight. Standerwick advises that employers create a formal screening policy for all new hires with feedback from HR, legal, vendor management and talent management.
