Showing Posts In "Salary History Ban & Salary History Checking" Category

Proposed Rule Seeks to Mandate Pay Transparency and Ban Using Salary History for Federal Contractors

The Biden administration has issued a Proposed Rule that would prohibit federal contractors from seeking and considering compensation history when making employment decisions and require contractors to disclose compensation being offered in job postings. The Proposed Rule would apply to the recruitment and hiring of any positions that perform work on or in connection with […]

D.C. Mayor Signs Bill Requiring Compensation Disclosures and Prohibiting Use of Wage History

D.C. Mayor Muriel Bowser signed the “Wage Transparency Omnibus Amendment Act of 2023” in January and, if not overturned during the Congressional review period, employers with at least one employee in D.C. will be required to publish wage and benefit information for prospective employees and wage information for candidates for advertised promotion and transfer opportunities. […]

Ban on Salary History Inquiries to Expand to Federal Contractors

In March 2022, President Joe Biden issued the “Executive Order on Advancing Economy, Efficiency, and Effectiveness in Federal Contracting by Promoting Pay Equity and Transparency,” which directs the Federal Acquisition Regulation (FAR). Council to issue a proposed rule that “enhances pay equity and transparency,” and specifically limits or prohibits federal contractors from inquiring about and […]

NYC Joins Other Jurisdictions in Requiring Pay Transparency for Job Applicants

New York City soon will require certain employers to disclose salary ranges in connection with advertising positions and considering applicants for employment. The new law amends the New York City Human Rights Law (NYCHRL) to make it unlawful for an employer to advertise a job, promotion, or transfer without including the minimum and maximum salary […]

New York City Council Passes Bill That Requires Identifying the Minimum and Maximum Potential Salaries on Virtually All Job Advertisements

A bill has been approved in New York City that provides that it is an unlawful discriminatory practice for an employer of four or more people or employment agencies to advertise for a job without identifying the minimum and maximum salary for that position. The requirement applies to internal job postings with an organization, as […]

Connecticut Employers Must Be Prepared to Disclose Wage Ranges for Vacant Positions Starting October 1

Connecticut’s new law, “An Act Concerning the Disclosure of Salary Range for a Vacant Position,” effective Oct. 1, 2021, aims to require employers to disclose wage ranges for vacant positions to applicants and employees. The law expands the prohibition of sex-based pay discrimination from “equal” work to “comparable” work. The provisions apply to employees who […]

The Salary History Question: Actions HR Should Take

Learn how employers can address the salary history question ban while still maintaining successful hiring practices.

Download the Guide

Starting Compensation and Pay Equity in California

Employers who plan to increase their hiring initiatives as part of the tentative reopening date of June 15 should consider guidance issued by the California Commission on the Status of Women (“Commission”), regarding starting compensation. The California labor code prohibits employers from seeking salary history from applicants, relying on salary history information to determine whether […]

Maryland Employers, Beware: Salary History Ban Now Extended to Job Applicants

Effective Oct. 1, 2020, Maryland employers will be prohibited from requesting or relying on an employment applicant’s wage history to make decisions about employment or initial pay rates, requiring many employers to make immediate changes to their hiring practices. Although the state passed the Equal Pay for Equal Work law in 2016, prohibiting gender-based pay […]

Salary History Questions Are Now Banned in New York

Since early January, New York employers have been prohibited from inquiring about an applicant’s prior salary. Applying to all public and private employers within New York state and covering applicants and employees who have taken an affirmative step to seek full-time, part-time, or temporary/seasonal employment with an employer, the law does not apply to independent […]