A legislation that took effect on Tuesday requires firms in New York City to provide wage ranges in job advertising.
The law states that written job, promotion, or transfer advertisements that are “published to a pool of possible applicants” are protected. This includes internal message boards, online and print newspaper ads, and printed flyers distributed at job fairs.
According to the memo, employers must state the minimum and maximum salaries they are willing to provide the selected candidates if they “honestly think at the time of listing the job posting that they are willing to pay the selected candidate(s).”
It states that they cannot use ambiguous terminology like “$15 per hour and up” or “maximum $50,000 per year.” The company might just specify the job’s wage if it is unwilling to negotiate within a range.
Despite the fact that written job postings in New York City must now mention salary, firms are not compelled to submit a listing before hiring someone.
Additionally, they are not compelled to publish other details like the wage rate for overtime or employee perks.
Employers who violate the salary transparency rules have 30 days to make amends by compensating injured workers, providing training, and updating the listings. Employers may be subject to civil penalties of up to $250,000 for noncompliance.
