As Hire Image previously reported, New York City enacted a salary disclosure law, with an amended effective date of November 1, 2022. Starting tomorrow, New York City employers with four or more employees must provide both the minimum and maximum salaries for any advertised job, promotion, or transfer opportunity.
The amended law that will go into effect:
- Provides that the provisions do not apply to positions that cannot or will not physically be performed (at least in part) in New York City
- Clarifies that the requirements apply to both salaried and hourly employees.
- Limits a private right of action to current employees (excluding applicants).
- Provides a “safe harbor” provision for first-time offenders to avoid a civil penalty if certain corrective actions are taken.
If they haven’t already done so, New York City employers should conduct a pay equity analysis, make any needed modifications to compensation ranges, and then ensure all job listings reflect that information accurately to comply with the new law prior to posting any open position or job description. While first-time violations will result in a warning and 30 days to fix the posting, continued non-compliance may result in fines of up to $250,000.
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Have any questions? Hire Image can help. Contact us if you have any concerns about how these types of pay transparency laws impact your own background screening practices.