A proposed ordinance has been introduced before the New York City Council to significantly expand the existing NYC pay transparency law.
As we have previously reported, the current law requires most New York City employers to disclose the minimum and maximum salary or hourly wage for open roles in postings for job, promotions or
Washington is poised to become the ninth state to pass a law that would prohibit employers from asking job applicants about their salary history.
The state legislature recently passed HB 1696, which would, among other things, prohibit employers from inquiring into the prior “wage or salary history” of an applicant for employment. The bill
On the heels of its recently issued fact sheets, the NYC Commission on Human Rights (the “Commission”) has published a frequently asked questions page on the New York City salary history inquiry law, which goes into effect on October 31, 2017.
The FAQs address a number of details about the law, which restricts the
Oregon recently enacted the Oregon Equal Pay Act of 2017 (H.B. 2005) (the “Act”). The Act broadly expands Oregon’s existing equal pay protections and imposes new restrictions on Oregon employers’ use of salary histories in recruiting employees and setting compensation.
Key Elements of the Act:
Currently, Oregon requires only equal pay between “the
Philadelphia has indefinitely delayed implementation of its new ordinance that that will make it unlawful for employers to inquire into an applicant’s wage history during the hiring process.
As we previously reported, the law was scheduled to take effect on May 23, 2017. However, on April 6, 2017, the Chamber of Commerce for Greater
The New York City Council has approved a bill that would make it unlawful for employers to inquire into or rely upon job applicants’ wage history during the hiring process, with limited exception. The bill now goes before Mayor Bill de Blasio and, if signed, will become effective 180 days following signature.