As of Tuesday, November 1, 2022, all New York City employers with at least four employees are required to include a wage range in job postings. The law, referred to as Local Law 59, is just one of many similar laws across the country aimed at increasing pay transparency.
Continue Reading New York City Joins Growing Number of Jurisdictions Requiring Pay Transparency
As we predicted in our prior post (here), California passed new pay transparency legislation requiring employers to report contractor compensation data and list employee pay ranges (salary or hourly rates of pay) on job postings. Effective January 1, 2023, Senate Bill 1162, known as the Pay Transparency for Pay Equity Act, mandates that employers submit pay data reports to the California Civil Rights Department revealing compensation paid to contractors broken down by gender, race, and ethnicity. Following Colorado, Washington, and New York City, California employers with 15 or more workers also must disclose salary ranges on all job advertisements, whether posted by the employer or a third party. Employers of any size must provide existing employees with the salary range for their positions if requested.
Effective July 14, 2022 (pursuant to legislation amending the New York State Human Rights Law that was signed by New York State Governor Kathy Hochul in March 2022), New York established a telephone hotline that employees can use to report incidents of sexual harassment to the New York State Division of Human Rights. The hotline number is 800-HARASS-3 ((800) 427-2773) and will be staffed, on a pro bono basis, by NYS attorneys who have expertise in employment law and sexual harassment issues. The hotline can be called Monday through Friday, 9:00 a.m. to 5:00 p.m.
Does your company’s business expense reimbursement policy address the work-from-home situations that have become the new (at least temporarily) norm?
Continue Reading Expense Reimbursement Policies in the New World