As we previously reported, New York State enacted a pay transparency law requiring employers to include in each job advertisement the range of compensation for the role and a job description for the role, if such description exists. The law goes into effect on September 17, 2023. Recently, New York State enacted amendments to the law that both expand and narrow the geographic scope of the law.
Read MoreAs we previously reported, New York State enacted a pay transparency law requiring employers to include in each job advertisement the range of compensation for the role and a job description for the role, if such description exists. The law goes into effect on September 17, 2023. Last week, the NYS Legislature passed a bill that, if signed by the Governor, could both expand and narrow the geographic scope of the law.
Read MoreAs employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings. This requirement goes into effect on November 1, 2022, so employers should begin preparing for compliance with the new law.
Read MoreAs employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings, effective November 1, 2022. Last week, the New York State Senate passed a bill that, if enacted, would impose similar obligations on New York State employers. The bill is currently awaiting the Governor’s signature.
Read MoreAs employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings, effective May 15, 2022. Last week, the NYC Council passed an amendment to the law. The amendment is currently awaiting the Mayor’s signature, but will likely be enacted.
Read MoreAs employers will recall, as of May 15, 2022, New York City employers will be required to include the minimum and maximum salary in job postings. The law as enacted presents several open questions. However, last week, the NYC Commission on Human Rights (the “Commission”) issued a factsheet addressing some of those questions. In addition, as described below, the New York City Council recently proposed a bill that, if enacted, would extend the effective date of the law to November 1, 2022.
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