What employers should know about posting job ads
As of May 15, 2022, NYC job promotion salary information goes into effect. This requirement is the result of an amendment under the New York City Human Rights Law.
How did the new amendment come into being?
The concern was to provide transparency for prospective employees. Another main factor was achieving pay equity. Providing salary information through job advertisements assists in accomplishing both.
Does this apply to you as an employer?
The new amendment applies to employers with four or more employees. It also applies to employment agencies. However, it does not apply to temporary staffing agencies that are promoting temporary jobs.
What actions do you have to take?
When promoting an open position, you must include the minimum and maximum beginning salary for the “advertised job, promotion or transfer opportunity. Before posting the promotion, you will have to figure out what you believe you will pay for the position, so your promotion is made in good faith.
Due to the fact that the amendment does not define “salary,” you should comply with the disclosure. It is wise to comply whether or not the position is exempt or non-exempt based on state or federal laws.
Also, take note that the amendment does not specify location. It is possible that the job location is within New York City or that you are promoting the position from your business location in NYC.
Are there penalties for non-compliance?
The amendment does not include penalties. However, the commission has the right to impose civil penalties between $125,000 to $250,000 if they find that violations are willful, wanton or malicious.
Do you have concerns about NYC job promotion salary information?
If you have questions about how laws regarding salary disclosure apply to your business, arrange a consultation with an experienced employment defense lawyer. Call Stephen D. Hans & Associates, P.C. at (718) 275-6500.