At least eight states are currently considering legislative proposals that would require employers to disclose pay ranges, restrict employers from inquiring about prior salary history, or strengthen existing equal pay laws.
The $659 penalty is assessed for each offense, so employers with multiple worksites and/or locations where notices to applicants and employees are customarily posted may face additional penalties.
XpertHR Legal Editor Emily Scace provides an informative 45-minute webinar on the complexities of New York's new pay transparency law, what it means for your organization, and best practices for implementing a transparency strategy that aligns with your organization's values and supports pay equity.
Updated guidance to reflect state law prohibiting discrimination based on an individual’s affiliation with or refusal to join a labor union or employee organization, effective January 1, 2023.
Updated statement to reflect extension of USERRA protections to FEMA reservists and to include additional information on notice of leave, reinstatement and employees with disabilities; and updated statement and guidance to include information on differential compensation.
HR and legal considerations for employers regarding federal, state and local equal employment opportunity (EEO) laws, including discrimination, harassment and fair pay.