NYC Pay Transparency Law became effective on November 1, 2022.
What does this mean for employers?
If you have four or more employees (including independent contractors) you are required to post minimum and maximum salary ranges for available positions for the benefit of current and prospective employees.
Failure to comply can result in significant civil
On Tuesday, Governor Malloy signed into law a bill amending Connecticut’s Act Concerning Pay Equity so that, with limited exceptions, Connecticut employers will no longer be allowed to inquire about an applicant’s wage and salary history. Following the trend set by states that have enacted pay equity measures, including Massachusetts, Connecticut’s pay equity law imposes a number of restrictions on employers.
Beginning January 1, 2019, Connecticut employers with one or more employees (practically speaking, all Connecticut employers) will be prohibited from inquiring, either directly or through a third party, about a prospective employee’s wage and salary history. The prospective employee may voluntarily disclose its wage or salary history, however.
Continue Reading Connecticut Employers Cannot Inquire About an Applicant’s Compensation History Beginning January 1, 2019
The Massachusetts Equal Pay Act (“MEPA”), which amends the Massachusetts Equal Pay Law, goes into effect July 1, 2018, and applies to all employers regardless of their size, including the state and its municipalities. Massachusetts was the first state in the country to pass an equal pay law and, in fact, preceded the federal Equal Pay Act by 18 years. The 2018 amendments make MEPA one of the strongest pay equity laws in the country, intended to close the reported 84.3.% pay gap for working women in Massachusetts. In advance of this upcoming deadline, Attorney General Maura Healey (“AG”) issued MEPA Guidance on March 1, 2018.
Continue Reading Updated Massachusetts Equal Pay Law to Take Effect on July 1, 2018