On January 15, 2022, the New York City Council adopted an amendment to the New York City Human Rights Law (NYCHRL), requiring covered employers to include salary ranges for positions open to prospective or current employees. Employers with four or more employees (including independent contractors) are covered by the law. The new Local Law, which takes effect on May 15, 2022, expands upon a 2017 amendment that barred employers from inquiring about a prospective employee’s “salary history.”
Continue Reading New York City Enacts Law Requiring Employers to Provide Salary Ranges in Job Advertisements
salary history
Connecticut’s Salary History Inquiry Prohibition Effective As Of January 1, 2019
By Matthew K. Curtin on
Posted in Employment Law, salary history inquiry ban
A reminder to Connecticut employers: generally speaking, questions about an applicant’s salary history are prohibited as of January 1, 2019. As I detailed in an earlier post, Connecticut has joined the growing number of states restricting what employers may ask applicants about salary history. While salary history inquiries are now generally prohibited, there are…
Updated Massachusetts Equal Pay Law to Take Effect on July 1, 2018
By Salvatore G. Gangemi on
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