![]() In addition to preparing to post pay ranges in job listings, companies that don’t already have pay bands for current employees should put them in place, and they should make sure that there aren’t pay disparities based on race, sex, or other protected classes between employees doing substantially similar work, said Jacklin Rad, a lawyer who advises employers on California workplace laws at Jackson Lewis, a law firm.īusinesses are about to have their pay scrutinized by job candidates and employees, said Wallace, the compensation platform company co-founder. Companies that don’t have pay ranges in job postings won’t get penalized for their first violation, so long as they add the information. If companies aren’t adding ranges, people can sue or file a complaint with the Labor Commissioner’s Office, which can issue a penalty of $100 to $10,000 per violation. Here’s what California job seekers can expect to see more frequently come January: $44 an hour to be a plumber in Berkeley $18.38-$28.51 an hour for an assistant teacher job in Los Angeles $74,600 – $141,000 per year for a future compensation analyst in Davis. “There just aren’t that many industries that are not going to be touched by this.” What’s the pay range? “California’s just such a huge economic center,” said Lisa Wallace, co-founder of Assemble, a compensation management platform. Census data, excluding Californians in a remote job listing would come at a higher cost. īut since California has nearly 7 times as many people as Colorado, according to U.S. That wasn’t widespread about 1% of remote job listings included a Colorado carveout, according to reporting in The Atlantic. ![]() except Colorado - dodging the requirement. When Colorado rolled out its law at the beginning of 2021, some companies posted remote jobs that they said could be done from anywhere in the U.S. But New York City’s measure had a bumpy start, with some employers posting unhelpfully wide ranges the first day the law was in place. The goal of the California law is to reduce gender and racial pay gaps. 1, and a similar statewide bill in New York was just signed by the governor. Washington state has its own version that will also kick in on Jan. Colorado took that step in 2019, and a similar requirement went into effect in New York City in November. ![]() Employees will also be able to ask for the pay range for their own position, and larger companies will have to provide more detailed pay data to California’s Civil Rights Department than previously required.Ĭalifornia isn’t the first state to force businesses to put their cards on the table. 1, employers with at least 15 workers will have to include pay ranges in job postings. In less than two weeks, job seekers in California will finally know how much a job pays when they apply for it - if companies don’t figure out a way around a new law. Larger companies will also have to report more data to the state. In 2023, companies with at least 15 workers will need to add pay ranges to job postings.
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