Pay Transparency Legislation Series Ep 1 Publishing Salary Ranges Slides

Pay Transparency Legislation Series Ep 1 Publishing Salary Ranges Slides

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  Pay Transparency LegislationSeries EP 1: Publishing Salary Ranges Friday, April 8th
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  Today's Presenters Brittany Innes SeniorDirector of User Experience Lulu Seikaly Senior Corporate Attorney- Employment Ruth Thomas Chief Product Evangelist Vicky Peakman Director of Social Impact
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  Today's Agenda • Paytransparency legislation overview • How to prepare for compliance • How Payscale can support
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  Pay transparency legislation
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  Poll: Do youcurrently share pay ranges in job postings? A. No, we do not do this currently B. We are working on this C. We only share ranges only for locations where we are required D. We do this for all locations E. I am not sure
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  New York City LegislationOverview Starting May 15, 2022*, job postings in New York City must include the expected pay range • Applies to employers with 4 or more employees • Internal and external job postings for applicants and employees • Min and max salary that you believe, in good faith, at the time of the posting that you are willing to pay for the job
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  State Transparency Requirement CaliforniaUpon Candidate Request Colorado In Job Posting Connecticut Upon Candidate Request or At Hire – Whichever is Sooner Maryland Upon Candidate Request Nevada After First Interview New York City In Job Posting Cincinnati, Ohio Toledo, Ohio Upon Request After Conditional Offer of Employment is Made Rhode Island Upon Candidate Request or When Inquiring About Candidate’s Salary Expectations or When Offer is Made – Whichever is Sooner Washington Upon Candidate Request Where else is this happening?
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  More recent USlegislation has focused on closing the uncontrolled pay or opportunity gap
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  What else tolook out for? California is currently evaluating legislation that would include: • Additional reporting requirements to DFHEH • Historical records of job posting, wage data and pay history • Publish pay ranges in job postings • Publish promotion opportunities including pay range prior to making internal promotions Illinois equal pay reporting obligations: • First state to seek employee-level pay information • Private employers with more than 100 employees • Provide EEO-1 Report, employee list (name, gender, race, county, total wages, hire date, job title, termination date, EEO-1 job classification) • Compliance statement
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  Washington State Legislation Overview WashingtonPay Transparency Bill (SB 5761) Signed by Governor March 31, 2022 • Who: Employers with 15 or more employees • What: Must publish salary range in all job postings and general description of benefits • Upon employee request, employers must also provide salary range for internal promotions/transfers • When: January 1, 2023 BREAKING NEWS
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  How to preparefor pay transparency
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  What does thismean for your business? Everyone will be able to see the ranges you post​ This is going to become best practice “The Great Resignation" …this is still a candidate's market Be proactive about evaluating and standardizing pay practices and philosophies now​ Ensure that you can justify all decisions made with relation to your practices and policies​
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  Preparing for paytransparency Use external market data to benchmark your roles Create a job- based pay range for the role Use job levelling and market data to create pay structures Consider your position on the pay transparency continuum and communicate pay ranges internally 1. 2. 3. 4.
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  Preparing for paytransparency Use external market data to benchmark your roles Create a job- based pay range for the role Use job levelling and market data to create pay structures Consider your position on the pay transparency continuum and communicate pay ranges internally 1. 2. 3. 4. Work towards sustainable fair pay 5.
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  Poll Question: Whatis preventing your organization from reaching your pay transparency target? (select all that apply) 1. We lack confidence in the accuracy of our salary data 2. We don't have organized pay structures (e.g. job based ranges) 3. We are not confident in our pay strategy or structures 4. We are concerned that we have pay inequity issues 5. Leadership is unconvinced in the merits of pay transparency 6. Nothing - We're satisfied with our level of pay transparency
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  Q&A Feel free toask any questions in the chat!