NEW YORK (AP) — Help wanted. The job: putting one of the nation’s most far-reaching salary disclosure laws into practice. Location: New York City.
Just four months ago, city lawmakers overwhelmingly voted to require many ads for jobs in the nation’s most populous city to include salary ranges, in the name of giving job applicants — particularly women and people of color — a better shot at fair pay. But on the cusp of implementing the measure, lawmakers will likely vote Thursday to postpone it for five months after employers waved red flags.
The debate marks a prominent test for a burgeoning slate of U.S. “pay transparency” laws. And the answer seems simple to Brooklyn restaurant server Elizabeth Stone.
“I believe I deserve to know how much I can make as a waitress,” she said.
Stone has scoured job ads that are mum about pay, leaving her wondering whether to try to move on from an employer she likes but wishes paid more, and feeling like she has no leverage to push for a raise.
“You’re put in a really challenging position of not wanting to upset your employer and not wanting to scare away an opportunity, but also wanting to fight for what you know is what you deserve,” said Stone, 23, a member of restaurant workers’ advocacy group ROC United.
Over the last four years, at least seven states from California to Connecticut and at least two cities beyond New York — Cincinnati and Toledo, Ohio — have started demanding employers disclose salary information to job-seekers in some circumstances. In many cases, that means upon request and/or after an interview, and there are exemptions for small businesses.
Colorado broke new ground with a 2019 law requiring a pay range in all job postings.
New York City’s new law is similar but applies only to employers with four or more workers. That amounts to about 1/3 of employers but roughly 90% of workers in the city, according to state Labor Department statistics.
The law says any job notice, from an online ad to an internal company bulletin board, must give the minimum and maximum pay the employer “in good faith believes” it will pay. There’s no limit on how wide the range can be, nor a prohibition on deviating from it if the “good faith” plan changes.
The laws have been propelled by a gradually shrinking but stubborn discrepancy: The median pay for full-time female workers was about 83% what men made in 2021, according to federal data.
Women make less than their male colleagues in nearly all fields, with a few exceptions in areas like social work done in health care settings, federal statistics show.
Pay-transparency requirements are “one of the most powerful tools that we have to change those gaps,” said Beverly Neufeld, the president of PowHer New York, an economic equality advocacy group. Workers get a level playing field, she argues, while businesses increase efficiency by bringing in applicants amenable to the salary on offer.
Indeed, many employers already advertise what they pay.
Others say they have good reasons not to.
Political consultant Amelia Adams said she strives to make her small, minority-owned business a good place to work, offering health benefits,…
Read More News: In NYC, ads for jobs will have to say what they pay
