There are significant pay transparency updates affecting organizations in four states: California, Delaware, Maine, and Connecticut. Here’s what employers need to know:
As pay transparency laws take effect in a growing number of jurisdictions, employers should proactively review their recruiting and compensation practices. Job postings should include all required pay ranges and disclosures, with compensation figures based on a reasonable, good-faith assessment. Employers should also evaluate their pay structures and supporting documentation for consistency across comparable positions and different forms of compensation, while maintaining records for the periods required by applicable law. In addition, recruiters and hiring managers should receive training on salary-history restrictions and the types of compensation discussions that remain permissible.
For employers operating across multiple jurisdictions, the expanding mix of state and local requirements can create significant compliance challenges. A practical approach is to establish consistent organization-wide procedures that can be adapted to satisfy the strictest applicable standards. Employers should continue tracking new legislation, regulatory guidance, and enforcement activity and revise their policies and practices as necessary to reduce compliance risk.
For employers in California, Delaware, or Maine, please read the full update. Source: Lexology – Akerman LLP – Diana M. Martinez
For employers in Connecticut, please read this full update. Source: Lexology- Jackson Lewis PC- Laura A. Mitchell and Allison P. Dearington
For more information or compliance help, reach out at contact JDP.
Disclaimer:
Information provided here is for educational and informational purposes only and should not constitute as legal advice. We recommend you contact your own legal counsel for any questions regarding your specific practices and compliance with applicable laws.