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re: New law in New York requires employers to disclose salaries for all job opportunities
Posted on 11/1/22 at 10:34 pm to athenslife101
Posted on 11/1/22 at 10:34 pm to athenslife101
Does anything stop or penalize employers from paying more than listed max in range?
What happens if a Saban like candidate expresses interest in job like Saban did for LSU’s opening in 1999? What if like Saban that candidate getting above range is white?
Also who verifies “good faith” range is or was accurate and how much will costs be for businesses to defend range if challenged?
Listing range is fine when it’s about individual performance and apolitical, but how the above is enforced and used when it’s being pushed by those who believe “salary transparency from the employer’s side is key to closing racial and gender wage gaps” is potentially very problematic. Eric Adams and the Commission on Human Rights aren’t exactly known to push true market based competition much less pushing rewarding individual performance over pushing certain groups regardless of performance.
What happens if a Saban like candidate expresses interest in job like Saban did for LSU’s opening in 1999? What if like Saban that candidate getting above range is white?
Also who verifies “good faith” range is or was accurate and how much will costs be for businesses to defend range if challenged?
quote:
A “good faith” range is one the employer “honestly believes at the time they are listing the job advertisement that they are willing to pay the successful applicant(s),” the New York City Commission on Human Rights says.
…If a company isn’t complying with the law, job seekers and workers can file complaints or leave an anonymous tip with the city’s Commission on Human Rights, which may initiate an investigation. Individuals with claims against a current employer may also file a lawsuit in civil court.
Listing range is fine when it’s about individual performance and apolitical, but how the above is enforced and used when it’s being pushed by those who believe “salary transparency from the employer’s side is key to closing racial and gender wage gaps” is potentially very problematic. Eric Adams and the Commission on Human Rights aren’t exactly known to push true market based competition much less pushing rewarding individual performance over pushing certain groups regardless of performance.
This post was edited on 11/1/22 at 11:01 pm
1
Posted on 11/1/22 at 10:46 pm to Hank R Hill
quote:
With this information at hand I predict the average OT member will now have to admit to a salary below 350K
Not me
Posted on 11/1/22 at 10:49 pm to athenslife101
Small business owners kept wages down. F5 is investing in there people. Short sighted.
Posted on 11/1/22 at 10:52 pm to WavinWilly
quote:
As always new hire budgets are higher than they retention budgets for whatever reason.
I lost a 4 year very experienced, cross-trained, self-starter, and motivated employee. Why? Because she was presented with a better opportunity.
I asked my boss permission to do what I needed to do to retain her. She denied it. I relayed this message to my employee. I then went back to my boss 3 weeks later and let her know that this employee prefers to not leave us --- blah, blah, blah --- can we do this number to keep her? Denied.
I just hired her replacement, and she now makes more than the number I had suggested to keep my previous, successful employee.
An unproven new-hire trumped a consistently top performing 4 year employee. I don't get it.
This post was edited on 11/1/22 at 10:54 pm
Posted on 11/1/22 at 11:14 pm to Will Cover
quote:
An unproven new-hire trumped a consistently top performing 4 year employee. I don't get it.
I wish I could get somebody on our compensation team to try and justify it to me. It makes no logical sense to me.
This post was edited on 11/1/22 at 11:14 pm
Posted on 11/2/22 at 12:35 am to MusclesofBrussels
That is very likely true. I wondered that as well if Colorado was just the first mover that had to suffer some consequences until some other ones caught up. If CA, NY and WA are all on board then that's a powerful coalition.
Posted on 11/2/22 at 5:29 am to athenslife101
quote:
I directly benefit from this because I can see what my coworkers in New York make doing similar to what I do in the south.
But wouldn’t your assumption be someone doing the same task there is making more?
But let’s say you are getting 50k and the ny guy us at 60k. Is his salary worth as much there? I mean that’s a closet space salary in that city.
Posted on 11/2/22 at 5:36 am to athenslife101
quote:
Hey, I should get that promotion instead of Fred. If he gets it, you’ll have to pay him $150,000. You’ll only have to pay me $100,000.”
Why does Fred live and work in NY and you don’t though?
While I’m not saying knowing what people make in ny isn’t helpful. But a McDonald’s worker in New York makes more than one in Baton Rouge.
It also costs more to eat at McDonald’s in New York over Baton Rouge.
Fred lives and works in NY, you don’t. So yeah they will pay him more. Now if you can both do the jobs from anywhere, that’s a diff story.
Posted on 11/2/22 at 6:04 am to Indfanfromcol
So now all the low performers are going to get the same pay as the top performers. If a person is at a competitor and is a known commodity why should I not be allowed to offer them more money than an unknown individual. The government needs to stay out of private business. If a company wants to post their compensation package it should be left to the company. I am surprised at the comments on this topic. Most people are agreeing to this govt. overreach. I always considered this board somewhat conservative.
Posted on 11/2/22 at 6:13 am to Will Cover
quote:
I just hired her replacement, and she now makes more than the number I had suggested to keep my previous, successful employee.
An unproven new-hire trumped a consistently top performing 4 year employee. I don't get it.
Why you should never stay in one place for too long especially now with inflation rates.
Posted on 11/2/22 at 6:22 am to Jgeaux21
quote:
So now all the low performers are going to get the same pay as the top performers. If a person is at a competitor and is a known commodity why should I not be allowed to offer them more money than an unknown individual.
This new law in NYC is only limited to job postings and the salary of the position. A company can offer more if they want to for an individual candidate.
quote:
If a company wants to post their compensation package it should be left to the company.
This new law only applies to base pay. All parts of compensation packages, including bonuses, are excluded from the new job posting requirements.
Posted on 11/2/22 at 6:35 am to athenslife101
Most of the mouth breathers in this thread should be happy just to have a job. So many really stupid takes.
Posted on 11/2/22 at 6:36 am to bad93ex
quote:
Why you should never stay in one place for too long especially now with inflation rates.
Unless you work for an incredible employer and have a boss who will literally go to bat for you, the most leverage you'll ever get when it comes to compensation is before you are hired by another company.
Otherwise, it's the annual 2 to 3 % raise, which right now, doesn't cover the cost of inflation. An employee receiving this amount is actually losing money.
Posted on 11/2/22 at 6:48 am to WavinWilly
quote:
It’s led to some awkward conversations and situations within my company when people realize how underpaid they are. We’ve had quite a few departures recently because of this.
As always new hire budgets are higher than the retention budgets for whatever reason.
Good. More people need to know what they're worth, and it's high time companies stop demonizing them for wanting fair pay.
Posted on 11/2/22 at 7:01 am to WavinWilly
quote:
wish I could get somebody on our compensation team to try and justify it to me. It makes no logical sense to me.
It makes no sense. I was able to get a promotion and stick with my current employer but when I had an offer on the table and asked for a raise, it was denied.
I asked my manager if he would be able to replace me at the salary I was looking for and the answer was “nope” but still denied. It’s so illogical. Luckily for me there was an unexpected retiree at a needed position so I moved into that.
But to this law, it’s only modestly helpful in finance as bonus structures vary so much that just giving you a base doesn’t tell you a whole lot.
Posted on 11/2/22 at 7:05 am to dallastigers
quote:
Listing range is fine when it’s about individual performance and apolitical
And is there anything stopping them from listing a huge range? “$30k thru $500k opportunities exist”
Posted on 11/2/22 at 7:14 am to kciDAtaE
quote:
And is there anything stopping them from listing a huge range? “$30k thru $500k opportunities exist”
No. However it signals to potential applicants that the base is $30k. If I'm someone interested in applying and see that as the low range, I'm likely to not spend my time applying unless I feel it is a fair base pay.
Posted on 11/2/22 at 7:17 am to Eighteen
quote:
We really have to protect people from being able to negotiate a salary these days?
Have you seen people negotiating on cars? They walk out with 3x the car they need, and a 10 year note at $800 a month at 6.99% and a smile on their faces.
People are that stupid.
But the right answer is, no. But you have to dumb everything down in Biden's America.
Posted on 11/2/22 at 7:19 am to athenslife101
This might not be a bad thing. I just don’t know why government is pushing it.
This post was edited on 11/2/22 at 7:21 am
Posted on 11/2/22 at 7:19 am to Crow Pie
quote:
Why?
Probably to not waste people's time?
I've seen job postings that don't have a salary range. I'll talk to the HR people, go through an interview, get an offer and then immediately laugh in their face because it's nowhere near the range I'm willing to accept. Now we've wasted the time of multiple people for no reason when it could have all been avoided if the employer just posted a salary range in the job posting.
This is just companies being stupid
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