![]() Washington’s Equal Pay and Opportunities Act, R.C.W. Penalties for failure to comply with reporting requirements are up to $200 per employee. The first reports, which shall be based on 2022 data, are due on May 10, 2023. Employers with 15 or more employees must report median and mean hourly wages by each combination of race, ethnicity and sex within a given job category. Additionally, all employers must provide the pay scale for a position to an applicant “upon reasonable request,” or to an employee “for the position in which the employee is currently employed.” Penalties for failing to disclose pay scales are up to $10,000 per violation.įurthermore, as we previously reported, the California legislation requires that employers provide certain employee pay data to the California Civil Rights Department. ![]() ![]() In California, § 432.3 of the Labor Code, as amended requires employers with 15 or more employees to “include the pay scale for a position in any job posting.” The law does not define a “job posting,” but clarifies that it includes posts by third-parties engaged by an employer to advertise a role. Here are some highlights about pay transparency legislation that will take effect on January 1, 2023: As we previously reported, as of November 1, 2022, New York City’s salary transparency law requires covered employers who advertise or post a job, promotion, or transfer opportunity for a role that can or will be performed, at least in part, in NYC to disclose in such advertisement of posting the minimum and maximum annual salary or hourly wage that the employer in good faith believes it would pay for the position.Īs we look ahead to 2023, similar statutes will take effect in California, Washington, and Rhode Island. ![]()
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