NewsA year after New York enacted its pay transparency law, experts say it remains challenging to measure its effectiveness, even as both jobseekers and employers show support for it.
The law requires all employers in New York State with four or more employees to post good faith salary ranges or exact hourly pay in job advertisements. Domenique Camacho Moran shared her insights with Newsday on how the new law has impacted both employers and prospective employees.
From the article:
Domenique Camacho Moran, labor and employment attorney and partner at Farrell Fritz in Uniondale, said the new law had pushed employers to change the way they made decisions on wages, not just for prospective employees but existing workers, too.
“Most employers that we work with have engaged in a routine practice around job posting and salary ranges in a way that is new and different,” Moran said. “Historically, while employers had a sense of what they were willing to pay, the ultimate decision on how much a candidate was going to be offered depended on the candidate.”
“Now employers are, because of the law, considering in advance what the job is worth and establishing a range,” Moran said. “For most employers, that means looking at what they pay other people to do the job or do similar jobs.”
While that kind of self-auditing is good practice, she said, she’s heard some employers share concerns about the impact pay transparency has on business competition.
“One of the perhaps less-positive impacts of the law is competitors know what you’re paying people, at least in general,” she said.
Read the article on Newsday here:
How NYS pay transparency law is affecting job-seekers, employers – Newsday
