In an effort to fight the historic apply of gender pay discrimination, NYC handed laws to encourage and implement new company transparency practices. Starting November 1, many New York Metropolis employers are required to incorporate minimal and maximum wage ranges in each job posting and commercial.
New York Metropolis is as soon as once more championing progressive labor practices and dwelling as much as its function as a metropolis for freelancers. The Pay Transparency Act alerts a change in the established order, together with protections for unbiased contractors. NYC is making one factor clear, the voices of freelancers are loud and coverage makers are beginning to pay attention.
What’s the Pay Transparency Act?
Employers should state the minimal and maximum wage that they’ve a very good religion perception they’re prepared to pay on the time of the posting for the marketed place, promotion or switch alternative.
“Good Religion” means the wage vary that the Employer truthfully believes is prepared to pay the Profitable Applicant(s) on the time the Job Posting is posted.
“Wage” is restricted to base wage, whether or not annual or hourly, and ranges should be exact and never left open-ended (eg, $20 per hour, $30,000 per 12 months). “Wage” doesn’t require corporations to incorporate different types of compensation or advantages to incorporate advantages equivalent to medical health insurance, paid time off, severance pay, time beyond regulation, commissions, ideas, bonuses, inventory, 401(ok) matching or some other kind of compensation.
Who is roofed?
The regulation applies to companies with 4 or extra workers (together with the proprietor or sole employer) the place at the least one individual works in New York Metropolis.
It consists of job postings looking for full-time or part-time workers, interns, home employees, unbiased contractors, or some other class of employees protected below New York Metropolis human rights regulation.
What does this imply for unbiased contractors?
Employers should present wage ranges for job ads for unbiased contractors that will probably be included within the Pay Transparency Act.
By regulation, a non-New York firm should present a wage vary in an commercial for a distant place if the place might be crammed from New York Metropolis. However, a wage vary shouldn’t be required in a job itemizing if the place is held outdoors of New York Metropolis, even when the corporate relies in New York. This results in additional implications for employers past NYC borders and for distant employees nationally.
What ought to I do if I’ve questions or considerations?
Name the Human Rights Commission at (212) 416-0197 or go to NYC.gov/HumanRights. You may file a criticism, go away an nameless tip, study extra about your rights and tasks, or join a free workshop.
Discover out extra in regards to the Pay Transparency Act right here.