Effective November 6, 2022, a new wage transparency law, amending the Westchester County Human Rights Law, prohibits employers from advertising a job, promotion, or transfer opportunity without also including the minimum or maximum salary information in the job posting or advertisement.  The law aims to help close the gender and racial pay disparity by leveling

As of today, November 1, 2022, the New York City pay transparency law goes into effect. As we previously reported here, the law requires covered employers to disclose minimum and maximum salary information in job postings, promotions, and transfer opportunities.  The law has already been amended once pursuant to Int. 134-A, which was

On April 28, 2022, the New York City Council approved Int. 134-A (the “Bill”) to amend several aspects of the New York City salary disclosure law (Int. 1208-B) (the “Law”), including delaying the original May 15, 2022 effective date to November 1, 2022. The Bill is now before Mayor Eric Adams for his signature, which

On March 22, 2022, the New York City Commission on Human Rights (the “Commission”) released guidance (the “Guidance”) regarding employer obligations under Int. 1208-B (the “Law”).  As we previously reported, the Law requires New York City employers with four (4) or more employees to disclose minimum and maximum salary information in job postings, promotions,