When opening a role we have always recommended entering in the pay rate for that role or a pay range as a best practice. However, it is now critical to take into account your states pay transparency laws, if applicable.
Pay transparency laws are regulations that require employers to disclose information about employee compensation, either to the employees themselves or to the public. The specific requirements of these laws can vary depending on the jurisdiction, but they generally aim to promote fairness and reduce pay disparities based on factors like gender, race, and ethnicity.
In this article we will cover:
Entering a wage or wage range for a job
Weather you are opening a new job or editing an exiting job, the option to enter the wage or wage range is available on the "job details" page.
If you are opening a job for the firs time, you can select "Save & Continue" at the bottom of the page to continue to build out your job profile.
If you are editing an existing job, you can click 'Save & Exit' at any time if no additional changes are needed.
Pay Transparency Recommendations
As stated above, pay transparency laws are regulations that require employers to disclose information about employee compensation, either to the employees themselves or to the public. The specific requirements of these laws can vary depending on the jurisdiction, but they generally aim to promote fairness and reduce pay disparities based on factors like gender, race, and ethnicity.
We recommend including a pay rate or pay range to attract more qualified candidates. However, depending on your state, it may be required by law. Here are a few resources you may find helpful in navigating pay transparency laws.
However, we always recommend you seek counsel for more specific questions about your state's legislation.
External Links Disclaimer
The previous links are provided for informational purposes only. They lead to websites that are not owned, operated, or controlled by Hireology. Hireology is not responsible for the content, accuracy, or availability of those external sites, and including a link does not imply endorsement. Information on external sites may change and is not legal advice. Please consult qualified legal counsel about your specific circumstances and applicable requirements.
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