Producers and production companies take note: NYC's new salary disclosure law takes effect November 1, 2022.
As of that date, all New York City employers with four or more employees or one or more domestic workers (at least one of whom must work in New York City) are required to list salary minimums and maximums in most job postings.
The salary range must also be included any time there is a posting for an internal promotion or transfer opportunity.
There are a few exemptions to the law, including temporary employment agencies and certain jobs performed remotely that “cannot or will not be performed, at least in part, in the city of New York.”
Still, the new law impacts most New York City employers and is intended to address the pay gap between white men and almost everyone else, especially women. According to the National Women’s Law Center, women in New York still earn, on average, 86 cents for every dollar a man earns. Pay transparency requirements may help decrease the gap.
Employers who fail to post their salary ranges may receive warnings and/or fines.
The New York City Commission on Human Rights is tasked with imposing the law once it takes effect, including investigating anonymous tips from the public.
While there is no penalty for a first violation, employees must correct it within 30 days to avoid facing city fines of up to $250,000 for future violations. Individuals can sue an employer for not listing salary ranges, but only if they are a current employee of that company.
Employers may want to review the new law’s requirements and use the summer to bring their practices into compliance with the law prior to its effective date.
Last updated 5.6.22. This information in this communication is general in nature, and is not intended, nor should it be construed, as legal, accounting, tax or other professional advice rendered by GreenSlate, LLC. The reader should contact his or her attorney, CPA, or tax professional prior to taking any action based upon this information.
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