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The Colorado law gets a lot of press for requiring salary ranges on job postings, but the full law includes many more requirements: > the Equal Pay for Equal W
by PragmaticPulp 5y ago
The Colorado law gets a lot of press for requiring salary ranges on job postings, but the full law includes many more requirements:
> the Equal Pay for Equal Work Act, a Colorado law signed in 2019 but that went into effect at the start of this year, in part requires all employers to immediately notify current employees of "promotional opportunities," provide a salary range and description of benefits on a job listing, as well as maintain records of job descriptions and compensation history for every employee. As part of this, regulators in Colorado decided that “An employer is required to ‘disclose in each posting for each job the hourly or salary compensation, or a range of hourly or the salary compensation, and a general description of all of the benefits and other compensation to be offered to the hired applicant.’” They also instituted rules about notifying current employees about promotion opportunities as part of new job postings.
None of these requirements are dealbreakers on their own, but the hurdle is now that your company must ensure they’re not violating any Colorado laws by simply advertising a remote position that someone in Colorado might read.
Colorado has only about 1.5% of the US population, so depending on the size of your company it might be easier to just exclude Colorado and avoid having to dedicate someone’s time to managing all of these rules just in case you might hire someone from Colorado.
- eyelidlessness 5y agoAs a worker, none of these seem objectionable to me. They seem positive. Maybe we should adopt them in more places where remote hiring pools are available and make this transparency available more broadly, bringing CO workers back into the fold in solidarity.
- xwdv 5y agoAs an employer, many of these are a hassle that we’d rather just not deal with when there’s still great candidates from 49 other states we can choose from.
- eyelidlessness 5y agoGood, here's hoping we reduce the number of states that push this burden on individual workers so you just do transparency by default.
- legitster 5y agoI think the OP's broader point is that these come at a non-zero cost. Just like any number of safety mandates it's about balancing value.
- edoceo 5y agoBut the "cost" seems to be business simply maintaining some reasonable documentation and records. Hardly a burden - since there is already a mountain of paperwork around hiring it's like this adds 2% more. Nothing. And if you're small your PEO will (likely) handle the whole thing.
- salawat 5y agoGiven my current experiences with an HR department, I shudder to think of the nightmare. Also, what about one-offs and negotiating specific terms? Does that get reported? I mean, if you're looking fpr a way to make sure compensation only happens one way, it's this.
- PragmaticPulp 5y agoIt also includes provisions about notifying current employees and such. It sounds simple, but it can raise a lot of legal questions. For example, what qualifies as a “promotion opportunity”? Once you have to start running things past the lawyers just to make sure you’re not opening the company up to various new liabilities by simply posting a job offer, it becomes an issue. It adds more than 2% overhead because you have to overhaul all of your processes to comply and have the lawyers and or HR review. Even if it did only add 2%, you’re only opening up to 1.5% of the US population.
- eyelidlessness 5y agoOr you could... run new opportunities by your employees. If they feel qualified and motivated they’re also in a great position to help recruit replacement resources for their current role. “We keep our hiring secret from our own employees to minimize their exposure to what we might offer them and now we have to pay lawyers to deceive them” is pitiful.