This super-short article leaves out the real issue. It's not just about disclosing salary ranges on job listings, which is easy to work around by listing wide r

This super-short article leaves out the real issue. It's not just about disclosing salary ranges on job listings, which is easy to work around by listing wide ranges. The Colorado law has many more smaller provisions that companies need to follow for their internal operations. The problem is that by opening the remote job to Colorado residents, the company now has to navigate the entire new Colorado employment law, not just the bit about posting salary ranges. For small employers especially, it's daunting to have to let a different state's employment laws and procedural requirements for various things infect your company's operational requirements just to advertise a remote job to a state with less than 2% of the US population. Even the salary range listing is more of a burden than it sounds for certain jobs. When we hire for many positions, we're open to a wide range of experiences from junior employees through seasoned veterans with decades of experience. This can translate to salaries ranging from $80K to $300K. Do we just put $80-300K on the form and be done with it? Or do we have to split the job listing into separate salary ranges and experience levels? Do we have to make a separate job listing for Colorado and one for everyone else? Do we have to overhaul our other internal processes to match Colorado law just to list a job in the state, or can we wait until we hire someone from Colorado to invest that time and effort? Then at each step I need to involve the lawyers to make sure we're not violating Colorado law in not only the listing, but now our internal business practices. We're not located in Colorado, so I either need to work with a Colorado lawyer who is familiar with the law or pay my legal team to come up to speed on Colorado law and then work with us to make sure various HR practices comply. It very quickly costs mid 5 figures or more just to post that Colorado job listing, along with countless hours of making sure we've checked all the boxes of the law. When you're a small company, it's easier to just exclude the <2% residents in Colorado and play it safe.