4 ms·

As is common HN misleads on the reason why this is happening. Publishing pay range is not key issue - those are publically available for major cos. See Glassdoo

As is common HN misleads on the reason why this is happening. Publishing pay range is not key issue - those are publically available for major cos. See Glassdoor etc The issue is the other parts of the law. Everybody for whom the position would be an upgrade has to be given an opportunity to apply first - so now when they want to post for a controller CPA position of an in house counsel job - they need to first spend time and documenting that they have their retail front line workers the advance opportunity to apply . With thousands of employee s and positions that's just one tricky situation

Jochim 5y ago
What's so difficult about having an internal jobs board? It seems like a fairly common thing at companies big enough to be bothered by this, and smaller companies can get by with an email of open positions.
- whoknowswhat11 5y ago
  It's very very easy to run afoul of the rules. For example, if the position goes up on Sunday and you provide the required written notice (which is regardless of qualification - so you need to take your senior in house legal counsel role and send a notice to your front line non attorney retail staff about) on Monday - you are going down and are in violation of the law because you have to provide the formal written notice on the same calendar day. Similarly, if someone approves and posts the position at the end of a long day at 11PM, but the folks sending out the formal written notices are not awake then - bam, $10,000 penalty. Similarly, sometimes you get an incredible candidate and decide to hire above planned range in terms of comp. This requires a re-notification to ALL your staff (ie, 10,000 emails to all your employees) to allow them to apply for this higher comp position (even if they are not at all qualified - ie, retail staff get notices for software engineer roles etc). Finally - you have to maintain documentation in anticipation of litigation showing that you complied with the requirements. So now someone has to be logging and tracking all the various times of notice posting on a job board like indeed vs formal written notice to employees -> which then has to be fed into a records retention policy for larger employers etcetc. For a lot of companies dealing with all this is not worth it. A reminder - there are already tons of notices that have to be sent out. Most employers are not even following the rules here which are very specific. Here is an example requirement for one of these "You must hand the notice directly to the employee or send it by first-class mail to the employee’s last known address. You will not meet the notification requirements by posting the notice on an employee bulletin board or sending it through office mail." These notices are often for things like EITC etc - for some employers where starting salary if $60K+ - these notices are total noise, and insuring you send them out when required (which are all at different intervals), can't go through office mail but have to HAND DELIVER a printed notice or send via first class mail - it's just silly at some point.

Jochim 5y ago

What's so difficult about having an internal jobs board? It seems like a fairly common thing at companies big enough to be bothered by this, and smaller companies can get by with an email of open positions.

whoknowswhat11 5y ago
It's very very easy to run afoul of the rules. For example, if the position goes up on Sunday and you provide the required written notice (which is regardless of qualification - so you need to take your senior in house legal counsel role and send a notice to your front line non attorney retail staff about) on Monday - you are going down and are in violation of the law because you have to provide the formal written notice on the same calendar day. Similarly, if someone approves and posts the position at the end of a long day at 11PM, but the folks sending out the formal written notices are not awake then - bam, $10,000 penalty. Similarly, sometimes you get an incredible candidate and decide to hire above planned range in terms of comp. This requires a re-notification to ALL your staff (ie, 10,000 emails to all your employees) to allow them to apply for this higher comp position (even if they are not at all qualified - ie, retail staff get notices for software engineer roles etc). Finally - you have to maintain documentation in anticipation of litigation showing that you complied with the requirements. So now someone has to be logging and tracking all the various times of notice posting on a job board like indeed vs formal written notice to employees -> which then has to be fed into a records retention policy for larger employers etcetc. For a lot of companies dealing with all this is not worth it. A reminder - there are already tons of notices that have to be sent out. Most employers are not even following the rules here which are very specific. Here is an example requirement for one of these "You must hand the notice directly to the employee or send it by first-class mail to the employee’s last known address. You will not meet the notification requirements by posting the notice on an employee bulletin board or sending it through office mail." These notices are often for things like EITC etc - for some employers where starting salary if $60K+ - these notices are total noise, and insuring you send them out when required (which are all at different intervals), can't go through office mail but have to HAND DELIVER a printed notice or send via first class mail - it's just silly at some point.