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I’m not sure how I feel about this. On one hand it could aid in reducing pay inequality and on the other it seems really restrictive to hiring. If I apply for

I’m not sure how I feel about this. On one hand it could aid in reducing pay inequality and on the other it seems really restrictive to hiring. If I apply for a job and am overqualified so they want to pay me more, can they do that?

pessimizer 4y ago
I have no idea, but they could avoid that by posting a salary range that includes when they want to hire people who are overqualified.
thomaslangston 4y ago
1. The listed pay range can be any size. So they could put any number they want for the top end for overqualified applicants. 2. They can create a new position at any time with a higher range and offer you that position.
deleted 4y ago
[deleted]
brg 4y ago
CEO salary transparency caused a rapid increase in C-level compensation, nearly 10 fold as it became a public race. https://www.epi.org/publication/ceo-pay-in-2020/ https://www.epi.org/publication/ceo-pay-in-2020/
- missedthecue 4y ago
  Hmmm. They are graphing the data since 1965. Did equity options even exist then? Because they make up almost all of CEO pay these days. Wal-Mart CEO made $1.2 million in salary last year and the rest were stock options awards. If you stay consistent, CEO salary has probably increased very little since 1965. Either way I can't detect a causal link between c-level pay and salary disclosures. The CEO hiring market has always been quite small and I find it hard to believe that CEOs in the 1960s and 70s were getting taken advantage of and being underpaid
  - maerF0x0 4y ago
    the parent implied in > nearly 10 fold as it became a public race. Much like many forms of wealth, past a certain point it's merely vanity/competition
  - Animats 4y ago
    Er, no.[1] [1] https://www.epi.org/publication/ceo-pay-in-2020/ https://www.epi.org/publication/ceo-pay-in-2020/
    - missedthecue 4y ago
      You literally just linked to the same website in the comment I replied to. You added nothing to the conversation.
sethammons 4y ago
Similarly I applied (but didn't make it passed the second round of interviews) for a role with AWS that would have been about $900k. I got to set that expectation before the interview. I don't expect that to be as possible going forward with this law.
- lotsofpulp 4y ago
  Why not? The employer is always free to update their pay range if they are interested in hiring you.
  - sethammons 4y ago
    I don't imagine them advertising that they are willing to pay that high; instead, I'd imagine that particular role to end with wage suppression
    - lotsofpulp 4y ago
      I do not understand. If you are able to “set the expectation” for work valued at $900k per year even before an interview, then surely they are betting they cannot find someone capable to hire for less.
runako 4y ago
This is trivial. If you interview a person for Junior SW Engineer, and after a round of interviews decide that they have the expertise to be your DevOps lead engineer, just hire them as DevOps lead. The law doesn't stipulate which for which roles you can/cannot hire a person, only that you must report their compensation and the role they ultimately do. (Similarly, when they change jobs in the company, that would impact your reporting going forward.)

pessimizer 4y ago

I have no idea, but they could avoid that by posting a salary range that includes when they want to hire people who are overqualified.

thomaslangston 4y ago

1. The listed pay range can be any size. So they could put any number they want for the top end for overqualified applicants. 2. They can create a new position at any time with a higher range and offer you that position.

deleted 4y ago

[deleted]

brg 4y ago

CEO salary transparency caused a rapid increase in C-level compensation, nearly 10 fold as it became a public race. https://www.epi.org/publication/ceo-pay-in-2020/ https://www.epi.org/publication/ceo-pay-in-2020/

missedthecue 4y ago
Hmmm. They are graphing the data since 1965. Did equity options even exist then? Because they make up almost all of CEO pay these days. Wal-Mart CEO made $1.2 million in salary last year and the rest were stock options awards. If you stay consistent, CEO salary has probably increased very little since 1965. Either way I can't detect a causal link between c-level pay and salary disclosures. The CEO hiring market has always been quite small and I find it hard to believe that CEOs in the 1960s and 70s were getting taken advantage of and being underpaid
- maerF0x0 4y ago
  the parent implied in > nearly 10 fold as it became a public race. Much like many forms of wealth, past a certain point it's merely vanity/competition
- Animats 4y ago
  Er, no.[1] [1] https://www.epi.org/publication/ceo-pay-in-2020/ https://www.epi.org/publication/ceo-pay-in-2020/
  - missedthecue 4y ago
    You literally just linked to the same website in the comment I replied to. You added nothing to the conversation.

sethammons 4y ago

Similarly I applied (but didn't make it passed the second round of interviews) for a role with AWS that would have been about $900k. I got to set that expectation before the interview. I don't expect that to be as possible going forward with this law.

lotsofpulp 4y ago
Why not? The employer is always free to update their pay range if they are interested in hiring you.
- sethammons 4y ago
  I don't imagine them advertising that they are willing to pay that high; instead, I'd imagine that particular role to end with wage suppression
  - lotsofpulp 4y ago
    I do not understand. If you are able to “set the expectation” for work valued at $900k per year even before an interview, then surely they are betting they cannot find someone capable to hire for less.

runako 4y ago

This is trivial. If you interview a person for Junior SW Engineer, and after a round of interviews decide that they have the expertise to be your DevOps lead engineer, just hire them as DevOps lead. The law doesn't stipulate which for which roles you can/cannot hire a person, only that you must report their compensation and the role they ultimately do. (Similarly, when they change jobs in the company, that would impact your reporting going forward.)