NYC Employers Will Soon Have to Disclose Salary Range
#evolve Magazine
July 04, 2022

A city law will go into effect May 15 that will require New York City employers to list the minimum and maximum salaries on job postings, according to the Wall Street Journal.

The newspaper reported, “Nearly every employer hiring in the city would be covered by the law; only those with fewer than four employees or staffing firms hiring for temporary workers are excluded. Companies that don’t comply could be fined or face other civil penalties.”

Although the measure is aimed at addressing gender-pay gaps and providing more transparency on pay, Kathryn Wylde, chief executive of the Partnership for New York City, told WSJ that many employers are worried that the salary disclosures will be burdensome and time-consuming to implement since not all companies have pay bands for each job category.

Similar pay transparency laws have already gone into effect in some states. For example, Colorado’s Equal Pay for Equal Work Act went into effect last year, requiring Colorado employers to provide formal notice to employees of promotional opportunities and disclose pay rates or ranges in job postings for positions that will or could be based in Colorado, including remote opportunities.


Biden Administration Withdraws COVID-19 Vaccine Mandates for Large Businesses

As reported by CNN, the Biden administration is withdrawing its COVID-19 vaccination and testing regulation aimed at large businesses, following the Supreme Court’s decision to block the rule in early January.

According to a statement made by the U.S. Department of Labor’s Occupational Safety and Health Administration, it will be withdrawing the vaccination and testing emergency temporary standard for businesses with 100 or more employees.

“Although OSHA is withdrawing the vaccination and testing ETS as an enforceable emergency temporary standard, the agency is not withdrawing the ETS as a proposed rule. The agency is prioritizing its resources to focus on finalizing a permanent COVID-19 Healthcare Standard,” the statement read.

CNN also reported the rule would have affected some 80 million individuals, although there would have been exceptions for those with religious objections.

California Leaders Agree to Provide Extra Paid Sick Leave

California Gov. Gavin Newsom and legislative leaders in the state announced in January an agreement that will require businesses to provide workers who are recovering from the coronavirus, or are caring for infected family members, with as much as two weeks of supplemental paid sick leave. The agreement would reinstate a benefit passed by the state in 2021 that expired at the end of September.

According to the New York Times, “The paid leave requirement would apply to eligible absences between Jan. 1 and Sept. 30 at companies with more than 25 employees. The bill would also restore some business tax credits to help companies absorb the cost of the additional paid time off.”

California law requires employers to offer a minimum of three paid sick days a year. The Times reported that, if the new version passes, it will require employers to offer up to 40 hours of paid sick leave to full-time workers and extend that by 40 more hours if the worker supplies proof of a positive coronavirus test result.

In a statement, Newsom said, “By extending sick leave to frontline workers with COVID and providing support for California businesses, we can help protect the health of our workforce, while also ensuring that businesses and our economy are able to thrive.”

Strike Ends at 78 Kroger-Owned Grocery Stores in Colorado

After reaching a tentative three-year work agreement, nearly 8,000 workers returned to work on Jan. 21 at 78 King Soopers and City Market grocery stores in Colorado. Workers had been on strike since Jan. 12.

Although details of the tentative agreement were not disclosed, CNN reported the union said “the company’s previous offer included provisions that were worse than the recently expired contract, including creating a new subclass of gig workers, which it claimed would be used to reduce work hours and drain the company’s health fund for long-term employees. It also did not address worker concerns about COVID safety measures to protect both employees and customers … at the time the strike started.”

Union activity continues to rise around the country. In December, Starbucks workers in Buffalo, N.Y., voted to form their first U.S. union. And after being on strike for nearly three months, around 1,400 workers at Kellogg’s cereal plants in four cities (Memphis, Tenn., Battle Creek, Mich., Omaha, Neb., and Lancaster, Penn.) voted to approve a five-year contract.

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