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So how will this new law affect employers in the Empire State and beyond?

The law requires Massachusetts employers with 25 or more employees to disclose a salary range when posting a position and protects an employee’s right to ask their employer for the salary range for their position when applying for a job or seeking a promotion.

The Vermont law applies to: Positions physically located in the state, and;Remote positions in which work will be predominantly performed for a workplace physically located in the state.; In addition, the law applies to positions that are: Open to internal or external candidates, or both, and;Positions into which current employees can transfer or be promoted.; With employer applicability starting at five employees, the law will not require so-called “micro-businesses” to post wage ranges.

If the law stands, it will create a 10-member Fast Food Council with equal numbers off workers’ delegates and employers’ representatives, along with two state officials, who will be empowered to set minimum standards for wages, hours and working conditions in California.

California is poised to implement a pay transparency law that follows Colorado’s lead in requiring employers that operate in the state to provide salary range information on their job postings.

Legal experts recommend that employers follow laws in the states where employees reside, but court decisions about the application of state-specific laws to remote employees have been mixed.

Kelly Cardin, a shareholder in Ogletree Deakins’ New York and Stamford, Connecticut, offices, explains that pay transparency laws seek to promote pay equity by requiring employers to inform candidates what employers are willing to pay for a position.

“Uber and Lyft are either employers responsible to their employees under labor standards laws, or they are bound by the laws that prohibit powerful corporations from using their market power to fix prices and engage in other conduct that restrains fair competition,” the lawsuit stated.

Action Items for Employers Aladag said Wisconsin employers should be proactive in case the legislation becomes law.

Here’s what the new law means for employers in California — and, perhaps, beyond.