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Similar legislation in New York City was due to go into effect in April but has been delayed until November.

These potential drivers include the following: experience (proxied by age, tenure and time in job); performance (above-average performance rating); career level or pay grade; job function or job family; the number of direct reports; business unit or department; and work city.

Public sector organizations have the taxpaying public to worry about, as well as their employees, but they often have limited discretion in making management decisions, based on their dependence on federal and state legislatures and county/city boards or councils.

The survey also found that 55% of organizations use city/metro area as the indicator in which geographical pay differentials are based, and cost of labor is overwhelmingly a greater influence than cost of living for determining the pay policy approach.

Adidas knew that for these employees — many of them parents — uprooting and moving to a new city would be incredibly stressful.

Some sold their cars, others expanded home offices or moved their families to new cities, the Journal reported.

Bloom: The impact of WFH on cities, companies and the economy.

;For in-office or hybrid employees, geographic pay locations are most often determined by their nearest work location (45%) or reporting location (31%), while more than half of full-time remote workers are tied to their location of residence.More than half of organizations (56%) use city/metro area as the indicator in which geographic pay differentials are based, and cost of labor is overwhelmingly a greater influence than cost of living for determining the pay policy approach.; Overall, nearly seven in 10 workers say that a pay adjustment would be a very or extremely influential factor in their decision to voluntarily relocate, representing a nearly 20% increase from WorldatWork’s 2021 survey on geographic pay policies.