AGENCY TESTIMONY
Intro 808-A: Expanding pay transparency requirements
0:20:50
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86 sec
Intro 808-A aims to enhance pay transparency for prospective and current employees by expanding the information required in job postings. The administration supports the intent of the bill to address information gaps and level the playing field in the job market.
- Requires inclusion of job descriptions, nonwage compensation, and benefits information in job postings.
- Codifies factors employers must consider when determining good faith pay ranges.
- Mandates written records for deviations from posted pay ranges.
- The administration is open to further discussions on implementation approaches.
JoAnn Kamuf Ward
0:20:50
The administration supports enhancing transparency in pay for prospective and current employees.
0:20:56
This can address the information gap between employers and employees and level the playing field on the job market, ensuring that all employees have an equal chance at promotion and professional growth.
0:21:07
A lack of transparency has long perpetuated differential pay and career trajectories across gender, race, and age.
0:21:15
As was mentioned, since 2022, the human rights laws required employers to include a good faith pay range in all job advertisements in New York City.
0:21:24
Intro 808 a amends the human rights law to require that employers include a job description and nonwage compensation in a posting that includes benefits, bonuses, and information on potential equity.
0:21:37
Intro 808 a also codifies the factors that employers must take into account when determining a good faith pay range, such as qualifications and the amounts paid by those paid to those currently holding equivalent positions.
0:21:51
Where employers deviate from the range in final pay, 80 8 a requires employers to keep written records of the reasons.
0:21:58
Finally, 808 a includes disclosure provisions.
0:22:01
The administration supports the intent of 808 a and is keen to enhance job seeker information and to balance that objective with the reality of how job postings are created and that objective with the reality of how job postings are created and disseminated.
0:22:11
We look forward to further discussions with counsel on approaches to increase pay transparency and to learning more from stakeholders on these topics as well.
