Ari Kwiatkowski, counsel, was featured in the Buffalo Business First article “How to Navigate New York State’s New Pay Transparency Law” about the potential impact the new wage transparency law, which is waiting to be signed by New York State Governor Kathy Hochul, will have on Buffalo businesses. This law is one of several recent laws that makes strides toward achieving pay equity.
The law, which requires employers in New York State to list a salary or salary range in all job postings, both internal and external, hasn’t been common practice in the state outside New York City. In addition to listing the “minimum to maximum rate that the employer in good faith believes is accurate at the time of posting,” said Ari, the law also requires the posting includes a job description, if the employer has one.
The impacts of the law will be felt not only by employers but also by employment agencies. They may be able to expand their reach to attract a wider variety of applicants and advertise additional benefits, such as remote work, in the job postings.
When the law goes into effect, employers will have 270 days to prepare for compliance. This is a good time for them to review their pay range policies to find and remediate any discrepancies and to audit salaries to be sure they’re equitable. Managers and other key players in determining and adjusting salaries should receive proper training to be compliant with the new law.
Buffalo Business First subscribers can read the full article here.