One of the biggest HR trends that is sure to continue in 2018 is equal pay, also commonly known as pay equity. Equal pay—particularly related to gender—has been a stubborn issue for many industries.
The federal Equal Pay Act already abolishes wage disparity based on sex, while federal laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. However, many states and municipalities are taking it upon themselves to enact laws aimed at further addressing pay equity. Some laws are more restrictive than others in matters such as prohibiting employers from asking about compensation history or relying on it to help determine employment and compensation offers. Other laws prohibit employers from restricting workplace discussions among employees about their wages.
Such inquiries, if allowed, can help perpetuate pay disparities. If employers can no longer use past compensation as a factor in their offers to applicants, underpaid workers will have one less barrier on their road to salary equality.
California is on the cutting edge of this trend, having previously enacted the California Equal Pay and Fair Pay Acts. These laws allow employees to openly discuss compensation and require equal pay for employees who perform “substantially similar work,” among other provisions. In addition, California passed a ban on salary history inquiry on January 1, which prohibits employers from asking about or seeking previous salary history (either personally or through an agent of the employer, prohibits relying on that information in decisions regarding compensation or whether to offer employment, and notably requires an employer, upon reasonable request, to provide an applicant with the pay scale for a position.
Delaware and Oregon also have compensation history inquiry restrictions in place, while Massachusetts is set to follow this year. San Francisco and New York City have passed similar regulations. You can expect the list to grow over time, as more cities and states seek strategies to address pay equity.
For instance, as noted above, California’s pay equity law requires employers to provide a pay scale for the job in question upon reasonable request by an applicant. Massachusetts’s pay equity law allows employers to ask for salary history but only after an offer of employment has been made. New York City’s pay equity law not only prohibits asking about salary history but also prohibits searching any available records for salary history information.
It’s also worth mentioning that many pay equity laws allow an applicant to voluntarily disclose their previous salary and the employer to consider or rely on that voluntary disclosure. For instance, say you offer a candidate a job with a salary of $75,000 and they respond by telling you that their current job pays them $82,000. They also tell you they aren’t willing to move to your company for any offer under $85,000. You can then use this salary information, which the applicant voluntarily disclosed, as a means for recrafting your offer. Be careful, however, not to use any voluntary disclosure of past compensation as the basis to justify any disparity in compensation for the current position.
Keep in mind that even if an applicant voluntary discloses their salary at any time during the recruitment process, you are still exposing your company to potential discrimination claims if you use that information to offer them less compensation than what your pay scale dictates for that position and experience, or than what your current employees with similar experience, education and responsibilities are earning.
The following are good places to start:
If you are in need of strategic compensation guidance and help maintaining compliance with salary equality and other laws in your jurisdiction, TriNet’s HR experts can help. Contact us for more information.
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