Employment Practices (April 25, 2022)
If you have at least four employees (or you employ one or more domestic workers) and one of them works in NYC (yep, this includes remote employees), the NYC Salary Disclosure Law applies to you – even if you do not have a business location in NYC! Starting on May 15, 2022, covered employers will be required to disclose minimum and maximum salary information in every job, promotion and transfer opportunity advertisement if the opportunity “can or will be performed, in whole or in part, in New York City, whether from an office, in the field, or remotely from the employee’s home.” The posted salary range must reflect what the employer believes, in good faith, is the range it would pay someone for the job at the time of the job posting. Failure to include salary range information will be considered unlawful discrimination in violation of the New York City Human Rights Law.
Q: Does the law apply if a covered employer is only posting
the advertisement on a bulletin board at its work location or on an
A: Yes. Advertisements that describe an available job, promotion or transfer opportunity and are publicized to a pool of potential applicants are covered regardless of how or where they are disseminated.
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