Tami Elaine Prince’s Post

Attention job seekers and employees in Massachusetts. The legislature has sent a groundbreaking measure to Governor Maura Healey, aiming to make Massachusetts the 11th state to require salary disclosures in most job postings. Bill H 4890 mandates employers with 25+ staff to disclose estimated salary ranges, fostering transparency. Businesses with 100+ employees must also submit equal employment data, enhancing fairness. House Speaker Ron Mariano highlighted that pay transparency will boost workplace equity and state competitiveness. Senate President Karen Spilka emphasized the commitment to fair treatment and compensation for all. This move towards equal pay for equal work is a significant step in promoting workplace equity and competitiveness in the Bay State. #EqualPay #SalaryTransparency #JobSeekers #Massachusetts #WorkplaceEquity Read more:

📢 Vermont Employers: Vermont is now the 9th state, including D.C., to pass a state-level pay transparency law. 📢 Effective July 1, 2025, Vermont employers with four or more employees will be required to include compensation ranges (minimum and maximum annual salaries or hourly wages) for any job opening advertisement, including job openings where there is a base wage or range for those paid as tipped workers. Read the latest on Employment Law News: https://lnkd.in/gy-6kMTp #vermont #paytransparency #employmentlaw #compliance #hr #hrnews #govdocs

New Jersey Employers: The New Jersey legislature recently passed a pay transparency law that, if signed by Governor Murphy, would go into effect 6 months thereafter (https://lnkd.in/eaYEu4Et). This law would require all employers with 10 or more employees, who have employees or do business in, or take applications from, New Jersey, to include compensation and benefits information in all new job postings.  This includes the hourly wage or salary for the role (or the applicable range), as well as a general description of benefits and other compensation programs for which the employee would be eligible. Notably, similar to the Colorado pay transparency law, the New Jersey law would also require employers to “make reasonable efforts to announce, post, or otherwise make known” similar information for opportunities for promotion that are advertised either externally or internally to all current employees in the affected department(s) prior to making a promotion decision. #NewJersey #paytransparency #DGPERKS

A new law came into effect on January 1st and will disrupt traditional job postings. It’s called the Minnesota's Pay Transparency Law. What’s it about? Employers in Minnesota with 30 or more employees are now *required* to provide wage ranges on job posting — even on third-party job sites. Last week, I spoke with KARE 11 about what this new law means for employers, employees, and job seekers. Read on below. 🔻 https://lnkd.in/gbZVHMx7

On January 1, 2025, an amendment to the Illinois Equal Pay Act will require many Illinois employers to adopt new practices in job postings to enhance salary transparency. Signed into law by Governor J.B. Pritzker in August 2023, this amendment introduces several significant requirements for employers in Illinois. Levin Ginsburg Partner Walker Lawrence discusses the new law and key requirements in our latest blog post. https://lnkd.in/gK7BTaGY #LevinGinsburg #LGAttorneys #EqualPayAct #NewBlogPost

One of our participants, Bonnie, and her counselor BETH GLASSMAN, were features in a Fox9 local news clip regarding the signing of the Minnesota Pay Transparency Act. This new legislation for 2025 is a step forward for supporting jobseekers, requiring that salary ranges for positions be listed in job postings. This practice promotes fairness, equity, and transparency for jobseekers looking for roles that will financially support themselves and their families. https://lnkd.in/gtxf2CkH

🌟 Exciting News for Employers in Illinois! 🌟 Starting January 1, 2025, a new Amendment to the Illinois Equal Pay Act will require employers with 15 or more employees to include pay ranges in job postings. This amendment, signed into law by Governor J.B. Pritzker on August 11, 2023, aims to enhance salary transparency and support equitable hiring practices. 📊 What does this mean for employers? While the law doesn't mandate job postings, it does require pay ranges when postings are made. This change provides job seekers with valuable information upfront and helps promote fairness in compensation practices. 🔍 Are you ready to comply with Illinois' new salary transparency law? Stay informed and ensure your hiring practices align with these updates to foster transparency and attract top talent. #IllinoisEmploymentLaw #SalaryTransparency #EqualPay #HRCompliance #JobPostings #HiringPractices

🚨 Big News for New York Workers: Pay Transparency is Here! 🚨 As of September 17, 2023, a new law known as New York's pay transparency law requires employers to disclose salary ranges for all job postings. This legislative change aims to combat wage discrimination and promote equitable pay practices across various sectors. Here’s what you need to know: - **Clarity for Job Seekers**: Employers must now provide a salary range in job advertisements. This means candidates can make more informed decisions about job offers and negotiate better compensation packages. - **Broader Scope**: This requirement applies not only to new hires but also to promotions and transfers within organizations, ensuring current employees are also included in the pay equity conversation. - **Legal Ramifications**: Employers who fail to comply with this law may face penalties. It’s essential for businesses to review and update their hiring practices to align with this new regulation. In a world where transparency is key to fairness, this law is a significant step forward for employees seeking justice in wage discrepancies. As we advance into a more equitable workplace, understanding these changes can empower both job seekers and employers. Stay informed about your rights and ensure you're advocating for fair compensation. It's about time we level the playing field! #employmentlaw #paytransparency #wageequity #NewYorkLaw #employmentdiscrimination

The New Jersey legislature recently built on its 2019 efforts to increase pay-related protections for job applicants and current employees. Most employers will now be required to disclose pay ranges in their job postings and follow certain promotion-related requirements. The law was signed by the Governor on November 18, 2024 and will take effect on June 1, 2025. Read more here: https://ow.ly/A7vu50Uf9gf

Starting January 1, 2025, Minnesota employers with 30 or more employees must disclose salary ranges or fixed pay rates in all job postings. This mandate, introduced as part of the Omnibus Labor and Industry Policy Bill signed by Governor Walz, aims to foster pay transparency and compliance across the employment landscape. Employers are encouraged to review job posting processes, update policies, and train recruitment teams to align with the new requirements under Minn. Stat. § 181.173. At Henson Efron, we’re here to guide Minnesota businesses through this transition. Contact us to learn how our team can help you comply with Minnesota's new pay transparency law. https://bit.ly/3NXfdQM #PayTransparencyLaw #MNLaw #TwinCitiesLawyer #HensonEfron