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FEATURE: As more states require pay transparency, here’s how to stay ahead of the game.

Pay transparency laws for job postings have taken hold in Washington state, Colorado and California — and New York Gov. Kathy Hochul signed a bill this week that will require business with more than four employees to disclose a range for annual salary or hourly rate for all advertised positions and in-house promotions.

“These laws will continue to gain ground across more and more states through 2023 and beyond, said Deanna Baumgardner, president at Employers Advantage LLC. “Now is the time for companies to do a gut check on their compensation plans for recruiting purposes but also for overall internal equity.”
She said even if a company is not legally required to do so, it’s often a good step.
“It shows transparency on behalf of the organization and eliminates the ‘who’s going to jump first’ on the compensation question game, saving everyone time and headaches,” Baumgardner said.

TIP: Companies can get ahead of the laws by revamping their pay structure and even performing a pay-equity audit to make sure existing workers are paid fairly.

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