fizzymynizzy t1_iukvlfd wrote
Reply to comment by redcremesoda in Employers that have four or more employees in NYC are legally required to share salary ranges for job listings. by [deleted]
Did you even read the NYC pdf? It already said you can't do that. Also, $0 is slave labor.
redcremesoda t1_iul0gqh wrote
That’s not the point. There will assuredly be some amount of boilerplate text.
Babhadfad12 t1_iulsqqu wrote
And the point of the law is not to prevent low pay. It is to help people filter out bad employers and search for good ones (which will obviously put pressure on all employers in markets that are not completely saturated with laborers).
Treehaus_user t1_iul7ztq wrote
The real question is who is driving enforcement of these rules? Just like the Chipotle Settlement for $20M. You need a large union or media action that has sway with government to get any type of enforcement.
down_up__left_right t1_iumc38a wrote
From OP’s link:
> The Commission on Human Rights accepts and investigates complaints of discrimination filed by members of the public, including complaints alleging violations of the new salary transparency protection. The Law Enforcement Bureau also initiates its own investigations based on testing, tips, and other sources of information. In addition to filing complaints at the Commission, individuals with claims against their current employer can also file a lawsuit in civil court.
> Employers and employment agencies who are found to have violated the NYCHRL may have to pay monetary damages to affected employees, amend advertisements and postings, create or update policies, conduct training, provide notices of rights to employees or applicants, and engage in other forms of affirmative relief. The Commission will not assess a civil penalty for a first complaint alleging a violation of the salary transparency provision, provided that the employer shows they have fixed the violation within 30 days of receiving the Commission’s notice of the violation. Covered employers may have to pay civil penalties of up to $250,000 for a uncured first violation of the new law, as well as for any subsequent violations. Information regarding the process for submitting proof of a fixed violation and appealing a civil penalty for a violation of the new salary transparency protection is available on the Commission’s website.
hak8or t1_iun2ncu wrote
That doesn't answer OP's question.
For example, housing laws in NYC have many limits on security deposits and how leases are allowed to work, and yet that doesn't mean anything unless you are able to get a lawyer and go to housing court, or get very lucky and have a public/nonprofit agency back you.
You didn't specify the actual enforcement mechanism. For example, I really doubt that department going to find listings in their own and take the companies to court/fine them by themselves. They probably expect to have a lawyer work with them to prosecute these companies, and the lawyer coming from a class action or form a group of private citizens paying the lawyer.
down_up__left_right t1_iun9i16 wrote
>For example, I really doubt that department going to find listings in their own
vs.
> The Commission on Human Rights accepts and investigates complaints of discrimination filed by members of the public, including complaints alleging violations of the new salary transparency protection.
Also there really isn't a profit motive for companies to try to cheat this. Internally HR departments already have the salary ranges for the jobs list so it's not like they're doing extra work to come up with that.
And now that everyone will be listing the salaries it's in a company's interest to list accurate numbers. A falsely low minimum and employees that have other options/are paid better at their current job don't even apply. A falsely high maximum and companies waste time doing interviews and giving offers to people that turn it down because they were expecting a much higher offer.
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