It’s a new year and a great time to forecast changes seen in the industry. This year, it is our opinion that you can expect to see changes in the human resources sector to pay transparency with pay transparency laws.
In fact, several states, like New York, have already signed new laws that amend the state’s labor laws to require employers to state the compensation range (especially the minimum pay) and job description, if there is one, in any job posting advertisements. This includes postings for promotions and transfers.
So what can you do now to adopt pay transparency policies? Always first determine the minimum compensation for any new or existing position that is to be filled. Then, post it on your usual channels and via your usual methods, but with the minimum compensation clearly noted. If you can provide a range, that’s all the better. Avoid starting the range at an unreasonable number, like zero dollars ($0) as hat is not only not transparent, but confusing and frustrating for candidates.
It is worth noting that there is no indication that Florida will be among the states to adopt such a law this year, but even if it doesn’t, there is indication that this sweeping change will be not only an expectation of candidates, but beneficial to businesses as a result of meeting (or exceeding) candidate expectations. Remember, it’s like we always say: Clarity is key!
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