New York employers must include pay rates in job ads under new state law
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New York employers must include pay rates in job ads under new state law
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Re: New York employers must include pay rates in job ads under new state law
#2I've previously commented [0] on how broken this implementation is. It's frustrating politicians don't see how easy it is to circumvent what the law seeks to achieve.
Re: New York employers must include pay rates in job ads under new state law
#3I have never worked in a job where you can give a reasonable pay band and routinely made 1.5-3x what other people with the same title did, before bonuses. This really only works for well-defined jobs in production, retail, and seems to bring little utility for the HN crowd.
Re: New York employers must include pay rates in job ads under new state law
#4I wonder if this will result in remote job applications excluding candidates from New York, as we've seen with other states. Although once a critical mass of states start requiring this, that won't really be an option any more.
Re: New York employers must include pay rates in job ads under new state law
#5I wonder if this will result in remote job applications excluding candidates from New York, as we've seen with other states. Although once a critical mass of states start requiring this, that won't really be an option any more.
California implemented this and I haven't seen any data to support that Californians are being excluded from applying for jobs.
Re: New York employers must include pay rates in job ads under new state law
#6[deleted]
Re: New York employers must include pay rates in job ads under new state law
#7I've previously commented [0] on how broken this implementation is. It's frustrating politicians don't see how easy it is to circumvent what the law seeks to achieve. [0] https://news.ycombinator.com/item?id=37440358
Eh, NYS DoL is codifying regulation on top of the law.
https://dol.ny.gov/system/files/documents/2023/09/text-salar...
They specifically declare the terminology "good faith" and that posted ranges must be made in good faith and accurate to reality. Any individual that feels they are harmed by said range not being in good faith can file a department of labor complaint. The NYS DoL is actually quite aggressive once you give them ammo (complaints, tips, etc) to go after companies.
Re: New York employers must include pay rates in job ads under new state law
#8I wonder if this will result in remote job applications excluding candidates from New York, as we've seen with other states. Although once a critical mass of states start requiring this, that won't really be an option any more.
It's for New York employers only, is it not? Or do you need a presence in NY to employ people there?
Re: New York employers must include pay rates in job ads under new state law
#9I wonder if this will result in remote job applications excluding candidates from New York, as we've seen with other states. Although once a critical mass of states start requiring this, that won't really be an option any more.
California and NY, so the critical mass has probably already been hit for some upscale fields, haha.
Re: New York employers must include pay rates in job ads under new state law
#10Companies generally use third party compensation benchmark tools like Radford, which are total garbage. They base comp off title, and these tools are stuck in the stone age (think 'programmer analyst' as a SWE). When recruiting and/or engineering decide to post a job, they need to consult HR, who don't know anything about tech hiring, so they'll just guess. This will result in a broad, inaccurate, or crappy range. This seems like a decent law for retail and lower skilled jobs, but I think it just creates confusion for tech/startups. Engineers/tech employees talk, and its evident in online forums, slack/discord groups, linkedin, etc. When I see people say they won't apply to a job w/o the band or will pass on the job if its low, I'd suggest you do your own research. See who the company employs. If they are hiring talent from companies known to pay big $$, the posted band is just a bureaucratic formality because nobody knows how to properly navigate it. Also, talk to recruiters - they know what people are getting paid.