b'The California law has been further amended,provide the base wage or rate of pay but needH.R. 7 the Paycheck Fairness Act, sponsored most recently last month. Beginning this com- not include items such as overtime, vacation,byCongresswomanRoseDeLauroofCon-ing May, a private employer with at least 100medical insurance, or other benefits, or othernecticut. The vote was 217-210, with only a sin-employees must file with the state an annualforms of compensation, such as commissions,gle Republican member voting yea. President pay data report that discloses items such as thetips, bonuses, stock, or the value of employ- Biden has endorsed the legislation, but there number of employees by race, ethnicity, ander-provided meals or lodging. has been no action in the evenly divided Senate. sex in ten specified job categories; aggregatedH.R. 7 would prevent an employer from seek-pay data for those categories, and mean andFor now, individual states are where the action ising a job applicants prior salary history or us-median hourly wages when it comes to pay transparency laws. Effortsing such information in establishing the level of in Congress have been less ambitious and arecompensation offered to an applicant. It would Also, every California employer, upon reason- not likely to be successful anytime soon becausealso empower the Equal Employment Oppor-able request, shall provide the pay scale for aof partisan differences. On April 15 of this year,tunity Commission (EEOC) to collect salary position to a job applicant. The employer musttheU.S.HouseofRepresentativesapprovedinformation in aggregate form from employers.also, upon request, provide a current employee the pay scale for the position in which he or she is employed.Another new requirement in California is that each employer with 15 or more employees shall include the pay scale for a position in any job posting. This link has more information aboutThe Trusted Source for Californias newly revised law. Quality SystemsProponents of pay transparency laws believe that if workers and job applicants have a fuller understanding of an employers pay practices, the disparity in compensation between men and women and between persons of different races will come down. Other states with laws that mandate inclusion of salary ranges within job postings are Wash-ington, Colorado, and New York.Its not just states. Some cities are putting in place pay transparency laws. New York City has one that will go into effect on Nov. 1. It requires that a company with four or more employeesTHRUSTERSLIGHTINGSEATINGDOORSTRIM CONTROLWIPERSCONTROLS(at least one of whom works in the city) that uses job postings to recruit employees to dis-close the compensation range (annual salary or hourly wage) for the position to be filled. This will cover promotions and transfers as well aswww.imtra.com 508.995.7000new hires. The salary range to be disclosed must 27 OCTOBER 2022'