States are Changing Job Posting Requirements

On January 1, 2021 Colorado’s Equal Pay for Equal Work Act (EPEWA) came into effect, making it mandatory for employers to include wage and benefit information in promotional information and job openings for   either (1) work tied to Colorado locations or (2) remote work performable anywhere.  It does not apply to  work performed only at non-Colorado worksites. This legislation is aimed at prohibiting employers from discriminating by paying less for substantially similar work in terms of skill, effort and responsibility. Every employer with any employees in the state will have to comply with the law.

Colorado joins Connecticut, Nevada California Maryland and Washington require in enacting laws requiring salary disclosure. A similar law will also become effective in Rhode Island in 2023.

What does this mean?

Transparency! Each job-vacancy posting will have to disclose the hourly wage or salary, or the hourly wage or salary range, along with a general description of all benefits and other compensation offered. The Act goes on to clarify that postings such as “$40,000 and up” and “up to $60,000” are equally noncompliant. Postings must clarify both a minimum and maximum range. This is big news for employees! The “Glassdoor” approach feels safer to employees and gives them a sense of trust. It also makes these states stand out when it comes to job seekers. Check out nextSource careers and find a career that has a similar level of transparency.