Compliance Stuff

Maine businesses will soon have to disclose pay ranges and maintain employee compensation records under the state’s recently enacted pay transparency law. Maine joins a growing number of jurisdictions requiring companies to be more transparent about their pay practices. Here’s everything businesses with Maine employees should know about the new law before it goes into effect on July 29 . Who is Covered? Maine’s new pay transparency law,  LD 54 , impacts employers differently depending on the number of employees you have. However, it doesn’t specify if the employer size includes only Maine employees or all employees of a company, an issue that will likely add to the compliance confusion. Employers with 10 or more employees need to: include a pay range in all job postings unless the position is solely commission-based, then the posting must disclose that; and ensure this information i s included in electronic or print job postings , whether made directly by the employer or through ...

New Jersey’s far-reaching pay transparency law is about to take effect – is your business ready to comply? Starting June 1, covered employers, including certain businesses outside of the state, must disclose compensation and benefits information in job listings and for promotional opportunities. Here’s what you need to know about this new law, plus your six-step compliance plan. Snapshot of New Jersey’s New Pay Transparency Rules The  New Jersey Pay and Benefit Transparency Act  (NJPBTA) takes effect on  June 1 . Here are the key points you should know: Covered Employer s . The NJPBTA is far-reaching and will apply to employers with 10 or more employees over 20 calendar weeks that do business, employ workers, or take applications for employment within New Jersey .   This means that some businesses may be required to comply even if they are not physically located in New Jersey or do not have any employees located in the state .  For more on covered emp...

  The federal government made headlines last week by rolling back a slew of workplace obligations, but employers should be prepared for heightened requirements at the state and local level . Indeed, blue states are expected to up their game this year in resistance to the Republican trifecta in the White House, Senate, and House – and pay transparency will continue to be one of the hottest topics. This trend has already impacted many businesses in various locations across the country, and we think more employers will be grappling with new compliance obligations by the end of the year. Here’s what you need to know about pay transparency laws and five tips for compliance.  1. Keep Up with the Patchwork of New State Laws In addition to rules on equal pay for equal work, many states are now requiring employers to disclose salary ranges in job listings and for promotional opportunities . Pay transparency affects all aspects of workplace relationships – including hiring, recruitment...

  Massachusetts just released frequently asked questions (FAQs) to help employers comply with the wage data reporting aspect of the state’s new  pay transparency law . Quick Hits Massachusetts issued new FAQs containing details for employers on how they can meet their obligations when reporting wage data pursuant to the state’s new pay transparency law. Employers in Massachusetts will need to submit workforce demographic information to the state each year under a new law. Covered employers must submit their most recently filed EEO-1 report to the state by February 3, 2025 . Employers need not provide customized reports, nor do they need to include pay data. The federal government requires certain employers to submit workforce demographic data in a report, called an EEO-1 form, each year. On July 31, 2024, Governor Maura Healey signed the  Francis Perkins Workplace Equity Act , which requires Massachusetts employers with one hundred or more employees (and which are subject...

On June 4, 2024, Vermont Governor Phil Scott signed into law House Bill 704 ( H. 704 ). The Green Mountain State is the most recent jurisdiction to pass legislation related to pay transparency, or the required disclosure of salary ranges or hourly pay in job postings, a trend that has gained significant traction in the United States over the last several years.    What Compensation Must be Disclosed in Job Postings? Effective July 1, 2025, Vermont employers with four or more employees will be required to include compensation ranges (minimum and maximum annual salaries or hourly wages) for any job opening advertisement, including job openings where there is a base wage or range for those paid as tipped workers . The legislation provides one exception to disclosing a compensation range, and that is specifically for a job opening advertisement where the prospective employee is to be paid on a commission basis.    An advertisement as defined by the law is a written notic...