2 min read

Opsy #10: Salary commensurate with experience

Pay transparency is here to stay, legally required or not.
A stack of cash is imposed on a peach background

The New York City Council passed a law this week that requires employers to include salaries in job postings... and everyone responsible for hiring added another to-do item to their list. 👀

A lot of the details are still up in the air but here's what we do know:

  • Employers will be required to include a minimum and maximum salary that they "in good faith" believe they'd be willing to pay for each role.
  • The salary band created by this minimum and maximum must be suitably "narrow" to prevent super wide ranges that effectively make the pay opaque.
  • This applies for newly advertised jobs, as well as transfers and promotions.
  • Remote companies weren't specifically included or excluded.
  • Penalties for not following the law weren't disclosed either.

Assuming the mayor doesn't veto the law by Friday, the new requirement will go into effect in April.

When Colorado passed a similar law last year, it spawned a wave of "remote everywhere but Colorado" disclaimers in job postings, as some companies decided they'd rather skip hiring in the state altogether. That will probably harder to do with the largest city in the US, especially in tech.

Either way, pay transparency is here to stay. Several other US states have similar legislation in the works, and this is a conversation happening even in places where it's not legally required.

A lot of us already have experience rolling out pay transparency in some form, and a few of us are working on it now, so I'd love to crowdsource our wisdom.

What resources or advice do you have? Is this a topic we should dig into deeper as a group?

Lmk what you think!

ICYMI

A new podcast ep dropped last week!⚡

I chatted with marketing consultant Brian Swanick about:

  • The rise of marketing operations at growing startups
  • Best practices for staying up to date in a rapidly evolving field
  • How he transitioned from HR to digital marketing and then again from freelancing to consulting
  • Why it's just as important to reduce errors as it is to save time when building out automations

... and so much more!

Listen to the episode (or read the transcript) here.

If you like the show, please consider leaving a review on your platform of choice.

Have an opsy article, podcast, or event to share? Hit reply to let me know.

Pronouns at Work: Katrina Kibben recently shared an important reminder about pronouns in the workplace. There's a handy template for your email signature and a free Pronoun Guide for HR that you can download too.

Opsy Compensation Survey: We're still collecting ops-specific salary data to make our own negotiations easier. Consider (anonymously) adding your own, if you haven't already!