![]() ![]() For many others, you’re working with another company to disseminate your postings as far and wide as possible. For some businesses, the postings are housed right on your website and are easy to edit. Logistically, you’ll want to think about how your job postings are created and where they go. It’s not easy, but it’s what it takes to comply with the law and be a modern employer that talented technologists want to work for. If you’ve never thought about salary ranges or average compensation for your roles, it’s time to start. This provision in the law is going to change that. They pay what they think is fair, but there may not be a formal process in place. The first thing to note about the new law is that, in every job posting, employers must disclose the hourly or salary compensation, or a range of the hourly or salary compensation, and a general description of all benefits and other compensation offered.įor one reason or another, many companies haven’t formed sound practices for determining their compensation. You Must Include Salary on External Job Postings To help you determine what the Equal Pay for Equal Work Act means for your business, we reviewed the text of the law, checked with our state government, and spoke with ADP. Thankfully, in Colorado, we’ve already been doing better than the rest of the country as women make 98% of what men make for the same job/qualifications. ![]() It’s long been illegal to pay differently based on gender, but the transparency this law provides makes a big difference. The purpose of this new act is similar to the purpose of the “ban the box” laws that have been on the rise over the last few years: eliminate the gender pay gap. There are fines ranging from $500 to $10,000 for each violation, which can add up quickly for companies hiring multiple positions. In short, this means that all employers in the state have to disclose salary or hourly compensation on all job postings, both internal and external. Based on the conversations we’ve been having and the job postings we’ve seen out there so far in January, we estimate that 90% of Colorado employers don’t even realize they’re violating this new legislation with their normal recruiting practices.Ĭolorado’s Equal Pay for Equal Work Act was passed in 2019 and took effect on January 1st of 2021. With the pandemic and election dominating news headlines, Senate Bill 19-085 quietly went into law. ![]()
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