Employers: the NYS pay transparency law slated to go into effect on September 17, 2023, has already been amended! The law will now require employers not only to include minimum and maximum salary or hourly ranges in job advertisements for NYS positions, but ALSO in advertisements for “any position that will physically be performed outside of New York BUT REPORTS TO a supervisor, office, or other work site in New York.”
The amendments also define “advertise” as “to make available to a pool of potential applicants for internal or public viewing, including electronically, a written description of an employment opportunity.” Finally, the amendments eliminated certain recordkeeping requirements that were originally required under the legislation.
While there’s still time to get into compliance with the newly amended NYS law, remember that New York City, Westchester and Ithaca already have pay transparency laws in effect that employers have to comply with.
See the amended state law here: A999