Colorado Enacts Expansive Equal Pay for Equal Work Act, including Salary History Ban


Effective January 1, 2021:  Colorado employers are prohibited from (1) seeking the wage history of a prospective employee; (2) Hire Image relying on the wage history of a prospective employee to determine a wage rate; or (3) discriminating or retaliating against a prospective employee for failing to disclose wage history.
The “Equal Pay for Equal Work Act” Hire Image also protects against wage discrimination based on sex and includes a pay transparency clause. The state went further, taking their new law to another level, including two requirements that no other state has yet included in similar laws.  First, employers must make reasonable efforts to announce, post, or make known all opportunities for promotion to all current employees on the same calendar day . Additionally, employers must disclose the hourly or salary compensation (or range) and a general description of all benefits and other compensation offered in each posting.
Finally, the law provides that if employers are proactive and conduct self-evaluations of their compensation practices with the “specific goal of identifying and remedying unlawful pay disparities,” they may use that evidence to avoid liquidated damages.
While this law does not go into effect for a year and a half, Hire Image background screening specialists say that it’s a good time for Colorado employers to review their interview and application processes and forms to ensure they will be in compliance by the effective date.

Comments

Post a Comment

Popular posts from this blog

How to properly perform Employee Background Checks

In order to protect your company, you need to conduct  background screening  when hiring employees . Employee Background Checks ensure that the person you are considering for hire does not have any improprieties on their record, which could come back to haunt your company or the culture you’ve built within it. Employee background checks scour data related to employment history, driving history,  drug screening , academic or professional qualifications, and criminal records, among others. According to recent data, most companies outsource these services. One such employee background  screening company  that is leading the pack is  Hire Image . Since 2005, Hire Image has superior market standing and provides well-informed hiring data to each of its clients. Hire Image works with national and international companies as well as large enterprises and SMBs, ensuring that they continuously hire the right people in their own image. ...
Read more

Clarity on Oral Fluid Drug Testing and the New SAMHSA Guidelines

Image
As part of recently established guidelines by the Substance Abuse and Mental Health Services Administration (SAMHSA), oral fluid specimens will now be included in the mandatory requirements for Federal Workplace Drug Testing Programs. Join   Hire Image  CEO Christine Cunneen and OraSure Technologies Director of Sales, Brian Feeley, and Director of Marketing, Jackie Pirone, for our FREE Webinar to take an in depth look at oral fluid drug testing, learn about the new SAMHSA guidelines, and get answers to other important questions: • What is oral fluid testing and how does it work? • How do drug screening methods differ? How are they the same? • Do any methods detect impairment? • Can you conduct hybrid testing? • What are the new SAMHSA guidelines and how do they affect your industry and testing policies? • Can oral fluid be used in all 50 states? Originally Posted:-  https://www.hireimage.org/oral-fluid-drug-testing-new-samhsa-guidelines/
Read more

Salary History Ban Becomes Law in New York State

Image
Effective January 6, 2020:  Employers in New York are prohibited from inquiring into or relying upon the salary history of an applicant or employee in determining whether to offer a job and in setting that person’s salary.  Employers are also prohibited from retaliating against applicants or employees who refuse to disclose salary history information. This decision follows in the footsteps of New York City, Suffolk County, and Westchester County, all of whom already passed their own salary history bans.  Unlike New York City’s law though, New York State’s law applies not only to job applicants.  Rather, it also applies to current employees who are seeking internal transfers or promotions. Nothing in the law prohibits an applicant or employee from voluntarily and “without prompting” disclosing salary history.  Additionally, if an applicant or current employee chooses to disclose such information to try to negotiate a higher offer, an employer may th...
Read more