New Jersey joins other states in Banning Salary History questions Effective January 1 ,2020


Margie Faulk Keynote Speaker at ComplianceKey. she is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.  Margie's focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives li........

Overview

New Jersey Joins the Salary History "Ban" Wagon.

New Jersey has joined other states by banning salary history questions during recruitment of candidates.

On July 25, 2019, New Jersey enacted Assembly Bill 1094 (herein referred to as the "Salary History Ban Law"). Effective January 1, 2020, the Salary History Ban Law prohibits private employers from inquiring about a job applicant's salary history, benefits and other compensation during the hiring process.

Consistent with the growing trend, New Jersey joins the ranks of many other cities and states that have enacted salary history bans in an effort to combat pay inequity.
State and local governments are increasingly adopting laws and regulations that prohibit employers from requesting salary history information from job applicants.

The laws are aimed at ending the cycle of pay discrimination and some go further than merely banning pay history questions. A few also prohibit an employer from relying on an applicant's pay history to set compensation if discovered or volunteered; others prohibit an employer from taking disciplinary action against employees who discuss pay with coworkers.

Until recently, employers in all states could ask applicants about their current salaries or what they made at previous jobs. However, with a renewed national focus on gender inequality in pay, many states are considering salary history bans that prohibit this practice. So far, only a handful of states and cities have passed such laws. However, employers should be aware that more laws could be on the horizon and be mindful of equal pay laws when negotiating an applicant's salary.

Why should you attend this webinar?

Salary history bans are designed to address gender pay inequality. Although it has long been illegal for employers to pay men and women different wages for the same work, a significant pay gap still exists. According to a report from the Bureau of Labor Statistics, women earned 82% of what men earned in 2016. For minority women, the pay gap is generally even more pronounced.

When employers continue to base salaries on an applicant's past earnings, it can be impossible for women to break free of the cycle of discriminatory pay practices. Low pay can continue to follow them from job to job over the course of their careers. The salary history ban is designed to put a stop to that.

Come January 1, 2020, it will be unlawful for an employer in New Jersey to:
  • Screen a job applicant based on the applicant's salary history, including, but not limited to, the applicant's prior wages, salaries or benefits;
  • Require that the applicant's salary history satisfy any minimum or maximum criteria;
  • Consider an applicant's refusal to provide salary history information in making any employment decision; or
  • Retain or consider salary history information inadvertently disclosed through a background check. (Note:Employers must notify vendors that salary history information is not to be disclosed in any background check requested for positions based in New Jersey.)

Areas Covered in the Session:

  • Learn how to evaluate your pay practices to determine changes
  • Learn how the EEO-1 Reporting Component 2 guidelines will help develop effective pay practices
  • Learn what pay practices will increase retention and diversity
  • Create hiring practices that will enhance your current recruitment practices
  • Learn how to keep track of states requiring salary bans
  • Create compensation audits that hit all the salary ban requirements
  • Learn which states & local jurisdictions have current salary questions bans
  • Learn how most states handle the regulations
  • How can Employers determine the most effective method to create pay audits?
  • What does the EEOC have to do with pay equity?
  • How can the EEOC assist Employers with creating pay equity guidelines
  • Learn how to develop policies that will sustain pay equity requirements
  • Recommendations for Best Practices With Respect to Salary History Bans
  • Pay Transparency Laws
  • Learn how to evaluate pay equity systems that can collect the correct pay data

Who can Benefit:



Webinar Id: LSHCMF0015

Training Options:

Duration: 90 mins

 12/16/2019

 12:30 PM PT | 03:30 PM ET

 Single Attendee: [Only for one participant]

$189 (Live)                    $290 (Live + Recorded)

 Multiple Attendee: [For a group of 2-5 participants]

$388 (Live)                    $679 (Live + Recorded)

 Corporate Attendee: [For a group of 6-10 Participants]

$776 (Live)                    $1117 (Live + Recorded)

 Recorded: [Six month unlimited access]

$241 (Single Attendee) $699 (Unlimited Attendee)

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