How to Prepare for New Pay Transparency Laws in California and Washington

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How to Prepare for New Pay Transparency Laws in California and Washington
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From charterworks: How to prepare for new pay transparency laws in California and Washington

California and Washington, for example, cover only employers with 15 or more employees, while New York City’s law includes smaller employers as well. Some of the statutes require only salary ranges, while others require postings to include total compensation information, including benefits. Some require preemptive disclosures only for external applicants, while others cover internal promotions and transfers as well.

in collaboration with OpenComp. The free playbook is designed to guide organizations through that process through four key questions:Make sure your compensation strategy is setting you up to pay your employees fairly and equitably with five data-driven steps:Develop a compensation philosophy by determining your market position, pay mix, segmentation by department or role, and geographic strategy.

Define your processes for promotions, merit increases, and bonuses by creating criteria for eligibility, award amounts, and award schedules.Now that you’ve defined your compensation philosophy, it’s time to share it. To shape your strategy, start with a few simple questions: Who, what, when, how, and why?

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