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are your salary ranges transparent enough?

are your salary ranges transparent enough?

navigating the new laws and regional quirks in salary transparency

November 14, 2024

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Happy Thursday from everyone at HR Brain Pickings 👋

Salary transparency isn’t a new trend, but with every US state having it’s own laws, staying ahead of the changes can feel like a full time job in itself!

In this edition

Increasing salary transparency from the Big Apple 🍎 to The Aloha State 🏄
☕ The Break Room: Have your say
📚 Human Readsources
- 📊 In-Person Work: Collaboration Booster? Maybe not.
- 💼 TikTok Lawsuit: Overtime Pay Drama Unfolds
- 🧩 Conservative Twist: Shaping Workplace Policies

💼 Empowering employees or just creating extra paperwork?

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From state quirks to sector surprises, there's a lot to unpack.

We'll dive into how some of these changes might affect your company and how you advertise roles and also communicate this to your existing team members.

Let's dive in and see how we can get it working for you!

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Increasing salary transparency from the Big Apple 🍎 to The Aloha State 🏄

With new laws rolling out in places like New York and Hawaii, and more states jumping on board in 2025, pay transparency is a growing trend that's hard to ignore.

It's not just about numbers—it's about trust, fairness, and the evolving workplace culture.

Obviously, the complexity of laws creates challenges for multistate employers, but on the plus side, transparency can close pay gaps and build workplace trust.

It's a win for job seekers too, helping them set realistic expectations and also avoids wasting talent and hiring teams time speaking with candidates whose pay expectations are out of sync.

By making transparency work for the company and the employees, you can attract and retain the best talent. 🌟

👀TLDR

New salary transparency laws are rolling out in NY and HI, and more states joining in 2025. Obvious pros for job seekers but HR need to stay compliant without it taking over their workload.

⚡Takeaway & Try

1. 📊 Align with the strictest law: Review your current pay transparency practices and align them with the strictest state law applicable to your organization. This ensures compliance and simplifies processes.

2. 💬 Get management to review and feedback on salary transparency communuications BEFORE you sent it out company wide. Keeping existing employees happy is goal number 1 here and their line managers will be the first ones they go to with clarification questions.

3. 📈 Standardize salary ranges: Work on standardizing salary ranges across roles to promote fairness and transparency in your organization. This also helps in setting clear expectations for job candidates.

4. 🛠️ Conduct a transparency audit: Assess the current level of salary transparency in your organization. Identify gaps and create a plan to address them.

5. 🤔 Ask your team: This week, ask a random sample of your colleagues, "How do you feel about our current pay transparency practices?" You’d be surprised at the conversations that are already happening on lunch breaks and Slack huddles!

🔗 Links to read more

☕ The Break Room: What's Your Take?

How do you feel about the impact of salary transparency on workplace dynamics?

Are your team aware? And do they care?