(Last reviewed and updated on August 7, 2019)
If you’re a hiring manager in a firm, what does that mean for you with the numerous cities and states that are now impacted by the new salary history bans?
Below I set out the three key things you must do as a hiring manager to ensure compliance with the new laws. But first, know which new geographies have been recently added to the list: Kansas City, Washington state, Colorado and Maine.
Here is a list of the affected geographies for firms:
An important note: the following geographies currently only affect city or state employers. So, not firms. However, precedent would suggest that best practices should be followed as if it did impact your firm; over time similar bans could also be enacted which will impact more than just city or state employees:
As a hiring manager, here’s what you need to do:
Your firm leadership should be standing on the right side of this issue. Your clients and prospective employees will care. Get on the front foot to establish yourself as an employer who is actively addressing these issues.
(NOTE: This article is not to be taken as legal advice. The author is not a practicing attorney, nor does the author purport to be. For any legal question or issue related to these topics in your state or city, you should seek advice from a practicing attorney.)
Kate Harry Shipham is the Principal of KHS People LLC, a search firm for BD, marketing and sales professionals in law, accounting, engineering and architecture firms. Kate has done search and recruiting for eight years, and prior to that was an attorney. She loves what she does, and is always open to continuing the discussion: email@example.com