Suffolk County joins New York City, Albany County, and Westchester County to become the latest jurisdiction in New York to ban employers from asking about a job applicant’s salary history. The Restrict Information Regarding Salary and Earnings (the “RISE” Act) was passed by the Suffolk County legislature on November 20 and signed into law by Suffolk County Executive Steve Bellone on November 30. The effective date will be here before you know it; what do employers need to know about the new law?
On the heels of Governor Andrew Cuomo’s call for New York to take additional steps to close the gender wage gap, the New York State Assembly passed a suite of pay equity legislation that would impact both private and public employers if successfully enacted.
On April 10, 2018, Equal Pay Day, New York Governor Andrew Cuomo unveiled proposed legislation banning all employers in New York from asking job applicants about their salary history. The legislation is aimed at closing the gender wage gap in New York.
Westchester County has enacted a Wage History Anti-Discrimination Law which will soon make it illegal for employers to ask potential employees their salary history. The law was passed by the County Board of Legislators on April 9 and signed into law by County Executive George Latimer the following day. The law takes effect July 9, 2018.
The Albany County, New York legislature recently unanimously voted to amend the Albany County Human Rights Law to ban employers from asking about a job applicant’s salary history. The law took effect December 17, 2017. With passage of this law, Albany County joins New York City, Philadelphia, Massachusetts, Oregon, Puerto Rico, California and San Francisco on the ever-growing list of jurisdictions that ban inquiries into salary history.
New York City employers will soon be prohibited from asking job applicants about their salary history. As a measure to address gender-based wage gaps, the New York City Council passed legislation earlier this year which prohibits employers from making inquiries about the salary history of a job applicant or relying on the salary history of an applicant in determining compensation. The law takes effect October 31, 2017. Details of the law are available here.