Ahead of New York’s pay transparency law set for September 17, Governor Hochul signed into effect amendments that both broaden and narrow employers’ obligations, particularly for remote positions.
Originally, the law required the disclosure of compensation or its range for any job, promotion, or transfer opportunities, even for remote roles, if the position could be occupied by a New York resident.
The amended version, however, stipulates that the law only applies to roles physically performed in the state.
Yet, it now covers positions that, although executed outside New York, report to a New York-based office or supervisor. This mandates employers to discern the reporting structure of out-of-state job postings to ensure compliance.
The revised law also alters record-keeping requirements and provides a more definitive meaning of “advertise,” ensuring that both internal and external job postings are transparent about pay ranges.
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