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7 Reasons Why Employees Leave

Have you ever been in a position where you were questioned why so many employees have been leaving your organization? Or as a general knowledge question as to why employees might quit their jobs? Today we will try to find an answer rather quickly (that sure took us a while to compile though!) A list to begin with: Opportunities of Growth  External Opportunities  Poor Work-Life Balance  Colleagues/Peers Organizational Culture  Role Ambiguity  Compensation According to several research studies conducted in different sectors in the US including (the internet, healthcare, and HR), these are the top 7 reasons why employees leave their jobs. Job satisfaction is something that any employee would need the most in their careers and many factors lead to increases and decreases in job satisfaction. Research has found direct and indirect relationships between the factors mentioned above and job satisfaction in different sectors.   So if we talk about why employees might quit, we need to understand the possible reasons from all perspectives without being biased as a recruiter, talent acquisitions, or hiring manager. It is quite possible that there is simply an attitude problem or lack of intrinsic motivation leading to job quitting, but we cannot deny the gravity of genuine reasons either.                                                                    Opportunities of Growth Imagine yourself working at a post and continuing to work there even after years until you retire! Does that sound like an achievement? Not really! Staying in one place in this fast-paced world is not the ideal thing to do as it will make you redundant and irrelevant. If you want to ensure employee satisfaction then creating opportunities for promotions and growth at regular intervals is crucial. Being able to do meaningful things that help their organization grow creates a sense of accomplishment, pride, and ownership in employees and this in turn increases their satisfaction with the job. On the other hand, if an employee is constantly doing the same thing without any chance of ever assuming a bigger and better role, this creates a sense of failure and dissatisfaction with their role at work and they may feel unimportant which becomes one of the reasons why employees might quit.  Tips to Minimize Turnover Intention So, if you want to retain your good and hardworking employees, give them opportunities where they can make meaningful contributions to achieve organizational goals helping them to feel satisfied with their work. You can see wonders happening for the growth of your organization when the employees are motivated. External Opportunities  Guess what! If you cannot pay your employees enough or provide for them chances of equal and steady growth, someone else out there might! Employees when dissatisfied with their jobs for any reason are constantly on the lookout for newer and better opportunities that increase turnover intentions of the employees working in the organizations. Any other employer paying better pay range, benefits, recreational opportunities, and/or a better working environment can scoop up your employees just like that. Better opportunities are why employees leave organizations! So, if you want to save money on hiring and training new people, you may as well spend some on retaining the ones you have got! What will ensure organizational loyalty? Your acts of encouragement to begin with; and your acknowledgment of their hard work and efforts to meet the organizational goals! You can introduce monthly or yearly bonuses for best performers, or easy loans for those in need, even small events at regular intervals to help employees unwind and enjoy their time will let them know that you care! Poor Work-Life Balance  Imagine going home from work and opening your laptop to finish working on the day’s tasks! Does this look like a picture of yourself you would want to see? If not, then you shouldn’t want to see your employees like that either. How is it fair that your employees work for you day and night while you enjoy your ‘work-life balance’?  Lack of work-life balance is one of the 7 major reasons why employees leave and as cliched as it may sound, a good pay package and benefits too are sometimes rendered useless in retaining employees if their personal lives are getting affected by work. So, money is really not everything!  If you think that employees getting a ‘handsome’ package should work all day and night, then you might be in for a surprise because it is not always the case!                                                                  Wondering how to ensure employees are motivated to work (extra)? Maybe just don’t! Don’t make them work extra hours, try trusting your employees with their responsibilities, let them finish work at their own pace, and see how that goes. You won’t always get your desired results and it may cause some financial harm to the organization too, but studies have shown that employees are motivated to work when their employers trust them and they in turn willingly go the extra mile to meet their organizational goals! If you still think pulling an all-nighter once in a while should not be a big deal, then you can offer some compensation in terms of an extra day off or some team activities that your employees enjoy! Colleagues/Peers Almost all the jobs in different sectors require working with people! That’s where the problem starts. Not having good supportive colleagues is still acceptable, but working with someone who deliberately ruins things for you is another story! Workplace harassment and bullying are not the only but surely significant reasons why employees quit despite having good jobs. Many employees quit organizations of their own choice through the extension of their search for a good working environment outside their organizations.  Stereotyping, racism, sexism, ageism, and other kinds of societal marginalization also come under workplace bullying that often starts from words and can turn into something ugly if not immediately taken care of! If you want employees to continue being satisfied with their workplace and colleagues, you can take some preventive measures to mitigate the risk of employees acting irresponsibly and harming others leading them to eventually quit their jobs for their peace of mind and safety.  What can I do, you ask? Organizing training programs and workshops for employees to raise awareness regarding such issues can be a good idea to start with. You can also try putting together diverse teams so that employees learn about each other and see for themselves that despite the obvious differences people are good assets to their teams and the organization. Helping them bring out the best in themselves and others is a way to solve problems that arise due to differences that hold no significance.  Organizational Culture  The overall culture of an organization says a lot about why employees might quit. If employees do not feel appreciated, acknowledged, wanted, and satisfied, they may lose their motivation to continue working. When employees are motivated, they will want to go above and beyond for their organizational goals.  How to improve the culture of your organization? You can start by offering employees multiple opportunities to express themselves and display their talents and skills. This will bring in the factor of appreciation that plays a vital role in motivating employees. There can also be training programs for the employees so they can continuously upskill themselves, and most importantly, the company’s policies can be stated clearly for everyone so they know what to expect and what not to. Many confusions are already cleared up when employees know how the organization works. The last but equally important point would be to create a safe, hate-free space for everyone with equal opportunities to help them excel personally as well as professionally!  When organizational goals align with the individual goals of employees, the workflow automatically becomes natural and less cumbersome for both parties: employers and employees.  Role ambiguity  If your organization lacks structure and clarity on who does what, that might be a major reason why employees quit their jobs. If you, as a recruiter, talent acquisitions, and hiring manager fail to describe the job descriptions of every employee in the organization, you are the one possibly leading them to feel dissatisfied and confused about the boundaries of their jurisdiction at work. Everyone needs to have a clear purpose and a set of goals in front of them to work efficiently and yield results. If employees in your organization are expected to do anything and everything that is needed, this shows that you are setting yourself up for failure as an organization.  How to make ambiguous roles unambiguous? The first order of business, not literally, should be to set what each role will require the employees to do. Set clear, realistic goals that every employee must meet as per the kind of work they must be doing that is restricted to their domain and area of expertise. You cannot expect a chef to wait tables, can you? Similarly, everyone in your organization must have a designated task that he or she is good at doing. Thinking a receptionist should also be able to serve coffee to the guests is pushing the boundaries of their role as a receptionist!  Compensation Compensation may not sound like a big reason why employees might quit, especially when the discussion related to it starts even before the application and hiring process when applicants see organizations' job postings. It is a given that applicants will only apply for a job if they are satisfied with the offered pay range including benefits. Even then, it is important to note that several instances of salary deductions, unreasonable taxes, and delayed to no increments (that may have been mentioned during the interview) might lead some employees to lose the sense of fulfillment and satisfaction they are getting from the job. Which in turn will be one of the reasons why employees quit their jobs. Assuming someone signed a contract with you at a decided pay rate and then sees the inflation shooting up prices of basic commodities and is unable to make do with the salary given to him/her, this reason can also make employees quit an organization through their own choice to look for better-paying opportunities.                                                                  So, What to do? This again becomes your responsibility as an employer to offer need-based increments or ex gratia payments for employees even for a limited period of time to help relieve their burden. Of course, this is not mandatory but only reduces your costs of hiring new people so there is no harm in trying that! All in all, you can take several steps to ensure that your employees are not quitting their jobs due to reasons that could have been easily avoided. Ensuring that you care for them will create a harmonious environment that will eventually benefit you both!

How do I Create a Job Posting Template?

If you are a recruiter or hiring manager you’re thinking ‘How do I create a job posting template to attract the desired candidates’? You have come to the right place! Sure it can be quite boring and repetitive to write multiple job postings for LinkedIn, Indeed, or better yet Keeping it Outside Jobs! Your task can be cut short with only one job posting template you’ll ever need for countless vacancies. This is your ultimate guide to creating a one-fits-all job posting template for LinkedIn, Indeed, or Keeping it Outside Jobs! Job Postings and Job Descriptions Before we jump into the tedious task of making a job posting template, we need to understand the basic difference between a job posting template and a job description, so that whatever we create is the right fit for our needs!  As the name suggests, a job description is one that talks about the roles and responsibilities one has to fulfill for a certain job. It talks about the fulfillment of the job from the employers’ perspective, and what they want to be done! Meanwhile, a job posting is a brief introduction of the job responsibilities but with the employees in focus! It talks about the incentives as a result of doing the work their employers want them to do. It greatly focuses on all types of employee benefits from pay range (there are new pay transparency laws) to annual leaves and from teamwork too parties anything and everything they will get while working in the said organization.  After knowing the basic difference between the two, it is quite obvious that although we need the same information to create both, a job posting template and a job description, the way in which the information is organized and presented is what matters the most! What’s New: Job Posting Templates! Creating a job posting template for any post is more like creating a sales pitch these days!  Since it’s a race against time, not everyone has enough time to read through long job descriptions to see if they are a good fit and decide if they should apply. Also with the advent of labor laws catering to potential and current employees, their rights have given them confidence that they can skim through job ads to find the ones suitable for them. So the focus of job ads is now more on making the job seem increasingly attractive for the applicants and showing them how they will get benefits if they choose to work with the said employer. Hiring and recruitment is now a cyclic process, where employers state their demands and mention the compensation in return. Similarly, applicants see if the benefits and compensations are what they like in return of their time and effort put towards the improvement of the organizations.  Hence recruiters and hiring managers are now investing their time and energies in creating compelling and persuasive job posting templates they can use to hunt talent for multiple vacancies within and outside the organization.  As time is money, you cannot make a new job posting template every time you want to hire for a vacancy, you can start with a basic job posting template for LinkedIn, Indeed, or better yet Keeping it Outside Jobs.  Creating a Job Posting Template  You can create a job posting template in just a few steps without the hassle of buying premium services to get this done for you. Continue reading if you are looking for a job posting template that is to the point, crisp and hits the nail on the head! Interestingly enough, here you can also download a job posting template in Word for free to save your time in creating one from scratch! Since you already know that a job posting template is used to introduce your organization in the best light possible, you must have ready your company’s name, designation/vacancy to be filled, the job description for the said vacancy, salary structure and employee benefits, how to apply, and most importantly the required qualifications for the job.  Dos and Dos of Job Posting Templates  To make the job posting template engaging and interactive, the advertisement must speak to the potential candidates. An attractive package is surely the way forward, but an interesting job posting template in itself is a huge attraction for the viewers. If you fail to grab the readers’ attention through your job posting you can already say goodbye to the exceptional talent!  In order to attract outstanding talent, your job posting template must match their calibre. Now if you are wondering, ‘Enough with the lecture, how exactly do I create a job posting template that is for sure supposed to get the job done?’, continue reading for just a few more minutes! Know your Audience  As you think of a nice-looking, very attractive, crisp and concise job posting template, don’t forget to have a target audience in mind before creating the job posting. You need to identify the talent you are trying to attract for this job. Are you looking for fresh graduates? Think of the benefits that these people would appreciate: for example chances of collaborative work, mentorship programs and frequency of promotions.  If the available vacancy has to be filled by an experienced candidate, think of ways to make the job posting interesting for them, like opportunities to offer their unique experience for the advancement of the company, to begin with.  The Hook! Your heading/title for the vacancy is the star of the show and hence it must be the one to become a hook. Since you are aiming to pitch the job to your desired potential candidates, you need to make the title and the role summary sound as fun as possible. Mention what they are expected to do while talking about what they’ll get in return (opportunities to grow, collaborate, advance, etc.) Tell them what they want to hear! Remember the rule of audience engagement: What’s In It For Me? Always consider what your audience wants to hear!  Role & Responsibilities (but briefly) Secondly, you would want to write briefly about the role and what it demands of the candidates, but it should be very clear and must not sound too demanding or fall outside the scope of the advertised role! Employee Benefits: Centerpiece of the Job Posting Template The third and most important part of the job posting template is the employee benefits:  What are the cool aspects of this job and the company in general? Are there monthly employee recreational activities?  Or maybe a game room, or a cafe with free meals;  What about the number of paid leaves, what is the pay range? (there are new salary transparence laws)  Mention if there are flexible working hours for students or part-time employees. Highlight the positive aspects of the job, like opportunities to work from home.  Let the applicants know that the employees’ physical and mental well-being is a priority. Talk about work-life balance. Everything that makes your company stand out and look unconventional (in a good way of course!) should be a part of your job posting template. This will make the role at your organization sound more attractive where the perks are to die for! Application Procedure: How to Apply Finally, the stage comes where you ask the candidates to apply. Spell it out for them! How exactly do you want to receive their resumes and/or cover letters?  Should they fill out an online form? Attach the link to the job posting! Should they email you the resumes? Mention the email address (better if clickable/copyable)! Do you require a specific subject line? Mention it in quotation marks and bold so it’s hard to miss!  Leave no room for it is so demanding, I’ll do it later; make sure the reader finds no excuse not to apply immediately! Bonus Tips  Adding Location to the Job Posting Template  While talking about the perks, do not forget to talk about the location because the candidates would want to know their travel time in advance if they want to apply there and possibly be invited for an interview.  Make your company’s location easy to find and mention (briefly) if any public transport covers this area.  If the location is somewhat difficult and is not well connected to the rest of the city through public transport, then adding a transportation facility for the employees wouldn’t hurt! Never, at any point, forget that the job posting is supposed to be crisp and concise! Because this is your first impression as an employer, it must hit the spot! Use of Discriminatory Language Never say that a role is only to be filled by a male or a female candidate. The titles of the jobs must be gender-neutral and must not act as a trigger for anyone!  The same should be the case for ethnicities, religions, cultures, languages, sexual orientations, etc.  Talk about the organization’s appreciation for diversity and encouragement of cultural representation. Mention the inclusive work environment that caters to all and isolates none!                                                                     Pictures for the Job Posting Template  Try using relevant infographics, interactive design, soft colors and fonts on the picture you are using. Try to appear flexible, human, approachable and caring as an employer who has the employees’ best interests at heart!   Using your Job Posting Template for Multiple Jobs Once your job posting template is ready, be sure to adapt it for every job vacancy that appears in your organization. Use relevant headings and details after a careful audience analysis to target the right pool of applicants. The End: Let us know if this helped! So this is how you can create your own job posting template for free under 30 minutes which can be reused for multiple job vacancies! If you still think this is not your cup of tea, you can click on this link to download a ready job posting template in Word for free! 

What Job Seekers Want from Employers in 2023

Being a recruiter, talent acquisitions, or hiring manager do you ever wonder what jobseekers expect from you when they approach your job postings? Considering candidates are independent and aware of their rights, they expect complete transparency from their potential employers. As the relationship between an employer and employee is rather sensitive, it’s time that employers learn the psyche of job seekers to understand their thought processes, wants and needs.  It is essential to know that every job seeker asks him or herself this one question quite often: “What do I want from work?” In search of an answer to this, they approach recruiters, talent acquisitions, and hiring manager like you, hoping you would give them some concrete outcomes of their working with you.  There are other surveys and we’ll sprinkle in a few photos of their findings along the way BUT if you ask us, “What are job seekers looking for in 2023”?  Here’s our conclusion: Complete transparency  Flexible timings  Inclusivity  Work-life Balance Hybrid or WFH opportunities  Acceptance and Tolerance Opportunities to learn/mentorship  Opportunities for growth/promotions  Employee Recreational Activities Although it may seem like a lot, it is crucial to facilitate your employees and take care of their well-being or you can forget about getting a good workforce for your organization. In order to create a harmonious environment at work, it is imperative that employees are given enough space and flexibility so they keep the organization’s best interest at heart as they learn that the organization also prioritizes them.  So, if you want to put your best foot forward as an inclusive, and supportive employer, you need to start using some important keywords in your job postings in order to attract the right kind of talent that is most suitable for the given job openings.                                                                                  Complete transparency  Starting with first impressions, the only thing that will help you ensure transparency and openness to the truth is the declaration of the pay range! As per the pay transparency laws, you have to disclose the pay range anyway, but doing it with confidence is what helps you stand out among the other employers. The first thing what job seekers wish employers knew in 2023 is that no matter how attractive your job posting is, it misses the most important thing if you do not mention the pay range. It is not as bad as it may seem, in fact, it is every jobseeker’s right to know what the compensation package will be if they opt to work with your organization. Investing time and effort by both parties in screening tests and interviews will be rendered useless if the compensation is not discussed in advance. To save yourself from the hassle at a later stage when candidates try to negotiate or plainly refuse to continue with the hiring process, it is better to have them know the expected pay range for the advertised role.                                                                                  Flexible timings  Multitasking is the new way forward in 2023. Understanding that jobseekers might be doing multiple things at the same time to keep up with the ever-rising inflation, it is helpful if the work timings can be flexible. Imagine yourself in the same position when some days you cannot report to work on time and would appreciate it if your boss allows you to complete those working hours some other day! Seems plausible, right? This is another thing what job seekers wish employers knew in 2023 and there is absolutely no harm in it either! So, while preparing an attractive and in fact interactive job posting, make sure to mention that flexible timings can be made possible for employees as per their need and want. This will only ensure that jobseekers see you as an employer who is flexible, and supportive of employees’ needs.  Inclusivity  Imagine yourself as a member of a minority in a multinational company. What is the most important thing that you would want for yourself? Did you think of being accepted, included and treated equally? Absolutely! This should be the number one priority of every organization to make sure that its employees are not being discriminated against and stereotyped in the workplace. Know that your employees cannot perform well if they are unhappy or stressed due to such acts of prejudice and this will affect your organization in return. So for mutual benefit, it is imperative to move past the obvious differences of race, color, ethnicity, gender, and sexual orientation because these things do not really affect the quality of work! Building an inclusive environment and promoting it only for the sake of mutual benefits for both parties should be the top priority of any organization.  Work-life Balance Imagine going to work, completing the task, going home to your family and enjoying your evening with them. This is the dream of every jobseeker to be able to live their life other than just working tirelessly to provide for themselves and their families. Work-life balance is something most employers tend to neglect as the aim is to be the best among the rest! Since being the best is only possible if the employees are well-rested and mentally prepared to handle everyday challenges, employers cannot expect the employees to work day and night without getting burnt out. So you are already one step ahead of your competitors if your organization ensures such a work-life balance. Create your job posting with this in focus and see the top-notch and talented jobseekers applying to take your organization to new heights of success.  Hybrid or WFH opportunities  When it comes to flexibility, being able to work from the comfort of their homes is also what job seekers are looking for in 2023. It is a fact that hybrid jobs have been in more demand than on-site jobs ever since the COVID-19 restrictions were lifted. As we got attuned to working out of our comfort zones, it is what seems more feasible in many ways. Especially with a continuous rise in fuel prices which has led to a sharp increase in the prices of other commodities, jobseekers want employers to understand that working off-site should also be an option as it only saves travel time, fuel costs and added stress if the office is located somewhere far from their homes. Having the employees work with this trust and confidence only increases their excitement for work and maximizes their productivity. As it also helps organizations reduce their expenses on seating and accommodation of so many employees in office spaces, this mutually beneficial solution works like a charm for both the employers and employees.                                                                                     Opportunities to learn/mentorship  With the advent of technology, the skills required to get things done are continuously improving and changing. Hence, employees not only want to work but want to continuously upgrade their knowledge and skills to keep up with this fast-paced world. What could be better than getting the opportunity to learn at the workplace instead of looking for courses and workshops outside work? So next time you are setting up a job posting do not forget to mention that your organization promotes employees’ growth and development.  Opportunities for growth/promotions  A big reason for employee turnover is the lack of growth and promotion opportunities in the workplace. If employees feel dissatisfied with their role in the organization and see no chance of moving forward and upward, it becomes a discouraging factor for them and, naturally, they begin losing interest in their jobs leading them to apply for other better opportunities. This is one of the most important things that job seekers are looking for in 2023. Employee Recreational Activities This may sound like an expensive idea, but giving employees a chance to enjoy and unwind after hours of work will only boost their energy levels and surely get their creative juices flowing. This will also help the organization in return as their hard work will take you one step closer to your organizational goals. Such activities may not even be very expensive when it comes to collaboration and working with different businesses in the industry. This will also give opportunities for active and passive learning to the employees and will help in team building as well. So try and mention it in your job posting next time as this is also one of the things applicants look for in a job! Hitting just the right spot will get you the most talented and diverse pool of applicants that you can invite for the interviews.  Now this may sound like a very exhaustive list of things to ensure job seekers interact with you after seeing your job postings. But if you ask us, we’ll tell you the 5 most important things in a job that make it a dream job for anyone! If we have to narrow the list down, according to the priority from the most to least likely to be demanded, the 5 most important things in a job that job seekers wish employers knew will be: Complete transparency  Flexible timings  Hybrid or WFH opportunities  Acceptance and Tolerance Opportunities for growth/promotions  So if you have ever thought “What do employees want from their leaders?” You know what they want! You also know that a good leader is one who cares about their followers and this is exactly what jobseekers are looking for in 2023. In this age of equality, equity and tolerance, caring for employees works wonders for an organization. The importance of employee satisfaction in this age is undeniable because to grow into better and more successful organizations, happy employees are the key!

New Salary Disclosure Laws: What is the Salary Range?

Have you ever been asked during an interview: "What is the salary range you are offering for a particular post"? How do you handle such a question? Do you think asking such a thing from an employer lowers the candidates’ chances of being hired? Well, it is not the case anymore, thanks to the salary transparency laws in the US! Now, do you have any salary disclosure law being followed at your organization? If you are wondering why are salary transparency laws by state so important then you have come to the right place! Seeing the importance of such laws, it is crucial for everyone, employers and potential employees, to be aware of their responsibilities and rights. Pay Transparency Laws in 2023 We will break down for you these rather complex pay transparency laws in 2023. As organizations are moving forward towards hiring the best of the talent out there, it has become imperative to help them see the organizations as good fits for them too! You cannot have a top-notch graduate working for you at a salary that is lower than the market rate. The new pay transparency federal and state laws are encouraging candidates and recruiters to discuss these things at some point during and even before the hiring process begins.  Sure it was taboo to discuss such things with potential and current employees in the past, but now the rights of employees also encircle the knowledge of the expected salary range for a post. Recently introduced pay transparency federal and state law will allow the candidates certain liberties of not being compelled to share their salary history with the recruiters while applying for new jobs. It will also prevent the violation of labor laws that happens due to inequity and discrimination against candidates on the basis of their salary history. Moreover, this pay transparency federal and state law will allow the promotion of a harmonious relationship between applicants and recruiters by having the recruiters state their salary ranges for the advertised posts. New Salary Disclosure Laws in Job Postings It’s a quite useful idea to implement New Salary Disclosure Laws in your organizations to satisfy the suitable candidates during the hiring process so they choose you too as you choose them! Many recruiters and HR managers are now encouraging the implementation of new salary disclosure laws even while creating job postings to attract only the relevant talent that is confident in applying for the job at the given pay range.  Implementing Salary Disclosure Policy in the HR One of the most important reasons why implementing a salary disclosure policy for the recruiters in your company is that exceptional talent cannot be hired and retained if they do not know the expected salary for the vacancy before signing the contract. Such a salary disclosure law will create an air of confidence for the potential candidates and they would be more comfortable in stating their demands and seeing what you have to offer before signing a binding offer! For you to be a recruiter who is a pro at hunting talent suitable for the organization, awareness of salary transparency laws by state is very important. You must learn what according to the states the new salary disclosure laws require! New salary transparency laws by the state and cities are rather different but cater to one goal which is the standardization of pay ranges in all the state and privately owned institutes in the USA. These pay transparency laws in 2023 also ensure that employers are evaluating candidates as per their talent and capabilities instead of their previous salaries.New York Salary Disclosure Laws New York was among the first few states in the United States when it came to implementing laws catering to candidates applying for jobs. The state law is yet to be implemented in NYC while several city laws had been implemented earlier in the year 2022 covering similar grounds as the state law. As of September 2023, the New York salary disclosure laws by the state require companies to disclose the pay range for a specific vacancy at a particular point during the hiring process as well as in job postings. By law, candidates are also free to inquire about the minimum to maximum pay range for a post they are interviewing for. These salary transparency laws also encourage them to find out about the chances of promotion for the said post and the ranges of compensation with respect to promotions. Pay transparency laws by the state of New York exclude all remote positions and in order to be applicable, this law requires the jobs (for hiring of new employees or promotion/transfer of existing ones) to be carried out physically. It is noticeable that all the job postings (internal and/or external done via any channel) require the salary disclosure policy to be followed. Most importantly, employers cannot inquire about the previous salary of the candidates under any circumstances until or unless they themselves mention it to the employers. Pay transparency law: California As per the pay transparency law by the state of California, employers must disclose the pay range of the post advertised for all kinds of vacancies being filled within the state of California. These pay transparency laws in 2023 cater to on-site as well as remote work opportunities alike! Pay transparency law: Colorado Colorado has been following a pay transparency law since 2021 and it requires employers to advertise the open vacancies and promotions along with their pay package for the current employees. Pay transparency law: Connecticut As per the pay transparency law by the state of Connecticut implemented in 2021, employers must disclose the pay range of advertised vacancies to the applicants and the current employees upon request. Pay transparency law: Maryland The salary disclosure law in the state of Connecticut was implemented in 2020 and it urges employers to disclose the pay range of the vacancies advertised upon request by the candidates. Pay transparency law: Nevada As per the pay transparency laws of the state of Nevada, employers must disclose the pay range of the advertised vacancies for hiring, promotion or transfers. This salary discourse law was implemented in the year 2021. Pay transparency law: Rhode Island With effect from January 2023, the salary disclosure law in Rhode Island requires employers to disclose the pay range of an advertised position to the candidates and current employees upon request. Pay transparency law: Washington The salary disclosure law in Washington came into effect in January 2023 and requires employers to include the pay range for the open vacancy in the job posting. The pay range has to be disclosed to the current as well as potential employees upon request. The pay transparency law further demands that employers must not conceal the pay range in case of a transfer being carried out internally. Pay transparency law: Pennsylvania According to the pay transparency law by the state of Pennsylvania, employers must disclose the pay range of the advertised post in any medium. The new salary disclosure laws in Pennsylvania also require employers to not inquire about the current or previous salary of the candidates at other organizations until they choose to disclose it themselves. Similar pay transparency laws are being followed in other cities of the state. Pay transparency laws: Massachusetts As per the pay transparency law by the state of Massachusetts, employers cannot inquire about the previous salary from the candidates until or unless they make an offer (with a pay package) to the candidate. This law is being followed across the state. Pay transparency law: Georgia As per the pay transparency law by the state of Georgia, employers cannot choose to disqualify a candidate solely on the basis of their salary history. This law has been implemented in the city of Atlanta. Pay transparency laws: Illinois As per the pay transparency law by the state of Illinois, employers are legally bound to not inquire about the salary history but must be open to discussing the expected compensation package with the candidates. This law is implemented across the state including Chicago. Violation of salary disclosure laws by the state in 2023 Considering these laws have to be implemented, there are also penalties to be paid in case a city or state organization fails to follow them completely or repeats them without remedy. Although remedial measures are acceptable if made in due time, ill intentions towards a candidate or an employee without any remorse and repeated offense will lead to punishment of varying degrees! Depending on the jurisdiction, employers that violate the pay transparency laws can be subject to fines ranging from $500 to $10,000 per violation. Such penalty risks can increase depending on the number of violations and employees/potential employees involved. Employers in some states may be subject to civil liability and are opening themselves up to civil lawsuits. Some states even allow for additional civil penalties of up to 10 percent of the amount of damages found in a civil lawsuit. Ultimately, failure to comply with pay transparency can be costly, so it is important to pay attention to the applicable laws, rules, and regulations. Other than these states and cities, there are many states that still lack the planning and implementation of salary disclosure and pay transparency laws by the states and with the progress up until now, it is only a matter of time before all the states in the USA will have labor-friendly laws working towards the betterment of working class.

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