"Pay transparency laws have rapidly reshaped recruitment practices and now pose significant compliance risks for security executives who post jobs outside formal HR channels. Understanding these obligations is critical to avoiding personal liability and protecting your organization. These obligations also apply to any of your contractors or temporary employees who are acting on your behalf or under the direction of your staff members."
"Nine states - California, New York, Illinois, Maryland, Colorado, Massachusetts, Minnesota, Vermont, and Washington, plus D.C. - require all job postings to include pay ranges and benefit summaries. Crucially, these laws apply to any job advertisement made on behalf of your employer, including posts in professional networks, association newsletters, social media, or informal emails to colleagues."
"Non-compliance may trigger immediate penalties, correction mandates, lawsuits from job seekers, and reputational damage to your organization, even from well-intentioned informal sharing. Personal liability for individual employees can arise when they knowingly breach your organization's policies or distribute non-compliant postings after being informed of requirements."
Pay transparency laws require pay ranges and benefit summaries in job postings across multiple U.S. states and D.C., and they apply to any advertisement made on an employer's behalf, including professional networks, association newsletters, social media, and informal emails. Non-compliance can produce immediate penalties, correction mandates, lawsuits from applicants, and reputational harm. Individual employees can face personal liability if they knowingly distribute non-compliant postings or breach company policies after being informed. The legal landscape is expanding with new state laws and pending federal proposals, and global momentum, including EU-level measures, is increasing international obligations.
Read at Securitymagazine
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