The age-old discussion of pay inequality between men and women is still alive today. The questions are, “Why is there inequality?” and, “What do we do about it?”
A proposed solution to pay inequality, as laid out in the Fair Pay Act, would be to discourage asking candidates about what they’re making during the interview process. If you ask them what they’re currently earning, the concern is that they will then tell you and you’ll start from there in the wage negotiation process, furthering whatever inequality already exists.
So what does that mean for us in terms of our interview process? It means that no forms can be disseminated to candidates on which they’re asked about their income, and you can’t ask them for their W-2s as a means to see their pay stubs.
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You can, however, ask a candidate how much they’re looking to make; they’re completely free to volunteer any information about their current pay, and you’re allowed to take note of that and use it in the negotiation process.
Here is an updated list of the states that have rolled out the Fair Pay Act:
- California
- Connecticut
- Delaware
- Hawaii
- Massachusetts
- Oregon
- Puerto Rico
- Vermont
In New York, two counties have also adopted the Act:
- Westchester
- Albany
The same is true of certain individual cities:
- San Francisco
- New York City
- Philadelphia (However, Philadelphia is currently challenging it in the higher courts)
To see more details on what the Fair Pay Act entails, including some FAQs, visit the National Committee on Pay Equity website here.
If you have any questions about the changes that the Fair Pay Act might cause in your business, please feel free to reach out to us. We look forward to hearing from you.
