NewHavenBIZ

20 n e w h a v e n B I Z | S e p t e m b e r 2 0 2 2 | n e w h a v e n b i z . c o m By Michelle Tuccitto Sullo A n online job ad for an associate medical examiner with the state of Connecticut posted in July openly states the job pays be- tween $230,000 and $300,098. A recent job listing for a photographer and videographer for the Connecticut General Assembly, meanwhile, didn't disclose the wage range. New Haven Biz asked a contact per- son on the ad and found out via email five days later the job pays between $40,000 and $70,000, depending on experience. State lawmakers in June 2021 ap- proved a new law about wage disclosure requirements, "An Act Concerning the Disclosure of Salary Range for a Vacant Position," and it went into effect on Oct. 1. Navigating the wage disclosure law can be confusing for employers and job seekers alike. New Haven Biz recently reviewed job listings for various indus- tries in Connecticut, from health care to manufacturing to law firms to journal- ism. Many employers are posting the wage range in job ads. Others aren't, so candidates have to ask to get the information. Maura Mastro- ny, a New Hav- en-based attorney and shareholder at employment law firm Littler, said many employers typically prefer to avoid putting the wage range directly in a job listing and would rather inform candi- dates directly. "(In a job ad) it's out there for all to see, including current employees and your competition," Mastrony said. "If the competition knows what you are paying, they could use that information to pay a little bit more." Morale can also be impacted — as employees may wish to keep their sala- ries private, or discrepancies can lead to resentment. "If current employees aren't making as much, there is the potential for some problems," Mastrony said. However, Mastrony notes that some employers want to mitigate any possible risk of future complaints — and they are putting the wage range directly in job listings. It's common sense that job seekers typically want to know what a job pays upfront. New Haven Biz recently polled readers if they prefer that companies include wage information in job listings. As of press time, 100% had responded with "yes." As any job seeker knows, going through the lengthy process of applying for a job, and even interviewing with a company, only to find out later that the position doesn't pay enough can be a waste of time. e time issue can impact employers also. Employers may find a great candi- date and go through multiple interviews, only to have the person drop out of the process aer learning the amount being offered. What's in the law? Under the nearly one-year-old law, employers must provide an applicant with the wage range when the applicant requests the information, or prior to or at the time the applicant is made an offer. e information must also be provided when an employee is hired, their posi- tion changes, or if the employee requests it. e law prohibits discrimination in compensation based on sex — workers of the opposite sex should be making similar amounts for performing the same duties. If they aren't, employers must be prepared to explain why — such as if it is due to factors such as seniority, production rates, education, credentials or experience. Women still trail behind men on salary. According to the U.S. Bureau of Labor Statistics, in 2020, full-time female workers' pay was 82 cents for every dollar earned by their male coun- terparts. Margaret "Peggy" Strange, a principal with the law firm Jackson Lewis in Hartford who fo- cuses on labor and employment law, said the reason laws like this are being enacted is to make sure employers are paying employees similarly for comparable positions. Another reason is to ensure em- ployers are not discriminating against employees based on gender, race or any other protected classification, she said. e stakes are potentially high for employers who don't comply with the wage range disclosure law. Employers who violate it potentially face civil action, compensatory damages, punitive damages, and attorney fees and costs. Individuals have up to two years aer a violation to bring an action. Job seek- ers who believe an employer violated the rules can also lodge complaints with the state Department of Labor, which can impose penalties. F O C U S : L a w How to avoid running afoul of CT's new salary disclosure law Transparent Wages Margaret "Peggy" Strange Maura Mastrony IMAGE | ADOBESTOCK.COM

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