This job pays $60,000 – or maybe $150,000: companies stay out of New York salary law | new York

Do Want to know how much money your future colleagues will make? Take a look at the new job postings new York City. A Deloitte ad promises compensation between $86,800 and $161,200 per year. A technical writer on Amazon can expect to earn somewhere in the $125,800 to $211,300 range. And a newscaster at the Wall Street Journal will earn somewhere between $140,000 and $450,000. That’s a difference of $305,000.

These astronomical numbers became a social media joke after the event. correspondent Victoria M Walker has rounded up the most ridiculous ranges in a Twitter thread. “When NYC’s salary law was in effect, I was looking at the salary ranges of some companies, and I can already see that the ‘good faith’ part of the law will be put to the test,” he wrote of the number of responses naming and embarrassing such lists.

One person says, “Looks like I’m going to ask for the highest number they will give” tweeted out.

“The low end is the real number, the rest is hoping someone doesn’t notice and implement it” Wrote.

New Yorkers have the opportunity to spy on potential wages as the city’s Pay Transparency Act goes into effect on Nov. But anyone who wants to compare their salary to that of a future colleague may be disappointed by the ridiculously wide ranges. Looking for a gig at Citigroup? We expect earnings between 0 and 2 million dollars.

as a Gothamist first reportedA Citigroup spokesperson attributed their range to a “computer glitch.” Salary is still listed between $59,340.00 and $149,320.00, although the original salary difference has been adjusted. These reserved wages would allow for two very different standards of living in NYC.

“We are proactively mitigating this issue by reviewing all job postings to ensure the correct range is listed,” a Citi representative said in a statement.

“Of course we will comply with the law,” said August Aldebot-Green, Amazon spokesperson. Amazon is committed to paying equity and we already list payouts for some roles even if they are not required.”

The Wall Street Journal and Deloitte publishers did not respond to an investigation.

The law, which applies to both annual and hourly salaries, affects all permanent job postings in New York City. Remote concerts are exempt. What the researchers found came just after a similar law passed in Colorado last year. caused a decrease CNBC reported an increase in the number of jobs advertised but overall employment. This law has also fallen into some corporate shadows: some companies have begun hiring out-of-state workers from home or leaving Colorado altogether to take the precaution.

The only one so far in New York necessity in the case of payrolls, “the employer believes in good faith that it will pay for the job, promotion or transfer opportunity advertised at the time of posting”. So herein lies the loophole: When companies publish lists where the high rate is nearly twice the low, the “goodwill” doesn’t matter much.

According to Gothamist, it’s “unclear” whether the city’s human rights commission will go after these companies that have fined them for violating the law.

Nantasha Williams, a New York city councilor who also chairs the civil and human rights committee, told The Guardian she “doesn’t believe” some of the ranges she saw circulating on Twitter. “[I thought] “Is this really a post?” he said. “I’m going to the company’s website.”

Williams is smiling
Nantasha Williams. Photo: Michael Loccisano/Getty Images

Williams added that the purpose of the law is to “destroy” the pay inequality that disproportionately affects women and people of color in the city. “While it’s fun to see how companies break the law, it’s also pretty revealing and revealing in the sense that it completely ignores what it means to be fair in pay,” he said.

While Williams admitted it was “hard to say” what fell into the category of a reasonable, “well-intentioned” salary, what he saw was “pretty dreadful.” She has not gone to the human rights commission to address the issue, but plans to go.

Jeanne M Christensen, a partner at employment law firm Wigdor LLP in New York, believes “it won’t take long to clarify a range of products deemed compliant with the new law.”

“Of course, companies enjoyed not having to provide this information to us publicly,” he said. “They’re used to doing things a certain way, and that’s a big change. They want to do things the old-fashioned way as much as possible.”

Christensen added that it can be difficult to sue for alleged pay inequality among employees because it can be difficult to obtain evidence of what competitors actually earn. “If you’re representing a white woman who claims she’s paid less than her white male colleague and has no way of making money, [salary] “Transparency is definitely a step in the right direction for traditionally excluded groups.”

Rana Boukhari, 26, works in consulting and change management and is currently looking for a job. There were times when he went through an entire interview process without hearing anything about the salary and got very low offers. “It was a huge waste of time,” he said. “If I had seen gaps below what I wanted in ads, I wouldn’t have applied.”

When Boukhari applied for the job last week, he said he’d seen listings offering salary bands between $90,000 and $120,000. “That’s a huge range,” he said. “[It makes you wonder]:’Where do I sleep in this range?’

Robin Blaire-Batte, union organizer at Communication Workers Local 1180 in New York, said he believes a $30,000 or $40,000 salary range is acceptable for future listings. “[Applicants] There are different levels of experience.” But the $100,000 gaps you see in the charts this week will likely go unpunished.

“At this time, we do not expect any company to be fined.” “The New York City human rights commission will probably let him go because this is the start of the initiative. But later on, if he gets mad, they will.”

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