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Sirmara Campbell
Highlights:
- 20 years in staffing
- Worked with clients through
implementation of major legislation, including:
- Ban the Box
- Affordable Care Act
Ban Webinar Highlights: 20 years in staffing Worked with clients - - PowerPoint PPT Presentation
Ban Webinar Highlights: 20 years in staffing Worked with clients - - PowerPoint PPT Presentation
Illinois Salary History Ban Webinar Highlights: 20 years in staffing Worked with clients through implementation of major legislation, including: Ban the Box Affordable Care Act Sirmara Campbell Agenda What is the salary
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Agenda
- What is the salary ban?
- Why was it implemented?
- What happens if you don't comply?
- What you should be doing now to prepare
- Questions you can and cannot ask
- Compensation data resources
- Things to remember
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Salary History
Overview:
- IL employers cannot ask job
applicants or their previous employers about salary history
- Illinois employers cannot require
employees to sign a contract or waiver prohibiting them from discussing compensation with
- ther employees
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States this affects
- Alabama
- California
- Colorado
- Connecticut
- Delaware
- Georgia
- Hawaii
- Illinois
- Kentucky
- Louisiana
- Maine
- Maryland
- Massachusetts
- Michigan
- Mississippi
- Missouri
- New Jersey
- New York
- North Carolina
- Ohio
- Oregon
- Pennsylvania
- Puerto Rico
- South Carolina
- Utah
- Vermont
- Washington
- Wisconsin
17 state-wide bans, 19 local bans
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Non-Compliance
- If an employer violates, the applicant / employee can sue and seek
to recover damages up to $10,000
- In addition, the law is subject to civil penalties of up to $5,000 for
each violation
- Statute of limitations are five years
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Training
Train your training team, hiring managers and recruiters:
- Cannot ask questions pertaining to previous pay or benefits
- Share resources to audit pay practices and compensation according
to market data
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Recommendations
- Review job applications – remove questions eliciting salary history
information
- Review handbooks, policies, and employment agreements to
ensure they do not prohibit employees from discussing compensation information with other employees.
- Display labor law posters with salary ban regulations in locations
that job interviews are conducted and where your human resource team frequents.
- Post salary ranges for positions
- Set up a system to document how hourly wage and salary amounts
are determined for new employees
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Do Ask:
- What salary are you
comfortable with?
- What compensation and
benefits are you seeking?
- What are your expectations for
pay in this role and why?
Don't Ask:
- How much were you earning in
your past role?
- What was your bonus potential
in your last role?
- What was your on-target
earnings (OTE) in your most recent roles?
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Exceptions
- 1. The employee's wage / salary information is a matter of public
record through the Freedom of Information Act or is otherwise publicly available
- 2. The applicant is a current employee applying for another position
with the same employer
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What's more important than ever...
- 1. References
- 2. Skills based assessments
- 3. Projects / Assignments
- 4. Examples of Work – Focus on results
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Resources
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