Posted on 10/28/2017 6:02:42 PM PDT by CodeToad
On October 12, 2017, Governor Jerry Brown of California signed into law a state-wide ban on employer inquiries into an individual’s salary history. The new law (AB 168) will apply to all employers, including state and local governments, and will take effect on January 1, 2018.
The new law continues the expansion of equal pay protection in California. California’s Equal Pay law has been on the books since 1949, requiring equal pay, regardless of gender, for equal work. It remained largely unchanged until 2016, when it was amended to require equal pay for “substantially similar” work.
(Excerpt) Read more at littler.com ...
You still refuse to answer my question: How many jobs have you created for other human beings?
And I can tell I’m right about you’re being a union thug.
You crack yourself up as this genius job creator, yet you can’t even manage basic grammar.
You sell Amway and you work in Payday loans.
You’re a cross-eyed, wet-trousered slubberdegullion and I won’t be at YOUR beck and call, questions or not, that’s for sure.
I don't think so, not when every one of these requests goes through our legal people over at human resources. It also looks like you assume that we would look at previous salary and then lower what we would otherwise offer, which is not the case at all. The situation is that prospective new employees want to be paid more coming in the door, and one piece of evidence they provide to support that is their salary at their current employer. I look at several factors before I make a recommendation.
I knew I was right. Making a big deal out of typos is the last refuge of the union thug.
Unless you know something that I don’t, Ben, I am
not so sure that salary history is among the questions
prospective employers ask of former employers anyway.
Checking on employment history is a little dicey today
compared to what it used to be. I think one of the
few safe questions to ask is “Would you hire Mr SoAndSo
again?”. There are legal issues. That is what I’ve been
told by HR people, at least.
Off the subject a little is how reality TV bosses like
those on The Deadliest Catch often fire employees on
camera. That stuff really touches on legal issues and
I wonder how they get away with it except that all
of those employees who appear on the programs may have
to sign a waiver that protects the employers and TV
program officials.
I didn’t say typos I said grammar.
see..?
You can’t see it can you.
The much-ballyhooed kingpin can’t see it:
go back and look again, it won’t matter.
Go back to 5th grade, Kingpin.
Point it out, union thug.
Call me Sir and I’ll think about it.
Typical lying union thug.
Since you’re slobbering fool I’ll let you know it’s in your last line of post 41.
but that’s not the only one you made, boy.
It’s very disappointing to me to see so many Freepers supporting more regulation on business. They have every right to ask, and you have every right to refuse to answer, after which each side can go their separate ways. No laws required.
“I don’t think so, not when every one of these requests goes through our legal people over at human resources.”
Customary practices do not negate illegal monopolistic practices. In fact, all those losses in court concerning monopolies went through legal departments.
Lawyers are not holier than thou, not are they the smartest people, nor the most correct.
Eight years of diagramming sentences under Dominican nuns tells me you're the one with a deficient knowledge of grammar and not enough intelligence to comprehend a complex sentence structure.
My bet is you are a union thug for SEIU.
I'm right, aren't I?
I actually know the laws and regulations that govern everything I do. The HR people are very good about sending them. And if I am ever in doubt, the CFR (code of federal regulation) is available on the internet, as well as the OPM (office of personnel management). I absolutely have to know the labor laws, because I have employees who will file legal complaints at the drop of a hat if I do not demonstrate up front that I have the law on my side. And even then, they will file complaints.
I really don't know what you think is going on, or that you are actually aware of all of the regulations? I'm going to guess that you don't supervise people? But what I can tell you is that every new hire, in my experience, asks for a "better" package than the original offer. And, regardless of your feelings about it, they very often trot out their current salary with their current employer as a bargaining point. We need employees, and we need the best we can get--do you seriously think we won't negotiate with them on the basis that you feel their salary is a confidential matter which they should be prohibited from divulging and we should be prohibited from seeing?
Also, I really don't get where you get this "monopolistic practices" stuff from.
“I really don’t know what you think is going on, or that you are actually aware of all of the regulations?”
Expert at these laws. Expert. Unlike you, I don’t just follow corporate policy and think that is the law. I read the law, not just follow corporate memos.
So applicants are forced to apply? Employers trap them in a room if they do not share the salary history? If you don't like the questions that an employers asks, you are not free to apply elsewhere?
Who the hell made it public perception that employers are monsters that trap and condemn all employees and applicants?!?!?
Most employers do post the expected starting salary for an open position. Further, in case you haven't heard, there is this internet thing, where such searches as "average starting salary for a _____" are rather common. SMH
This was the quote I was responding to in 57...
Yeah I’m sayin Mickey D’s paid me $20 an hour!
Isn't it magical how the problem is already resolved without morons begging government to control the situation?
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