Your job posting may be subjected to compliance requirements depending on locale. Please reference the compliance requirements below.
Ensure job postings for positions in Colorado include the hourly or salary compensation or a compensation range in addition to a general description of all benefits and other compensation offered. You should comply with the specific requirements outlined within both the Equal Pay for Equal Work Act and the Equal Pay Transparency Rules.
Effective April 13, 2022, Jersey City, New Jersey Ordinance 22-026 (the “Ordinance”) requires employers with five or more employees nationally, with their principal place of business located within Jersey City, to include a good faith salary or wage range and benefits within job postings and advertisements. Review TriNet's communication on the topic.
New York City
Effective November 1, 2022, Companies with four or more workers nationally, including both employees and independent contractors, with at least one worker currently or potentially working in New York City must include a minimum and maximum hourly or salary range in job postings. Review TriNet’s communication on the topic.
The San Francisco Fair Chance Ordinance (FCO) requires employers to follow strict rules regarding applicants’ and employees’ arrest and conviction records and related information. Employers with 5 or more total employees worldwide and San Francisco City contractors, subcontractors, and leaseholders, of any size are covered by the FCO.
For any position where the employee will work at least eight hours per week in San Francisco, the employer must state in all job postings that qualified applicants with arrest and conviction records will be considered for the position in accordance with the FCO. Suggested language: “Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.”
See San Francisco's Office of Labor Standards Enforcement (OLSE) Website for additional information.