Salary Transparency & Recruitment Act - Require employers to explicitly list salaries, and hiring steps on job postings. Require employers to provide compensation to prospective employees required to go through extensive pre-employment interviews.
The proposed act is two-fold.
Decrease the incidences of pay discrimination amongst women and minority groups.
Limit employers from taking advantage of prospective employees during the job recruitment process.
Goal I Rationale:
Too often employers get away with pay discrimination when they are not forthcoming with the salary on a job posting. A "competitive" salary that "commensurate with experience" could mean anything, and is a breeding ground for one to discriminate based on gender, race, age and disability once seen. When an employer is allowed to write something as arbitrary as "salary commensurate with experience" OR "competitive salary" it leaves the employer to act and make pay decisions based on their implicit bias - as there is no rubric, benchmark or standard holding them accountable.
Despite the protests, strikes, law implementations and ongoing conversations pay discrimination disparities still remain consistent, and it grossly affects women and minority populations.
Employers should be required to explicitly list all salaries on job postings.
Employers should be required to explicitly list and detail pay scales in accordance with education and experience.
Employers should be required to explicitly list benefit packages to include professional development and promotion opportunities.
Goal II Rationale:
Too often prospective employees are taken advantage of during the pre-employment/recruitment process. Many have reported employers requiring them to produce work which include tasks, written assignments, and proposals that often force them to submit intellectual property, concepts and novel ideas, uncompensated with no promise of a job offer. Many have reported employers requiring them to take out-of-state trips for extensive interview processes without compensation for travel expenses, with no promise of a job offer. Likewise, many have reported that employers offered positions that were misleading only to renege on the offer due to arbitrary reasons. Many have reported employers, in addition to a phone screening, requiring 3-5 round of interviews where prospective employees are expected to invest hours and travel expenses to interview for a job with no compensation or promise of a job offer. Many have reported employers requiring them to cover the costs of notarized recruitment forms, and background checks with no promises of a job offer.
Employers should only be allowed one phone screening and one local in depth interview with a prospective employee.
Employers requiring nonlocal (out of city) interviews should be required to provide travel expenses to the prospective employee. Interviews in the same city as the employee will be considered local.
Employers requiring more than a phone screening and one in-depth local interview should be required to provide interview compensation to the prospective employee. Interview compensation should be based on the daily earnings/salary of the position that one is interviewing for - plus travel expenses (if applicable).
While there are laws implemented to protect the employee on the job, we should begin to implement laws and policies that protect the prospective employee before the job.
Prospective employees have rights! And, here are the pre-employment rights we are proposing:
A right to know the salary before a job interview
A right to know salary pay scales
A right to a fair and transparent interview process
A right to recruitment compensation for time, travel, required tasks, and written assignments
We are calling for pre-employment recruitment governmental regulation.
If you're frustrated with the way employers recruit, or if you have been a victim of unfair compensation and recruitment practices, and you want to see a change in the way employers pay and recruit, please stand with us by signing this petition.