Helios HR’s Post

Have you heard about this? Beginning November 1, 2023, all employers in B.C. must include the expected pay or the expected pay range for a specific #jobopportunity that they advertise publicly. Also, employers in B.C. can no longer ask #jobapplicants about what they have been paid at positions with other employers. Last but not least, employers cannot dismiss, suspend, demote, discipline or harass an employee who reveals their pay to another employee or someone applying to work with their employer. This will help address systemic #discrimination and #inequality in the workplace. For complete information on the BC Pay Transparency Act, click the link in the comments below and share your thoughts with us!

📢 Attention DC Employers📢 New Pay Transparency and Voting Notice Regulations As of June 30, all employers in the District of Columbia, regardless of size, must comply with new regulations aimed at enhancing pay transparency and promoting voting rights. Here's what you need to know: No Salary History Inquiries Employers are strictly prohibited from asking candidates for their salary history. This includes inquiries to former employers. Candidates can decline to answer if asked, and this right must be disclosed without any threat. The best practice? Avoid asking altogether. Pay Range Disclosure Job postings must now include pay ranges or a “good faith” estimate. This applies to both external job listings and internal postings and transfers. Healthcare Benefits Disclosure Employers must disclose healthcare benefits prior to the first interview. While including this information in job ads can meet this requirement, it may not be ideal from a competitive standpoint. Required Posters Once poster templates are developed by DC, employers must post notices covering pay disclosure and salary history in common areas frequented by employees. Time Off to Vote Notice The DC “Time Off to Vote” notice must also be posted in common areas. You can access the notice here. Stay compliant and keep your workplace informed! If you have any questions or need assistance, our virtual HR agency is here to help. #HRCompliance #PayTransparency #EmployeeRights #DCRegulations #VoterRights #VirtualHR #VitalBusinessSolutions

⚠Important Legislation to be aware of! Taking effect June 30, 2024 (if it isn't blocked), DC is joining the 10 states that already require pay transparency. In addition to salary information, DC employers will be required to disclose the “existence of healthcare benefits” with candidates before their interview. Learn more by reading the article below. #paytransparency #employeebenefits https://lnkd.in/egmwtgM8

A new ruling will make it easier for employees to file discrimination lawsuits based on scheduling and other employment-related decisions. As a result, HR professionals must take a critical look at employment actions and become more involved in progressive discipline and how it can impact an employee's eligibility for a transfer, pay raise, bonus, promotion, or scheduling and shift changes. Alternatively, work Strategic Contracting Services as your employer of record. https://ow.ly/wHCo50PItFu #employerofrecord #eor #hiring #HR #HRcompliance #compliance

A new ruling will make it easier for employees to file discrimination lawsuits based on scheduling and other employment-related decisions. As a result, HR professionals must take a critical look at employment actions and become more involved in progressive discipline and how it can impact an employee's eligibility for a transfer, pay raise, bonus, promotion, or scheduling and shift changes. Alternatively, work Strategic Contracting Services as your employer of record. https://ow.ly/wHCo50PItFu #employerofrecord #eor #hiring #HR #HRcompliance #compliance

📢 Important Update for Illinois Employers: New Amendments to the Equal Pay Act 📝 The Illinois Legislature adopted several amendments to the state’s Equal Pay Act in early June, and Governor Pritzker signed the legislation into law on August 11, 2023. Illinois employers will be subject to the following new requirements beginning on January 1, 2025: 1️⃣ For Employers with 15 or More Employees: The law requires the disclosure of pay scale, benefits, and other compensation information in job postings for positions in Illinois or reporting to an Illinois location. This applies to positions performed partly or wholly in Illinois or those reporting to a supervisor, office, or worksite in the state. 2️⃣ If Compensation Information Was Not Previously Disclosed: All employers, regardless of size, must disclose this information at an applicant's request. This must be done before any offer or discussion of compensation with the applicant. 3️⃣ Promotional Opportunities: All employers must disclose promotional opportunities for Covered Positions to current employees within 14 days of externally posting the opportunity. These changes reflect a significant step towards transparency and equality in the workplace. Stay compliant and ensure that your job postings reflect these requirements. Feel free to reach out if you have any questions or need assistance with your recruitment process. #IllinoisEmploymentLaw #EqualPayAct #JobPostings #Compliance #HR #Recruitment Source: https://lnkd.in/ebkmUnNq

In case you didn't know, significant strides are being made in state and local governments across the country. They are increasingly adopting laws and regulations to bar employers from requesting salary history information from job applicants. These measures are not only about ending pay discrimination but also go further by preventing employers from relying on an applicant's pay history to set compensation. Additionally, they prohibit disciplinary actions against employees who discuss their pay with coworkers. This is a significant move toward creating fair and transparent workplaces. It's crucial information for anyone interested in the evolving landscape of workplace regulations. https://lnkd.in/ezJY68VG #PayEquality #WorkplaceLaws #WorkplaceEquality

#Illinois joins a growing number of states requiring pay transparency in job postings and promotion announcements by amending its Equal Pay Act. Read our update below for next steps to remain in compliance before the amended law's January 1, 2025 effective date. https://lnkd.in/gNuGTdSy #HR #employmentlaw #paytransparency

#HRProfessionals — did you see the recent unanimous US Supreme Court ruling that makes it easier for workers to sue for discrimination if forced to transfer jobs within an organization? A few key takeaways from this decision: 1️⃣ HR must carefully scrutinize all job transfers, ensuring job transfer decisions are well-documented and non-discriminatory. 2️⃣ HR leaders will need to be more involved in everyday personnel decisions to prevent potential liabilities. 3️⃣ Clear, thorough documentation of the reasons behind job changes is essential to defend against discrimination claims. Learn more about this ruling here: https://yhoo.it/3xG4xl9 At Berger HR Solutions, we help our clients create safe, fair, and transparent workplaces. If you have questions about how to navigate this new change, please reach out to our team! https://bit.ly/3Hlx93x #HRUpdate #SupremeCourtRuling #EmployeeRights #WorkplaceDiscrimination