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July 2022: City of Ithaca Enacts Pay Disclosure Requirements for Employers

26 Jul

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Update Applicable to:
All employers with four or more employees in the city of Ithaca, New York.

What happened?
On May 4, 2022, the city of Ithaca in central New York passed Ithaca City Code § 215-3(F), also known as the “Ithaca Ordinance,” enacting pay disclosure requirements for employment opportunities.

What are the details?
Effective September 1, 2022, employers with four or more employees “whose standard work locations” are in Ithaca will be required to include in postings the minimum and maximum hourly or salary compensation for such opportunities.

The Ithaca Ordinance does not cover employers with fewer than four employees in Ithaca. The posted range must represent the employer’s good faith belief at the time of the posting. While the Ithaca Ordinance does not directly address its application to remote positions, presumably, the law will not apply to remote positions unless there is a specific expectation that an Ithaca resident performs the position.

Similar to the NYC law, the Ithaca Ordinance does not apply to a job advertisement for temporary employment at a temporary help firm.

For more information, please see the links below:

Ithaca Ordinance

Article 1Article 2

What do employers need to do?
Employers should review the links above and adjust their job postings to comply with the law.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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