State agencies can’t request salary history and can’t use previously obtained salary information to set pay. They can confirm past pay and use that information in setting pay in certain circumstances. They can’t search public records or use known salary information to set pay.Įmployers can’t request past compensation information. If they already have that information, they’re can’t use it to set pay.Įmployers can’t request past compensation information until after a job offer is made.Įmployers can’t request past compensation information. An employer can confirm salary if the applicant gives a pay history to support a higher salary when a job is offered.Įmployers can’t ask about previous pay or benefits. If previous compensation is already known, it can’t be used to determine an applicant’s salary.Įmployers can’t ask for salary history. State offices can’t request salary history until after an employment offer is made. Employers may confirm pay history after an offer of employment.Īll state agencies and departments (except Port Authority) Prohibitions don’t apply to information disclosed by the applicant.Ĭity offices can’t ask for pay history until the person has been hired.Įmployers may not screen applicants based on salary history nor require specific salary history to satisfy a minimum or maximum criteria. They can discuss the applicant’s pay expectations. If salary is already known, it can’t be used to make a hiring decision.Ĭity offices can’t ask for salary history.Įmployers can’t ask for or use salary history when offering employment or determining salary, benefits or other compensation. They also can’t ask current or prior employers or search public records to get that information. State offices can’t ask an applicant about their salary history until a conditional employment offer is made. They can confirm history if the applicant volunteers or if they’ve extended an offer. The county can use salary history to offer a higher salary than initially offered as long as this doesn’t result in unequal pay for equal work and the information was voluntarily disclosed.Įmployers can’t ask for salary history.
They also can’t retaliate against or decline to hire a person who refuses to share their salary history. The county can’t use salary history to decide whether to hire an applicant. Employers cannot retaliate against an applicant that does not voluntarily provide salary history. Applicants can provide pay history to negotiate a higher salary after an offer is made.Įmployers can’t ask for an applicant’s pay history until a job has been offered.Įmployers can provide an applicant with a wage range for the position and can confirm voluntarily provided salary history once an offer of employment is made. Louisville/Jefferson County Metro Government offices and agenciesĬity offices can’t ask for an applicant’s salary history.Ĭity offices can’t ask for an applicant’s salary history. The state can’t ask applicants about salary history.Įmployers can’t ask about salary history including benefits or other compensation but they can discuss the applicant’s pay expectations.Ĭity departments can’t ask for salary history. The law doesn’t apply to internal applicants. They also can’t use that information unless the applicant volunteers it. The city can no longer ask for pay history on its applications, in interviews or employment screenings.Įmployers can’t ask about salary history. Government agencies can’t ask applicants for their salary history unless it’s brought up by the candidate after an employment offer is extended. They can verify salary after extending an offer. They can’t discriminate or retaliate against a candidate who doesn’t disclose their pay history.Įmployers can’t ask for an applicant’s pay history, unless the applicant voluntarily disclosed the information.Įmployers can’t screen applicants based on past salary and they can’t ask about salary history.
They also can’t use pay history to set salaries. Employers also can’t disclose a current or former employee’s salary without their consent.Įmployers can’t ask for an applicant’s pay history.
contractors and subcontractors)Įmployers can’t ask for or use an applicant’s compensation when setting pay. Employers are also required to provide pay scale information if an applicant asks.Īll (incl. If they already have the information or the applicant volunteers it, that information can’t be used to determine pay. Employers can’t decline hiring, interviewing, promoting, or employing an applicant if they refuse to provide their pay history.Įmployers can’t ask for an applicant’s pay history.
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