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Searching for a new job can be grueling, but a new state law aims to make the process more transparent.
Job postings shared publicly and internally will soon include salary range and a general description of benefits, as required by a law signed by Gov. Ned Lamont on Monday.
“It’s all about respect and dignity for the folks who do the work in this state,” Lamont said.
Some agree that knowing how much you’ll be paid and the benefits you could have could clear up some headaches when applying for jobs.
“You hear so many horror stories of people applying, and it takes months and months, and they’re unemployed for so long,” Conor Speaker from Bloomfield said. “It just wastes less time if people know exactly what they’re applying for.”
“You already have an idea of what you’re expecting going into the interview,” Chris Johnson of West Hartford said. “It’s definitely a plus in my book.”
Massachusetts, New Jersey, and New York have already enacted this law. But critics of the legislation say this isn’t good for businesses when the salary will be out there for everyone to see.
“By putting that information out publicly, it could make it so that it’s that much harder for them to attract employees, because now their competitors will know what they’re offering to try to get those individuals to come work for them,” Chris Davis, vice president of public policy at the Connecticut Business & Industry Association (CBIA), said.
But Gary Phelan, an employment law attorney and Quinnipiac University law professor, argued that this legislation makes the hiring process more efficient by reducing the number of resumes.
“This way, at least you’re getting much more serious candidates for that particular range of jobs,” Phelan explained. “And employees can be more selective with respect to the jobs they’re applying for.”
This law goes into effect on October 1, and any businesses that don’t comply may pay damages.
Right now, employers are required by law to disclose a wage range upon request, before or at the time of a job offer.
The law also prohibits an employer from inquiring about how much an employee made from another employer or retaliating against any employee who discloses or discusses their wages or another employee’s wages.
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