DrDo you want to know how much money your co-workers will make in the future? Take a look at new job vacancies at New York city. One Deloitte ad with compensation between $86,800 and $161,200 annually. An Amazon art writer can expect to earn in the range of $125,800 to $211,300. The Wall Street Journal’s head of audio news will earn somewhere in the $140,000 to $450,000 range. That’s a difference of $305,000.
These astronomical numbers have become jokes on social media after Reporter Victoria M Walker collected the most ridiculous bands in a series of tweets on Twitter. “With the New York City Payroll Act now in place, I’ve been looking at some companies’ salary ranges, and I can already see that the ‘good faith’ part of the law will be tested,” of the responses naming and exposing these lists.
“Looks like I’m going to dial the biggest number they’ll give,” one person chirp.
“The low end is the real number, the rest are hoping someone won’t realize that and apply it,” post Wrote.
New Yorkers have this opportunity to spy on potential wages because the city’s Payroll Transparency Act went into effect on November 1. But anyone looking to compare their salary to that of their future colleagues may be disappointed by the comically large ranges. Looking for a party at Citigroup? Expect to earn between 0 and 2 million dollars.
like Gothamist first mentionedA Citigroup spokesperson blamed its domains on a “computer glitch”. Despite the original pay gap adjustment, the salary is still listed between $59,340.00 and $149,320.00. These reserved wages will allow for two very different standards of living in New York City.
In a statement, a Citi representative said: “We are proactively working to mitigate this issue by reviewing all job openings to ensure the correct scope is included.”
“We will of course comply with the law,” said August Aldebot-Green, an Amazon spokesperson. “Amazon is committed to paying royalties, and we already include wages for some roles even when it is not required.”
Publicists for the Wall Street Journal and Deloitte did not respond to any inquiries.
The law, which applies to both annual and hourly salaries, affects all listings of permanent jobs performed in person in New York. Remote coaches are exempt. This comes on the heels of a similar law enacted in Colorado last year, which researchers found led to lower CNBC reported that the number of jobs posted but an increase in hiring overall. This law has also fallen prey to some corporate shadows: Some companies have begun hiring employees who work from out of state or are leaving Colorado entirely in an effort to get around the measure.
In New York, so far the only Requirements When it comes to salary ranges, “the employer believes in good faith that at the time of publication it will pay for the advertised job, promotion, or transfer opportunity.” And herein lies the loophole: “goodwill” doesn’t have much weight when companies publish listings where the higher rate is almost twice the lower rate.
According to Gothamist, it is “unclear” whether the city’s Commission on Human Rights will prosecute these companies with fines for violating the law.
New York City Council member Nantasha Williams, who also chairs the Committee on Civil and Human Rights, told the Guardian she “couldn’t believe” some of the bands she saw floating around on Twitter. “[I thought] “This is really the post?” she said. “I’m going to the company’s website.”
Williams added that the law’s intention was to “eliminate” wage inequality in the city, which disproportionately affects women and people of color. “While it is interesting to see how companies avoid the law, it is also quite expressive and revealing in terms of a complete disregard for what it means to have equity in wages,” she said.
While Williams allowed that it was “hard to say” what fell under the category of “good faith” reasonable salary, what she witnessed was “absolutely horrible”. She has not gone to the Commission on Human Rights to address the issue, but she plans to do so.
“It won’t take long to clarify what is considered a compliant scope with the new law,” says Jane M. Christensen, partner at New York employment law firm Wigdor LLP.
“Of course, companies have enjoyed decades of not having to give us this information publicly,” she said. “They used to do things a certain way, which is a big change. They want to stick to the old way as much as possible.”
Christensen added that it can be difficult to file claims about pay inequality among employees, because it can be difficult to get proof of what competitors are actually earning. “If you represent a white woman who claims that she charges less than her white counterpart and has no way of getting it [salary] information, it’s hard to know what’s really going on.” “Transparency is definitely a step in the right direction for groups that are traditionally ostracized.”
Rana Bukhari, 26, works in consulting and change management and is currently looking for work. There were times when she went through the entire interview process without hearing anything about the salary, and received offers that were very low. “It was a huge waste of time,” she said. “If I saw domains in the ads that were less than I wanted, I wouldn’t have applied.”
When Bukhari applied for jobs last week, she said she saw listings offering salaries ranging from $90,000 to $120,000. “It’s a very big group,” she said. “[It makes you wonder]: “Where do I lie in this range?”
Robin Blaire-Batte, a union organizer at New York Communication Workers Local 1180, said she believes a salary range of $30,000 to $40,000 is acceptable for future listings. “[Applicants] Different levels of experience.” But those $100,000 gaps you’re seeing on the rolls this week will likely go unpunished.
“We don’t expect any companies to be fined at all at this time,” she said. The New York City Human Rights Commission will probably give up on this because it’s the beginning of this initiative. But later on, if it gets crazy, they will.”
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