/
Restriction on Salary Information Inquiries Restriction on Salary Information Inquiries

Restriction on Salary Information Inquiries - PowerPoint Presentation

alida-meadow
alida-meadow . @alida-meadow
Follow
352 views
Uploaded On 2018-09-24

Restriction on Salary Information Inquiries - PPT Presentation

2222018 1 University of California AB 168 Implementation Salary Inquiry Ban National Trends A number of states and cities have passed laws that prohibit employers from asking job candidates about their salary history during all stages of the employment process ID: 678322

information salary history range salary information range history 168 university pay employment applicants academic position employers process share inquiry applicant questions inquiries

Share:

Link:

Embed:

Download Presentation from below link

Download Presentation The PPT/PDF document "Restriction on Salary Information Inquir..." is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.


Presentation Transcript

Slide1

Restriction on Salary Information Inquiries

2/22/2018

1

University of California AB 168 ImplementationSlide2

Salary Inquiry Ban – National Trends

A number of states and cities have passed laws that prohibit employers from asking job candidates about their salary history during all stages of the employment process.

Delaware, Massachusetts, and Oregon have statewide laws prohibiting salary history inquiries. North Carolina and Pennsylvania have proposed similar

bills.New York City, Philadelphia, and San Francisco have passed similar laws for their jurisdictions.California Governor Jerry Brown signed AB 168, Salary Information, on October 12, 2017, adding new language to the California Labor Code.2Slide3

Salary Inquiry Ban – National Trends

In general, these laws are

intended:

To improve gender pay equity and reduce likelihood that applicants will be prejudiced by prior salary levels.To prohibit an employer from relying on the salary history of a job applicant when determining his or her salary amount at any stage of the employment process.To allow pay variations based on a merit system, seniority system, education and training, geographical differences, etc.3Slide4

Assembly

Bill 168 (Salary

Information)

New California law prohibits CA employers from inquiring about or relying upon salary history as a factor in determining salary or whether to offer employment. Employers will be required to provide applicants with the pay scale for a position upon request. Prohibits inquiries directed to both applicants and agents, such as employment agencies.Applies to all employers, private and public, effective Jan. 1, 2018.4Slide5

What does this mean for the UC?

Based on its legal standing and constitutional status, the University may be exempt from the law.

However, it is important to reflect:

Our institutional valuesOur commitment to progressive talent management and diversity best practicesOur desire to do the right thingTherefore, the University is taking steps to align our practices with the passage of this law.5Slide6

For Your Location - Next Steps

The full

checklist is

available on the Salary Inquiry Restrictions webpage.Remove all questions about prior salary history from:Employment applicationsBackground checksReference checksEmployment verification and other verification inquiries

Locally-contracted third-party agreements and related processes (e.g., search firms, background check vendors, staffing agencies, employment verifications, or any other verification inquiries)

Review and revise:

Local policies and procedures

Interview/screening guidelines

Training materials

Provide training to all employees involved in the hiring process

6Slide7

Frequently Asked Questions

The full FAQs document is

available on the

Salary Inquiry Restrictions webpage.Does AB 168 apply to all staff, academic, and faculty appointments? Yes. This law does not differentiate between the groups, therefore it applies to all staff, academic, and faculty for any position. The University is in the process of reviewing and considering changes to applicable University policies as a result of AB 168.

For more information and

guidance

, contact your location’s Central Human Resources office or Academic

Personnel

office.

 

This

set of FAQs is designated for SMG, MSP, PSS, Union and Non-Union staff. For information

about

how AB 168 applies

to

academic personnel, please contact your local Academic Personnel

Office

for guidance.

What questions can I ask applicants related to this?

Examples of questions that may be asked are:

What are your salary requirements?What do you expect to make in this position? Is the salary range for this position within your acceptable range?If an applicant volunteers their salary history information, what am I supposed to do? The bill states: “If an applicant voluntarily and without prompting discloses salary history information to a prospective employer, nothing in this section shall prohibit that employer from considering or relying on that voluntarily disclosed salary history information in determining the salary for that applicant.” To ensure UC continues to advance and ensure equal pay rights, it is recommended that hiring managers do not rely on volunteered salary history information when making hiring decisions or setting salaries.

7Slide8

Frequently Asked Questions

Does

this influence how we share our salary range information?

  AB168 encourages employers to share pay scales (salary grades) with applicants. Upon request, locations must share position, salary, grade and range information with an applicant. However, the guidance from Systemwide Human Resources is to use a current salary range like those derived from Career Tracks to set a budgetary-driven target range of pay for each open position. This budgeted target range should fall within the broader Career Tracks/other pay grade range. Locations

retain the same ability and options to determine whether to share salary range

information

in the job posting. Locations may want to review how they currently share salary

range

information to better assist applicants in determining if they want to apply for the job.

PPSM 30 (Compensation)

states that there is a 25 percent cap on an employee’s salary increase within a single fiscal year. How does UC’s compliance with AB 168 affect this limitation?

PPSM

30 (Compensation)

,

Section III.B.4 (Annual Limit) states that an employee’s total salary

increase

in a single fiscal year cannot exceed 25 percent of base salary. Salary increases for

policy-covered staff that exceed this policy provision must continue to be approved as policy

exceptions

following local procedures. The University is in the process of reviewing and

considering changes to applicable University policies as a result of AB 168.8Slide9

Additional Resources

Salary

Inquiry Restrictions Webpage:

http://ucnet.universityofcalifornia.edu/working-at-uc/your-career/talent-management/talent-acquisition-employment/ab-168.htmlContains implementation toolkitPolicy References:PPSM 20PPSM 21PPSM 30

Contact your local

Human Resources or Academic Personnel Office

for location-specific information.

9