JG Auerbach & Associates

Click on the Job Title for more detailed information.  An asterisk (*) next to the  job location means only candidates currently residing in that geographic area will be considered.  

NOTE:

This section is being updated.  Please check back after December 26 for positions that I'm working on that have become available in the last month so will mostly continue into January 2020.   

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EMPLOYERS CAN'T ASK PAY HISTORY 

NOTE:  On February 25, 2019, the US Supreme Court remanded the pay history court case back to the Ninth Circuit Court of Appeals on a procedural issue.  The Ninth Circuit Court has the opportunity to review the case and re-issue a decision.  

But California had already passed its own law in this area, and it remains in effect.

As of January 1, 2018, California employers (or their agents) cannot ask job applicants for their current or past pay history.  This is to insure that if a candidate is currently underpaid, the employer cannot base the compensation of the job offer on what the employee is currently making.

People in other states will have to check with appropriate Federal and State agencies to see the status of current law is on this issue.

Below is a summary of the key points from California's AB-168.  I am not an attorney, so cannot clarify this information further.

• Applies to all employers, private & public.
• Employers (or their agents) may not ask orally or in writing for salary information, current or past, including compensation & benefits.
• Employers, upon reasonable request, must give applicants a copy of the pay range for the position.
• An applicant may volunteer pay history and the employer may consider such information when making a job offer.
• Employers do not seem to be prohibited from asking questions about current & past job achievements, especially for sales candidates.

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