Last October, California Assembly Bill 168 was signed into law, effectively banning employers from asking job applicants for their salary history information. The law also required employers in the state to provide applicants with pay scale information for a position upon reasonable request; however, the law failed to clearly define each of these terms.
To remedy this, California legislators have introduced an amendment to A.B. 128, titled A.B. 2282. As SHRM pointed out in their recent article on the subject:
“Under A.B. 168, it was not clear whether the term ‘applicant’ meant only external applicants for a position or also current employees applying for the position. A.B. 2282 clarifies that an applicant is an individual who seeks employment with the employer, not a current employee.â€
The bill also defines a pay scale as a salary or hourly wage range and clarifies that the definition of pay scale does not include bonuses or equity ranges. A.B. 2282 further defines a reasonable request for pay scale information, as a request made after the applicant has completed the initial interview.
A.B. 2282 passed both houses of the California State Legislature and was signed into law by California Governor Jerry Brown as of July 18th. The new law will no doubt aid California employers in better organizing their interviewing and onboarding practices to comply with the state’s salary history ban.
Full text of A.B.2282 can be found here
(Click here for more on Salary History Bans across the nation)
