Jeffrey (Jeff) H. Ruzal, Member of the Firm in the Employment, Labor & Workforce Management practice, in the firm’s New York office, was quoted in SHRM, in “Should Employers Jump on the Pay Transparency Bandwagon?” by Allen Smith. (Read the full version – subscription required.)
Following is an excerpt:
With new pay transparency laws taking effect, employers’ pay compliance strategies have to balance statutory requirements with businesses’ specific needs. …
“Pay transparency laws were initially implemented to achieve pay equity among workers, meaning that employees performing similar work should receive the same pay rate as respective comparators,” said Jeff Ruzal, an attorney with Epstein Becker Green in New York City.
Advantages of Pay Transparency
Implementation of pay transparency policies in locations without requirements can increase morale, productivity, and retention, Ruzal said. With such implementation, employees are more likely to have a clear understanding of their pay with relation to their peers.
“By taking a uniform approach to implementing such pay policies and procedures, businesses can potentially reduce costs and administrative issues,” he said. “Also, with the increasing trend of states and localities enacting pay transparency laws, employers that use the uniform approach may not have to revisit their pay strategy each time a new pay transparency law is passed.” This approach could make compliance with pay transparency requirements less cumbersome.”
People
Member of the Firm