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  • Get ready, Colorado; significant changes are coming your way. The Colorado legislature has recently passed Senate Bill 23-105, which clarifies existing employer obligations and introduces new requirements. Brace yourselves for an enhanced workplace equality landscape, as these amendments are set to take effect on January 1st, 2024.

    Understanding The New Law

    Let’s dive into the details of this groundbreaking law. Employers will now be required to make reasonable efforts to spread the word about job opportunities within their organizations. From now on, employers must “announce, post, or otherwise make known” these openings internally on the same day they’re advertised externally. In addition, this announcement must be made before the employer selects a candidate for the position. Transparency is the name of the game!

    Employers must provide comprehensive information to potential applicants when publishing a job opportunity. This includes disclosing the following:

    • The hourly or salary compensation 
    • A general description of the benefits or other compensation applicable to the job opportunity 
    • The date the application window will close

    No more guessing games or hidden surprises for job seekers! Moreover, once an employer selects a candidate for a position, they must make an effort to keep the entire team informed. Sharing the candidate’s name, former job title (if applicable), and new job title is now mandatory. After all, open communication fosters a sense of community and transparency within the workplace.

    Employers must also inform employees on how they can express interest in similar job opportunities in the future. This means providing information on individuals or departments to whom employees can turn when they want to explore other career paths. All of this must be announced within 30 days of the candidate starting their new role.

    Additional Information Employers Should Be Aware Of

    Career progression is also in the spotlight with these amendments. Employers now have a responsibility to disclose vital information to all eligible employees regarding positions with advancement potential. Employees deserve to know the requirements for climbing the ladder, the terms of compensation and benefits for each position, whether full-time or part-time, the specific duties involved, and the opportunities for further growth.

    Now, here’s an essential update for businesses outside of Colorado. If you have fewer than 15 employees in Colorado working remotely, you’re not off the hook yet. You must still provide notice of remote job opportunities until July 1st, 2029.

    Mark your calendars because, by July 1st, 2024, the Colorado Division of Labor Standards and Statistics will be rolling out regulations to implement these exciting amendments. Stay tuned for more updates as the implementation date approaches.

    Embrace The Future With A PEO

    As a new era in workplace equality approaches with Colorado’s amended Equal Pay for Equal Work Act, businesses must stay ahead of the game. Fortunately, there’s a solution that can be your guiding light through this – partnering with a professional employer organization (PEO). A partnership with a PEO like Group Management Services (GMS) provides access to expert resources, comprehensive HR support, and a wealth of knowledge in navigating the intricacies of this law.

    With GMS by your side, you can effortlessly ensure compliance with the new requirements. From internal job postings and transparent compensation disclosures to facilitating career progression and promoting employee engagement, GMS can help you seamlessly implement the necessary changes. Our expertise and guidance will empower you to foster a culture of fairness, inclusivity, and growth within your organization. Contact us today to learn more.

  • Various cities and states have begun announcing the implementation of pay transparency. As of November 1st, New York City employers are required to disclose the salary range on job advertisements. Pay transparency must be placed on job advertisements rather than being placed only in offer letters or upon request of applicants or employees.

    The city’s law correlates with what has been picked up by other jurisdictions such as:

    • California
    • Colorado
    • Washington

    Start With Your Job Listings

    According to the Society for Human Resource Management (SHRM), employers with at least four employees must include the following in any advertisement for a job, promotion, or transfer opportunity:

    • Minimum annual salary
    • Maximum annual salary
    • Hourly range of compensation

    When it’s a commission-only position, employers are not required to post the exact salary. Instead, the posting can be satisfied by general statements. Employers are covered by stating the commission ranges. When writing job descriptions for your open positions, ensure they are direct and specific. It’s essential to provide the candidate with an understanding of the job by including the basic job functions.

    Rely On GMS

    As a business owner, it’s challenging to remain compliant when regulations constantly change. However, when you partner with GMS, our HR professionals have you covered. Our HR specialists are aware of changes as they occur within your state. In addition, our recruiting team can build competitive job descriptions that meet regulations to protect your business. GMS will also conduct market analyses to provide you with a pay range that aligns with your open positions. Learn more today!