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How to handle last-minute offer negotiations from your top candidate
How your business can compete to hire and retain highly qualified employees
From leverage to leadership: the evolving private equity playbook
Remote resilience: how to instill grit in a virtual environment
The ultimate Charles Aris guide to executive recruiting
Rural recruiting: how to land candidates in small-town America
The key to running a successful onsite interview
How to keep your candidates engaged throughout the hiring process
Recruiting Guidebooks
Newsletter Hub
Visit our newsletter hub to view or subscribe to one of our 10 function and industry-specific newsletters. Each of these free bulletins compiles recent articles and opportunities from our firm.
Anatomy of a CSO
The Anatomy of a Chief Strategy Officer analyzes the backgrounds and experiences of CSOs (or the senior-most strategy leaders) across the 2020 Fortune 500 list.
Virtual Interviewing
Qualifying prospective candidates and effectively demonstrating your organization’s culture in a virtual environment isn’t easy. Ensure you’re able to get comfortable with and overcome these challenges.
Virtual Onboarding
As the world transitions to an increasingly digital environment, organizations are faced with the truth that virtual onboarding might be the new normal for some team members.
Compensation Insights
Visit our Compensation Insights to view data from offers we’ve coordinated across our functional practices. These reports serve as valuable benchmarking tools for hiring authorities looking to gauge their compensation and other vital recruiting practices.
Client Interview Guide
You’ve successfully identified candidates who are potential fits for your mission-critical hiring needs. Your goal (and ours) is now to ensure you’re able to learn as much as possible about each interviewee – and to leave a lasting impression that maintains interest in your opportunity.
Have you ever hired an A-Player?
In this guide, we explain how to identify A-Players in the market, the impact they’ll have on your business and strategies for recruiting them into your organization.
Location Pitch Decks
Atlanta, Georgia
Austin, Texas
Baltimore, Maryland
Boise, Idaho
Boston, Massachusetts
Charlotte, North Carolina
Chicago, Illinois
Cincinnati, Ohio
Dallas, Texas
Denver, Colorado
Detroit, Michigan
Houston, Texas
Pay Equity Laws by State
Alabama
Location
Statewide
Bill
HB 225
Effective
10/1/2019
Violations
Employers may not refuse to interview, hire, promote, or employ an applicant, or retaliate against applicant, because applicant does not provide compensation history.
Penalties
Damages equal to the wages, and interest thereon, of which the employee is deprived by reason of the violation.
Voluntary Disclosure
This is not presently addressed.
Interview Guidelines
(not addressed)
California
Location
San Francisco
Bill
No. 170350
Effective
7/1/2018
Violations
Seek pay history of a candidate. Pay history does not include revenue, sales or other production reports.
Penalties
Warning and notice to correct for first violation; $100 for second violation; up to $200 for third violation; up to $500 for each subsequent violation; legal and equitable relief.
Voluntary Disclosure
Employers may rely on information gathered via voluntary disclosure. This is not a violation.
Interview Guidelines
Employers may engage candidates in discussions about salary, benefits and other compensation expectations without violating the law.
Location
Statewide
Bill
AB 168
Effective
1/1/2018
Violations
Seek a candidate’s salary history including compensation and benefits
Penalties
Salary inquiries – unpaid wages and interest, plus an equal amount as liquidated damages and attorney fees.
Voluntary Disclosure
This is not presently addressed.
Interview Guidelines
(not addressed)
Location
Statewide
Bill
Cal. Lab. Code § 432.3 / SB 1162 / SB 642
Effective
1/1/2023 (amendment effective 1/1/2026)
Violations
• Fail to provide pay-scale, meaning a good-faith estimate of this expected wage range that an employer reasonably expects to pay for the position upon hire, for the position, upon reasonable request by an applicant.
• Fail to provide pay-scale, meaning a good-faith estimate of this expected wage range that an employer reasonably expects to pay for the position upon hire, for a current employee’s position upon request by a current employee.
• If the employer has 15 or more employees, fail to include the pay scale, meaning a good-faith estimate of this expected wage range that an employer reasonably expects to pay for the position upon hire, in any job posting.
• If the employer has 15 or more employees and engages a third party to post job postings, fail to provide the pay-scale to the third party.
• Fail to maintain records of job title and wage history for each employee for the duration of employment plus three years after. (Note that a separate California law requires personnel files to be kept for the duration of employment plus four years.)
• If the employer has 15 or more employees, fail to provide the California Civil Rights Department with a report containing median and mean hourly wages by race, ethnicity, and sex within a job category.
• If the employer has 15 or more employees and engages a third party to post job postings, fail to provide the pay-scale to the third party.
• Fail to maintain records of job title and wage history for each employee for the duration of employment plus three years after.
Penalties
• Civil penalty of $100-$10,000 per violation (amount depends on totality of circumstances, including but not limited to whether employer has previous violations).
• Violation of reporting requirement to the California Civil Rights Department is up to $200 per employee.
• Individuals claiming to be aggrieved by a violation may bring a civil action for injunctive relief and any other relief that the court deems appropriate.
Voluntary Disclosure
Not a violation. May rely on voluntary disclosure. Prior salary cannot justify any disparity in compensation.
Interview Guidelines
(not addressed)
Colorado
Location
Statewide
Bill
Senate Bill 19-085
Effective
1/1/2020
Violations
Employers may not rely on compensation history to justify a disparity in current compensation; seek compensation history; rely on compensation history to determine compensation; discriminate or retaliate for failing to disclose salary history; retaliate against employee assisting in enforcing the act; retaliate against employee who inquires about or discloses compensation; prohibit employee from disclosing compensation; fail to disclose salary range.
Penalties
Back pay; damages equal to difference between amount paid and amount employee would have received plus liquidated damages; legal and equitable relief; costs and attorneys’ fees.
Voluntary Disclosure
Not addressed; likely violation to rely on unprompted voluntary disclosure.
Interview Guidelines
(not addressed)
Connecticut
Location
Statewide
Bill
Public Act No. 18-8
Effective
01/01/2019
Violations
Inquire or direct a third party to inquire about an applicant’s compensation history
Penalties
Compensatory damages; attorney’s fees; costs; punitive damages
Voluntary Disclosure
Not a violation
Interview Guidelines
Employer may inquire about compensation structure but not the value of compensation elements
Delaware
Location
Statewide
Bill
HB 1
Effective
12/14/2017
Violations
Seek pay history of a candidate from applicant or former or current employer, including benefits and other compensation.
Penalties
Salary inquiries – civil penalty from $1,000 to $5,000 for first offense; $5,000 to $10,000 for each additional violation.
Voluntary Disclosure
Employers may not rely on information, even if it is voluntarily disclosed, until employment offers have been made and accepted.
Interview Guidelines
(not addressed)
District of Columbia
Location
District of Columbia
Bill
D.C. Bill 25-194; D.C. Act 25-367
Effective
June 30, 2024 (pending a 30-day congressional review period)
Violations
• Screen applicants based on wage history, including by requiring an applicant’s wage history to satisfy minimum or maximum criteria.
• Request or require an applicant to disclose wage history information as a condition of:
o being interviewed; or
o continuing to be considered for an offer of employment.
• Seek an applicant’s wage history from a prior employer.
Penalties
No private right of action, but Attorney General may seek injunction; compensatory damages; costs and attorneys’ fees; civil penalty of $1,000 for the first violation, $5,000 for the second violation, and $20,000 for each subsequent violation.
Voluntary Disclosure
(not addressed)
Interview Guidelines
(not addressed)
Hawaii
Location
Statewide
Bill
2017 SB No. 2351
Effective
01/01/2019
Violations
Inquire about compensation history; rely on compensation history in negotiation of employment contract unless applicant voluntarily discloses compensation history; retaliate
Penalties
Injunction; back pay; costs and attorney fees
Voluntary Disclosure
Not a violation
Interview Guidelines
Not presently addressed
Illinois
Location
Statewide
Bill
Public Act 101-0177
Effective
10/29/2019
Violations
Employers may not screen applicants based on salary history; require salary history to meet a minimum or maximum criterion; seek or require pay history.
Penalties
Back pay and interest; compensatory damages; punitive damages; injunctive relief; costs and attorneys’ fees; up to $10,000; civil penalties ranging from $500 to $5000 for each violation.
Voluntary Disclosure
Not a violation, but the employer may not rely on the disclosure.
Interview Guidelines
(not addressed)
Louisiana
Location
New Orleans
Bill
MJL17-01
Effective
1/25/2017
Violations
Seek pay history of candidates; or question candidates about salary history during the application process
Penalties
There are no penalties at this time.
Voluntary Disclosure
This is not presently addressed.
Interview Guidelines
(not addressed)
Maine
Location
Statewide
Bill
Legislative Document 278
Effective
10/17/2019
Violations
Employers may not use or inquire about compensation history of an applicant, either directly from the applicant or from a current or former employee, before offer with all terms of compensation has been “negotiated and made to the prospective employee”. It is not a violation to inquire about compensation history if the employer is required to do so pursuant to any federal or state law that specifically requires compensation history for employment purposes.
Penalties
$100-$500 per violation, BUT a single violation is also evidence of unlawful employment discrimination, which could support a claim to the Maine Human Rights Commission.
Voluntary Disclosure
Not addressed; likely violation to rely on unprompted voluntary disclosure.
Interview Guidelines
(not addressed)
Maryland
Location
Statewide
Bill
HB 123
Effective
10/01/2020
Violations
Employers must provide a wage range for the position upon inquiry. They cannot retaliate because an applicant did not provide wage history or requested the wage range. It is also a violation for employers to rely on wage history in screening, determining wages or seek wage history orally, in writing or through current/former employer.
Penalties
Letter compelling compliance for first violation; civil penalty up to $300 for each applicant for whom employer is not in compliance for second violation; civil penalty up to $600 for each applicant for whom employer is not in compliance for each subsequent violation.
Voluntary Disclosure
Not a violation, but employer still may not rely on this information.
Interview Guidelines
(not addressed)
Massachusetts
Location
Statewide
Bill
2017 Chapter 177
Effective
7/1/2018
Violations
Seek a candidate’s salary history; condition an interview or consideration of an offer on the disclosure of salary history
Penalties
Salary inquiries and unfair pay – unpaid wages and interest, plus an equal amount of those wages and interest as liquidated damages; attorney fees.
Voluntary Disclosure
This is not presently addressed.
Interview Guidelines
(not addressed)