Last week, the Columbus City Council approved amendments to its pay transparency ordinance CCC §2335 which requires all Columbus employers with more than 15 employees to provide job applicants with “a reasonable salary range or scale” with each external job posting. While the ordinance becomes effective in 30 days, it will not be enforced until 2027 by the City Community Relations Commission.
The key terms of the amendment include:
D) “Employment posting” means any solicitation
intended to recruit applicants for a specific available position, and includes
any postings done electronically, or with a printed hard copy, that includes a
description of the position and/or qualifications for desired applicants.
“Employment posting” does not include a solicitation for recruiting applicants
that is replicated and published without an employer’s consent.
. . .
Employers shall provide a
reasonable salary range or scale for potential employment in employment
postings. The reasonableness of a salary range or scale shall be based on
factors specific to the available position including, but not limited to:
(1) The flexibility of the
employer’s budget;
(2) The anticipated range of
experience job applicants may have;
(3) The potential variation in the
responsibilities of the position;
(4) The opportunities for growth
in and beyond the position;
(5) The cost of living for the
various locations in which an applicant may work; and
(6) Market research on comparable
positions and salaries.
WCMH reported that ““We wanted to ensure that as Columbus
grows and more businesses come to Columbus or new businesses start, that
they’re not just doing business in Columbus, but doing the business of
Columbus,” Columbus City Councilmember Lourdes Barroso de Padilla said.”
The full ordinance – with redlined amendments – can be found
here.
NOTICE: This summary is designed merely to inform and alert
you of recent legal developments. It does not constitute legal advice and does
not apply to any particular situation because different facts could lead to
different results. Information here can change or be amended without notice.
Readers should not act upon this information without legal advice. If you have
any questions about anything you have read, you should consult with or retain
an employment attorney.
