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posted by martyb on Monday October 22 2018, @06:46AM   Printer-friendly
from the sudo-make-me-an-offer dept.

In late 2017 California amended its labor laws to forbid employers from inquiring into previous compensation and to compel employers to provide candidates with pay range information upon reasonable request. I refer to Assembly Bills(AB) 168 and 2282, both of which passed and were approved by the Governor:

Assembly Bill 168 ("Employers: salary information") added Section 432.3 to the California Labor Code.

Assembly Bill 2282 ("Salary history information") amended Sections 432.3 and 1197.5 of the Labor Code to provide clarification on AB 168.

A brief summary of the changes brought about by AB 2282 is available on JDSupra: California Clarifies its Salary History Ban.

The California Labor Code is available on-line and you can use these links to read the text of Section 432.3 and of Section 1197.5

If you are a candidate, applying for a job in California:

  • How do you see the recruiters you are working with handling your requests for compensation information?
    • Do they drop you like a hot potato?
    • Do they answer your questions, like a legitimate business partner?
  • How do you see recruiters working from outside California dealing with this issue?
    • Do they even know that the law exists?
    • Do they care?

Original Submission

 
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  • (Score: 3, Insightful) by cwadge on Monday October 22 2018, @03:27PM (1 child)

    by cwadge (3324) on Monday October 22 2018, @03:27PM (#752004) Homepage Journal

    I've never had, nor heard of, anyone having a good experience at a company who started out with a low-ball offer. There are often deep institutional problems in such organizations. Personally, I'd rather give a pass to their likes even if they come back with a reasonable or even excellent counter-offer after declining. It demonstrates that they are a) short sighted and b) do not have your best interests in mind.

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  • (Score: 1, Interesting) by Anonymous Coward on Monday October 22 2018, @05:08PM

    by Anonymous Coward on Monday October 22 2018, @05:08PM (#752041)

    This. Salary is just so little of the total rate. My loaded rate here is $276K/year. Probably another $30K in annual travel that I cost the company. I get 40% of that. If you are negotiating even $10K (3% of total employee cost to the company), and the company is balking at it, it is a huge red flag. If the company is trying to pay you 10-20% lower than industry average, and trimming costs from your salary (rather than overhead), you should be very concerned.

    Naturally, know your market. If you are top-of-market and looking for top-of-market pay, you have to prove it. But if you are middle-of-market (like myself), you really have to be concerned about a bottom-of-market offer. What will this company do in 5 years if their primary market differentiation is price? "We undercut competition by paying our employees less" is not a sustainable business plan. Among other things, they will lose the competition to *their own employees* (when the good ones leave and form their own company), on the metric of 'quality'.