Charlie Baker signs law requiring equal pay

[scm1011]

Yay I guess, but:

1) This wasn't already a law??
2) How is this enforced?
3) Why does it not take effect for 2 more years??

[hw77]

I would be interested to see how this implemented.

If you have 2 analysts both with the same exact years of experience and kind of experience and everything is equal then on paper male or female you'd think they'd be paid the same. But as we all hear far too often some are better then others at negotiating. Even 2 men in the same role at my large company can have extremely different salaries, some manager truly try and hire at the cheapest point even if they have an approved range. Overtime those same managers dont advocate for their own team for promotions or bonuses and the gap widens.

To me the greater problem is people not realizing that companies dont necessarily keep every one equal... new hires all too frequently get hired in at a starting salary hire then someone who has been in the role 5 years!!! So when you find that out it causes some issues, which again I guess why Americans dont typically discuss pay or finances.

[scm1011]

Aug 2, 2016 8:46:14 GMT -5 RockNVoll said:

All great questions, scm1011 . I suppose it's enforced like a lot of other laws--fear of litigation. As for the delay on taking effect, my guess is that it's to allow time for employers to put the processes in place to become compliant--training interviewers not to ask, re-writing employee manuals, etc.

I honestly don't expect much to change, I'm just truly appalled that this was technically legal up until this point! I do love that interviewers will no longer be able to ask about salary history, though. Since I'm grossly underpaid, those questions always screw me.

In somewhat related news, I just set the women's movement back by CRYING during my mid-year review about this very issue  :? . I blame pregnancy hormones.

[hw77]

Absolutely agree that the asking of salary history is absolutely irrelevant to everyone and is so so frustrating. If an employer cant figure out a proper starting range and then after interviewing a great candidate figure out where to offer in that range then there is a problem. "Ask a manager" blog I follow talks a lot about this.

I understand HR recruiters not wanting to waste time...but state the range and then if the candidate is not interested after the initial phone screen then everyone can move on! In 2013 I was told a range early on, was forced to give my current salary, went thru multiple interviews and at the end instead of the manager walking in or calling to offer me the role, HR walked in and said well we want to work with you on the salary...which was below my current salary and in the bottom 5% of the range... so I was like well are you offering me the job or what? It was very confusing to be put on the spot.

[liveintheville]

scm1011 if it makes you feel better H has walked out of a mid year review. He was just done. Found a new job shortly.
How is your company's stance regarding paid maternity leave? And I can't believe how fast your pregnancy has gone. To me that it

[scm1011]

Thanks, RockNVoll. My review was glowing (as always), which is a big part of why I'm frustrated that I haven't gotten any sort of raise in FOUR YEARS. There's more to the story, but basically same old same old. I know I just need to suck it up and leave already, but the thought of job hunting 6+ months pregnant is daunting.

liveintheville, it has kind of flown by for me too! I can't believe I'm 2 weeks away from 3rd tri. For leave I get 2 weeks short term disability, generous eh?   I'm taking the full 12 weeks anyway (much to the apparent annoyance of the higher ups). We'll have to have some coffee dates while I'm on leave

[scm1011]

Thanks, RockNVoll . I will be job hunting during my leave for sure.

ETA: Oh and RockNVoll, if any positions I'd be suited for open up in your office next spring be sure to keep me in mind