A proposed bill in California will improve the transparency of pay. In the proposed law, employers with fifteen or more workers will have to mention the pay range in all their job advertisements and publicly report the amount that specific categories of employees are paid.
“I give the bill a moderate chance of passing,” said Anthony Zaller, an attorney of Zaller Law Group, based in El Segundo, Calif. “If approved, it will be among the most effective legislation on pay transparency in the United States. In addition, the bill will require employers to publish pay for employees of all races or gender and also the position they hold within the organization. Still, it wants to publish all employer data through the Internet.”
“It seems to be moving through the Senate quite quickly, but it does have quite far to go before the governor signs it,” said Laura Reathaford, an attorney at Lathrop GPM, a law company Lathrop GPM, based in Los Angeles.
If the law is approved, the HR department will need to establish a uniform protocol to ensure that ads for job openings are accurate in their pay scales. “It will be important for HR professionals to have a compliance system in place to review and approve all job ads to ensure they are legally compliant,” Zaller stated. “It will also be important to have records of the ads placed and retain these records for the period required by the bill.”
So, HR professionals need to keep track of the pay history of each employee throughout the length of their employment, plus three years after the end of their work.
This initiative to improve transparency in pay is intended to help employers identify and prevent pay discrimination.
It’s unclear if this proposed law in California will affect salary negotiations with job seekers.
“While it sets a range for the negotiations and gives employees an idea of what the position pays, the ranges could be large, and many employers are currently posting wage expectations to attract qualified employees,” Zaller stated. “Moreover, California law prohibits employers from asking employees about prior salary history.”
“Job applicants do not apply simply because the salary range has been disclosed. They apply for jobs where the salary and wages are competitive,” Reathaford declared. “Therefore, I think one effect[KK1] this law will have is that employers may be pressured to offer higher wages because the salaries and wages of their competitors will be more robust and accessible.”
Similar Bill in New York
The New York State Legislature recently approved a similar bill that requires employers with more than four employees to list the salary ranges on their job advertisements. Gov. Kathleen Hochul has not signed it yet.
New York City has a similar pay transparency law that goes into effect on the 11th of November. 1. It is important to note that the New York City Commission on Human Rights has recently issued guidance that clarifies that the law applies to external and internal job advertisements. Benefits, bonuses, stock compensation, overtime, and commissions are not counted as salary.
Employers who are located in New York City won’t be punished if they address an initial violation within 30 calendar days of the incident. They might be required to pay a civil penalty as high as $250,000 for the subsequent offenses.
Pay Data Reporting
California’s proposed law will require private companies with more than 100 employees to provide a pay data statement to the state’s Department of Fair Employment and Housing. The report must contain the total number of employees according to race, ethnicity, and gender within these categories of work:
- Senior- or executive-level officials and executives and managers.
- Officials at the first or mid-level and managers.
- Sales staff.
- Administrative support workers.
- Craft workers.
- Helpers and laborers.
- Service workers.
The report on pay data should include the total amount of employees categorized by race, ethnicity, and gender who earn a salary that falls within the pay bands employed for the U.S. Bureau of Labor Statistics for the Occupational Employment Statistics survey.
Employers with multiple locations must submit a separate report for each of their establishments. If not submitting annual information, the payment of $100 per employee could be punished.
The state will post the annual pay report on a website that people can access.
The ultimate goal is to prevent discrimination. The primary purpose of recording.
“The underlying goal is to have employers evaluate any pay disparities within their organization, specifically along racial or gender lines. The law is meant to encourage compliance with equal pay and anti-discrimination laws. If companies and HR professionals keep this goal in mind, the reporting obligation should be less of a concern,” Reathaford declared.
Steps of Effective Leadership Development Program Plans.
A well-thought-out leadership development program offers opportunities and clear guidance for your workers to enhance their abilities and grow their careers. With a wider skill set, they’ll have the tools they need to assist your business in moving forward. It’s a win-win scenario for both you along with your workers.
However, a development plan or program shouldn’t be designed in the nick of time. Follow these steps to ensure that your employees’ plans for professional development are on the right track. Follow this guide to know more.
Effective Career Development Plans
Step 1: Think about your goals for the business.
Before setting goals for your employee development program, ensure that you align your employee’s goals for their development with the requirements of your business. Take into consideration your long-term and short-term business objectives.
Do you need someone from your sales team to be a district manager? Do you require someone in accounting to know how to utilize and use new software?
You’ll be able to determine the needed abilities, know-how, skills, and knowledge to achieve your goals once you’ve identified them.
If, for instance, your business is growing rapidly, it may be necessary to hire more leaders. What qualifications do they require? Does any of your employees currently have the knowledge or the ability and the desire to develop the competencies needed for these roles?
The development of internal candidates to connect the current skills of employees and those of the future would be extremely beneficial for the business. Investments in employee development today will save costs and time in the long run regarding onboarding, recruiting, or training employees. In addition, creating an employee’s career path and showing the possibility of advancement and promotions can help you keep the best talent.
Step 2: Discuss the matter with your employees
Please don’t presume that you know your employees’ levels of expertise and career goals. Discuss with everyone on your team to know more about their professional goals.
Having your employees evaluate their work and discuss the challenges they face within their current roles is also advisable. Which areas are they experiencing the greatest difficulty in? Are they in need of some additional education, mentoring or an assignment that is challenging?
Certain employees have career goals, But they’re not sure what to do next or if the organization will be supportive of their plans. Others may not be aware that you can see their potential or need encouragement to grow in their career.
When you speak to employees, you can work together in determining what role your business could play in their goals and the opportunities you could offer them.
Step 3: Define the potential and the readiness
After you’ve provided leadership and management education, evaluate your employees, and bear in mind the difference between readiness and potential. For instance, Michael may have the potential to become a superstar manager, but he’s not yet ready to assume this job. The definition of readiness can vary, including desire, skill and experience. Michael might want to pursue the managerial job you have in mind for him but isn’t yet. He might be taking care of parents who are elderly or children and isn’t keen to travel.
Additionally, he may have the time and energy required for a new job. Or, he could need between two and three years in increasingly challenging assignments. Furthermore, this is the time to acquire the management skills needed in the new job.
Leaders often think of someone who excels at selling or manufacturing widgets (potential). They also assume they are great at managing the sales team or manufacturing widgets (readiness). Management and doing require different skills, and the employee is forced into employment. Furthermore to this, they aren’t prepared for the negative outcomes.
Do you want to quit your job in Dubai? These are the five steps to follow.
Gulf News speaks to UAE legal professionals about the steps employees should follow when quitting.
Dubai: You may be contemplating quitting your job as a full-time employee in the UAE. What happens if my manager refuses to accept or acknowledge my resignation. How can I ensure I have no problems moving to a different job?
Gulf News interviewed legal experts in UAE to determine the best steps for employees to take to avoid financial or legal liability when they quit their full-time jobs. The steps below are only for employees with full-time jobs. They are based on UAE’s new Labour Law, Federal Decree-Law No. 33 of 2022 – and its governing regulations.
1. To ensure you give the correct notice period, read your employment contract.
According to the UAE Labour Law, the notice period for a full-time employee who wants to end a work contract may be between 30 and 90 days. Your labor contract will specify the notice you must give to your employer. You can find our detailed guide on how to get a copy of your labor contract here.
Failure to fulfill your notice period could result in financial liability. You may be asked for your salary for the period you did not serve, according to Priyasha Corrie (Partner at Keystone Law Middle East LLP).
She stated that Article 43(3) of UAE Labour Law requires parties to compensate each other. This is a ‘payment in lieu notice’ equivalent to an employee’s salary for the whole notice period or a portion thereof.
You should keep some things in mind if you’re resigning within your probation period. Our detailed guide explains how to resign during probation.
2. Resign in writing
Corrie advised employees to notify their employer in writing of their decision to resign, via email or by letter. It is crucial to indicate your notice period and the last day of your work following your labor contract. This is required by Article 43 (1) of UAE Labour Law.
What happens if my employer doesn’t respond to my resignation email
According to Dr. Ibrahim Al Banna (CEO of Ibrahim Al Banna Advocates and Legal Consultants), while employees are required to submit their resignations in writing, acknowledgment from the employer is not required under the UAE Labour Law.
Dr. Al Banna stated that the employer does not have to acknowledge the notification.
3. Receive all your end-of-service dues
Your gratuity will be calculated according to Article 51 of UAE Labour Law once you have served your term as a full-time employee. You must note that gratuity will be calculated on an employee’s basic pay.
Dr. Al Banna stated that when calculating gratuity for a foreign employee, an employer must, according to Article 51 (5), calculate it based on the previous basic salary to which the employee was entitled, regardless of whether the employee receives a salary on either a weekly, monthly, or daily basis.
The gratuity paid to a foreign employee shall not exceed two years’ remuneration. The employer can deduct any amount due to him or her, following the law or a judgment rendered by a competent judge, when determining the gratuity amount.
4. Ensure that your work permit is cancelled
Concerning Executive Regulations of Labour Law, the employer must apply to the Ministry of Human Resources and Emiratisation to cancel the work permit. Dr. Al Banna states that the employer must also apply for cancellation of visas with the General Direction of Residency and Foreigners’ Affairs (GDRFA Dubai) or the Federal Authority for Identity, Citizenship and Ports Security(ICP) if the employee was under the sponsorship.
“Once the visa and work permit is canceled, information indicating that they have been canceled will be entered into the MOHRE/GDRFA database. Dr. Al Banna stated that employers had restricted access to the database.
Although you are not allowed to access the databases of the authorities as an employee, your employer should send you cancellation papers detailing when your visa and work permit was canceled and the length of your stay in the UAE.
The visa and permit have been canceled. This gives the employee only 30 days to enter into a new employment relationship or exit the UAE. Dr. Al Banna stated they would be fined if the employee failed to establish a new employment relationship or exited the UAE without a valid visa.
5. For any questions, contact MOHRE
Lawyers also advised Gulf News to contact the Ministry of Human Resources and Emiratisation for any clarifications on the new Labour Law. For more information, contact the Ministry.
HOW TO SURVIVE A JOB INTERVIEW IN ENGLISH.
In English, we frequently talk about “surviving” an interview. Sometimes, simply surviving isn’t enough. You have to be able to show the interviewer what an excellent candidate you are should you want to be hired for your dream job. While specific interview questions are more challenging than others, you will still get an edge over your competition by knowing how to handle these simple English questions during the interview. Sit in a comfortable position and get yourself ready to tackle these English job interview-related questions.
Tell me more about your personal life.
It’s not a question but rather an invitation to provide more information. It’s still a popular method of opening an interview, however. Keep in mind that the interviewer is looking to learn about your skills related to your job rather than what you’re doing in your private life. Don’t mention, “I was born in Taipei,” “I like playing computer games,” and “I am the youngest of my two brothers.” Talk about your career progress, the lessons you’ve learned, and particular skills that allow you to be a suitable candidate for this position.
Don’t hesitate to sell yourself! The trick to answering this question is providing specific examples and supporting them with proof. Don’t just answer: “I’m organized, punctual, and well-liked with my colleagues.” You should follow up any information you state with “For instance” …” and elaborate on how you demonstrated your skills in your previous position.
What are your reasons for wanting to be a part of our team?
Employers would like to know why you’re interested in working for them. Therefore, show them that you know the company’s work and that you’re excited about your job. Don’t begin by saying, “Umm,” “I don’t know,” It seemed like a good choice for my career,” or “I haven’t found any other interesting information.” Go online and research the company before you interview to ensure that you can provide specific reasons as to why you’d like to join the company. Remember that the interviewer needs to understand what you could bring to the company rather than what the company could bring to you!
What made you quit your previous job?
Perhaps the last position you had was a disaster. However, an interview isn’t the right time to discuss the issue. If it’s true, do not make negative or opinionated remarks regarding your former or current colleagues or employers: “I didn’t agree with the direction of the company,” “I got no acknowledgment for my work,” “My boss was unjust.” Such statements can make you appear unprofessional. Instead, concentrate on positive reasons to leave, such as the desire to take on new challenges or expand your knowledge.
Have any questions you’d like to ask me?
Interviewers typically end their interview by asking this question. Make sure you ask specific questions that demonstrate that you know the basics about the company, but you’d like to know more. Be sure to ask questions you already know the answers to, such as, “What does your company does?” Or, “Could you give me your name repeatedly?” Also, don’t inquire about salary or vacation-related questions: “When do you give raises?” “How much vacation time should I anticipate?” Save those questions to ask after you’ve heard, “We’d like to give you the job.”
Remember that the most important thing to do for an interview is to be prepared. Research thoroughly and ensure you know the company’s mission and job before going into the interview. Be relaxed and remember that you were invited to the interview because the company is looking for your skills. Be sure to answer these questions and make use of them as a base to ensure you are successful at that subsequent English employment interview.
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