You're invited for a free consultation: Schedule Now

With the implementation of the Columbus, Ohio Salary History Ban on March 1, 2024, organizations must adapt their hiring practices to comply with the new regulations. In this blog post, we’ll provide an overview of the salary history ban, outline what organizations can and cannot do under the ordinance, and offer compliance guidelines to help employers navigate this legislative change effectively.

Understanding the Columbus Salary History Ban:

In an effort to combat the gender pay gap, Columbus, Ohio enacted Ordinance 0709-2023, prohibiting employers from inquiring about salary history. This initiative aims to level the playing field and ensure women are compensated fairly

The Columbus ordinance prohibits employers from inquiring into a job applicant’s salary history and imposes restrictions on screening applicants based on prior wages. Organizations with 15 or more employees are subject to the ordinance, which extends to all aspects of the hiring process conducted within the city limits. 

Compliance Guidelines for Employers:

  • Avoid asking applicants about their salary history during interviews or on application forms.
  • Refrain from screening job applicants based on their current or prior wages.
  • Do not rely solely on salary history in making hiring decisions or determining compensation offers.
  • Review and update applicant materials and hiring practices to align with the requirements of the salary history ban.
  • Train hiring managers and HR personnel on the provisions of the ordinance to prevent inadvertent violations.

By adhering to compliance guidelines and understanding the parameters of the Columbus Salary History Ban, organizations can mitigate legal risks and promote fair and equitable hiring practices. It is essential for employers to stay informed about changes in employment law and take proactive measures to ensure compliance with local ordinances. For further guidance on navigating the salary history ban, organizations can consult legal experts or HR professionals to safeguard their recruitment processes and uphold principles of pay equity.

Here are a few reference links:

Views: 4
Learn More | Schedule Now