Thanks to recent legislation, architecture job seekers in competitive markets like Los Angeles and New York City won't have to worry, for the most part, about the dreaded salary history question when applying for a job.
In an ongoing trend, states and cities across the U.S. are passing laws that prohibit employers from asking potential new hires about their salary history. Advocates of banning salary history inquiries argue that such laws will help foster pay equity.
California is the latest state to enforce a ban. The law, which went into effect January 1, makes it illegal for public and private employers to inquire about salary history from their job applicants. It also requires employers to disclose a salary range of the position they are hiring for, should the applicant request it.
New York City's salary history ban went into effect on October 31, 2017. Public and private employers in the city cannot ask about an applicant's salary history during the hiring process, including in job advertisements, on applications, or in interviews, according to the NYC Commission on Human Rights.
Other states and cities that have enforced similar bans so far include Oregon and Delaware, whose bans took effect on October 6 and December 14, respectively. Massachusetts' and San Francisco's bans are currently scheduled to begin on July 1, 2018, according to Bloomberg BNA. Puerto Rico's Act No. 16, also known as the “Puerto Rico Equal Pay Act”, went into effect last March.
Philadelphia's rule, which applies to all employers, was supposed to take effect on May 23. However, a judge temporarily halted it due to a lawsuit from the Chamber of Commerce for Greater Philadelphia. New Orleans' and Pittsburgh's rulings only impact city employees or individuals applying for city jobs.
For up-to-the-minute job listings, visit Archinect's job board, or check out Archinect's Salary Poll for a look at typical salary histories in architecture.
3 Comments
good. It should be.
Why?
Salary history is a moronic thing to ask an applicant for. Do employers think that the candidate would answer truthfully?
The only function I see for salary history is that it allows cheapskate firms to weed out resumes from people that are making decent money and won't accept a below-average salary offer.
My advice to applicants is to ignore any requests for information on their past salaries. A firm that is serious about hiring you and can pay adequately will pursue you anyway.
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