The comment period for the most recent NPRMhas been extended until Dec. 13, 2022. 3. States push for pay transparency. California most recently joined Washington, Colorado, and New York City in mandating employer transparency regarding pay. Multistate employers will want to proactively monitor these laws to ensure compliance and avoid penalties. These initiatives stem from an effort to narrow the gender wage gap and encourage pay transparency. Covered Employers: Generally speaking, the laws apply to employers with a threshold number of employees working in the jurisdiction. For instance, the New York City pay transparency law applies to employers with four or more workers or one or more domestic workers in New York City. All four workers do not need to work in New York City or the same location for an employer to be covered. Employers are covered as long as one of the employees works in New York City. Requirements: These laws generally require employers to advertise a job, promotion, or transfer opportunity with a disclosure of the minimum and maximum annual salary or hourly wage for the position in the advertisement. Generally, if the wage range is not certain, a reasonable, good-faith estimate will suffice. However, the range cannot be open-ended (e.g., “hourly compensation starts at $15 per hour” is not enough information). Remote Workers: Each law differs on application to job postings for remote workers. For instance, the Colorado law applies to any posting by a covered employer for either work tied to Colorado locations or remote work performable anywhere, but not work performable only at non-Colorado worksites. Therefore, a remote job posting, even if it states that the employer will not accept Colorado applicants, remains covered by the act’s transparency requirements. Multistate employers with a presence in any of the above-referenced jurisdictions should take a keen eye to the pay transparency laws that may apply to their job postings. Erin Schroeder is an attorney in Koley Jessen’s Employment, Labor, and Employee Benefits Practice Group. She has been with the firm since 2020 and currently advises clients with HR consulting and employment litigation needs. For more information, contact her at (402) 343‑3892 or erin.schroeder@koleyjessen.com. Omaha CPA firm is looking for a CPA or accountant with 1-7 years of experience with a small or medium-sized CPA firm who will be trained to competently provide accounting, bookkeeping, consulting, payroll, and tax services to our clients. Communication skills and strong computer skills are necessary. Buy-in or purchase options are available in the future. In addition, an association with another firm is desired. Please contact Tony Buda at (402) 330-9927 or tony@tbudapc.omhcoxmail.com. TONY D. BUDA, P.C. CERTIFIED PUBLIC ACCOUNTANT Classified Ads Nebraska Practices for Sale: Gross Shown • Lincoln, NE CPA $500K • Columbus, NE CPA $525K • Central Nebraska Tax and Accounting $1.05M New listings coming soon! For more information, call (800) 397-0249 or visit www.APS.net. THINKING OF SELLING? Accounting Practice Sales is the leading marketer of accounting and tax practices in North America. To learn more about our risk-free & confidential services, call Trent Holmes at (800) 397-0249 or email trent@apsholmesgroup.com. Classified Ad 9 nebraska society of cpas W W W . N E S C P A . O R G
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