Inquiring about the salary history of an applicant for employment;

    Screening job applicants based on the applicant's current or prior wages, benefits, or other compensation, or salary histories, including requiring that an applicant's prior wages, benefits, other compensation or salary history satisfy minimum or maximum criteria;

    Relying on the salary history of an applicant in deciding whether to offer employment to an applicant, or in determining the salary, benefits, or other compensation for such applicant during the hiring process, including the negotiation of an employment contract; and

    Refusing to hire or otherwise disfavor, injure, or retaliate against an applicant for not disclosing his or her salary history to an employer.

The act contains certain exceptions and furthermore allows an employer to engage in discussions with an applicant about the expectations with respect to salary, benefits, and other compensation, including but not limited to unvested equity or deferred compensation that an applicant would forfeit or have cancelled by virtue of the applicant's resignation from their current employer.

This act is similar to SB 143 (2021).

SCOTT SVAGERA