California's Pay Transparency Law Goes Into Effect, Revealing Big Tech Salaries

An anonymous reader quotes a report from CNBC: A new law that went into effect this week requires most California employers to disclose salaries on job listings. The law affects every company with more than 15 employees looking to fill a job that could be performed from the state of California. It covers hourly and temporary work, all the way up to openings for highly paid technology executives. That means it's now possible to know the salaries top tech companies pay their workers. For example: A program manager in Apple's augmented reality group will receive base pay between $121,000 and $230,000 per year, according to an Apple posting Wednesday. A midcareer software engineer at Google Health can expect to make between $126,000 and $190,000 per year. A director of software engineering at Meta leading teams building network infrastructure will make at least $253,000 and as much as $327,000 in salary per year. Notably, these salary listings do not include any bonuses or equity grants, which many tech companies use to attract and retain employees. California's pay transparency law is intended to reduce gender and race pay gaps and help minorities and women better compete in the labor market. For example, people can compare their current pay with job listings with the same job title and see if they're being underpaid. [...] But the new disclosures under the law might not tell the whole story of what a job pays. Companies can choose to display wide pay ranges, violating the spirit of the law, and the law doesn't require companies to reveal bonuses or equity compensation. The law could also penalize ambitious workers who are gunning for more money because of their experience or skills, the California Chamber of Commerce said last year when opposing the bill. Some employers might be wary of posting pay to prevent bidding wars for top talent. There are two primary components to California Senate Bill No. 1162, which was passed in September and went into effect Jan. 1. First is the pay transparency component on job listings, which applies to any company with more than 15 employees if the job could be done in California. The second part requires companies with more than 100 employees to submit a pay data report to the state of California with detailed salary information broken down by race, sex and job category. Companies have to provide a similar report on the federal level, but California now requires more details. Employers are required to maintain detailed records of each job title and its wage history, and California's labor commissioner can inspect those records. California can enforce the law through fines and can investigate violations. The reports won't be published publicly under the new law.

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