RIPS Law Librarian Blog Post: What Does the New Pay Transparency Law Mean for NYC Law Library Staff?

Here’s the intro to the post

Guest post by Kelly Leong, Maloney Law Library, Fordham Law School

From an applicant’s perspective, there is nothing like the moment of dread when asked your salary expectations, whether at the time of application or offer. While the AALL Salary Survey does shed some light on the salaries of the many and varied positions within a law library, particularly for high cost of living regions like NYC and Washington, D.C., it is difficult to know precisely what a specific employer pays unless they are a public entity. Are they in the 90th percentile or below the 10th percentile? You just don’t know, and you may not know until you have completed the application and interview process and are offered the position. Well, in NYC, you are about to know the salary range for most open positions, including for private employers.

In January 2022, New York City passed a local law that requires employers with more than four employees to provide minimum and maximum salary in job advertisements beginning in May 2022. NYC is not the only place you can find these types of pay transparency laws. Connecticut and Nevada have pay transparency laws, and a similar law will go into effect in Rhode Island in 2023. These laws allow potential applicants to determine if a position meets their financial needs before submitting an application and, to some degree, modify the historic bargaining positions of potential employers and employees.

What does this mean for law library staff? The rumblings among libraries seeking to fill current staff openings are that the candidate pools are small. Small candidate pools mean more competition for qualified candidates. Disclosing actual salary ranges in advertisements will provide candidates with knowledge of the actual salaries for similar positions and place them in a stronger bargaining position in salary negotiations.

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