|Assembly Actions - Lowercase
Senate Actions - UPPERCASE
|Jan 06, 2016||referred to investigations and government operations|
senate Bill S6342
Archive: Last Bill Status - In Senate Committee Investigations And Government Operations Committee
- In Committee
- On Floor Calendar
- Passed Senate
- Passed Assembly
- Delivered to Governor
- Signed/Vetoed by Governor
S6342 (ACTIVE) - Details
S6342 (ACTIVE) - Sponsor Memo
BILL NUMBER: S6342 TITLE OF BILL : An act to amend the executive law, in relation to prohibiting employers from seeking salary history from prospective employees PURPOSE OR GENERAL IDEA OF BILL : In order to achieve fair pay, policymakers must enact laws that prevent gender based wage discrimination from the point when women enter the labor force. Asking prospective employees for wage history as a requirement for a job interview or job application or as condition for accepting a job is a discriminatory practice that must be banned. SUMMARY OF SPECIFIC PROVISIONS : Section 1 - Legislative Intent Section 2 - Section 295 of the executive law is amended by adding a new subdivision 19-a to read as follows: It shall be unlawful discriminatory practice of any employer, labor organization, employment agency or licensing agency, or employees or agents thereof, to seek a salary history from a prospective employee for an interview or as a condition for employment.
S6342 (ACTIVE) - Bill Text download pdf
S T A T E O F N E W Y O R K ________________________________________________________________________ 6342 I N S E N A T E (PREFILED) January 6, 2016 ___________ Introduced by Sen. HOYLMAN -- read twice and ordered printed, and when printed to be committed to the Committee on Investigations and Govern- ment Operations AN ACT to amend the executive law, in relation to prohibiting employers from seeking salary history from prospective employees THE PEOPLE OF THE STATE OF NEW YORK, REPRESENTED IN SENATE AND ASSEM- BLY, DO ENACT AS FOLLOWS: Section 1. Legislative intent. The legislature hereby finds that New York should lead the nation in preventing wage discrimination. The wage gap between men and women is one of the oldest and most persistent effects of inequality between the sexes in the United States. The 1963 Equal Pay Act and the 1964 Civil Rights Act in the United States established the legal right to equal pay for equal work and equal opportunity. Yet half a century later, women are still subjected to wage gaps and paid less then men. The concept of comparable worth attacks the problem of gender-based wage discrimination by mandating that jobs characterized by similar levels of education, skill, effort, responsibilities, and working condi- tions be compensated at similar wage levels regardless of the gender of the worker holding the job. The goal of pay equity is to raise the wages for undervalued jobs held predominantly by women. Today, women make only 77 cents per every dollar earned by a man for a comparable job, a gender wage gap of 23 percent. This translates into thousands of dollars of lost wages each year for each female worker, money that helps them feed their families, save for a college education and afford decent and safe housing. Pay disparities affect women of all ages, races, and education levels, but are more pronounced for women of color. Minority women make as little as 54 cents per dollar for a comparable job held by a man. Female-dominated jobs pay twenty to thirty percent less than male-do- minated jobs classified as comparable in worth and more than one half of all women work in jobs that are over seventy percent female. EXPLANATION--Matter in ITALICS (underscored) is new; matter in brackets
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