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1. What is the City of Ithaca’s pay transparency law?

On May 4, 2022, the Ithaca Common Council enacted Ordinance 2022-03. Under this law, it shall be an unlawful discriminatory practice for an employment agency, employer, employee or agent thereof to advertise an opportunity for employment as an employee, including a job, promotion or transfer opportunity without stating the minimum and maximum hourly or salary compensation for such position in such advertisement. The law takes effect September 1, 2022. 

2. What employers and advertisements are covered by this legislation?

This law applies to all positions for which the standard work location will be in the City of Ithaca. This subsection does not apply to an employer that employs fewer than four employees whose standard work locations are in the city. Nor does it apply to a job advertisement for temporary employment at a temporary help firm as such term is defined by Subdivision 5 of Section 916 of Article 31 of the Labor Law.  

3. Must employers provide both upper and lower compensation rates?

Yes, the law requires a range based on the employer’s good faith expectation for compensation, though not where the minimum and maximum salary or wage expectations are the same (e.g., a flat $15 per hour).