{"id":651,"date":"2022-11-08T02:11:45","date_gmt":"2022-11-08T07:11:45","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=651"},"modified":"2024-01-04T02:14:23","modified_gmt":"2024-01-04T07:14:23","slug":"las-ofertas-de-empleo-nuevas-en-nueva-york-deben-incluir-un-rango-salarial","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2022\/11\/new-nyc-law-job-postings-must-include-a-salary-range\/","title":{"rendered":"Nueva ley de Nueva York: Los anuncios de empleo deben incluir un rango salarial"},"content":{"rendered":"<p>Casi todas las ofertas de empleo en Nueva York ahora deben incluir un rango salarial.<\/p>\n<p>La nueva ley de transparencia salarial, que entr\u00f3 en vigor el 1 de noviembre de 2022, se aplica a todos los empleadores de la ciudad de Nueva York con cuatro o m\u00e1s empleados (incluyendo el propietario) o a uno o m\u00e1s trabajadores dom\u00e9sticos. El propietario de la empresa no necesita trabajar en el mismo lugar que ning\u00fan otro empleado; de hecho, solo un empleado necesita trabajar en la ciudad de Nueva York para que el empleador est\u00e9 cubierto. Los empleadores cubiertos est\u00e1n obligados a cumplir con la nueva ley al publicar anuncios de puestos que se realizar\u00e1n en su totalidad o en parte en la ciudad de Nueva York, ya sea desde una oficina, en el campo o desde la casa del empleado.<\/p>\n<p><b>Intervalos de salarios\u00a0\u00a0<\/b><\/p>\n<p>Al anunciar puestos de trabajo, los empleadores deben indicar el salario m\u00ednimo y m\u00e1ximo que est\u00e1n dispuestos a pagar, por ejemplo: \u201c20 a 22 d\u00f3lares por hora\u201d. Si el empleador no tiene flexibilidad en cuanto al salario, el m\u00ednimo y el m\u00e1ximo pueden ser iguales, como en \u201c21 d\u00f3lares por hora\u201d. Los rangos no pueden tener simplemente un l\u00edmite superior o inferior; por ejemplo, \u201d40.000 d\u00f3lares o m\u00e1s\u201c o \u201dm\u00e1ximo 45.000 d\u00f3lares\u201d no es aceptable.<\/p>\n<p>El anuncio no necesita incluir informaci\u00f3n adicional, como beneficios o informaci\u00f3n sobre el pago por horas extras.<\/p>\n<p><b>Publicaciones de ofertas de empleo<\/b><\/p>\n<p>La ley se aplica a cualquier anuncio de empleo, promoci\u00f3n o oportunidad de traslado que se realice en la ciudad de Nueva York. \u201cAnuncio\u201d se define como \u201cuna descripci\u00f3n escrita\u2026 que se publica a un grupo de candidatos potenciales\u201d, independientemente del medio en el que se difunda. Esto puede incluir anuncios de empleo en los tablones de anuncios de la empresa, anuncios en peri\u00f3dicos y en l\u00ednea, y folletos impresos distribuidos en ferias de empleo.<\/p>\n<p>La ley se aplica \u00fanicamente a los puestos de trabajo anunciados; los empleadores no est\u00e1n impedidos de contratar a personas sin publicar la oferta de trabajo.<\/p>\n<p><b>\u00bfQu\u00e9 pasa con los anuncios de las agencias de empleo?\u00a0<\/b><\/p>\n<p>La nueva ley tambi\u00e9n cubre a las agencias de empleo, independientemente de su tama\u00f1o. Estas est\u00e1n obligadas a garantizar que todos los anuncios de empleo que publican o buscan cubrir cumplan con los nuevos requisitos de transparencia salarial. Sin embargo, existe una excepci\u00f3n para las empresas de ayuda temporal que buscan candidatos para incorporarse a su plantilla. Sin embargo, los empleadores que trabajan con estas empresas deben cumplir con la nueva ley salarial.<\/p>\n<p><b>\u00bfQu\u00e9 pasa si las empresas no cumplen con las normas?<\/b><\/p>\n<p>Los empleadores y agencias de empleo que violen la ley de transparencia salarial podr\u00edan tener que pagar indemnizaciones a los empleados afectados adem\u00e1s de actualizar sus pol\u00edticas y modificar sus anuncios de empleo. Los primeros infractores tendr\u00e1n 30 d\u00edas para rectificar sus acciones o enfrentar sanciones civiles de hasta 250.000 d\u00f3lares.<\/p>\n<p><b>\u00bfC\u00f3mo puedo denunciar una infracci\u00f3n?<\/b><\/p>\n<p>Los\u00a0<a role=\"link\" href=\"https:\/\/www1.nyc.gov\/site\/cchr\/index.page\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">Comisi\u00f3n de Derechos Humanos<\/a>\u00a0acepta y investiga las quejas de discriminaci\u00f3n presentadas por el p\u00fablico, incluidas las que aleguen violaciones de la nueva ley de transparencia salarial.<\/p>\n<p>Si tu empleador no cumple con la ley de transparencia salarial ni otras leyes laborales, habla con un\u00a0<a role=\"link\" data-wpil=\"url\" href=\"https:\/\/katzmelinger.com\/es\/areas-de-practica\/derecho-laboral\/discriminacion\/\">Abogado experimentados en empleo<\/a>\u00a0puede ayudarle a protegerse a s\u00ed mismo y sus derechos. P\u00f3ngase en contacto con Katz Melinger PLLC en\u00a0<a role=\"link\" href=\"tel:+1 212 460 0047\" data-wpel-link=\"internal\">+1 212 460 0047<\/a>\u00a0o\u00a0<a role=\"link\" href=\"https:\/\/katzmelinger.com\/es\/contacto\/\">en l\u00ednea<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"<p>Nearly all New York City job postings must now include a salary range. The new salary transparency law, which took effect November 1, 2022, applies to all New York City employers with four or more employees (including the owner) or one or more domestic workers. The company owner does not need to work in the [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[5],"tags":[],"class_list":["post-651","post","type-post","status-publish","format-standard","hentry","category-employment-law-for-employees"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>New NYC Law: Job Postings Must Include a Salary Range | Katz Melinger PLLC<\/title>\n<meta name=\"description\" content=\"Nearly all New York City job postings must now include a salary range. The new salary transparency law, which took effect November 1, 2022, applies to all New York City employers with four or more employees (including the owner) or one or more domestic workers. 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