1 00:00:00,100 --> 00:00:02,800 Most people underestimate the power of process. 2 00:00:03,000 --> 00:00:05,700 They stick it in the back seat and forget about it until it's 3 00:00:05,700 --> 00:00:08,100 too late. But they shouldn't process. 4 00:00:08,100 --> 00:00:12,100 These Run, the World, literally all of it stocked supermarkets 5 00:00:12,100 --> 00:00:15,400 on time, trains and safely. Landing plans are all made 6 00:00:15,400 --> 00:00:19,100 possible by systems of intricate interlinked processes. 7 00:00:19,500 --> 00:00:23,500 They are the secret sauce of every great company and HR teams 8 00:00:23,500 --> 00:00:26,600 are responsible for some of the most important processes of all 9 00:00:26,600 --> 00:00:30,300 onboarding employees building teams, crafting culture, These 10 00:00:30,300 --> 00:00:33,200 vital systems are the lifeblood of every organization. 11 00:00:33,400 --> 00:00:35,900 That's why this episode is brought to you by process 12 00:00:35,900 --> 00:00:38,200 Street. The process platform of choice 13 00:00:38,200 --> 00:00:41,800 for HR teams around the world process street is a no code 14 00:00:41,800 --> 00:00:45,600 platform that lets you transform your most important HR processes 15 00:00:45,700 --> 00:00:49,900 into powerful workflows design. Beautiful employee onboarding 16 00:00:49,900 --> 00:00:52,300 experiences with extreme engagement. 17 00:00:52,300 --> 00:00:56,200 That increase inclusion and reduce turnover sync tasks into 18 00:00:56,200 --> 00:00:59,400 slack or Microsoft teams automatic emails handoffs. 19 00:00:59,400 --> 00:01:03,600 And so More thousands of teams large and small trust process 20 00:01:03,600 --> 00:01:06,700 Street to manage their most important people processes like 21 00:01:06,700 --> 00:01:10,500 Salesforce that used process Street to on board all the 3,000 22 00:01:10,500 --> 00:01:12,700 slack employees. After the twenty seven billion 23 00:01:12,700 --> 00:01:15,500 dollar acquisition, you can learn more and sign up for a 24 00:01:15,500 --> 00:01:24,600 free account at www.ppsd.com. Ste welcome to the bringing the 25 00:01:24,600 --> 00:01:28,300 human Back To Human Resources podcast, the podcast, all about 26 00:01:28,300 --> 00:01:31,300 the delicate balance between people I'm business and quite 27 00:01:31,300 --> 00:01:35,200 literally reconnecting the tube, my name is Tracy Ruben and I've 28 00:01:35,200 --> 00:01:37,900 spent nearly my entire professional career in a jar, 29 00:01:38,300 --> 00:01:41,100 join me as I share stories, opinions and words of advice 30 00:01:41,100 --> 00:01:46,900 with you each week. Hi everyone, welcome back to the 31 00:01:46,900 --> 00:01:48,300 podcast. Thank you so much for being here 32 00:01:48,300 --> 00:01:50,600 for another week. Don't forget to rate review, 33 00:01:50,600 --> 00:01:54,200 subscribe wherever you are listening to or watching this 34 00:01:54,200 --> 00:01:57,800 podcast. And if you have a friend, maybe 35 00:01:57,800 --> 00:01:59,600 that is interested in what we do. 36 00:01:59,600 --> 00:02:03,500 When we talk about here, please feel free to share the podcast 37 00:02:03,700 --> 00:02:08,100 with that friend. This week, I am going to be 38 00:02:08,100 --> 00:02:14,000 specifically talking about some of the legislative changes or 39 00:02:14,500 --> 00:02:19,000 Um, you know, information that's could be really impactful to 40 00:02:19,000 --> 00:02:22,700 your experience, your company, your employees. 41 00:02:22,700 --> 00:02:25,200 And so I just kind of want to set the stage. 42 00:02:25,200 --> 00:02:29,200 So first of all, a lot of my episodes recently have been 43 00:02:29,500 --> 00:02:31,300 guest episodes. I'm so we haven't really talked 44 00:02:31,300 --> 00:02:37,100 about some like impending legislation or changes that US 45 00:02:37,100 --> 00:02:40,500 based employers will be confronted with. 46 00:02:41,200 --> 00:02:45,900 So definitely want to cover that and secondly There is an episode 47 00:02:45,900 --> 00:02:48,600 coming up. It is the episode at the end of 48 00:02:48,600 --> 00:02:52,700 October and it is going to cover HR horror stories because 49 00:02:52,700 --> 00:02:54,600 Halloween is at the end of October. 50 00:02:54,600 --> 00:02:59,100 And when I had asked folks on who follow me on my Instagram, 51 00:02:59,100 --> 00:03:03,200 what they thought would be a kind of, like, a fun way to 52 00:03:03,200 --> 00:03:07,000 celebrate the 100th episode. Someone suggested that, I 53 00:03:07,000 --> 00:03:11,600 collect HR nightmare stories, HR horror stories, and share them 54 00:03:11,600 --> 00:03:14,500 on a podcast episode. So that is What I'm doing. 55 00:03:14,508 --> 00:03:19,400 So October 25th, I think is that last Tuesday of October that 56 00:03:19,400 --> 00:03:22,600 episode will be all about HR nightmare stories. 57 00:03:22,600 --> 00:03:27,200 Now what I want to say is that if you want to submit your HR 58 00:03:27,200 --> 00:03:30,500 Horror Story or nightmare Story, scary story, whatever you want 59 00:03:30,500 --> 00:03:32,700 to call it. There's a link in the show notes 60 00:03:32,700 --> 00:03:37,500 where you can submit your story and I've already received a ton 61 00:03:37,500 --> 00:03:42,500 but I think that the more I receive the crazier and scarier, 62 00:03:42,500 --> 00:03:45,900 they will be because there are Stories already that I'm like 63 00:03:46,000 --> 00:03:49,900 very concerned about and you know, at the end of the day I 64 00:03:49,900 --> 00:03:55,000 will share them on that episode and you know will learn will 65 00:03:55,000 --> 00:03:58,900 laugh, will grow? We will be concerned all of the 66 00:03:58,900 --> 00:04:00,700 above, right? But it'll be a great way for us 67 00:04:00,700 --> 00:04:04,900 to kind of maybe commiserate a little bit but share some 68 00:04:04,900 --> 00:04:09,200 perspective and hopefully for me to be able to kind of respond to 69 00:04:09,200 --> 00:04:13,200 some of the stories too and you know maybe make sense of the 70 00:04:13,200 --> 00:04:17,300 craziness So with that, let's jump right into this week's 71 00:04:17,300 --> 00:04:19,600 episode. So the two things that I really 72 00:04:19,600 --> 00:04:24,800 want to talk about are the I9 flexibility extension coming to 73 00:04:24,800 --> 00:04:29,000 an end at the end of October and pay transparency. 74 00:04:29,400 --> 00:04:33,800 So the I-9 piece is something coming. 75 00:04:33,900 --> 00:04:38,800 Almost like dating back to April or May of twenty Twenty-One and 76 00:04:38,800 --> 00:04:41,200 basically the Department of Homeland Security said, okay 77 00:04:41,200 --> 00:04:45,600 we're going to Grant an extension On this, you know, 78 00:04:45,800 --> 00:04:50,800 temporary exemption for people who are onboarding in a remote 79 00:04:50,800 --> 00:04:54,300 environment when it comes to their I9 documentation. 80 00:04:54,300 --> 00:04:59,200 So companies that are not typically remote needed to 81 00:04:59,200 --> 00:05:03,100 figure out a way to be flexible with I9 requirements. 82 00:05:03,600 --> 00:05:08,200 And just so, you know, I 9 is a requirement in the United States 83 00:05:08,200 --> 00:05:12,100 are for us employers to verify employment eligibility. 84 00:05:12,400 --> 00:05:17,600 And basically, Employees, new hires need to provide 85 00:05:18,500 --> 00:05:21,900 documentation that shows and proves that they are eligible to 86 00:05:21,900 --> 00:05:24,800 work in the United States. And this must be completed 87 00:05:24,800 --> 00:05:27,200 between the employee and the employer within the first three 88 00:05:27,200 --> 00:05:30,800 days of a new hires start date. So if someone starts on October 89 00:05:30,800 --> 00:05:34,000 1st then they have the first the second and the third to complete 90 00:05:34,000 --> 00:05:40,300 their I9 verification and because of covid companies had 91 00:05:40,300 --> 00:05:44,100 to kind of flex and do these processes. 92 00:05:44,300 --> 00:05:46,000 Remotely. And so the Department of 93 00:05:46,000 --> 00:05:48,500 Homeland Security said, okay we're going to allow this to be 94 00:05:48,500 --> 00:05:54,900 remote if someone is you know in a time and place where they're 95 00:05:54,900 --> 00:05:59,000 not meeting in person on a regular basis and need 96 00:05:59,000 --> 00:06:02,500 flexibility to prove their employment eligibility. 97 00:06:03,000 --> 00:06:06,500 And basically, that exemption also applied to the employers 98 00:06:06,500 --> 00:06:11,700 because employers were afforded this flexibility to basically do 99 00:06:11,700 --> 00:06:16,600 the I-9 verification steps for moly, which in, you know, by law 100 00:06:16,600 --> 00:06:21,500 are technically not allowed. Now, there are some nuances here 101 00:06:21,500 --> 00:06:27,100 and I do want to read what is important to keep in mind for 102 00:06:27,100 --> 00:06:30,500 when this flexibility M? So the flexibility again will 103 00:06:30,500 --> 00:06:34,700 end on October 31st on Halloween and basically that means that 104 00:06:34,700 --> 00:06:38,700 once the October 31st comes around November 1st going 105 00:06:38,700 --> 00:06:43,300 forward, the interim exemptions and flexibilities are no longer 106 00:06:43,300 --> 00:06:47,100 granted and Have to do the physical check of the I-9 107 00:06:47,700 --> 00:06:51,600 verification process. So once this, once November 108 00:06:51,600 --> 00:06:55,400 first comes along the government. 109 00:06:55,400 --> 00:06:58,400 Then we'll now expect employers to verify identity and 110 00:06:58,400 --> 00:07:01,600 employment authorization documents in person for 111 00:07:01,600 --> 00:07:05,000 employees, on-boarded remotely. During the pandemic, which means 112 00:07:05,400 --> 00:07:09,600 that companies will need to go back to anyone, that was hired, 113 00:07:09,600 --> 00:07:13,400 let's say, between 2021 or even 2020. 114 00:07:13,700 --> 00:07:19,100 And T22, depending on how many and when the hiring was 115 00:07:19,100 --> 00:07:23,700 happening, if anyone hired remotely, this is really what is 116 00:07:23,700 --> 00:07:26,300 applicable here. If a company hired, someone 117 00:07:26,300 --> 00:07:29,800 remotely during the pandemic, they will need to physically 118 00:07:29,800 --> 00:07:34,400 check and re-verify, the I-9 documentation, which is a lot of 119 00:07:34,400 --> 00:07:36,600 work. And actually, there is no need 120 00:07:36,600 --> 00:07:39,400 to wait. So if you have not been doing 121 00:07:39,400 --> 00:07:43,200 this within your organization, you can start as soon as you 122 00:07:43,200 --> 00:07:46,800 want, you do not have to wait for November first to re-verify. 123 00:07:57,100 --> 00:08:00,800 And actually, the expectation is that the re-verification is 124 00:08:00,800 --> 00:08:05,200 happening after the employee begins working on a regular and 125 00:08:05,200 --> 00:08:10,400 consistent basis in person or three days after a covid-19, 126 00:08:10,400 --> 00:08:13,400 emergency. And so, for whatever reason, if 127 00:08:13,400 --> 00:08:18,200 a state still is in a national emergency with covid, then once 128 00:08:18,200 --> 00:08:24,200 that policy were to end or that, that Status ends, then it's 129 00:08:24,200 --> 00:08:27,400 required. But in most cases, I'm going to 130 00:08:27,400 --> 00:08:30,800 go on a limb here and say that companies have probably not been 131 00:08:30,800 --> 00:08:34,600 Rivera fying. So this is your reminder and 132 00:08:34,600 --> 00:08:38,400 your note to go ahead and re-verify. 133 00:08:38,400 --> 00:08:40,799 Anyone that was hired during covid. 134 00:08:40,799 --> 00:08:44,200 So something that is really important to consider here is 135 00:08:44,200 --> 00:08:47,900 that wine a company goes ahead and starts to re-verify the 136 00:08:47,900 --> 00:08:53,700 documents in person it should not Based on specific groups 137 00:08:53,700 --> 00:08:59,600 like non-citizens versus naturalized citizens. 138 00:08:59,600 --> 00:09:01,000 Or, you know, anything like that. 139 00:09:01,000 --> 00:09:05,800 It really should be based on when someone is working or the 140 00:09:05,800 --> 00:09:08,900 state in which they're like. If you went state by state, for 141 00:09:08,900 --> 00:09:11,900 example, like starting with California and then moving to 142 00:09:11,900 --> 00:09:15,200 New York, like the groups have to be non-discriminatory When 143 00:09:15,200 --> 00:09:18,400 approaching the re-verification because it could come off 144 00:09:18,400 --> 00:09:22,300 discriminatory if you if a company First goes and says, 145 00:09:22,300 --> 00:09:25,200 okay, I'm going to re-verify all non-citizens are going to 146 00:09:25,208 --> 00:09:28,800 re-verify, all naturalized citizens, you have to be really 147 00:09:28,800 --> 00:09:32,500 careful in the process and the procedure that you follow. 148 00:09:32,500 --> 00:09:36,900 When you go ahead and complete the Rivera fication, one of the 149 00:09:36,900 --> 00:09:42,400 nuances here, is really related to like fully remote companies 150 00:09:42,400 --> 00:09:45,400 or companies that are like fully distributed. 151 00:09:45,400 --> 00:09:52,000 And maybe there isn't like a business entity or a Intuitive 152 00:09:52,000 --> 00:09:55,500 of the business in a location where the employee is working. 153 00:09:55,500 --> 00:10:00,500 So, in some cases, employees, can go to a notary and have 154 00:10:00,500 --> 00:10:06,000 their documents verified in order to then be able to confirm 155 00:10:06,000 --> 00:10:08,300 that the documents are legitimate and meeting the 156 00:10:08,300 --> 00:10:13,000 requirements of the I9. Also, in many instances, there 157 00:10:13,000 --> 00:10:16,600 are different agents that a company can hire to kind of 158 00:10:16,600 --> 00:10:21,100 stand or act as representatives of the company. 159 00:10:21,200 --> 00:10:25,500 The pi'illos have this with e-verify, there are third-party 160 00:10:25,500 --> 00:10:28,600 companies that do this, where they will kind of take on this 161 00:10:28,600 --> 00:10:32,700 role and responsibility, for verifying the I-9 documentation. 162 00:10:33,300 --> 00:10:37,700 And so, there are ways to make this process less burdensome, 163 00:10:37,700 --> 00:10:41,800 but most companies, at least my experience are kind of taking on 164 00:10:41,800 --> 00:10:44,700 this burden themselves and going back. 165 00:10:44,700 --> 00:10:48,500 And having to re-verify I-9 documentation is a lot of work, 166 00:10:48,500 --> 00:10:52,500 if it were me and I needed to go back and revisit RFI, I would 167 00:10:52,500 --> 00:10:57,700 probably Outsource that and ask, you know, anyone that was hired 168 00:10:57,700 --> 00:11:02,200 during the pandemic and is now expected to work in person. 169 00:11:02,200 --> 00:11:06,700 I would probably have them all go to notaries or I would break 170 00:11:06,700 --> 00:11:13,100 it down by state and knowing that the temporary extension has 171 00:11:13,100 --> 00:11:16,400 been is ending on October 31st. I probably would have started 172 00:11:16,400 --> 00:11:20,000 that already, but since there are there's a possibility that 173 00:11:20,000 --> 00:11:23,300 many of you listening Ting have not necessarily known this. 174 00:11:23,600 --> 00:11:27,200 I would say what you would want to do is like a few States each 175 00:11:27,200 --> 00:11:30,500 day or a few States each week, depending on how many employees 176 00:11:30,500 --> 00:11:32,000 you have. Again, if you have a ton of 177 00:11:32,000 --> 00:11:35,700 employees, I would say, probably over a hundred or over 200 that 178 00:11:35,700 --> 00:11:39,900 have been hired since needing to have this needing to take 179 00:11:39,900 --> 00:11:44,400 advantage of this flexible extension, and exemption that 180 00:11:44,500 --> 00:11:48,700 you might want to consider a third party supporting this 181 00:11:48,700 --> 00:11:54,400 process or hiring. One temporarily to support with 182 00:11:54,400 --> 00:11:59,100 this like an HR admin or, you know, an intern or someone who 183 00:11:59,300 --> 00:12:02,700 has some experience because I9 is a federal requirement and you 184 00:12:02,700 --> 00:12:06,200 have to be really, really clear on what the expectations are 185 00:12:06,200 --> 00:12:08,800 because it is very serious and there are fines Associated. 186 00:12:08,800 --> 00:12:12,000 If these are this process has not done correctly or 187 00:12:12,000 --> 00:12:16,000 appropriately or accurately. So just keep that in mind, you 188 00:12:16,000 --> 00:12:19,600 should certainly take a partner in your legal counsel. 189 00:12:20,300 --> 00:12:23,200 I'm sure that There are some attorneys out there who will 190 00:12:23,200 --> 00:12:27,800 say, let's not even use a peo. Let's not even use e-verify, 191 00:12:27,800 --> 00:12:30,700 let's just have everyone go to a notary like there are some 192 00:12:30,700 --> 00:12:34,400 attorneys that are going to be much more strict, it really 193 00:12:34,400 --> 00:12:36,800 depends. But the law is pretty clear that 194 00:12:37,100 --> 00:12:39,500 the requirement needs to be physically. 195 00:12:39,800 --> 00:12:42,900 The documents have to be physically reviewed, unless 196 00:12:42,900 --> 00:12:46,400 there's a third party agent kind of verifying these things. 197 00:12:46,400 --> 00:12:52,300 So again, if you are not a US based employer, This might not 198 00:12:52,300 --> 00:12:58,000 feel super pertinent. However if you are living 199 00:12:58,000 --> 00:13:02,700 outside of the United States and potentially looking to work in 200 00:13:02,700 --> 00:13:06,000 the United States, it is important to know that there is 201 00:13:06,000 --> 00:13:12,300 this process because if you are a foreign employee or candidate, 202 00:13:12,400 --> 00:13:15,700 there has to be some sort of work authorization, in order to 203 00:13:15,700 --> 00:13:17,900 work for a u.s. employer and this is the case in most 204 00:13:17,900 --> 00:13:22,300 countries. Anyway but I 9 is At least from 205 00:13:22,300 --> 00:13:24,900 my perspective. One of the more strict 206 00:13:25,600 --> 00:13:30,000 requirements that I've seen as far as, you know, proof of 207 00:13:30,000 --> 00:13:35,100 Eligibility to work. So, with that, if you have any 208 00:13:35,100 --> 00:13:38,900 questions about the I9 process, you can always reach out to me. 209 00:13:39,400 --> 00:13:44,300 But I did include documents and links to other, you know, 210 00:13:44,300 --> 00:13:47,900 sources of information so that you can do your own research. 211 00:13:48,800 --> 00:13:52,400 And if there's anything that I've said, This episode in this 212 00:13:52,400 --> 00:13:55,900 recording that doesn't age well, because something changes, 213 00:13:55,900 --> 00:13:59,800 please know that this is just a moment in time and so you should 214 00:13:59,800 --> 00:14:04,000 always and continuously do your own research to make sure that 215 00:14:04,000 --> 00:14:08,300 you are up to date on the most recent and accurate information. 216 00:14:08,300 --> 00:14:11,100 Because we know that legislation changes all the time and this 217 00:14:11,100 --> 00:14:14,400 isn't even legislation. This is really like just Federal 218 00:14:14,400 --> 00:14:17,900 requirements. So make sure that depending on 219 00:14:17,900 --> 00:14:19,800 when you're listening to this episode, even if you're 220 00:14:19,800 --> 00:14:23,400 listening on, October 31st there could have been something that 221 00:14:23,400 --> 00:14:27,500 changed and you know this episode might not remain as 222 00:14:27,500 --> 00:14:32,800 fresh as it is today. So that is my reminder to all of 223 00:14:32,800 --> 00:14:36,800 you. The second important legislative 224 00:14:36,800 --> 00:14:42,700 change is really kind of like something that has been 225 00:14:42,700 --> 00:14:45,200 prevalent for a long time which is pay transparency. 226 00:14:45,200 --> 00:14:48,600 We've I think I talked about this back in 2021 because there 227 00:14:48,600 --> 00:14:52,900 have been states that have been much more active Requiring pay 228 00:14:52,900 --> 00:14:56,400 transparency upfront before someone's hired. 229 00:14:57,000 --> 00:14:59,600 And so I thought it would be a good opportunity to talk about 230 00:14:59,600 --> 00:15:03,900 this now because New York recently updated their pay 231 00:15:03,900 --> 00:15:06,500 transparency requirements so I'm actually going to go state by 232 00:15:06,500 --> 00:15:09,800 state. Now again this is u.s. specific. 233 00:15:09,800 --> 00:15:13,100 So if you don't live in the u.s. I know that it's not necessarily 234 00:15:13,100 --> 00:15:15,700 super relevant for you. However I think it's really 235 00:15:15,700 --> 00:15:19,800 important to be well-rounded and you never know when you start 236 00:15:19,800 --> 00:15:25,000 working for us based Her or if you yourself moved to the US I 237 00:15:25,008 --> 00:15:27,000 mean who knows, right. But the majority of listeners 238 00:15:27,000 --> 00:15:30,500 are based in the u.s. there are significant percentages of 239 00:15:30,500 --> 00:15:34,800 people outside of the US but this this episode is going to be 240 00:15:34,800 --> 00:15:41,400 really super us Focus. So let's go state by state and 241 00:15:41,400 --> 00:15:48,200 this article or information I should say will be available in 242 00:15:48,200 --> 00:15:51,600 the show notes as well. So if you would like to, Kind of 243 00:15:52,100 --> 00:15:54,200 go right to that link and follow along. 244 00:15:54,200 --> 00:15:58,300 You certainly can do that as well, but this is something that 245 00:15:58,800 --> 00:16:01,700 basically shows us state-by-state what the 246 00:16:01,700 --> 00:16:03,600 requirements are. Hey, everyone, I wanted to take 247 00:16:03,600 --> 00:16:07,200 a quick break to tell you about the employee onboarding podcast 248 00:16:07,200 --> 00:16:10,000 by process Street. If you care about crafting, a 249 00:16:10,000 --> 00:16:13,600 magical experience for new employees and you love podcasts, 250 00:16:13,700 --> 00:16:17,400 you won't want to miss this. Join the process street team as 251 00:16:17,400 --> 00:16:20,200 they have conversations with people leaders and Technology 252 00:16:20,200 --> 00:16:22,900 creators. Luring the world's most magical 253 00:16:22,900 --> 00:16:25,800 onboarding experiences, you will learn cutting-edge, best 254 00:16:25,800 --> 00:16:28,600 practices industry, secrets and Technology to. 255 00:16:28,600 --> 00:16:31,600 Wow, every new employee that walks through your door, I 256 00:16:31,600 --> 00:16:34,900 recommend the episode where process streets, CEO vinay 257 00:16:34,900 --> 00:16:38,700 patang, car sat down with zapier, CEO Wade, Foster, to 258 00:16:38,700 --> 00:16:41,500 talk about how they've skilled employee onboarding in a five 259 00:16:41,500 --> 00:16:44,500 billion dollar remote first organization and the 260 00:16:44,508 --> 00:16:47,700 conversation with Ben Eubanks discussing how to leverage Ai 261 00:16:47,700 --> 00:16:51,100 and automation to improve the new employee experience will be 262 00:16:51,400 --> 00:16:55,100 Your mind, you can find the employee onboarding podcast on 263 00:16:55,100 --> 00:16:58,400 Apple Spotify Google or wherever you listen to your favorite 264 00:16:58,400 --> 00:17:00,700 podcasts. Go ahead and check it out. 265 00:17:00,700 --> 00:17:03,200 And don't forget if you're interested in supercharging, 266 00:17:03,200 --> 00:17:06,900 your employee onboarding or other HR processes, go ahead and 267 00:17:06,900 --> 00:17:09,700 give process Street a try. You can sign up for a free 268 00:17:09,700 --> 00:17:14,700 account at www.ppsd.com, Ste, or check out their YouTube channel 269 00:17:14,700 --> 00:17:16,500 for a bunch of webinars and demos. 270 00:17:16,500 --> 00:17:20,200 There are 20 states, that provide pay transparency laws 271 00:17:20,200 --> 00:17:22,500 for equal pay. And Allow employees to discuss 272 00:17:22,500 --> 00:17:27,200 their pay in the workplace. However, there is a focus on 273 00:17:27,200 --> 00:17:32,000 salary, ranges being provided upfront, only 10 states have 274 00:17:32,000 --> 00:17:37,400 this type of pay transparency law or are working to pass this 275 00:17:37,400 --> 00:17:40,300 law. Now, the and this is something 276 00:17:40,300 --> 00:17:42,100 that was published August 20, 22. 277 00:17:42,100 --> 00:17:45,400 And I like it because it has every state listed the way that 278 00:17:45,400 --> 00:17:49,500 I view pay transparency and really policies in general is 279 00:17:49,500 --> 00:17:55,000 that I always try Try to take the most stringent or most 280 00:17:55,000 --> 00:18:00,000 compliance heavy State and apply the same policy across the 281 00:18:00,000 --> 00:18:03,000 board. So, in most cases, California is 282 00:18:03,000 --> 00:18:06,200 the most stringent, right? Like we actually there, the 283 00:18:06,208 --> 00:18:09,000 first state on our list for pay transparency laws, they do 284 00:18:09,000 --> 00:18:15,300 require that the salary range is on all job postings and this 285 00:18:15,300 --> 00:18:20,500 will be effective, January 1st, I believe 2023, but they also, 286 00:18:20,500 --> 00:18:23,300 they passed. An Equal Pay Act back in 2016, 287 00:18:24,000 --> 00:18:27,200 that provided a ton of benefits for employees, but one of those 288 00:18:27,400 --> 00:18:30,600 benefits was that it prevented employers from asking about 289 00:18:30,700 --> 00:18:36,900 candidates past salaries and it does also require employer's to 290 00:18:36,900 --> 00:18:40,400 disclose salary ranges. Now, this is the example that I 291 00:18:40,400 --> 00:18:44,600 want to use in my past with California, being the most 292 00:18:44,600 --> 00:18:49,100 stringent, and most compliance focused overall compared to the 293 00:18:49,100 --> 00:18:52,800 rest of the states. This Concept of not being able 294 00:18:52,800 --> 00:18:55,900 to ask past salaries. This is something that I would 295 00:18:55,900 --> 00:18:59,200 have applied to All State processes. 296 00:18:59,200 --> 00:19:02,200 So, if you were interviewing someone in Connecticut, don't 297 00:19:02,200 --> 00:19:05,700 ask their past salary, ask them what they're hoping to earn. 298 00:19:06,400 --> 00:19:09,000 And this was actually something that New York is often right 299 00:19:09,000 --> 00:19:13,300 behind California and in terms of like passing legislation. 300 00:19:13,300 --> 00:19:17,400 So when this happened back in 2016, we had already applied it 301 00:19:17,400 --> 00:19:20,200 across the board. And then by the time that New 302 00:19:20,200 --> 00:19:23,600 York past, Their own law with this same requirement that you 303 00:19:23,600 --> 00:19:27,900 can't ask past salaries. The the company was already used 304 00:19:27,900 --> 00:19:32,600 to this modality because it was the method in which we 305 00:19:32,600 --> 00:19:36,300 approached all hiring. So, that is my preference. 306 00:19:36,300 --> 00:19:39,500 When it comes to things like this because it's much easier to 307 00:19:39,500 --> 00:19:45,000 manage one policy than it is to manage, you know, 50 if each 308 00:19:45,000 --> 00:19:47,000 state passed its own requirement. 309 00:19:47,200 --> 00:19:52,300 So unless there's something really, really specific That you 310 00:19:52,300 --> 00:19:55,500 can't apply everywhere and you would only apply to one state. 311 00:19:55,600 --> 00:19:59,300 I could see why you would have multiple policies, but in 312 00:19:59,300 --> 00:20:02,100 reality, it's much more manageable. 313 00:20:02,100 --> 00:20:07,400 If you take the most stringent State and you follow their 314 00:20:07,400 --> 00:20:09,500 policies across the board. Now obviously I'm not an 315 00:20:09,500 --> 00:20:14,500 attorney, there are a ton of reasons why you should go to 316 00:20:14,500 --> 00:20:19,200 your legal counsel, your attorneys to validate that what 317 00:20:19,200 --> 00:20:21,100 you're doing is lawful and correct. 318 00:20:21,300 --> 00:20:24,600 I am not giving you advice on what to do but rather sharing 319 00:20:24,600 --> 00:20:28,300 what I have done in the past and how I typically like to roll out 320 00:20:28,300 --> 00:20:30,600 policies that can be really difficult to manage. 321 00:20:30,600 --> 00:20:35,000 Covid is a great example of this to back when I was still in 322 00:20:35,000 --> 00:20:39,300 retail and I was managing covid at a store level especially and 323 00:20:39,300 --> 00:20:44,700 a corporate level. We just took the most strict you 324 00:20:44,700 --> 00:20:48,200 know protocols and applied it everywhere that way it was much 325 00:20:48,200 --> 00:20:54,100 easier to manage so moving on. Corrado which this is something 326 00:20:54,100 --> 00:20:57,000 that took effect in January of twenty, twenty one has an equal 327 00:20:57,000 --> 00:21:00,400 pay for equal work tact and it's one of the most important 328 00:21:00,400 --> 00:21:03,400 aspects of the law is that it requires employers to list the 329 00:21:03,400 --> 00:21:05,900 pay range and benefits of any job opening. 330 00:21:06,100 --> 00:21:09,800 So, this is something that's been required since January. 331 00:21:10,800 --> 00:21:15,000 And this is whether you are working remotely or in person, 332 00:21:15,300 --> 00:21:17,500 and, regardless of how many employees you have. 333 00:21:17,500 --> 00:21:22,200 Now, some states, do have minimum, A head count in order 334 00:21:22,200 --> 00:21:24,800 for this law to be required for a business. 335 00:21:24,800 --> 00:21:26,900 So just make sure that you're digging in. 336 00:21:26,900 --> 00:21:30,600 If you work in a specific state or have employees in specific 337 00:21:30,600 --> 00:21:33,200 states, make sure your double checking to see what the the 338 00:21:33,200 --> 00:21:36,900 headcount requirement is because you might be exempt from the 339 00:21:36,900 --> 00:21:39,500 requirement. If you have too few employees 340 00:21:39,500 --> 00:21:44,500 moving on. Connecticut, also in 2021 341 00:21:44,500 --> 00:21:47,800 October of 2021 required employers to provide a salary 342 00:21:47,800 --> 00:21:49,800 range. If the candidate requested it 343 00:21:49,800 --> 00:21:53,500 now, here is a good example. In Colorado and California, it's 344 00:21:53,500 --> 00:21:56,800 required that the salary ranges are posted in Connecticut. 345 00:21:56,800 --> 00:22:01,400 It's if the candidate requests it, if I was operating, you know 346 00:22:01,400 --> 00:22:05,200 where I needed to apply this law cross, the states, I would, then 347 00:22:05,300 --> 00:22:08,500 if I, if I had employees in Colorado and Connecticut, I 348 00:22:08,500 --> 00:22:11,800 would follow the Colorado rule because it's more strict. 349 00:22:11,900 --> 00:22:17,200 And even if it's an oversharing for Connecticut, employees, your 350 00:22:17,200 --> 00:22:20,100 at least meeting the requirements in Colorado and 351 00:22:20,100 --> 00:22:22,700 it's easier to manage because As you're following again, the most 352 00:22:22,700 --> 00:22:26,400 strict requirements and compliance requirements. 353 00:22:26,400 --> 00:22:29,800 But again, just some just something that I have done in my 354 00:22:29,800 --> 00:22:32,000 past, that's made it easier to manage these things. 355 00:22:32,300 --> 00:22:34,900 Otherwise, you would need to if you have, you know, HR 356 00:22:34,900 --> 00:22:39,200 contingence or HR Support in each state, then maybe it's 357 00:22:39,200 --> 00:22:41,500 totally irrelevant and you can manage it state-by-state. 358 00:22:41,500 --> 00:22:45,400 Maryland is another state that has an equal pay for equal work 359 00:22:45,400 --> 00:22:47,700 act. That was passed in 2016. 360 00:22:47,900 --> 00:22:51,100 It was recently updated in 2020 with a focus on patrons. 361 00:22:51,200 --> 00:22:54,700 Aaron see the law requires employers to provide pay ranges 362 00:22:54,700 --> 00:22:58,100 at the candidates request and prohibits employers for asking 363 00:22:58,100 --> 00:23:01,700 about previous salary history. So you see we're like when 364 00:23:02,100 --> 00:23:07,200 states start to take on or see the effectiveness of these laws 365 00:23:07,200 --> 00:23:11,100 and legislative agendas in other states, they start to add them, 366 00:23:11,100 --> 00:23:15,200 which is another benefit of kind of taking this the most strict 367 00:23:15,600 --> 00:23:18,200 compliance requirement and applying it across the board. 368 00:23:18,300 --> 00:23:21,400 But we can see here that there have been many updates dates 369 00:23:21,400 --> 00:23:23,300 with pay transparency. And so, I think we can expect 370 00:23:23,300 --> 00:23:26,900 that they will continue. Moving on for Nevada in October 371 00:23:26,900 --> 00:23:29,500 of 20-21. They started requiring employers 372 00:23:29,500 --> 00:23:32,500 to disclose a salary range after the first interview employees 373 00:23:32,500 --> 00:23:34,800 are also entitled to salary, ranges for transfers and 374 00:23:34,800 --> 00:23:36,800 promotions. However, the employee is 375 00:23:36,800 --> 00:23:41,300 responsible for making the request and employers are not 376 00:23:41,300 --> 00:23:43,700 required to disclose that automatically. 377 00:23:43,700 --> 00:23:46,100 Now, this is interesting, because we're starting to see 378 00:23:46,500 --> 00:23:51,600 more of this, in terms of pay transparency, internally Up in 379 00:23:51,600 --> 00:23:55,000 other states. I think New York recently 380 00:23:55,000 --> 00:24:00,800 updated their requirements to include internal changes and 381 00:24:00,800 --> 00:24:02,400 jobs. So this will be really 382 00:24:02,400 --> 00:24:04,200 interesting. Again, this is going to put a 383 00:24:04,200 --> 00:24:06,800 huge. I don't want to say burden but 384 00:24:06,800 --> 00:24:10,300 it is type. A type of burden on the HR 385 00:24:10,300 --> 00:24:11,600 function because it's a lot to manage. 386 00:24:11,600 --> 00:24:18,300 So, another thing that I would do personally is create salary 387 00:24:18,300 --> 00:24:22,500 ranges, that have the minimum like if Let me let me go back. 388 00:24:22,508 --> 00:24:27,500 If you operate in a state, that is a lower starting salary, like 389 00:24:27,500 --> 00:24:30,400 let's say, Florida to New York, Florida has a lower cost of 390 00:24:30,400 --> 00:24:35,300 living, so maybe your salaries start at a lower rate in 391 00:24:35,300 --> 00:24:37,300 Florida, but New York has a higher cost of living. 392 00:24:37,300 --> 00:24:40,800 So they start at a higher rate in New York, the salary range 393 00:24:40,800 --> 00:24:44,600 that I would probably think of providing is the minimum in the 394 00:24:44,600 --> 00:24:48,000 lowest cost of living State and the maximum in the highest cost 395 00:24:48,000 --> 00:24:50,500 of living State because otherwise you have to manage 396 00:24:50,500 --> 00:24:52,500 salary. Is by every state. 397 00:24:52,500 --> 00:24:56,500 And if you're posting jobs, like remotely for example, where 398 00:24:56,500 --> 00:24:59,100 someone can work anywhere, how do you manage that? 399 00:24:59,100 --> 00:25:02,900 And I actually, I'm still trying to figure this out and I've been 400 00:25:02,900 --> 00:25:05,900 asking like colleagues to see how they're doing it. 401 00:25:05,900 --> 00:25:09,900 And it's really kind of like up in the air because each state 402 00:25:09,900 --> 00:25:13,500 has its own requirements. But if you are a remote and you 403 00:25:13,500 --> 00:25:16,600 don't have to operate in any specific State, how do you 404 00:25:16,600 --> 00:25:18,800 manage it? So this again is where I kind of 405 00:25:19,400 --> 00:25:24,100 take the Perspective of like following the most stringent 406 00:25:24,200 --> 00:25:26,400 because otherwise like how do you manage that? 407 00:25:26,400 --> 00:25:29,000 And this is like, I hope in sharing this. 408 00:25:29,200 --> 00:25:33,300 It shows you that I am learning at the same time and rate that 409 00:25:33,300 --> 00:25:37,400 you all are learning this. So as more information comes 410 00:25:37,400 --> 00:25:41,200 out, I hope to be able to share more information as well, New 411 00:25:41,200 --> 00:25:44,800 Jersey, and Jersey City. Specifically have some 412 00:25:44,800 --> 00:25:48,000 ordinances here. So in Jersey City, which is a 413 00:25:48,100 --> 00:25:53,800 city with in New Jersey, the Ordinance requires employers to 414 00:25:53,800 --> 00:25:56,600 disclose a job. Salary range of benefits which 415 00:25:56,600 --> 00:25:59,500 also applies to promotion or transfer opportunities. 416 00:25:59,800 --> 00:26:02,800 This was only in place for Jersey City, and not the entire 417 00:26:02,800 --> 00:26:05,700 state of New Jersey. Now, add another layer of 418 00:26:05,700 --> 00:26:08,600 complexity here, right? Like Jersey City, actually, my 419 00:26:08,600 --> 00:26:10,900 family is from Jersey City and Hoboken. 420 00:26:10,900 --> 00:26:14,600 It's like all there anyway, that's an anecdote Jersey, City 421 00:26:14,600 --> 00:26:18,200 is a locality or a city, so it's like, if you were to take Miami 422 00:26:18,500 --> 00:26:22,200 having their own ordinance but not Sara Lee, applying it to all 423 00:26:22,200 --> 00:26:25,600 of Florida. This is the same, you know, kind 424 00:26:25,600 --> 00:26:28,800 of deal here. Jersey city has its own 425 00:26:28,800 --> 00:26:32,900 regulation now. So, again, how do you manage as 426 00:26:32,900 --> 00:26:35,800 an HR person? How do you manage local, state, 427 00:26:36,000 --> 00:26:37,800 and potentially Federal requirements? 428 00:26:37,800 --> 00:26:40,500 If they come out? So, again, you already know what 429 00:26:40,500 --> 00:26:43,500 I'm going to say, finding the most stringent is probably going 430 00:26:43,500 --> 00:26:47,300 to be these easiest thing to do, unless you have HR Support in 431 00:26:47,300 --> 00:26:51,300 each state or even like a region to be able to manage these By 432 00:26:51,300 --> 00:26:55,700 state rule the city and locality by locality requirements. 433 00:26:56,800 --> 00:26:59,700 We're almost done at the end of the list here, New York, which 434 00:26:59,700 --> 00:27:02,800 includes New York City. And Ithaca have recently 435 00:27:02,800 --> 00:27:05,600 implemented pay transparency laws that affect employers, of 436 00:27:05,600 --> 00:27:09,800 course, in both New York City and Ithaca employers must 437 00:27:09,800 --> 00:27:11,900 disclose salary, ranges and benefits. 438 00:27:11,900 --> 00:27:15,200 Before a candidate is hired similar to The Jersey City law. 439 00:27:15,200 --> 00:27:18,900 These laws only apply to either New York City or if Agha, that 440 00:27:18,900 --> 00:27:21,000 means, if a candidate doesn't have a job in either of these, 441 00:27:21,100 --> 00:27:23,000 The city's, the law will not apply. 442 00:27:23,200 --> 00:27:27,500 So New York City and Ithaca are parts of New York, not New York 443 00:27:27,500 --> 00:27:31,800 state and its entirety. So this I'm sure we'll continue 444 00:27:31,800 --> 00:27:35,900 to see more coming out of this because California, as a state 445 00:27:35,900 --> 00:27:38,300 has rolled out pay transparency. And like I said, New York is 446 00:27:38,300 --> 00:27:43,800 usually right behind them in Ohio, specifically in Toledo and 447 00:27:43,800 --> 00:27:47,200 Cincinnati their pay Equity act. Ensures that workers in 448 00:27:47,200 --> 00:27:50,500 Cincinnati and Toledo are entitled to pay transparency in 449 00:27:50,500 --> 00:27:53,400 both. Is employers with more than 15 450 00:27:53,400 --> 00:27:57,500 employees must provide a salary range upon candidates request 451 00:27:57,800 --> 00:27:59,500 the catch. However, is that this law only 452 00:27:59,500 --> 00:28:01,200 applies? If the candidate has been given 453 00:28:01,200 --> 00:28:03,500 a conditional offer of employment. 454 00:28:03,600 --> 00:28:07,300 So this is different in that the employee or the new hire has to 455 00:28:07,300 --> 00:28:12,000 be offered a job contingent on their background, check passing. 456 00:28:12,000 --> 00:28:15,400 And whatever else is a condition is part of the conditional offer 457 00:28:15,600 --> 00:28:18,100 and then they get access to the salary range. 458 00:28:18,100 --> 00:28:21,400 So, what I could foresee happening is that someone is 459 00:28:21,400 --> 00:28:26,700 offered a conditional job, then request the salary range and 460 00:28:26,700 --> 00:28:30,500 then seize the range could potentially be in the middle of 461 00:28:30,500 --> 00:28:34,600 that range or below where they realize they could be. 462 00:28:34,900 --> 00:28:38,900 And this could probably result in a lot of back and forth 463 00:28:38,900 --> 00:28:43,500 between the new hire and their conditional offer. 464 00:28:43,800 --> 00:28:48,700 So, I, if I'm a betting woman, I think that Ohio will end up 465 00:28:48,700 --> 00:28:51,800 changing its law. So that it's not After the 466 00:28:51,800 --> 00:28:53,900 conditional offer has been made because it's going to create 467 00:28:53,900 --> 00:28:56,200 probably a ton of back-and-forth, but who knows? 468 00:28:56,200 --> 00:28:59,200 We shall see Rhode Island passed. 469 00:28:59,200 --> 00:29:03,300 An equal pay law in 2021, which will only go into effect, 470 00:29:03,300 --> 00:29:06,300 starting 2023. The law will require employer's 471 00:29:06,300 --> 00:29:09,400 to provide a salary range at a candidate's request and will 472 00:29:09,400 --> 00:29:13,000 also apply this law to transfers and promotions. 473 00:29:13,000 --> 00:29:16,000 So again, we're seeing a percentage of these states 474 00:29:16,000 --> 00:29:20,700 applying this requirement to internal opportunities as well 475 00:29:20,700 --> 00:29:23,900 as a External for Rhode Island. It's important to note that 476 00:29:23,900 --> 00:29:27,300 employers will also be required to disclose a salary range if 477 00:29:27,500 --> 00:29:30,700 compensation is discussed in any way, even if the candidate 478 00:29:30,700 --> 00:29:34,500 doesn't directly request it. So what this tells me is that, 479 00:29:35,200 --> 00:29:39,700 if at any point, the person, engaging in an interview with a 480 00:29:39,700 --> 00:29:43,200 candidate says, what are you looking to earn boom, that 481 00:29:43,200 --> 00:29:46,400 triggers a salary range, being needing to be provided, even if 482 00:29:46,400 --> 00:29:50,400 the candidate doesn't request it and then finally Washington has 483 00:29:50,400 --> 00:29:53,400 an equal. Opportunities act, which was 484 00:29:53,400 --> 00:29:57,000 passed in 2019 and recently amended to include salary 485 00:29:57,000 --> 00:29:59,100 ranges. According to the law, employers 486 00:29:59,100 --> 00:30:02,000 must provide a salary range once they make an offer to a 487 00:30:02,000 --> 00:30:05,300 candidate. So again, this is an offer based 488 00:30:05,300 --> 00:30:08,200 trigger and I think that this will end up changing to because 489 00:30:08,800 --> 00:30:11,400 that it could potentially be a lot of back and forth, but this 490 00:30:11,400 --> 00:30:14,100 was also passed in 2019. So maybe it worked out. 491 00:30:14,100 --> 00:30:17,000 I don't know. Employers must also provide 492 00:30:17,000 --> 00:30:20,000 salary ranges for employees. Who request them for transfers 493 00:30:20,000 --> 00:30:23,900 and promotions. So, this is only a fifth of the 494 00:30:23,900 --> 00:30:26,800 states in the United States having pay transparency laws, 495 00:30:26,800 --> 00:30:32,600 but I guarantee you that most, if not all states, will 496 00:30:32,600 --> 00:30:34,700 eventually have these laws passed? 497 00:30:35,000 --> 00:30:38,300 I'm sure that this will be a political discussion, and that 498 00:30:38,300 --> 00:30:42,700 there will be a ton of polarizing opinions on pay 499 00:30:42,700 --> 00:30:45,200 transparency laws and certain States depending on their 500 00:30:45,200 --> 00:30:51,700 political swing. However, for you as an HR, I'm 501 00:30:51,700 --> 00:30:54,400 professional. I think it's really important to 502 00:30:54,400 --> 00:30:57,900 be super clear on what the law is and what is required. 503 00:30:57,900 --> 00:31:01,800 And if you operate in multiple States, consider how you will 504 00:31:01,800 --> 00:31:05,800 manage all of this. Most of these laws have already 505 00:31:05,800 --> 00:31:09,500 gone into effect. However, they've been amended to 506 00:31:10,000 --> 00:31:12,700 include salary ranges going forward. 507 00:31:12,700 --> 00:31:16,100 So if you are not already compliant in any of these states 508 00:31:16,100 --> 00:31:20,500 that I shared, you do have to kind of go back and figure out 509 00:31:20,600 --> 00:31:24,700 what your requirements are if there's a head count minimum and 510 00:31:24,700 --> 00:31:28,100 things like that. So I certainly hope that this 511 00:31:28,100 --> 00:31:31,000 was helpful. I know it's a ton of information 512 00:31:31,000 --> 00:31:33,100 again. I'm going I shared all of those 513 00:31:33,100 --> 00:31:35,200 links in the show notes so I hope that you go to those 514 00:31:35,200 --> 00:31:38,000 resources and take advantage and read. 515 00:31:38,000 --> 00:31:43,800 And again this episode may not remain fresh if you listen after 516 00:31:43,800 --> 00:31:46,800 its published. So I encourage you regardless of 517 00:31:46,800 --> 00:31:49,900 when you were listening to this episode to do your own research, 518 00:31:50,100 --> 00:31:53,000 make sure that you are Clear. Make sure that you're compliant, 519 00:31:53,000 --> 00:31:56,400 speak with your legal Partners, your attorneys in house or out 520 00:31:56,400 --> 00:31:59,900 of house counsel and make sure that you are compliant because 521 00:31:59,900 --> 00:32:03,400 this episode we know legislation changes like it's probably 522 00:32:03,400 --> 00:32:06,600 changing right now. I'm recording it this episode in 523 00:32:06,600 --> 00:32:09,000 the late afternoon and it could have already changed. 524 00:32:09,000 --> 00:32:12,600 So you know by the time this is published and then by the time 525 00:32:12,600 --> 00:32:14,800 it's heard by you it could already be stale. 526 00:32:15,200 --> 00:32:19,500 So I do hope this helps and maybe this link will continue to 527 00:32:19,500 --> 00:32:22,900 live on and and hopefully these These resources will update but 528 00:32:22,900 --> 00:32:25,700 there's no really no real way to know for sure. 529 00:32:25,700 --> 00:32:29,200 So moral of the story, do your own research, make sure you have 530 00:32:29,200 --> 00:32:33,700 attorneys that you partner with and always focus on being 531 00:32:33,700 --> 00:32:35,700 compliant with the law. And then you have nothing to 532 00:32:35,700 --> 00:32:38,600 worry about. And it is okay to be extra 533 00:32:38,600 --> 00:32:42,100 generous with your benefits or extra strict with your 534 00:32:42,100 --> 00:32:45,200 compliance requirements. So long as you are meeting 535 00:32:45,200 --> 00:32:48,500 again, the highest threshold like California has the highest 536 00:32:48,500 --> 00:32:52,500 threshold and expectation for Transparency, laws, and double 537 00:32:52,500 --> 00:32:55,600 time, and all of those things. So whether you are more strict 538 00:32:55,600 --> 00:32:58,100 and meeting those compliance standards that they have at that 539 00:32:58,100 --> 00:33:01,300 higher threshold or more generous, and giving benefits 540 00:33:01,300 --> 00:33:06,300 because you want to only have to apply one sweeping policy that 541 00:33:06,300 --> 00:33:10,900 is okay, as long as you are meeting the minimum in each, you 542 00:33:10,900 --> 00:33:16,600 know, facet of the the where you operate now, of course, if you 543 00:33:16,600 --> 00:33:21,500 operate in other countries like Canada, Mexico, India, Ukraine, 544 00:33:21,500 --> 00:33:25,700 wherever those countries all have their own requirements and 545 00:33:25,700 --> 00:33:27,500 policies. So you won't be able to apply 546 00:33:27,500 --> 00:33:30,800 that same reasoning across country, but you can in the 547 00:33:30,808 --> 00:33:34,300 United States across apply, most of the time across state lines. 548 00:33:34,700 --> 00:33:37,300 As long as again, you are being your meeting. 549 00:33:37,300 --> 00:33:40,700 The highest threshold for compliance and the minimum 550 00:33:40,700 --> 00:33:44,400 threshold for pay and things like that. 551 00:33:44,400 --> 00:33:47,800 If there's anything that I can expand on, please feel free to 552 00:33:47,800 --> 00:33:50,000 reach out to me. You can email me at podcast at 553 00:33:50,000 --> 00:33:54,000 HR Tracy Dot. You can DM me on Instagram at 554 00:33:54,000 --> 00:33:55,700 HR. Tracy, that's trec. 555 00:33:55,700 --> 00:33:58,800 I can connect with me on LinkedIn, although I have not 556 00:33:58,800 --> 00:34:00,700 been on there in a while, so I have to get to all those 557 00:34:00,700 --> 00:34:03,600 messages. But other than that, I do hope 558 00:34:03,600 --> 00:34:07,000 this helped and I appreciate you listening and I will see you 559 00:34:07,000 --> 00:34:09,100 next week. Don't forget to submit your HR 560 00:34:09,100 --> 00:34:12,600 nightmare stories, and I so appreciate you being here. 561 00:34:12,600 --> 00:34:14,400 Thank you so much. See you next week.