NYS Pay Transparency Law

Effective September 17, 2023, the NYS Pay Transparency Law, which amends Labor Law 194-b, requires employers with four or more employees to include in all postings, ads, and flyers for jobs, competitive promotions, or transfers: (1) the compensation or range of compensation and (2) the job description, if one exists.  This law applies to all faculty, staff, administrative, adjunct, and student worker positions. 

The law expands pay equity and pay transparency by requiring New York employers to disclose pay scales, and further safeguards the right of all employees to obtain and hold employment without discrimination based on specified characteristics or status. This law is also intended to address inequity in pay practices based on gender and race.


Only the compensation (e.g., specific salary or hourly rate) or the compensation range needs to be included.

Job postings, advertisements, and flyers do not need to include other forms of compensation or benefits offered in connection with the job, such as: health, life, or other employer-provided insurance; paid or unpaid time off work, such as paid sick or vacation days, leaves of absence, or sabbaticals; the availability of or contributions towards retirement or savings funds, such as 401(k) plans; start-up packages; and overtime pay.

In the NYS Pay Transparency Law, the term “range of compensation” is defined as “the minimum and maximum annual salary or hourly range of compensation for a job, promotion, or transfer opportunity that the employer in good faith believes to be accurate” at the time of the advertisement or posting.

For staff positions (other than post-doc positions), the pay range will default to the minimum and maximum of the associated wage band. The individual creating the requisition will have an opportunity to enter an alternative min and max (a narrower range) if needed based on available salary funding. The hiring range entered will be subject to approval by those in the approval workflow.

For faculty positions, colleges will enter the salary range on the faculty posting form [UPDATE!!] and on the BrassRing requisition. For post-doc positions, they will enter the specific salary amount or the salary range in the BrassRing requisition.  Hiring managers should consult benchmark information, if available, and budget parameters, to determine the appropriate salary range. The hiring range entered will be subject to approval by those in the approval workflow. For adjunct positions that are being directly advertised through other sources or social media, colleges should consult the academic affairs adjunct pay schedule to determine the appropriate salary to be included on the advertisement. 

For adjunct hires in units other than Academic Affairs, please work with your department and divisional leadership as appropriate.

The job description must be included in the Job Summary and Job Responsibilities sections. Additional information can be entered in the Required Minimum Qualifications and/or Preferred Qualifications sections.

Some examples include: Job board postings such as Indeed.com or Chronicle for Higher Education; ads in professional journals; newspaper ads; emails to listserves or organizations; social media postings such as LinkedIn or Twitter; flyers or signs on approved posting sites outside of offices or in buildings at RIT.

Yes. Determine what the range would be if the selected candidate is hired into the lowest possible rank. Then determine the range if the selected candidate is hired into the highest possible rank. Enter the minimum of the lower rank and maximum of the higher rank on the faculty posting form and the requisition.

All student workers must be hired at no less than the current NYS minimum wage. Departments have the ability to set pay ranges based on the skill level requirements of the position and the department budget, however that must be determined ahead of hiring and included in the job posting.

No. Only requisitions that were created on or after 9/17/23 in BrassRing are required to comply.

For staff positions, a competitive promotion is an internally or externally posted position to which a regular RIT employee has the opportunity to apply and be considered among a pool of other applicants. For faculty, as outlined in policy E06.0, faculty promotions are not considered competitive promotions and are not covered by this statute.