The Salary History Ban: Your Guide to Dealing with This Dreaded Interview Question--GUSTO
It’s the interview question that makes millions of employers and candidates shudder. No, it isn’t about experience, references, or culture fit… not even about career growth expectations. It’s about (eek!) salary history.
Not the easiest thing to ask for, right? But employers rely on it as a way of understanding the market rate for specific roles and gauging an applicant’s skill level. It’s important to remember that there’s lots of baggage that goes along with asking for someone’s salary history—baggage that affects both the candidate and employer.
Here we’ll cover best practices for making sure your company complies with the new salary history laws, including an overview of where it’s active so you can see if it applies to you in the first place.
Let’s break it down.
What is the salary history ban?
Imagine you’re conducting a job interview. It’s going great, and you want to shift the conversation toward salary negotiations. Several things are running through your mind, like keeping the candidate excited about the role and staying within budget. So you hold your breath and ask the dreaded question: “How much are you currently being paid?”
Here’s the dilemma. If the candidate answers the question, they could risk anchoring their future compensation to their current salary—whether or not they’re being paid appropriately. Or if they refuse to answer, there’s a chance you may assume they make less than they actually do or even find them uncooperative.
In a survey of over 15,000 respondents, PayScale found that women who didn’t offer up their salary history were paid 1.8 percent less than women who did. On the flip side, men who didn’t reveal their previous salary were paid 1.2 percent more. This double standard between men and women may be the result of gender bias, according to PayScale. Clearly, something isn’t working.
The proposed solution? Ban the question altogether.
The salary history ban makes it illegal for employers to ask candidates how they are currently or were formerly compensated at work. What qualifies as “compensation” is different for every state and city (we’ll cover that part soon).
Why it’s being rolled out
Gender pay inequality continues to be a problem in the United States. A Glassdoor study showed that women still earn 76 cents to the dollar men earn.
The salary history ban is trying to tackle one part of the problem: to prevent current or previous pay inequality from following a person throughout their career. Determining a candidate’s compensation based on their salary history can perpetuate existing wage inequalities that are the result of gender bias or discrimination. So, some think it’s best to take salary history out of the equation altogether.
Where the salary history ban currently exists
Remember that this isn’t a nationwide ban. Below are some of the cities and states that have enacted the salary history ban so far:
California: Starting Jan. 1st, 2018, employers can’t ask for an applicant’s compensation history, either in writing or verbally. Compensation includes both salary and benefits. If reasonably requested, employers need to also provide a pay scale for the position in question.
Delaware: Since Dec. 14th, 2017, employers haven’t been allowed to ask for an applicant’s compensation history until after a job offer has been made and accepted by the applicant. Compensation is defined as monetary wages, benefits, and other methods people get paid.
Massachusetts: Starting July 1st, 2018, employers can’t screen applicants based on compensation history or ask for it. Compensation includes benefits, salary, and other types of payment. Employers are also banned from getting the information from the applicant’s current or former employer until after an offer has been officially accepted. Instead, employers have to publish salary ranges based on qualifications and skills related to the role.
New Orleans: As of June 2017, city agencies aren’t allowed to dig around for applicants’ pay histories.
New York City: As of October 31st, 2017, employers are barred from asking or searching for an applicant’s compensation history. This includes wages, benefits, and other forms of compensation.
Oregon: Starting January 1st, 2019, employers can’t ask for compensation history or screen applicants based on it. Compensation includes wages, salary, bonuses, benefits, fringe benefits, and equity-based payment. If a company violates this law, employees are owed unpaid wages.
Philadelphia: Despite being the first U.S. city to pass such a law, the bill is temporarily on hold because of a lawsuit filed by a local business. Therefore, it’s not currently enforced.
Pittsburgh: As of March 2017, city agencies cannot ask applicants for their pay histories.
Puerto Rico: As of March 2017, employers can’t ask about an applicant’s compensation history unless the applicant offers the information on their own, or a job offer has been offered and accepted by the candidate.
San Francisco: Starting July 1st, 2018, employers can’t ask applicants—contractors and subcontractors included—for their compensation history. Employers also can’t disclose a current or former employee’s salary history without that person’s explicit permission.
So what does this mean for you?
If your business isn’t located in any of the cities or states above, you’re in the clear (as of December 2017). If it does, there are a couple actions you should take.
First, review your hiring process. At no point should you require an applicant to disclose their salary history in writing or in an interview. Also, make sure related sections aren’t lurking in any internal hiring documents, like interview question templates or reference emails. Lastly, don’t rely on an applicant’s salary history, even if voluntarily disclosed, when determining whether or not to extend a job offer.
(Re)train your staff on the new law. Make sure your team is aligned on new hiring requirements and which questions are and are not appropriate. Double-check the statutes under your state or city’s law and ingrain it in your team.
Refrain from releasing salary information for past employees. Don’t release a former employee’s salary history without written authorization from that employee. There may be some exceptions to this rule, such as when salaries are publicly available or part of a collective bargaining agreement. Check your local and state laws to see what exceptions may apply.
A shift in mindset
Salary negotiations are uncomfortable for everyone involved, and gaining the candidate’s trust throughout the process is key to setting them up to be a rock star on your team. The good part? Simple language tweaks can easily achieve this.
For example, instead of asking for salary history, tell the candidate outright what the salary range is for the role, and then see if they want to continue the conversation. Keep in mind that the gender pay gap can still rear its ugly head even if people know the average salary range for the role, found a study from Hired. On average, women tend to ask for less than men, regardless of their experience.
The takeaway? Someone’s salary history should never affect their compensation in future roles. Before you ever bring your candidate into the office, research compensation standards for the role you’d like to fill and consider their skills, background, and education to determine a final offer. Take this data-driven approach and be fair and transparent; you’re bound to gain your candidate’s trust throughout this nerve-wracking (and exciting!) process.
About Tiffany Durinski
Tiffany Durinski is a content marketer, writer, and explorer of the world. Her mission is to get people fired up about technology through captivating storytelling.
资讯
2018年07月04日
资讯
在美国裁员中的年龄歧视问题-美国《反年龄歧视法》禁止企业对40岁及以上的员工进行年龄歧视
美国《反年龄歧视法》（The Age Discrimination in Employment Act）禁止企业对40岁及以上的员工进行年龄歧视。最近，两家高科技企业，Intel和IBM，都因为裁员中涉及年龄歧视而遭到公平就业机会委员会的调查。
Intel的情况是，在2016年的一波裁员中，2300名被裁员工年龄的中位数是49岁，而留下来的同行，中位数只有42岁。因此有员工已经向公平就业机会委员会投诉。按照程序，委员会将审核Intel关于裁员的法律文件，来确定员工一方是否有足够的证据，从而代表员工向法院起诉。如果委员会认为不构成年龄歧视，员工一方仍可以单独起诉公司。
而IBM的情况是，从2014年开始，IBM已经裁减了2万多名40岁及40岁以上的员工，占到了全部裁员人数的60%。委员会同样在调查IBM，但是IBM否认了年龄歧视的指控，表示公司是根据绩效和其他方法确定裁减人员名单。
《纽约时报》在之前的一篇报道指出[1]，这几年，向委员会投诉的年龄歧视的案件越来越多，2015年有20144件，2016年则达到21000件，已经占到了委员会全部受理案件的四分之一。然而，委员会真正认为证据充足并起诉到法院的案件数量却很少，比如2015年只有86件，低起诉率的其中一个原因是，最高院通过Gross v. FBL Financial Services, Inc[2]一案，在举证责任方面为劳动者胜诉设立了很高的门槛。
1989年，最高院曾在Price Waterhouse v. Hopkins一案中为混合动机案件设立了举证责任规则。混合动机指雇主的决定混合了合法的动机（比如员工绩效）和非法的动机（比如员工的性别和种族）。此时，雇员需要首先举证她因为雇主的非法动机（也就是该案中的性别因素）受到了歧视，此时举证责任转移到雇主，雇主需要证明，即使没有性别因素，雇主也会做出一样的决定。
但是在2009年，在涉及年龄歧视问题的Gross v. FBL Financial Services, Inc一案中，最高院认为，《反年龄歧视法》独立于《民权法案》，Price Waterhouse一案确立的举证规则也并不当然适用于年龄歧视的情况。通过仔细阅读法律条文，最高院认为，在年龄歧视案件中，劳动者首先必须证明年龄是雇主决策的主要因素（but-for，如果没有该事实的存在，事件就不会发生），这个举证要求不可谓不高。2009年，国会曾提出Protection Older Workers against Discrimination Act草案，要求年龄歧视案件的举证规则回归Price Waterhouse规则，但是因为受到商业群体等反对，草案最终没有被通过。
据报道，委员会的代理主席Victoria Lipnic已经将反年龄歧视作为委员会的优先处理的工作议题，且看委员会将如何处理这两起年龄歧视案件。
[1] Shownthe Door, Older Workers Find Bias Hard to Prove, https://www.nytimes.com/2017/08/07/business/dealbook/shown-the-door-older-workers-find-bias-hard-to-prove.html
[2] 557 U.S. 167
Overtime rule pushed to 2019; new 'regular rate of pay' calculation comingKate Tornone
The U.S. Department of Labor (DOL) plans to propose a new overtime regulation in January 2019, it announced in its latest regulatory agenda. The proposal, which would replace the Obama administration's proposed $47,476 salary threshold for overtime eligibility, was previously slated for October 2018.
In a separate item on its agenda, DOL announced its intent to amend regulations spelling out how employers must calculate workers' "regular rate of pay" for Fair Labor Standards Act purposes — a metric used to determine how much workers must be paid for overtime hours. A Notice of Proposed Rulemaking (NPRM) is scheduled for September.
DOL also announced plans to take a second stab at tip pooling rules, with that NPRM slated for August.
The overtime rule delay, while not entirely unexpected, could spell trouble for the Trump administration's plans. During a conference presentation in March, Tammy McCutchen, a former DOL Wage and Hour Division administrator from the Bush administration, warned attendees that they weren't out of the woods just yet with respect to the Obama-era overtime rule.
She predicted that DOL wouldn't hit its self-imposed October deadline and explained how a series of events following such a delay could ultimately put the $47,476 threshold into effect — with only 30 days' notice to employers. She said there's no reason for employers to panic just yet but recommended that businesses hold onto any plans they made in 2016 when it appeared that the original rule was going to take effect.
DOL's plan to change its "regular rate of pay" regulations, however, wasn't expected. The agenda doesn't make clear what changes the agency intends to make but the rules currently dictate how bonuses, deductions, premium payments and more factor into that rate. The rate is then multiplied by 1.5 to determine how much workers must be paid for overtime hours — those worked beyond 40 in a workweek.
Finally, DOL's plan to address tip pools is part of a larger and controversial effort that prompted Congress to amend the FLSA in March to forbid employers from pocketing workers' tips. The new rules are expected to rescind Obama-era rules that placed limits on tip-sharing arrangements.
While wage and hour used to be a relatively sleepy area of employment law, employers have seen drastic changes in the past decade, and more appear to be on the way. Still, NPRMs are rarely issued on time, so businesses may have more time to prepare than it appears. If delayed, employers can expect another update on these to-do items in the government's fall regulatory agenda.
资讯
2018年05月12日
资讯
面试时雇主可否询问应聘者的工资历史？根据Bloomberg网的统计，目前有加州、德拉华州、马萨诸塞州、俄勒冈、华盛顿州以及波多黎各通过地方立法禁止雇主在面试时询问应聘者的工资历史。纽约、旧金山等城市也通过了类似的法案（纽约为第一个通过法案的城市）。
支持者认为，现阶段美国依然存在男女工资不平等的现象。根据美国人口调查局的报告，同样是全日制的工作，女性的工资水平只有男性工资水平的80%。因此，如果现阶段女性工资水平低于男性，而未来的工资又是基于或者参考工资的过去水平而定，那么工资的性别不平等现象将会长期化。禁止询问工资历史能帮助应聘者通过自己的知识和技能获得公平的工资水平，从而打破工资不平等的恶性循环。
除了地方立法，一些知名公司比如Amazon和Bank Of America也都在招聘中采纳了这一规则。
当然，也并非每个州都支持这一立法。像密歇根州和威斯康星州都通过专门的法律，禁止本州内的县市采取这类立法。另外像爱荷华州、北卡和田纳西州本身就要求地方县市在雇佣法领域不得超越州法的界限，因此这些州的县市也无法自行采取这类立法。
最后看一下司法系统。第九巡回法院最近以全体一致的方式判决根据工资的历史水平决定现在工资水平的做法违反了1963年颁布的《平等支付法》（Equal Pay Act）。在Rizov. Fresno County Office of Education一案中，Rizo是一名数学咨询师。2012年她发现她的男同事工资水平都比她高，于是向法院起诉，指工作单位存在性别歧视。工作单位则声称，她的工资水平是基于她的工资历史而不是基于她的性别决定，因此并不存在性别歧视。法院认为，法律不允许使用工资历史来为工资的性别差异辩护，无论是单独使用工资历史还是结合其他因素。合法的与工作相关的工资决定因素，只能是雇员的工作经验、培训经历、教育和过往的工作表现等。
资讯
2018年04月23日
资讯
收藏贴：2017年美国250家最佳招聘公司 America's Best Recruiting Firms 2017Jeff Kauflin
If you speak with startup founders or large-company CEOs, they’ll probably tell you that hiring good people is their biggest challenge. It’s no wonder there are thousands of recruiting firms in the U.S., all vying to help companies get talent in the door. But which recruiters are the most well-respected?
Forbes worked with analytics firm Statista to compile two lists of America’s best recruiting firms. The first set ranks 250 executive search firms, defined as companies that place executives in positions with at least $100,000 in annual pay. The second ranks 250 professional search firms, which place employees in roles with less than $100,000 in annual income.
Click below to view the full lists:
America’s Best Executive Recruiting Firms
America’s Best Professional Recruiting Firms
To see the 10 most highly-rated companies in each category, open the gallery.
Gallery
America’s Best Recruiting Firms 2017
Launch Gallery
23 images
To conduct its research, Statista first consulted with sources like trade organizations and company databases, identifying about 4,000 recruiters in each of the two categories. Then it invited thousands of recruiters, employees who have worked with recruiters over the past three years, and H.R. managers to take an online survey. The survey asked them to recommend up to 10 recruiting firms (excluding their own), and it gathered a total of 20,000 recommendations. The companies with the most recommendations ranked highest.
Robert Half, a recruiting firm based in Silicon Valley, was the only company to make the top 10 on both the professional and executive recruiters lists. It has 16,400 employees, made $5.3 billion in revenue last year and is a member of the S&P 500. Robert Half places candidates in a range of industries, including finance, law, technology and marketing.
Korn Ferry took the top spot on the executive recruiters list. The Los Angeles-based company has 7,000 employees and works with 93% of the highest-grossing companies in the U.S. It places candidates in dozens of sectors, ranging from investment banking to industrial manufacturing and education.
New York had more recruiters on the lists than any other city, with 41 executive recruiting firms and 18 professional recruiting firms. Chicago had the second-most, followed by Atlanta.
Best Executive Recruiting Firms
Rank
Company
Website
Headquarters
#1
Korn Ferry Executive Search
http://www.kornferry.com
Los Angeles, California
#2
Egon Zehnder
http://www.egonzehnder.com
Chicago, Illinois
#3
Heidrick & Struggles
http://www.heidrick.com
Chicago, Illinois
#4
Spencer Stuart
http://www.spencerstuart.com
Chicago, Illinois
#5
Diversified Search
http://www.divsearch.com
Philadelphia, Pennsylvania
#6
Lucas Group
http://www.lucasgroup.com
Atlanta, Georgia
#7
N2GROWTH
http://www.n2growth.com
Philadelphia, Pennsylvania
#8
DHR International
http://www.dhrinternational.com
Chicago, Illinois
#9
Boyden
http://www.boyden.com
Purchase, New York
#10
Management Recruiters International
http://www.mrinetwork.com
Philadelphia, Pennsylvania
#11
E.A. Hughes & Co.
http://www.eahughes.com
New York City, New York
#12
Stanton Chase
http://www.stantonchase.com
Baltimore, Maryland
#13
Schweichler Price Mullarkey & Barry
http://www.spmb.com
San Francisco, California
#14
Koya Leadership Partners
http://www.koyapartners.com
Newburyport, Massachusetts
#15
20/20 Foresight Executive Search
http://www.2020-4.com
Chicago, Illinois
#16
Global Recruiters Network
http://www.grncorp.com
Chicago, Illinois
#17
Dynamics Search Partners
http://dynamicssearchpartners.com
New York City, New York
#18
Witt/Kieffer
http://www.wittkieffer.com
Oak Brook, Illinois
#19
Daversa Partners
http://www.daversapartners.com
Westport, Connecticut
#20
Major, Lindsey & Africa
http://www.mlaglobal.com
Hanover, Maryland
#21
Lois L. Lindauer Searches
http://lllsearches.com
Boston, Massachusetts
#22
KLR Executive Search Group
http://www.klrsearchgroup.com
Providence, Rhode Island
#23
Allen Austin
http://www.allenaustin.com
Houston, Texas
#24
Cabot Consultants
http://cabotinc.com
McLean, Virginia
#25
Russell Reynolds Associates
http://www.russellreynolds.com
New York City, New York
#26
True Search
http://www.truesearch.com
Haddonfield, New Jersey
#27
The McCormick Group
http://www.mccormickgroup.com
Arlington, Virginia
#28
Exceptional People International
http://www.exceptionalpeople.com
Mill Valley, California
#29
The Alexander Group
http://www.thealexandergroup.com
Houston, Texas
#30
Robert Half Executive Search
http://www.roberthalfes.com
Menlo Park, California
#31
The QualiFind Group
http://www.qualifindgroup.com
Chula Vista, California
#32
Storbeck/Pimentel & Associates
http://www.storbeckpimentel.com
Media, Pennsylvania
#33
Parker + Lynch
http://www.parkerlynch.com
Jacksonville, Florida
#34
Goldsmith & Co.
http://www.goldsmithandco.com
New York City, New York
#35
Apex Executive Recruiting
http://www.apex-careers.com
Redondo Beach, California
#36
B.E. Smith
http://www.besmith.com
Lenexa, Kansas
#37
Epsen Fuller & Associates
http://www.epsenfuller.com
New York City, New York
#38
TRANSEARCH International
http://www.transearch.com
London, United Kingdom
#39
Herd Freed Hartz
http://www.herdfreedhartz.com
Seattle, Washington
#40
Kaye/Bassman International
http://www.kbic.com
Plano, Texas
#41
Isaacson, Miller
http://www.imsearch.com
Boston, Massachusetts
#42
Allegis Partners
http://www.allegis-partners.com
New York City, New York
#43
Affinity Executive Search
http://www.affinitysearch.com
Hollywood, Florida
#44
HardHatJobs
http://www.hardhatjobs.com
Richardson, Texas
#45
Amrop
http://www.amrop.com
Brussels, Belgium
#46
Merritt Hawkins & Associates
http://www.merritthawkins.com
Dallas, Texas
#47
FPC National
http://www.fpcnational.com
Lake Success, New York
#48
Parker Executive Search
http://www.parkersearch.com
Atlanta, Georgia
#49
Alder Koten
http://www.alderkoten.com
Houston, Texas
#50
Cameron Smith Associates
http://www.csarecruiters.com
Rogers, Arkansas
#51
BSG Team Ventures
http://www.bostonsearchgroup.com
Boston, Massachusetts
#52
Benchmark Executive Search
http://www.benchmarkes.com
Reston, Virginia
#53
Hollander Horizon International
http://www.hhisearch.com
St. Louis, Missouri
#54
FPL Advisory Group
http://www.fpladvisorygroup.com
Chicago, Illinois
#55
Riviera Partners
http://www.rivierapartners.com
San Francisco, California
#56
Salveson Stetson Group
http://www.ssgsearch.com
Radnor, Pennsylvania
#57
PrincetonOne
http://www.princetonone.com
Skillman, New Jersey
#58
Craig Lindell & Associates
http://craiglindell.com
Naples, Florida
#59
Barbachano International
http://www.bipsearch.com
Chula Vista, California
#60
RSR Partners
http://www.rsrpartners.com
Greenwich, Connecticut
#61
BoardWalk Consulting
http://www.boardwalkconsulting.com
Atlanta, Georgia
#62
Sanford Rose Associates
http://www.sanfordrose.com
Plano, Texas
#63
Crist|Kolder Associates
http://www.cristkolder.com
Downers Grove, Illinois
#64
The Caldwell Partners International
http://www.caldwellpartners.com
Toronto, Ontario, Canada
#65
Kaplan Partners
http://www.kaplanpartners.com
Philadelphia, Pennsylvania
#66
Kelly & Company
http://www.kellyandco.com
New York City, New York
#67
Joseph Chris Partners
http://www.josephchris.com
Kingwood, Texas
#68
McDermott & Bull
http://www.mbsearch.com
Irvine, California
#69
Parker Remick
http://www.parkerremick.com
Bellingham, Washington
#70
CarterBaldwin
http://www.carterbaldwin.com
Atlanta, Georgia
#71
Howard-Sloan Search
http://www.howardsloan.com
New York City, New York
#72
Herbert Mines Associates
http://www.herbertmines.com
New York City, New York
#73
Anderson & Associates
http://www.andersonexecsearch.com
Charlotte, North Carolina
#74
Polachi Access Executive Search
http://www.polachi.com
Boston, Massachusetts
#75
Parchman + Parchman
http://www.parchmancareers.com
San Antonio, Texas
#76
Focus Search Partners, a Vaco Company
http://focussearchpartners.com
Brentwood, Tennessee
#77
Major Executive Search
http://www.majorexecutivesearch.com
Rancho Santa Fe, California
#78
Abeln, Magy, Underberg & Associates
http://www.abelnmagy.com
Wayzata, Minnesota
#79
CareerSMITH
http://www.careersmith.com
Newport Beach, California
#80
The Quest Organization
http://www.questorg.com
New York City, New York
#81
CSI Executive Search
http://www.csi-executivesearch.com
Austin, Texas
#82
24 Seven Talent
http://www.24seventalent.com
New York City, New York
#83
The Execu|Search Group
http://www.execu-search.com
New York City, New York
#84
Core Business Solutions
http://www.coreconnects.com
Milwaukee, Wisconsin
#85
Intellenet Executive Search
http://www.salesheadhunter.com
Santa Cruz, California
#86
Cornerstone Search Group
http://www.cornerstonesg.com
Parsippany, New Jersey
#87
Hanold Associates
http://www.hanold-associates.com
Evanston, Illinois
#88
Charles Aris
http://www.charlesaris.com
Greensboro, North Carolina
#89
12.12Partners
http://www.1212partners.com
San Francisco, California
#90
Fred W. Smithson
http://www.fredwsmithson.com
El Paso, Texas
#91
ON Partners
http://www.onpartners.com
Solon, Ohio
#92
The De Angelis Group
http://www.orthospinesearch.com
Scottsdale, Arizona
#93
Grady Levkov & Company
http://gradylevkov.com
New York City, New York
#94
Tyler & Company
http://www.tylerandco.com
Atlanta, Georgia
#95
Odgers Berndtson
http://www.odgersberndtson.com
New York City, New York
#96
WorldBridge Partners
http://www.worldbridgepartners.com
Baldwin, New York
#97
Stephen-Bradford Search
http://www.stephenbradford.com
New York City, New York
#98
Kincannon & Reed
http://www.krsearch.net
Waynesboro, Virginia
#99
Specialty Consultants
http://www.specialtyconsultants.com
Pittsburgh, Pennsylvania
#100
Adam James International
http://www.adamjamesinternational.com
Denver, Colorado
#101
Granite International Executive Search
http://www.graniteintl.com
New York City, New York
#102
Barry Persky & Company
http://barrypersky.com
Newtown, Connecticut
#103
Egret Consulting Group
http://www.egretconsulting.com
Mundelein, Illinois
#104
Williams Executive Search
http://www.williams-exec.com
Minneapolis, Minnesota
#105
DRG Executive Search Consultants
http://www.drgnyc.com
New York City, New York
#106
Kathy Freeman Company
http://www.kathyfreemanco.com
San Luis Obispo, California
#107
Joseph David International/JDI Search
http://www.jdisearch.com
Phoenix, Arizona
#108
Andcor Companies
http://www.andcor.com
Wayzata, Minnesota
#109
Chartwell Partners
http://www.chartwellpartners.com
Austin, Texas
#110
R.H. Perry & Associates
http://www.rhperry.com
Asheville, North Carolina
#111
Slayton Search Partners
http://www.slaytonsearch.com
Chicago, Illinois
#112
The Onstott Group
http://www.onstott.com
Wellesley, Massachusetts
#113
Grant/Morgan Associates
http://www.grantmorgan.com
Bethesda, Maryland
#114
Corporate Information Systems
http://www.cisrecruiters.com
Rutherford, New Jersey
#115
Brigham Hill Consultancy
http://www.brighamhill.com
Dallas, Texas
#116
Brooke Chase Associates
http://www.brookechase.com
Sarasota, Florida
#117
Development Resources
http://www.driconsulting.com
Arlington, Virginia
#118
Signium International
http://www.signium.com
Chicago, Illinois
#119
Alliance Resource Consulting
http://www.alliancerc.com
Long Beach, California
#120
Hodges Partners
http://www.hodgespartners.com
Dallas, Texas
#121
The Horizon Group
http://www.thehorizongroup.com
Hicksville, New York
#122
Whitney Partners
http://www.whitneypartners.net
New York City, New York
#123
FinderSeekers
http://www.finderseekers.com
St. Charles, Missouri
#124
ACCUR Recruiting Services
http://accurservices.com
New York City, New York
#125
Cornerstone International Group
http://www.cornerstone-group.com
Atlanta, Georgia
#126
Solomon Page Group
http://www.solomonpage.com
New York City, New York
#127
Transgistics Talent Acquisition
http://www.transgisticstalent.com
Saint Petersburg, Florida
#128
Atlantic Group
http://www.atlanticrecruiters.com
New York City, New York
#129
Electronic Search
http://www.electronicsearch.com
Rolling Meadows, Illinois
#130
Baker Montgomery
http://bakermontgomery.com
Chicago, Illinois
#131
Morgan Samuels
http://www.morgansamuels.com
Los Angeles, California
#132
WilsonHCG
http://www.wilsonhcg.com
Tampa, Florida
#133
Wilbanks Partners
http://www.wilbankspartners.com
Stamford, Connecticut
#134
Battalia Winston
http://www.battaliawinston.com
New York City, New York
#135
Campbell & Company
http://www.campbellcompany.com
Chicago, Illinois
#136
Calibre One
http://www.calibreone.com
San Francisco, California
#137
Keifer Professional Search
http://keiferprofessionalsearch.com
San Jose, California
#138
Howard Fischer Associates
http://www.hfischer.com
Philadelphia, Pennsylvania
#139
Executive Staffing Solutions
http://www.ess123.com
Columbus, Ohio
#140
Kensington International
http://www.kionline.com
Oak Brook, Illinois
#141
Terra Search Partners
http://www.terrasearchpartners.com
San Francisco, California
#142
SkyWater Search Partners
http://www.skywatersearch.com
Minneapolis, Minnesota
#143
Crabtree & Eller
http://www.crabtreeandeller.com
Castle Pines, Colorado
#144
North Line Search Partners
http://northlinepartners.com
Winnetka, Illinois
#145
Banister International
http://banisterinternational.com
Northbrook, Illinois
#146
Creative Solutions Services
http://www.css-llc.net
New York City, New York
#147
The Advocates
http://advocatesdenver.com
Denver, Colorado
#148
Catalyst Advisors
http://www.catalystadvisorslp.com
New York City, New York
#149
Ramax Search
http://www.ramaxsearch.com
New York City, New York
#150
Alta Associates
http://www.altaassociates.com
Flemington, New Jersey
#151
Daubenspeck & Associates
http://www.daubenspeck.com
Chicago, Illinois
#152
Greenwich Harbor Partners
http://www.greenwichharborpartners.com
Greenwich, Connecticut
#153
hrQ
http://www.hrqinc.com
Denver, Colorado
#154
UrpanTech
http://www.urpantech.com
Sunnyvale, California
#155
ZRG Partners
http://www.zrgpartners.com
Rochelle Park, New Jersey
#156
Adams Consulting Group
http://acgresources.com
New York City, New York
#157
Vanderbloemen Search Group
http://www.vanderbloemen.com
Houston, Texas
#158
The Albrecht Group
http://www.agroupnc.com
Cary, North Carolina
#159
The Stevenson Group
http://stevensongroup.com
Fort Lee, New Jersey
#160
Career Brokers
http://www.careerbrokers.com
Plano, Texas
#161
Scion Staffing
http://www.scionstaffing.com
San Francisco, California
#162
Angott Search Group
http://www.asgteam.com
Rochester, Michigan
#163
Stout Executive Search
http://stoutexecutivesearch.com
Springdale, Arkansas
#164
The Moran Company
http://www.morancompany.com
Baldwin City, Kansas
#165
CyberCoders
http://www.cybercoders.com
Irvine, California
#166
The Oxbridge Group
http://www.oxbridgegroup.com
New York City, New York
#167
Force Brands
http://www.forcebrands.com
New York City, New York
#168
Lehman Associates
http://lehmanassociates.com
Austin, Texas
#169
Coleman & Company
http://www.colemancompany.net
New York City, New York
#170
Saenger Associates
http://www.saengerassociates.com
Santa Clarita, California
#171
Rhodes Associates
http://www.rhodesassociates.com
New York City, New York
#172
Bert Davis Executive Search
http://bertdavis.com
New York City, New York
#173
Madison MacArthur
http://mmsearch.com
New York City, New York
#174
Borderless Executive Search
http://www.borderless.net
Ridgewood, New Jersey
#175
Capodice & Associates
http://capodice.com
Sarasota, Florida
#176
Intelligent Capital Management
http://www.icn-i.com
Wayne, Pennsylvania
#177
Buffkin / Baker
http://www.buffkinbaker.com
Brentwood, Tennessee
#178
Harvard Group International
http://www.hgi1.com
Marietta, Georgia
#179
Simpson Associates
http://www.simpsonassociates.com
New York City, New York
#180
Tula International
http://www.tulainternational.com
Atlanta, Georgia
#181
Babb McGrew
http://babbmcgrew.com
Wilmington, North Carolina
#182
High Country Search Group
http://www.highcountrysearch.com
Denver, Colorado
#183
Kirby Partners
http://www.kirbypartners.com
Heathrow, Florida
#184
Pearson Partners International
http://www.pearsonpartnersintl.com
Dallas, Texas
#185
Heyman Associates
http://www.heymanassociates.com
New York City, New York
#186
The Bowdoin Group
http://www.bowdoingroup.com
Waltham, Massachusetts
#187
Coley Company
http://www.coleycompany.net
Greensboro, North Carolina
#188
Development Guild DDI
http://www.developmentguild.com
Brookline, Massachusetts
#189
Movement Search
http://www.movementsearch.com
Clarkston, Michigan
#190
Lochlin Partners
http://lochlinpartners.com
McLean, Virginia
#191
Mestel & Company
http://www.mestel.com
New York City, New York
#192
Access Point Partners
http://accesspointpartners.com
Stamford, Connecticut
#193
Richard, Wayne & Roberts
http://www.rwr.com
Houston, Texas
#194
The Hennessy Group
http://thehennessygroup.com
Philadelphia, Pennsylvania
#195
Commongood Careers
http://commongoodcareers.org
Boston, Massachusetts
#196
WinterWyman
http://www.winterwyman.com
Waltham, Massachusetts
#197
Hawthorne Search
http://www.hawthornesearch.com
Plainfield, New Jersey
#198
Lord Gurman & Lewis
http://www.mlordco.com
New York City, New York
#199
Basilone Executive Search and Staffing
http://www.basilone.net
Pittsburgh, Pennsylvania
#200
Allen + Associates Executive Search
http://www.allen.associates
Cincinnati, Ohio
#201
Dore Partnership
http://www.dorepartnership.com
New York City, New York
#202
Heritage Partners
http://www.heritagepartners.com
Berwyn, Pennsylvania
#203
Vetted Solutions
http://www.vettedsolutions.com
Washington, District of Columbia
#204
The Applied Companies
http://theappliedcompanies.com
Reno, Nevada
#205
Phaidon International
http://www.phaidoninternational.com
New York City, New York
#206
Lee Heagy & Company
http://www.leeheagy.com
Great Falls, Virginia
#207
AC Lion
http://www.aclion.com
New York City, New York
#208
Govig & Associates
http://www.govig.com
Scottsdale, Arizona
#209
Kirby Bates Associates
http://kirbybates.com
Bala Cynwyd, Pennsylvania
#210
NGS Global
http://www.ngs-global.com
San Ramon, California
#211
Manhattan Resources
http://www.manhattanresources.com
Houston, Texas
#212
Avior Search
http://aviorsearch.com
Melville, New York
#213
Resources Global Professionals
http://www.rgp.com
Irvine, California
#214
Glocap Search
http://www.glocap.com
New York City, New York
#215
Explore Company
http://www.explorecompany.com
Kensington, Maryland
#216
Marlin Hawk
http://www.marlinhawk.com
London, United Kingdom
#217
Arete Partners
http://www.aretepartners.com
San Francisco, California
#218
Coulter Partners
http://www.coulterpartners.com
London, United Kingdom
#219
DataPath Search
http://www.datapathsearch.com
Norwalk, Connecticut
#220
Klein Hersh
http://www.kleinhersh.com
Horsham, Pennsylvania
#221
Landing Point Search Group
http://www.landingpoint.com
New York City, New York
#222
Preng & Associates
http://www.preng.com
Houston, Texas
#223
SEBA International
http://www.sebasearch.com
New York City, New York
#224
Sheffield Haworth
http://www.sheffieldhaworth.com
London, United Kingdom
#225
Vida Group International
http://www.vidagroupintl.com
Round Rock, Texas
#226
Evergreen Executive Source
http://www.egreensource.com
Haddonfield, New Jersey
#227
CEO Worldwide
http://www.ceo-worldwide.com
New York City, New York
#228
Action Management Services
http://www.actionmgmt.com
Cleveland, Ohio
#229
PeopleFirst HR Solutions
http://www.peoplefirsthrsolutions.com
La Crosse, Wisconsin
#230
Magellan Search & Staffing
http://magellangroup.com
Wayne, Pennsylvania
#231
Foundation Talent
http://foundationtalent.com
Haddonfield, New Jersey
#232
accelHRate
http://www.accelhrate.com
Herndon, Virginia
#233
Bohan & Bradstreet
http://www.bohanbradstreet.com
Guilford, Connecticut
#234
Launch Search Partners
http://launchsearchpartners.com
San Francisco, California
#235
DW Simpson
http://www.dwsimpson.com
Chicago, Illinois
#236
BraddockMatthews
http://braddockmatthews.com
Wellesley, Massachusetts
#237
Huntington Partners
http://www.huntingtonpartners.com
Pittsburgh, Pennsylvania
#238
American Recruiters
http://www.americanrecruiters.com
Coconut Creek, Florida
#239
Agility Executive Search
http://agilityexecutivesearch.com
New York City, New York
#240
Accent Professional Recruiting
http://www.accentrecruit.com
Richmond, Virginia
#241
Bell Oaks
http://www.belloaks.com
Atlanta, Georgia
#242
Youngerman Search Partners
http://www.youngermansearch.com
Athens, Georgia
#243
Furst Group
http://www.furstgroup.com
Rockford, Illinois
#244
Canny, Bowen
http://www.cannybowen.com
New York City, New York
#245
Robert Walters Associates
http://www.robertwalters-usa.com
London, United Kingdom
#246
JP Canon Associates
http://www.jpcanon.com
New York City, New York
#247
The Bandish Group
http://www.bandishgroup.com
Warrington, Pennsylvania
#248
Carlson Beck
http://www.carlsonbeck.com
San Francisco, California
#249
JJBergen
http://www.jjbergen.com
New York City, New York
#250
Lantern Partners
http://www.lanternpartners.com
Chicago, Illinois
Best Professional Recruiting Firms
Rank
Company
Website
Headquarters
#1
Korn Ferry Futurestep
http://www.futurestep.com
Los Angeles, California
#2
Brilliant
http://www.brilliantfs.com
Chicago, Illinois
#3
Lucas Group
http://www.lucasgroup.com
Atlanta, Georgia
#4
Vaco
http://www.vaco.com
Brentwood, Tennessee
#5
Kforce
http://www.kforce.com
Tampa, Florida
#6
Accent Professional Recruiting
http://www.accentrecruit.com
Richmond, Virginia
#7
Management Recruiters International
http://www.mrinetwork.com
Philadelphia, Pennsylvania
#8
AppleOne
http://www.appleone.com
Glendale, California
#9
TEKsystems
http://www.teksystems.com
Hanover, Maryland
#10
Advanced Resources
http://www.advancedresources.com
Chicago, Illinois
#11
American Recruiting and Consulting Group
http://arcgonline.com
Weston, Florida
#12
Express Employment Professionals
http://www.expresspros.com
Oklahoma City, Oklahoma
#13
Manpower
http://www.manpower.com
Milwaukee, Wisconsin
#14
Randstad
http://www.randstadusa.com
Diemen, Netherlands
#15
Kelly Services
http://www.kellyservices.com
Troy, Michigan
#16
Aerotek
http://www.aerotek.com
Hanover, Maryland
#17
TrueBlue
http://www.trueblue.com
Tacoma, Washington
#18
Richard, Wayne & Roberts
http://www.rwr.com
Houston, Texas
#19
PrideStaff
http://www.pridestaff.com
Fresno, California
#20
CPS
http://www.cps4jobs.com
Westchester, Illinois
#21
Robert Half Executive Search
http://www.roberthalfes.com
Menlo Park, California
#22
Global Recruiters Network
http://www.grncorp.com
Chicago, Illinois
#23
Aquent
http://www.aquent.com
Boston, Massachusetts
#24
Green Key Resources
http://www.greenkeyllc.com
New York City, New York
#25
Global Employment Solutions
http://www.gesnetwork.com
Littleton, Colorado
#26
Modis
http://www.modis.com
Jacksonville, Florida
#27
PrincetonOne
http://www.princetonone.com
Skillman, New Jersey
#28
Michael Page International
http://www.michaelpage.com
New York City, New York
#29
Parker + Lynch
http://www.parkerlynch.com
Jacksonville, Florida
#30
Bradley-Morris
http://www.bradley-morris.com
Kennesaw, Georgia
#31
Beacon Hill Staffing Group
http://www.beaconhillstaffing.com
Boston, Massachusetts
#32
American Recruiters
http://www.americanrecruiters.com
Coconut Creek, Florida
#33
Kelly & Company
http://www.kellyandco.com
New York City, New York
#34
Betts Recruiting
http://www.bettsrecruiting.com
San Francisco, California
#35
American Legal Search
http://www.americanlegalsearch.com
Birmingham, Alabama
#36
FPC National
http://www.fpcnational.com
Lake Success, New York
#37
Staffmark Holdings
http://www.staffmark.com
Cincinnati, Ohio
#38
Ajilon
http://www.ajilon.com
Jacksonville, Florida
#39
Adams & Martin Group
http://www.adamsmartingroup.com
Orange, California
#40
CompHealth
http://www.comphealth.com
Salt Lake City, Utah
#41
The CSI Companies
http://www.thecsicompanies.com
Jacksonville, Florida
#42
Digital Artist Management (DAM)
http://damagents.com
El Segundo, California
#43
The Execu|Search Group
http://www.execu-search.com
New York City, New York
#44
WorldBridge Partners
http://www.worldbridgepartners.com
Baldwin, New York
#45
Sanford Rose Associates
http://www.sanfordrose.com
Plano, Texas
#46
Addison Group
http://www.addisongroup.com
Chicago, Illinois
#47
Action Management Services
http://www.actionmgmt.com
Cleveland, Ohio
#48
Spherion
http://www.spherion.com
Atlanta, Georgia
#49
Commongood Careers
http://commongoodcareers.org
Boston, Massachusetts
#50
Accounting Principals
http://www.accountingprincipals.com
Jacksonville, Florida
#51
Solomon Page Group
http://www.solomonpage.com
New York City, New York
#52
Creative Circle
http://www.creativecircle.com
Los Angeles, California
#53
Apex Direct Search
http://apexhire.com
Malibu, California
#54
Insight Global
http://www.insightglobal.net
Atlanta, Georgia
#55
CyberCoders
http://www.cybercoders.com
Irvine, California
#56
Aston Carter
http://www.astoncarter.com
Hanover, Maryland
#57
Crawford Thomas
http://www.crawfordthomas.com
Orlando, Florida
#58
AB Staffing Solutions
http://www.abstaffing.com
Gilbert, Arizona
#59
Cameron Brooks
http://www.cameron-brooks.com
Fredericksburg, Texas
#60
ABA Search
http://www.abasearch.com
San Bruno, California
#61
Apex Systems
http://www.apexsystems.com
Glen Allen, Virginia
#62
WinterWyman
http://www.winterwyman.com
Waltham, Massachusetts
#63
Nursefinders
http://www.nursefinders.com
San Diego, California
#64
Creative Financial Staffing
http://www.cfstaffing.com
Boston, Massachusetts
#65
180 recruiting+consulting
http://www.180recruiting.com
Lisle, Illinois
#66
General Employment
http://www.generalemployment.com
Naperville, Illinois
#67
CSI Executive Search
http://www.csi-executivesearch.com
Austin, Texas
#68
Snelling
http://www.snelling.com
Dallas, Texas
#69
ResourceMFG
http://www.resourcemfg.com
Atlanta, Georgia
#70
Aureus Group
http://www.aureusgroup.com
Omaha, Nebraska
#71
Allied Search Partners
http://alliedsearchpartners.com
Daytona Beach, Florida
#72
Oxford Global Resources
http://www.oxfordcorp.com
Beverly, Massachusetts
#73
Accountable Healthcare Staffing
http://www.ahcstaff.com
Boca Raton, Florida
#74
Chase Professionals
http://www.chaseprofessionals.com
Atlanta, Georgia
#75
Affinity Executive Search
http://www.affinitysearch.com
Hollywood, Florida
#76
Kendall & Davis
http://www.kendallanddavis.com
St. Louis, Missouri
#77
Software Management Consultants
http://www.smci.com
Glendale, California
#78
Advantage Resourcing North America
http://www.advantageresourcing.com
Norwood, Massachusetts
#79
PEAK Technical Staffing USA
http://www.peaktechnical.com
Pittsburgh, Pennsylvania
#80
Artech Information Systems
http://www.artechinfo.com
Morristown, New Jersey
#81
Onward Search
http://www.onwardsearch.com
Wilton, Connecticut
#82
Monarch Recruiters
http://www.monarchrecruiters.com
New York City, New York
#83
Alexander Technology Group
http://www.alexandertg.com
Bedford, New Hampshire
#84
Mitchell Martin
http://www.mitchellmartin.com
New York City, New York
#85
Tech USA
http://www.techusa.net
Millersville, Maryland
#86
Healthcare IT Leaders
http://www.healthcareitleaders.com
Alpharetta, Georgia
#87
The Medicus Firm
http://www.themedicusfirm.com
Dallas, Texas
#88
Bohan & Bradstreet
http://www.bohanbradstreet.com
Guilford, Connecticut
#89
Prolink Staffing
http://www.prolinkstaff.com
Cincinnati, Ohio
#90
Crabtree & Eller
http://www.crabtreeandeller.com
Castle Pines, Colorado
#91
Merritt Hawkins & Associates
http://www.merritthawkins.com
Dallas, Texas
#92
Advanced Clinical
http://www.advancedclinical.com
Deerfield, Illinois
#93
AccruePartners
http://www.accruepartners.com
Charlotte, North Carolina
#94
Kinsa Group
http://www.kinsa.com
Franklin, Wisconsin
#95
Abacus Group
http://www.abacusgrpllc.com
New York City, New York
#96
Movement Search
http://www.movementsearch.com
Clarkston, Michigan
#97
Eliassen Group
http://www.eliassen.com
Reading, Massachusetts
#98
Atlantic Group
http://www.atlanticrecruiters.com
New York City, New York
#99
Eastridge Workforce Solutions
http://www.eastridge.com
San Diego, California
#100
Mondo
http://www.mondo.com
New York City, New York
#101
The Applied Companies
http://theappliedcompanies.com
Reno, Nevada
#102
IT Intellect
http://www.itintellect.net
Woodstock, Georgia
#103
Russ Hadick & Associates
http://www.rharecruiters.com
Dayton, Ohio
#104
Bell & Associates
http://www.bellsearchfirm.com
Stilwell, Kansas
#105
VincentBenjamin
http://www.vincentbenjamin.com
Phoenix, Arizona
#106
Bradsby Group
http://www.bradsbygroup.com
Denver, Colorado
#107
Ultimate Staffing Services
http://www.ultimatestaffing.com
Orange, California
#108
AP Professionals
http://www.approfessionals.com
Scottsdale, Arizona
#109
Fenway Search Group
http://www.fenwaysearchgroup.com
Newton, Massachusetts
#110
City Staffing
http://www.citystaffing.com
Chicago, Illinois
#111
Jackson Therapy Partners
http://www.jacksontherapy.com
Orlando, Florida
#112
A. Berendt Associates
http://www.berendtmedical.com
Charleston, South Carolina
#113
Remedy Intelligent Staffing
http://www.remedystaffing.com
Atlanta, Georgia
#114
Volt
-
New York City, New York
#115
EdgeLink
http://www.edgelink.com
Portland, Oregon
#116
The LaSalle Network
http://www.thelasallenetwork.com
Chicago, Illinois
#117
The Bachrach Group
http://www.bachrachgroup.com
New York City, New York
#118
Access Staffing
http://www.accessstaffing.com
New York City, New York
#119
Insight Recruiting
http://www.insightrecruiting.com
San Francisco, California
#120
Nesco Resource
http://www.nescoresource.com
Mayfield Heights, Ohio
#121
Jackson & Coker
http://www.jacksoncoker.com
Alpharetta, Georgia
#122
Aerospace Solutions
http://www.aero-us.com
Phoenix, Arizona
#123
Maxim Healthcare Services
http://www.maximhealthcare.com
Columbia, Maryland
#124
OneSource Professional Search
http://onesourcepros.com
Mandeville, Louisiana
#125
Lofton Staffing Services
http://www.loftonstaffing.com
Baton Rouge, Louisiana
#126
Burtch Works
http://www.burtchworks.com
Evanston, Illinois
#127
CrossFire Group
http://www.xfiregroup.com
Auburn Hills, Michigan
#128
Govig & Associates
http://www.govig.com
Scottsdale, Arizona
#129
KNF&T Staffing Resources
http://www.knft.com
Boston, Massachusetts
#130
All Care Consultants
http://www.allcareconsultants.com
Fort Lauderdale, Florida
#131
Artisan for Hire
http://www.artisantalent.com
Chicago, Illinois
#132
Gunther Group
http://gunthergroup.com
Chicago, Illinois
#133
The Intersect Group
http://www.theintersectgroup.com
Atlanta, Georgia
#134
High-Tech Professionals
http://www.hightechpros.com
San Diego, California
#135
Update Legal
http://updatelegal.com
New York City, New York
#136
Abundant Solutions
http://www.abundantjobs.com
Tulsa, Oklahoma
#137
Bowman Williams
http://bowmanwilliams.com
Arlington, Virginia
#138
TeamBradley
http://www.teambradley.com
Wheaton, Illinois
#139
Infinity Consulting Solutions
http://www.infinity-cs.com
New York City, New York
#140
Sterling Engineering
http://www.sterling-engineering.com
Westchester, Illinois
#141
WunderLand Group
http://www.wunderlandgroup.com
Chicago, Illinois
#142
Careers In Nonprofits
http://www.careersinnonprofits.com
Chicago, Illinois
#143
Lawrence Harvey
http://www.lawrenceharvey.com
London, United Kingdom
#144
AtWork Group
http://www.atwork.com
Knoxville, Tennessee
#145
Xplora Search Group
http://xplorasearch.com
Philadelphia, Pennsylvania
#146
VanderHouwen & Associates
http://www.vanderhouwen.com
Portland, Oregon
#147
Nelson
http://nelsonjobs.com
Sonoma, California
#148
Preferred Healthcare Staffing
http://www.preferredregistry.com
San Diego, California
#149
MATRIX Resources
http://www.matrixres.com
Atlanta, Georgia
#150
Anderson Recruiting + Consulting
http://andersonrecruiting.com
Atlanta, Georgia
#151
Atrium Staffing
http://www.atriumstaff.com
New York City, New York
#152
Jaral Fashion Personnel Consultants
http://www.jaralinc.com
New York City, New York
#153
Boylston Staffing
http://www.boylstonstaffing.com
Boston, Massachusetts
#154
Elsner HR
http://www.elsnerhr.com
Scottsdale, Arizona
#155
BAS HealthCare
http://bashealthcare.com
Chantilly, Virginia
#156
Arlington Resources
http://www.arlingtonresources.com
Rolling Meadows, Illinois
#157
Adecco
http://www.adecco.com
Zurich, Switzerland
#158
Bartech Group
http://www.bartechgroup.com
Southfield, Michigan
#159
mindlance
http://www.mindlance.com
Union, New Jersey
#160
Gecko Hospitality
http://www.geckohospitality.com
Fort Myers, Florida
#161
The QualiFind Group
http://www.qualifindgroup.com
Chula Vista, California
#162
Linium Recruiting
http://www.liniumrecruiting.com
Albany, New York
#163
VISTA Staffing Solutions
http://www.vistastaff.com
Cottonwood Heights, Utah
#164
Clarity
http://www.claritystaffing.com
New York City, New York
#165
First Tek
http://www.first-tek.com
Piscataway, New Jersey
#166
Gotham Technology Group
http://www.gothamtg.com
Montvale, New Jersey
#167
System One
http://www.systemoneservices.com
Pittsburgh, Pennsylvania
#168
Mestel & Company
http://www.mestel.com
New York City, New York
#169
The CEI Group
http://theceigroup.com
Wakefield, Massachusetts
#170
Innovative Career Resources
http://www.innovativecareer.com
Tustin, California
#171
Stratacuity
http://www.stratacuity.com
Portsmouth, New Hampshire
#172
Health Providers Choice
http://www.hpcnursing.com
Rochester Hills, Michigan
#173
Alder Koten
http://www.alderkoten.com
Houston, Texas
#174
Foundation Talent
http://foundationtalent.com
Haddonfield, New Jersey
#175
Spectraforce Technologies
http://www.spectraforce.com
Raleigh, North Carolina
#176
Scion Staffing
http://www.scionstaffing.com
San Francisco, California
#177
General Healthcare Resources
http://www.ghresources.com
Plymouth Meeting, Pennsylvania
#178
TriStarr
http://www.tristarrjobs.com
Lancaster, Pennsylvania
#179
JBCStyle Fashion Recruiters
http://www.jbcstyle.com
New York City, New York
#180
Planet Pharma
http://www.planet-pharma.com
Northbrook, Illinois
#181
Fast Switch
http://www.fastswitch.com
Dublin, Ohio
#182
Arrow Strategies
http://www.arrowstrategies.com
Southfield, Michigan
#183
Astrix Technology Group
http://astrixinc.com
Red Bank, New Jersey
#184
Advanced Resources
http://www.advr.com
St. Louis, Missouri
#185
Industrial Resource Group
http://www.irgsolution.com
Irvine, California
#186
Coleman & Company
http://www.colemancompany.net
New York City, New York
#187
HR Personnel Services
http://www.hrpersonnelservices.com
Minneapolis, Minnesota
#188
Vitamin T
http://www.vitamintalent.com
Boston, Massachusetts
#189
Heitmeyer Consulting
http://www.heitmeyerconsulting.com
Westerville, Ohio
#190
PNP Staffing Group
http://pnpstaffinggroup.com
New York City, New York
#191
Kent Daniels & Associates
http://www.kentdaniels.com
Diamond Bar, California
#192
Airswift
http://www.airswift.com
Houston, Texas
#193
The Delta Companies
http://www.thedeltacompanies.com
Dallas, Texas
#194
PrincePerelson & Associates
http://perelson.com
Salt Lake City, Utah
#195
Collabera
http://collabera.com
Basking Ridge, New Jersey
#196
Professional Staffing Group
http://www.psgstaffing.com
Boston, Massachusetts
#197
Alliance Solutions Group
http://www.alliancesolutionsgrp.com
Independence, Ohio
#198
Staffing Services
http://www.staffing-the-universe.com
East Brunswick, New Jersey
#199
Huntington Partners
http://www.huntingtonpartners.com
Pittsburgh, Pennsylvania
#200
Mason Frank International
http://www.masonfrank.com
London, United Kingdom
#201
GQR
http://www.gqrgm.com
London, United Kingdom
#202
SNI Companies
http://www.snicompanies.com
West Des Moines, Iowa
#203
Whitridge Associates
http://www.whitridge.com
Quincy, Massachusetts
#204
K.A. Hamilton & Associates
http://www.kahamilton.com
Pittsburgh, Pennsylvania
#205
Boly Welch
http://www.bolywelch.com
Portland, Oregon
#206
elite personnel
http://www.elitepersonnel.com
Bethesda, Maryland
#207
Staffing Plus
http://www.staffingplus.com
Haverford, Pennsylvania
#208
The Peak Organization
http://www.peakorg.com
New York City, New York
#209
Alpha Medical Group
http://www.alphamedicalgroup.org
Monroe, Connecticut
#210
AEC Employment Resources
http://aecemployment.com
Millington, Tennessee
#211
Frontline Source Group
http://www.frontlinesourcegroup.com
Dallas, Texas
#212
BNG Consulting
http://www.bngconsultinginc.com
Boston, Massachusetts
#213
Contemporary Staffing Solutions
http://www.contemporarystaffing.com
Mt. Laurel, New Jersey
#214
Genesis Global Recruiting
http://genesis-global.com
Miramar, Florida
#215
Direct Consulting Associates
http://www.dc-associates.com
Solon, Ohio
#216
West Coast Careers
http://www.westcoastcareers.com
Lynnwood, Washington
#217
Adkisson Search Consultants
http://www.adkissonconsultants.com
Bloomington, Illinois
#218
Fred W. Smithson
http://www.fredwsmithson.com
El Paso, Texas
#219
SyllogisTeks
http://www.syllogisteks.com
Chesterfield, Missouri
#220
CreativeSourcing
http://www.creativesourcing.com
Chicago, Illinois
#221
Ascendo Resources
http://ascendo.com
Coral Gables, Florida
#222
Morgan Hunter Corporate Search
http://www.morganhunter.com
Overland Park, Kansas
#223
Sklar & Associates
http://sklarsearch.com
Chicago, Illinois
#224
The HT Group
http://www.thehtgroup.com
Austin, Texas
#225
Fanning Personnel
http://www.fanning-boston.com
Boston, Massachusetts
#226
CulverCareers
http://www.culvercareers.com
Del Mar, California
#227
MSI International
http://www.msi-intl.com
Atlanta, Georgia
#228
A-1 Careers
http://www.a-1careers.com
Overland Park, Kansas
#229
Johnson Service Group
http://jsginc.com
Westmont, Illinois
#230
Stout Executive Search
http://stoutexecutivesearch.com
Springdale, Arkansas
#231
Walker Elliott
http://walker-elliott.com
Houston, Texas
#232
Dynamics Search Partners
http://dynamicssearchpartners.com
New York City, New York
#233
Employers overload
http://www.employersoverload.com
Portland, Oregon
#234
Revolution Technologies
http://www.revolutiontechnologies.com
Melbourne, Florida
#235
Gainor Staffing
http://www.gainor.net
New York City, New York
#236
Xtreme Consulting Group
http://www.xtremeconsulting.com
Kirkland, Washington
#237
Career Group Companies
http://careergroupcompanies.com
Los Angeles, California
#238
Artisan Creative
http://www.artisancreative.com
Los Angeles, California
#239
Malone
http://www.malonesolutions.com
Louisville, Kentucky
#240
Celarity
http://www.celarity.com
Bloomington, Minnesota
#241
HireBetter
http://hirebetter.com
Austin, Texas
#242
Soliant
http://www.soliant.com
Atlanta, Georgia
#243
Corestaff
http://www.corestaff.com
Atlanta, Georgia
#244
FIT Staffing Solutions
http://www.fitstaffingsolutions.com
Springfield, Massachusetts
#245
Alevistar Group
http://alevistar.com
Conshohocken, Pennsylvania
#246
Newcastle Associates
http://newcastleassoc.com
Lake Forest, Illinois
#247
Chartwell Staffing Solutions
http://chartwellstaff.com
Lancaster, Pennsylvania
#248
Concentric Healthcare Staffing
http://concentrichealthcare.com
Scottsdale, Arizona
#249
Intelligent Capital Management
http://www.icn-i.com
Wayne, Pennsylvania
#250
Robert Walters Associates
http://www.robertwalters-usa.com
London, United Kingdom
资讯
2018年04月09日
资讯
Job Ads Can’t Specify Protected Characteristics Without Bona Fide Reason
Employers are prohibited from publishing job advertisements indicating any preference or specification for applicants based on protected characteristics such as race, color, religion, sex or national origin, except when a bona fide occupational qualification exists based on religion, sex, or national origin.
Legitimate job qualifications could include a Catholic church looking to hire only Catholic priests or a fashion design house for women's clothes advertising for female models, explained Kate Bischoff, SHRM-SCP, employment attorney, HR consultant and founder of tHRive Law & Consulting, based in Minneapolis.
The Case Against Discriminatory Ads
The U.S. District Court for the Northern District of Illinois recently decided against a Chicago-based employment agency that unlawfully advertised to supply restaurants with Mexican workers. Judge John Z. Lee ruled that the ads were discriminatory and violated Title VII of the Civil Rights Act of 1964.
The Xing Ying Employment Agency argued its advertising did not discriminate against workers because it didn't express a preference for any particular type of worker, but promoted workers for hire.
[SHRM members-only online discussion platform: SHRM Connect]
Xing Ying placed print ads in the Chicago edition of a Chinese-language newspaper from 2011-2015, saying it would provide "lots of Mexicans. Honest and sincere (provide the best Mexicans)" for food preparation and "all trades and professions." The ads made no mention of any other racial or ethnic groups.
The state alleged that the advertisements "unlawfully expressed a preference or specification for Mexicans or persons of Latino origin" in violation of Title VII, which prohibits employment agencies and employers from publishing job notices or ads "indicating any preference, limitation, specification, or discrimination, based on race, color, religion, sex, or national origin ..."
Lee countered Xing Ying's argument by saying that even if the ads didn't express a preference for workers based on protected characteristics, they violated the law by indicating a prohibited specification of Mexican workers.
"The court concludes that, in prohibiting employment agencies from publishing advertisements indicating any specification based on national origin, Congress forbade employment agencies from advertising the availability of workers based upon their national origin."
The same holds true for employers. "This is pretty basic stuff, and hopefully, employers have already gotten the message that they cannot express a preference in job advertising," Bischoff said. "The EEOC has brought suit on these issues before."
Takeaway for HR. A bona fide occupational qualification is hard to prove, Bischoff said. "It must be more than just a preference—the job must demand that only the protected class can do it. HR and recruiters should be careful when determining if a bona fide occupational qualification is really required and then advertise accordingly."
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
资讯
2018年03月31日
资讯
GDPR: Is Your Recruiting Ready? GDPR：您的招聘是否准备就绪？作者：Randal Truong
As 2018 approaches, almost every company is wondering, does the General Data Protection Regulation (“GDPR”) apply to me, and if so how do I make sure I’m ready for it? GDPR represents the most sweeping data privacy legislation in the European Union since 1995, and compliance is a must for any company that does business in the EU. In your preparation for GDPR compliance, it’s critical to work with vendors like Lever who understand and will support your compliance needs.
The basics
What is GDPR?
GDPR, consisting of 99 Articles and 173 Recitals, is Europe’s new framework for data protection laws. It basically gives EU residents more control over how organizations collect, process, store, and share their personal data online. It requires organizations to undertake certain steps to ensure they are adequately protecting the personal data collected.
When does GDPR go into effect?
GDPR is already law, but due to the extensive new compliance requirements, organizations were given two years to become compliant. GDPR will start being enforced on May 25, 2018.
How do I know if the changes affect me?
GDPR requires compliance from any organization that collects personal data from someone in the EU. As a recruiting organization, that means you need to be compliant if you’re hiring, and therefore collecting the data of EU residents.
What happens if I ignore GDPR?
The penalties for non-compliance are high. Companies can be fined up to €20 million or 4 percent of their global revenue for non-compliance with key provisions of GDPR. Compared to the prior law, GDPR gives EU data protection authorities more investigative powers as well.
Definitions
GDPR affects three main groups who are either protected by the Regulation or obligated to comply with it: data subjects, data controllers, and data processors. It’s important to understand each group in order to understand GDPR as it relates to recruiting.
Data Subject → The candidate.
As the person giving their personal information, the candidate is the data subject.
Data Controller → You, the company who is doing the recruiting.
As the company doing the recruiting, you are the data controller because you decide the purposes for which you need to collect data and how to collect it.
Data Processor → Lever, the applicant tracking system, and all other software vendors you use in your hiring processes.
Lever processes data on behalf of its customers, making us a data processor.
Processing.
Essentially anything you do with personal data is a form of processing. It’s a broad term that includes but is not limited to collecting, recording, organizing, structuring, storing, adapting, retrieving, transmitting, disseminating, restricting, erasing, or destroying personal data.
Data controllers: Some concepts to keep in mind for GDPR compliance
As you probably have already determined, there is no silver bullet for GDPR compliance since the steps each company needs to take for compliance will vary depending on the EU personal data it processes. Furthermore, the text of GDPR establishes data privacy principles, but does not spell out every detail about how these principles should be achieved. Thus, decisions regarding how your organization achieves compliance are best made by consulting legal experts that understand how your business operates.
However, there are some key concepts you may want to keep in mind as a data controller while you prepare for GDPR.
GDPR:
Establishes data privacy principles.
The principles concern how to process personal data in a compliant way. Personal data must be (a) processed lawfully, (b) collected for specific and legitimate purposes, (c) limited to what is necessary, accurate and up-to-date, (d) kept for no longer than necessary, and (e) processed in a manner that ensures appropriate security of personal data. In light of these principles, companies may want to consider how they collect candidate data, what they use it for, and how long they store it.
Creates new requirements for how to process personal data legally.
In order for companies to process a candidate’s personal data lawfully, one of six conditions – listed in Article 6 of GDPR – must apply. The most relevant conditions for recruiting in a compliant manner are that the data subject (the candidate) has given specific consent, or that the processing is necessary for the purposes of the legitimate interests pursued by the data controller, e.g. evaluating candidates for the purpose of hiring.
Increases data subjects’ rights.
Under GDPR, candidates have more control over their personal data, like the right to access (knowing whether their personal data is being processed, and how), right to rectification (if their personal information is incorrect, candidates have the right to correction without “undue delay”), right to erasure (the right to request the deletion of their personal data), and the right to object to their data being used for specific purposes – like for a recruitment marketing newsletter. Companies will need to be prepared to respond to and honor data requests from candidates in a timely manner.
Regulates the safe transfer of data to countries outside of the EU.
Transfers of data outside of the European Economic Area (EEA) are typically not permitted if the European Commission deems that a country does not ensure an “adequate” level of data protection. GDPR outlines ways companies in countries outside of the EEA that do not have adequate levels of data protection (like the U.S.) can transfer data legally.
Requires reporting of data breaches.
Controllers will be required to report data breaches within 72 hours of determining that a data breach is likely to “result in a risk for the rights and freedoms of individuals.” They will also be required to notify their data subjects “without undue delay” after first becoming aware of a data breach.
Allows Member States to make more specific rules in relation to recruitment and the processing of employees’ personal data.
Controllers will want to be mindful of Article 88, and be sure to track any additional rules enacted by Member States in this area.
Requires a Data Protection Officer (DPO) in certain instances.
GDPR requires the appointment of a DPO in organizations whose core activities consist of large scale processing operations that require regular and systematic monitoring of data subjects or the processing of special categories of data. The data protection officer may be an employee or a contractor as long as they can fulfill the tasks detailed in Article 39, such as monitoring the company’s compliance with GDPR.
Requires maintaining records.
Finally, a critical measure of GDPR is that data controllers are required to maintain records of the processing activities relevant to each candidate, such as purposes for having a candidate’s data, logs of how you found them, and envisioned parameters for erasure. Controllers must be able to provide this data upon request. This makes recruiting in spreadsheets and multiple tools a risk for GDPR compliance. Using an ATS like Lever that stores every piece of data and every interaction your company has with a candidate in one place supports your ability to provide records and prove compliance.
Conclusion
If you’re a company that recruits and hires EU residents, you need to be aware of the requirements for processing their personal data. This may impact the way you recruit, like how you notify applicants and sourced candidates about the personal data you're collecting from them and how you store their personal data. For full context, there’s no better resource than the text of GDPR.
As a premium applicant tracking system with global customers, data security and compliance are a top priority at Lever. Our existing best practices around information security and privacy, including our SOC 2 Type 2 compliance, provide a strong foundation for compliance under GDPR going forward. Lever is actively preparing for GDPR compliance, and is committed to working with our customers in their compliance efforts.
全文来自于：
https://www.lever.co/blog/t-minus-157-days-until-gdpr-is-your-recruiting-ready
以下为AI翻译，仅供参考，详细以英文为主：
随着2018年的临近，几乎每家公司都在想，“通用数据保护条例”（“GDPR”）是否适用于我，如果有的话，我如何确保我已做好准备？GDPR代表了自1995年以来欧盟最广泛的数据隐私立法，对于在欧盟开展业务的任何公司来说，遵守规定是必须的。在准备GDPR合规性时，与能够理解和支持合规需求的Lever供应商合作非常重要。
基础
什么是GDPR？
GDPR由99篇文章和173篇专题文章组成，是欧洲新的数据保护法律框架。它基本上可以让欧盟居民更好地控制组织如何在线收集，处理，存储和分享他们的个人数据。它要求组织采取某些步骤来确保他们能够充分保护收集到的个人数据。
GDPR何时生效？
GDPR已经是法律，但由于新的合规要求，组织有两年的时间才能变得合规。GDPR将于2018年5月25日开始执行。
我怎么知道这些变化是否会影响我？
GDPR需要任何从欧盟某个国家收集个人数据的机构遵守。作为一个招聘组织，这意味着如果您正在招聘，您需要符合规定，因此需要收集欧盟居民的数据。
如果我忽略GDPR会发生什么？
对违规的处罚很高。由于违反GDPR的关键条款，公司可能被罚款高达2000万欧元或占其全球收入的4％。与以前的法律相比，GDPR也为欧盟数据保护机构提供了更多的调查权力。
定义
GDPR影响受规章保护或有义务遵守的三个主要群体：数据主体，数据控制者和数据处理者。了解每个群体以了解与招聘相关的GDPR是很重要的。
数据主题 →候选人。
作为提供个人信息的人，候选人是数据主体。
数据管理员 →您，正在进行招聘的公司。
作为进行招聘的公司，您是数据管理员，因为您决定需要收集数据的目的以及如何收集数据。
数据处理员 →杠杆，申请人跟踪系统以及您在招聘流程中使用的所有其他软件供应商。
Lever代表客户处理数据，使我们成为数据处理器。
处理。
基本上，你对个人数据所做的任何事情都是一种处理形式。这是一个广泛的术语，包括但不限于收集，记录，组织，构建，存储，调整，检索，传输，传播，限制，删除或销毁个人数据。
数据控制器：要遵守GDPR合规性的一些概念
正如你可能已经确定的那样，对于GDPR合规来说没有银弹，因为每个公司需要遵守的步骤取决于其处理的欧盟个人数据。此外，GDPR文本确立了数据隐私原则，但没有详细说明如何实现这些原则的每个细节。因此，关于您的组织如何达到合规性的决定最好通过咨询法律专家来了解，这些专家了解您的业务运作情况。
但是，在准备GDPR时，您可能需要将一些重要概念作为数据控制器牢记在心。
GDPR：
建立数据隐私原则。
原则涉及如何以合规的方式处理个人数据。个人资料必须（a）合法处理，（b）为特定和合法目的收集，（c）仅限于必要，准确和最新，（d）保存时间不超过必要，以及（e） ）以确保个人数据适当安全的方式处理。根据这些原则，公司可能想要考虑他们如何收集候选数据，他们使用的数据以及他们存储候选数据的时间。
为合法处理个人数据创建了新的要求。
为了使公司合法处理候选人的个人数据，必须申请6个条件之一 - GDPR 第6条中列出的条件。以合规的方式招聘最相关的条件是数据主体（候选人）已经给予特定的同意，或者为了数据控制人所追求的合法利益的目的而进行处理是必要的，例如为了招聘。
提高数据主体的权利。
根据GDPR，候选人对其个人数据拥有更多的控制权，如获取权（知道他们的个人数据是否正在处理，以及如何处理），纠正的权利（如果他们的个人信息不正确，候选人有权纠正，不当延迟“），删除权（要求删除其个人数据的权利）以及反对其数据用于特定目的的权利 - 例如招聘营销通讯。公司需要做好准备，及时响应和尊重候选人的数据请求。
规定将数据安全传输到欧盟以外的国家。
如果欧盟委员会认为一个国家没有确保“足够”的数据保护水平，则通常不允许在欧洲经济区（EEA）之外转移数据。GDPR概述了欧洲经济区以外国家没有足够数据保护水平的公司（如美国）可以合法传输数据。
需要报告数据泄露。
在确定数据泄露很可能“导致个人权利和自由风险”的72小时内，控制器将被要求报告数据泄露事件。他们还将被要求“在没有不当延迟”的情况下通知他们的数据对象首先意识到数据泄露。
允许成员国在招聘和处理员工个人数据方面制定更具体的规定。
管理人员会想要注意第88条，并且一定要跟踪会员国在这方面制定的任何其他规则。
在某些情况下需要数据保护员（DPO）。
GDPR要求在其核心活动由大规模加工业务组成的组织中指定DPO，这些业务需要定期和有系统地监测数据主体或处理特殊类别的数据。只要数据保护官员能够完成第39条中详述的任务，例如监控公司对GDPR的遵守情况，就可以是员工或承包商。
需要维护记录。
最后，衡量GDPR的一个关键指标是数据控制人员需要保存与每个候选人相关的处理活动的记录，例如有候选人数据的目的，你如何找到他们的日志以及设想的擦除参数。控制器必须能够根据要求提供这些数据。这使得在电子表格和多种工具中招聘GDPR合规风险成为可能。使用像Lever这样的ATS存储每一项数据，以及您公司与候选人在一个地方进行的每次互动，都有助于您提供记录并证明合规性。
结论
如果您是招聘和雇佣欧盟居民的公司，您需要了解处理其个人数据的要求。这可能会影响您招聘的方式，比如您如何通知申请人和采购人员关于您从他们收集的个人数据以及如何存储他们的个人数据。对于完整的背景，没有比GDPR文本更好的资源。
作为全球客户的优质申请人跟踪系统，数据安全性和合规性是Lever的首要任务。我们现有的关于信息安全和隐私的最佳实践（包括我们的SOC 2第2类合规性）为未来GDPR合规奠定了坚实的基础。Lever正在积极准备GDPR合规，并致力于与我们的客户合作。
资讯
2018年03月31日
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California Labor Laws 2018
Everything to know about the state's HR, payroll, and benefits rules.
Welcome to the big leagues. If HR compliance was a contest, the Golden State would take first place in the category of most difficult. The Human Resources Certification Institute goes as far as to offer a separate credential, the PHR-CA, to members ambitious enough to master California HR compliance.
Are you up to the challenge? From hiring rules to payroll processing, we’ve broken down the nuances of California HR, all in one place. You can also keep up with regulatory changes by subscribing to the Namely newsletter or following our compliance blog, HR News.
California Fast Facts
Minimum Wage: $10.50 (26+ employees)
Overtime Exemption: $45,760 per year
Salary History Ban: ✓
Ban the Box Law: ✓
Harassment Training: Mandatory for supervisors
Paid Family Leave: 6 weeks, 60-70% of wages
HR Difficulty Rating: ★★★★★
Link: California Labor Commissioner's Office
HR Compliance
California is considered the hardest place in the country to practice HR. So why is the state known for golden beaches and sunny weather anything but laid back? Labor laws are generally favorable toward either businesses or employees. In this legislative tug-of-war, Democrats have historically sided with workers. California is a “deep blue” state, and as such has pioneered some of the most pro-employee regulations in the country. For evidence of that, look no further than some of the state’s “greatest hits.” California was the first state to enact a paid family leave mandate, and the first state to pass a $15 minimum wage. For HR professionals, milestones like these mean constantly having to keep up with new rules.
Many of these rules are unique. Take California’s approach to non-competes, for example. Noncompete agreements, which forbid current or former employees from working with a competitor, are illegal for nearly all roles in California. Only CEOs and owners are excluded from that hard rule. While the state’s hardline stance remains an outlier in HR compliance, a number of other jurisdictions have vowed to follow its example. New York City in particular seems to be intent on passing a similar ban.
Another hot topic in California is immigration and work authorization. While a growing number of states are looking to mandate E-Verify, the electronic service that cross-references employee I-9 information with government records, California is going the opposite way—limiting its use. It is illegal for employers to use the tool to confirm the immigration status of a job applicant or current employee. Penalties here are steep, reaching as much as $10,000 per offense. As an alternative, HR professionals should regularly run Form I-9 audits to determine whether they’re in compliance with U.S. immigration law.
Those are just some of the issues California employers face as it pertains to HR compliance. Read the articles below to learn more about state laws covering matters like anti-harassment training, worker authorization, equal pay, and more.
More resources on California HR Compliance
Navigating Federal and State Anti-Harassment Laws
Non-Competes Face New Legal Tests
New California Law Seeks to Close Gender Pay Gap
Lunch Breaks: Federal and State Rules
The Ultimate Guide To Multistate Employment
Paid Leave
While the U.S. doesn’t have a national paid leave mandate, that hasn’t dissuaded states and cities from taking matters into their own hands.
As is often the case in employment law, the Golden State has served the role of trailblazer. In 2004, California became first state to implement a paid family leave mandate. The move spurred a wave of other states to follow, including Rhode Island, Washington, New Jersey, and New York.
California’s paid family leave rules are among the country’s most generous, offering employees up to six weeks to bond with a child or care for an ill family member. This leave needs to be paid at 60 to 70 percent of regular wages, depending on how much the individual usually earns. In a rare case of “fully paid” family leave, the city of San Francisco requires employers to foot the bill for the remaining wages that aren’t covered.
Thankfully for businesses concerned about costs, employers don’t actually pay for the statewide program. Paid leave in California is funded through an employee-paid tax. That said, HR teams are still tasked with ensuring that the right systems and payroll deductions are in place to make that happen. What’s more, state law also requires that leave balances display on employee pay stubs, so workers are aware of how many days they’re entitled to. Businesses with California employees should work with their payroll providers to ensure that their system supports these requirements.
Beyond traditional paid leave, keep in mind that even vacation time is subject to state rules. California considers accrued PTO as a part of overall earnings and requires that it be paid out to departing employees. That payout has to happen along with their last check, due within 72 hours of their departure or on their last day, depending on whether the employee voluntarily quit or was fired. It’s for this reason that “unlimited” vacation policies often raise legal questions in the state. If PTO is considered part of an employee’s earnings, how do you pay out an unlimited policy if he or she terminates?
While California is certainly on the paid leave bandwagon, will lawmakers on Capitol Hill follow suite? Though paid family leave has historically been a non-starter with Republican lawmakers who view most employer mandates unfavorably, that hardline stance has softened in recent years. President Trump and members of his family have voiced support for paid family leave, and a number of proposals have been put forward in Congress.
Only one thing is certain: if that federal mandate ever does come, it’ll be California HR professionals who will be best prepared.
More resources on California paid leave
New CA Family Leave Requirements Take Effect
CA Boosts Paid Family Leave Benefits
The Evolution of Paid Leave
Building Employee Loyalty With PTO
Recruiting
With unemployment at record lows, it’s no secret that getting top talent through the door is as hard as it's ever been. Thanks to a number of state labor laws, that’s doubly true for California recruiters. When it comes to topics like salary history and criminal history, some questions are better left unasked.
With a law that went into effect earlier this year, it is now unlawful for all businesses to ask about an employee’s salary history. Recruiters should note that if a candidate voluntarily provides salary information without being asked, HR can then consider it when making a compensation decision. Additionally, the law requires employers to provide applicants with the opening’s pay range if asked.
What is this law’s purpose? These salary history bans, which have been passed by a growing number of states and cities nationwide, are tied to the equal pay movement. Legislators’ operating theory is that asking about prior compensation only serves to perpetuate past pay discrepancies. Outlawing the question would then effectively force employers to only decide compensation based on market rate and job experience.
There’s one other topic that’s illegal to bring up during the interview process: criminal history. That means the “have you ever been convicted of a crime?” box found on most traditional job applications is forbidden for most roles in California. You can only ask about criminal history once you’ve extended a job offer—and even then, if you’re not satisfied with the response, you’ll need a substantive reason to retract your offer. If you’re concerned about the results of a background check, carefully consider whether the offense has a real connection to the role’s responsibilities. If the candidate disagrees with your assessment, they are legally entitled to an appeal.
These so-called “ban the box” laws are growing in popularity nationwide. If you have multistate offices, note that adopting California-compliant rules across the board might serve you well in the long term. Over 150 cities and several states have laws limiting access to criminal history, applying to over 230 million people. For HR professionals, that’s another rule to keep track of. For the nearly one third of Americans with some form of criminal history, however, it means something much more: a potential second chance.
More resources on HR certification
HR’s Guide to Hiring Laws in California
California Set to ‘Ban the Box’
CA Set to Ban Salary History Questions
California Looks to Expand Veteran Hiring
Payroll
Being a payroll professional anywhere can be taxing work. Payroll in the Golden State is a whole other ballgame.
Back in 2016, California Governor Jerry Brown signed off on the first $15 minimum wage law in the country. To assuage concerns that the increase was too dramatic, lawmakers opted to implement the increase subtly over time, with different rates applying to different size companies. Because of this approach, the hardest part for HR professionals isn’t simply upping employee compensation—it’s keeping track of what minimums are actually in effect. A full schedule of planned increases is below. Keep in mind that after 2023, the minimum wage is subject to an annual adjustment based on the health of the state’s economy.
California Minimum Wages (2018-2023)
Effective Date (Jan. 1)
26+ Employees
Under 26 Employees
2018
$11.00
$10.50
2019
$12.00
$11.00
2020
$13.00
$12.00
2021
$14.00
$13.00
2022
$15.00
$14.00
2023
$15.00
$15.00
For most employers across the country, overtime rules are the same. Under the Fair Labor Standards Act, any hours over 40 in a week count as time-and-a-half pay for nonexempt workers. California goes about overtime a little differently. The state takes a unique daily approach to overtime calculation, stipulating that any hours over eight in a day are considered overtime. Additionally, any hours over 12 in a day are considered “double overtime,” meaning that employees are paid double their rate of pay.
There are a host of other rules that the state applies to payroll. Did you know that you’ll need to provide a terminated employee with their final check before they head out the door? Or that it’s illegal to print your employee’s social security number on their paystub? As is often the case in compliance, the devil’s in the details. If you’re working with or evaluating payroll vendors, be sure to ask how familiar they are with some of these lesser known local rules.
More resources on California payroll
CA Approves Historic Minimum Wage Increase
California Proposes New Overtime Rules
When Is an Employee’s Final Paycheck Due?
State Wage and Tax Rates for 2018
Payroll Guide: Definitions, Compliance, and Software
Local
All compliance is local. While California is known as a state with exceptionally complex HR rules, you shouldn’t count out its various cities and counties from enacting their own regulations, too.
If you have multiple offices or employees scattered across the state, knowing which rules to follow can be a challenge. Here’s a tip you can apply in almost all cases: when in doubt, the set of rules most generous to employees prevails. That same “golden rule” applies when federal and state rules contradict, too.
Here’s an example. An employer has offices in both San Diego and San Francisco. As of this writing, San Diego’s minimum wage sits at $11.50 per hour. In San Francisco, it’s $14.00 per hour. The statewide rate is $11.00 for companies with 26 or more employees. Both local rates are higher than the state minimum, which means they’re the ones you actually need to follow. While you could legally offer employees a minimum wage matching the jurisdiction they’re in, it might be easier to default to the San Francisco rate across the board. That’s particularly true considering that the state minimum will reach $14.00 after 2020 anyway.
Keep in mind that local governments often serve as trailblazers when it comes to changes in employment law. Before the state passed its own ban the box law, for example, Los Angeles and San Francisco had their own variants. If you’re looking to stay ahead of what the governor or state lawmakers will do next, watch what the local HR “laboratories” are doing first.
More resources on California local compliance
How to Navigate Contradictory HR Laws
San Francisco to Require Fully Paid Family Leave
San Francisco Bans Salary History Questions
Staying in the Know
Keeping tabs on rules and regulations is hard enough in most states, let alone in California. Between hiring and managing talent, there isn’t always time for HR to keep up with what’s happening in Sacramento. That’s doubly true for those at companies with multistate offices.
Want to stay in the know? Join the 150,000+ HR practitioners who subscribe to Namely’s blog. We’ll bring you the latest in HR news, share practical tips for implementing best practices, and tell real stories of work and life from our community. Click here to subscribe to the Namely newsletter to keep tabs on California and beyond.
来源：https://library.namely.com/california-labor-laws?utm_campaign=california-pillar&utm_source=linkedin&utm_medium=social
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