![]() If the employee works longer than three years, hold on to the form for at least one year after the employee leaves.įor at least 2 years: Keep basic employment and earning records like timecards, wage-rate tables, shipping and billing records, and records of additions to or deductions from wages. ![]() Also keep completed copies of each employee’s I-9 for three years after they are hired. Regarding employment and payroll data, under the Fair Labor Standards Act (FLSA) and others, you must:įor at least 3 years: keep payroll records, certificates, agreements, notices, collective bargaining agreements, employment contracts, and sales and purchase records. The DLT has published employer self-evaluation guidance. Employees are entitled to know the wage range for their position at the time of hire, upon request, and when they transfer into a new position.Įmployers will have to display a poster about employees’ pay equity rights in their workplaces.Įmployers may be able to limit their liability by conducting an audit of their pay practices and eliminating unlawful wage differentials. However, after extending an offer that includes compensation, employers can base an offer for more money on the applicant’s salary history if the applicant offers it without prompting and if the increased pay doesn’t result in an unlawful pay differential.Įmployers will be required to provide applicants with the wage range for the position they’re applying for upon request. Even if wage information is volunteered, employers can’t use it to screen an applicant in or out of the running or to determine how much to offer them for the job. Examples of legitimate factors include but aren’t limited to a merit system, geographic location, and work-related travel.Įmployers can’t lower an employee’s wage or salary to eliminate unlawful pay differences.Įmployers won’t be able to seek an applicant’s salary or wage history. ![]() The protected classes are race, color, religion, sex, sexual orientation, gender identity, gender expression, disability, age, and ancestry. Employers will be prohibited from paying different rates to members of different protected classes for comparable work unless the difference is based on legitimate job-related factors.
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