Equal Pay for Equal Work Act
What does the Equal Pay for Equal Work Act mean for CSU?
1. All Promotions must be announced for one (1) day on the internal job board via a Promotional Announcement.
Promotional Announcements are required before making an internal hire or promoting an employee. Effective dates may not be backdated to a date prior to the promotional announcement.
Promotional announcement postings have been required on the internal job board since January 1, 2021. The purpose of these announcements is to provide transparency to the CSU workforce by communicating salary information tied to a position.
The State’s Department of Personnel Administration has provided additional guidance clarifying that a promotional opportunity announcement is required when an employee will be promoted and there is not a vacant position.
When there is not a vacant position, the following language must be included in the promotional opportunity announcement:
The following is a promotional opportunity announcement and not a vacant position.
In this instance, additional applications will not be accepted. The employee will be required to apply via the Internal Jobs Hub in Workday in order to accept the promotion in the system.
Internal searches for vacant positions are considered promotional opportunities and require posting. In these cases, applications will be accepted and considered.
Additional details regarding the distinction between promotional announcements and internal searches for promotional opportunities, will be outlined soon.
2. The act prohibits employers from asking job candidates about their previous compensation levels.
Those involved in search processes at CSU may not ask candidates in any manner about current or past salaries. A candidate may be asked what their salary expectation is for the position for which they have applied and are being considered.
3. Requires the use of appropriate salary ranges when posting a job opening, based on compensation levels for similar jobs/duties and market comparisons.
An appropriate salary range, as well as a general description of benefits, must be included in each job posting. A salary range is required for all Administrative Professional and Faculty job postings; a set salary figure is not acceptable. Using only the general statement that “pay is commensurate with experience” will not comply with the Act.
A set hourly pay rate may be listed in place of a range for Non-Student Hourly positions where a range is not appropriate and for some State Classified positions where the living wage set by CSU is the top of the salary range for that classification. For all Hourly positions, the minimum of the range or set rate cannot be lower than Colorado’s minimum hourly rate.
4. Faculty Promotions
Faculty promotions in line with the faculty promotion process as outlined in the Academic Faculty & Administrative Professional Manual do not require promotional announcements.
5. Including Employee Benefits on all job postings
Employee Benefits has been added to all postings in Workday. This new field will automatically populate on a job posting and will include a link to the benefits offered for that specific employment type.
6. Non-Student Hourly (NSH) positions must now be posted in the TMS
All Non-Student Hourly positions must now be listed in Workday for at least one day.
7. Post selection notice sent to current employees
A new requirement under the EPEWA went into effect on January 1st, 2024. Following the selection of a candidate for a job opportunity, departments are now obligated to provide notice to all employees who will work with the selected candidate on a regular basis.
‘Work with on a regular basis’ is defined as an individuals who, as part of their job responsibilities, either communicate or collaborate with work at least monthly or have a reporting relationship (i.e., supervisor/supervisee) with the selected candidate. In addition to a department’s own communication about new employees, central HR will list all new hires on an announcement board located on the HR webpage.
These post-selection notices must be sent out within thirty days of the new employee’s start date and should include the name of the selected candidate, their former job title if the hire was internal, their new job title, and information on how employees can express interest in similar opportunities. Alternatively, departments may issue a single post-selection notice grouping all hires made within the past 30 days. Please feel free to utilize the New Hire Announcement email template when sending out these notices (Word Doc).