If it actually does do that, then spell out why that's the case (e.g. what's the penalty for hiring someone for a salary outside the posted range)?
The OP makes it sound like this is only to address certain information asymmetries in salary negotiation:
> Currently, New York City employers are allowed to withhold pay information until the end of the hiring process.
> Advocates of the bill argue that this forces applications into unequal negotiations throughout the hiring process without the critical piece of knowledge around salary.
> “Lack of salary transparency is discriminatory and anti-worker,” said Rosenthal. “Every New Yorker should have the right to determine whether they will be able to support themselves and their family when they apply for a job. It is time to level the playing field, and restore some dignity to New Yorkers seeking employment.”
> ...Job postings without salary range information can be reported to the city’s Commission on Human Rights.
Based on the article, I see no reason why someone would be prevented from consenting to pay below the position's current minimum, so long as they have full knowledge that is what they are in fact doing.
As they say, the path to Hell is paved with good intentions, I see no reason why an HR department would take the risk.
When I was in my early 20s I had no degree or real experience. With misguided laws like this I wouldn't of been offered a job. It's not on your employer to pay you 100k for your first job. You endure making a bit less for a while.
Then about 3 years later you get your 100k job
The other path to Hell is to not act on good intentions.
> With misguided laws like this I wouldn't of been offered a job.
No, you're just making that assumption.
1. The most likely => you don't get any offer.
2. You mutually agree to take a lower offer. It's a lower offer, but it's also much, much greater than zero. You got your foot in the door, can develop your skills, earn an income, and make progress in your career instead of continuing to interview.
But they don't need to hire in NYC, and companies look at other regulations when deciding head count.
For example, you'll see a lot of startups freeze hiring at employee #49, since in the US (and other countries), there's a ton of HR requirements that kick in, including submitting IRS documents on magnetic tape.
One of Netscape's early advantages was that since they knew they would hire thousands of people, they skipped over all of the entry-level HR systems and started with enterprise-level systems. It was controversial at the time, but turned out to be the correct decision (the first exec was from SGI, so knew what growth looked like.)
