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From the Northeastern Section of the ACS, focusing on career management and development
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07/12/15
Salary Information. Public or Private Information
Filed under: Interviewing, Position Searching, Job Offer (Situations), First Year on Job, Legal matters, Observ. Trends
Posted by: site admin @ 4:06 pm

Over the years confidential information which is not shared
within a company includes health records, bank account,
social security details, finance and investment records
about you by law.

On the other hand, many report seeking offers with the highest
possible starting salary.
  In many places co-workers do not
often reveal their numbers to one another.  However, making
this information public to professional association and sites
like glassdoor.com is done.  The question is:  can you be
restricted from sharing your salary compensation by an
employer?

The answer is yes, but the debate goes back and forth.

Why would an employer want to?–
  to prevent unhealthy employee competition,
  to lessen undesirable interview negotiations with others,
  to avoid prosecution for wage discrimination [Ledbetter
Fair Pay Act 2009]

If, in any of your signed documents there is a clause stating

“…both during and at all times after termination …., I shall not
use, disclose, publish or distribute…any confidential information,
… as authorized in advance and in writing by the company…”

you agree to the restriction despite NLRB laws permitting
sharing of information to allow employees freedom to organize.

So, if the information can not be traced to specific individuals,
individuals feel it helps others to report it.  People reading the
data need to know it can be both over- and under-reported and
more importantly, salary is only one component of a
compensation package.

The package also might cover vacation time, child care, hours of
work (including travel time and time to handle personal affairs),
sign-on bonus (taxes paid), relocation package, performance
related bonuses, parking, transporation assistance, company
van or transportation, flex time, dress code, intellectual
property rights, subscritions, wellness facilities, memberships
insurances (health, life, disability, other) and others.

Executive packages
in addition might also include incentives,
stock options, termination provisions, loans, deferred compensation,
and other features.

So looking at a single number as a basis of comparison might
seem shortsighted.  It should be more ethically judged on your
family’s needs and requirements and market value.
 
 

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