Jurisdiction |
Who Gets the Info? |
What Must be Provided? |
When? |
Effective Date |
Penalties |
California |
Applicants |
A salary or hourly range, not including bonuses or equity. |
Upon reasonable request after an applicant interviews for a position. |
January 1, 2018 |
Does not specify a penalty, but a representative claim under PAGA is available. |
Connecticut |
Applicants and Employees |
Wage range, defined as any applicable pay scale previously defined, actual range of wages for those employees currently holding comparable positions or the employer’s budgeted amount for the position. |
For applicants: the earlier of either the applicant’s request or prior to an offer of compensation being made.
For employees: upon hiring of the employee, a change in the employee’s position with the employer, or upon the employee’s first request. |
October 1, 2021 |
Private right of action within two years of a violation; compensatory damages; attorneys’ fees and costs; and possibly punitive damages. |
Maryland |
Applicants |
Wage range, undefined by the law. |
Upon request after application. |
October 1, 2020 |
Civil penalties up to $300 per violation and $600 for each subsequent violation. |
Nevada |
Applicants and Employees |
Wage or salary range, undefined by the law. |
For applicants: after an applicant has completed an interview.
For employees: after the employee has either applied, interviewed or received an offer for a promotion or transfer. |
October 1, 2020 |
Civil penalties up to $5,000 per violation; a private right of action. |
Cincinnati, Ohio |
Applicants |
Pay scale, undefined by the Ordinance. |
Upon reasonable request after an applicant has been provided a conditional offer of employment. |
March 13, 2020 |
A private right of action within two years; compensatory damages; reasonable attorney’s fees and costs. |
Toledo, Ohio |
Applicants |
Pay scale, undefined by the Ordinance. |
Upon reasonable request after an applicant has been provided a conditional offer of employment. |
June 25, 2020 |
A private right of action within two years; compensatory damages; reasonable attorney’s fees and costs. |
Rhode Island |
Applicants and Employees |
Wage range, defined as the range the employer anticipates relying on in setting wages for the position and may include reference to any applicable pre-determined pay scale, or the range of wages for incumbents in equivalent positions, or the budgeted amount for the position. |
For applicants: upon request after application, but the employer should disclose the wage range prior to discussing compensation.
For employees: both at the time of hire and when the employee moves into a new position. Upon request, employers must disclose a wage range to current employees in their current position. |
January 1, 2023 |
Civil penalties ranging from $1,000 – $5,000, however the Department of Labor & Training will not begin issuing fines until December 31, 2024; a private right of action within three years; compensatory damages; special damages up to $10,000; reasonable attorneys’ fees and costs. |
Washington |
Applicants and Employees |
Minimum wage or salary expectation, undefined by the law. |
For applicants: upon request after an offer has been made.
For employees: upon request after an employee has been offered a promotion or transfer. |
July 29, 2019 |
Civil penalties between $500 and $1,000; a private right action; compensatory damages no less than $5,000; costs and reasonable attorneys’ fees. |