Bill: HB2700
Title: Explain the Benefits (Rep. Kristine Howard-D)
What Does it Mean: amends the state’s Equal Pay Law (Act of December 17, 1959,
P.L. 1913, No. 694) to require certain employers (15 or more employees) to disclose
detailed wage and benefit information in job listings and employment offers.
Job listings must include written disclosures of:
- Medical, dental, or vision benefits (if offered): premiums/costs and
employer/employee shares (as dollars or percentages), deductibles,
copayments, coinsurance, out-of-pocket maximums, plan/provider names,
and eligibility/waiting periods. - Life insurance benefits (if offered): death benefit/face value and any employee
contribution. - Retirement or deferred compensation benefits (if offered): plan type,
maximum/employer contribution formula, vesting schedule, and eligibility
conditions. - Clear statements if any of the above benefits are not offered.
Disclosures can appear in the listing itself or via a prominent hyperlink.
- The annual salary or hourly wage.
- Whether the position is exempt or nonexempt from overtime rules (with a
statement on overtime pay for nonexempt roles). - Summary plan descriptions (or equivalent written explanations) for eligible
employee benefit plans.
Penalties
- Failure to include required disclosures in a job listing: fine of up to $300 per
day the listing remains noncompliant. - Failure to provide required disclosures with an employment offer: fine of up to
$2,000. - First-time job-listing violations get a written notice and a 14-day cure period
(correction or withdrawal of the listing) before a fine applies. - Existing Equal Pay Law penalties for willful violations or retaliation remain,
with adjustments to reference the new rules. Anyone can report suspected
violations to the Department of Labor and Industry. - Effective date (if enacted): 120 days after becoming law.
The Go Big Small Biz Network’s Position: Oppose, here is why:
- This creates new administrative work, legal risk, and potential costs,especially
for smaller employers whose benefit packages can be complex or change
frequently. - A compliance mandate nightmare.
- Another thumb on small business.
The Go Big Small Biz Network exists to prevent government overreach into
small businesses. We are funded by our monthly subscribers of $19/monthly.
Please Join the movement.
Any Questions?
Email me, tracey@gobigsmallbiz.com
Thanks,
Tracey and Jeff Wakeen
